Healthcare organizations have always been some of the most challenging enterprises in terms of definition and adherence to the ethical concerns with both the clients and within the staff. Thus, it has become of crucial importance to find ways to estimate a framework of defining core values of the organization that would work for both relationships among the care providers and conflict resolution with the clients. Thus, in terms of the following presentation, GenesisCare, a US-based healthcare organization dealing with the patients’ hospitalization process, will be analyzed on the matter of the organization’s core values and mission and its compliance with the conflict management techniques within the entity. To obtain a better understanding of the issue, the notions of conflict management and value definition will be addressed as well.
Value and Mission Formation
To begin with, it is necessary to dwell upon the very notion of value and mission formation within the organization. It goes without saying that any successful enterprise is initially focused on the qualitative goals and tangible achievements that shape its reputation and trust among the stakeholders. However, no planning could be fully successful when no external factors are contributing to the organization’s development, including the vision, mission, and core values estimation. Researchers claim that there is a distinct relation between the clarity of the entity’s goals and vision and the actual outcome of the organization’s activities when it comes to the issue of healthcare management (Gulati et al., 2016). Thus, the very process of formation of the core values and mission of the healthcare organization plays a crucial role in terms of both financial and working patterns within the unit.
Prior to the discussion of the chosen organization’s mission and values within the enterprise, it is of paramount importance to outline some basic information considering its creation and the major idea behind the establishment. Thus, GenesisCare claims itself to be one of the most successful healthcare organizations in the US in the context of cancer treatment and oncological technology provision (“Who we are,” 2020). The company itself is also located in the UK, Spain, and Australia, with the vast majority of therapy equipment based in the US. Hence, the company is primarily focused on the process of treating oncology-related diseases, urology, pulmonology, and radiation therapy provision.
When speaking of the organization’s core values, it should be primarily outlined that GenesisCare’s mission and ethical concerns revolve around the maximum satisfaction of the patients and their families. Thus, the major goal of the healthcare facility, which may be interpreted as to its mission statement, concerns the desire to provide patients with an exceptional quality treatment that enhances every single aspect of their journey towards combating cancer (“Who we are,” 2020). The following mission could then be interpreted in two ways. Firstly, the mission tackles the desire to create up-to-date technological attributes that would be able to win over oncological diseases. Another focus is then placed on the intention of providing patients with the most satisfying experience while they are faced with such a challenging and psychologically demanding disease.
Genesiscare: Core Values
The following mission, by all means, contributes to the process of defining some of the core organization’s values that drive the staff throughout the journey. Thus, the values include a high level of empathy, an innovative approach to the treatment, the establishment of both internal and external partnership, courage, and integrity (“Who we are,” 2020). In fact, all of the aforementioned values contribute to the development of the company’s initial vision that concerned the creation of a more innovative and pleasant way to undergo cancer treatment throughout the world. Such a set of expectations set by the company’s founders has considerably increased the demands from the GenesisCare employees that are to ensure continuous improvement within and outside the team, challenging human resource managers to find new approaches to the work assessment and conflict management in the company.
The notion of conflict management was outlined due to its considerable correlation with the process of the company’s productivity and development. In fact, when it comes to the relationship established within the workgroup in the healthcare context, it is of crucial importance to develop a set of coping mechanisms that might mitigate the outcomes of a highly stressful job. Thus, according to the researchers, the interprofessional conflicts between nurses and care providers frequently arise on the basis of stressful relationships with patients and inability to voice their concerns explicitly (Başoğul & Özgür, 2016). As a result, all the disagreements later result in the emergence of interpersonal conflicts and a lack of ethical communication. In order to address the issue properly, it is vital to define the possible techniques of conflict resolution in the workplace.
Conflict Management Strategies
The very concept of conflict resolution should be regarded from the perspective of the peculiarities of the interpersonal relationship that might potentially affect the outcome of the disagreement. Thus, when it comes to the paradigm of self-value in the context, the strategies of dominance and obliging may be outlined, with one valuing his or her interests more or less than the interests of others, respectively (Başoğul & Özgür, 2016). The position in between these options is called integrating, and it is considered to be one of the most ethical in terms of healthcare management. When it comes to the perception of the conflict itself, one may either avoid the disagreement whatsoever or try to find a compromise in the situation and satisfy everyone’s expectations to a possible extent.
Conflict Management and Nursing
When it comes to the process of conflict management strategies within the nursing practice, it should be outlined that all of the aforementioned techniques could be applied when a conflict setting requires a certain response. As a result, it is quite difficult to define the strategy that would be the most significant in terms of interprofessional conflict resolution, as the precedents to the situation are frequently diverse and unexpected (Başoğul & Özgür, 2016). However, the strategies of integration and compromise have proven to be the most efficient in the universal practice, leading to the conclusion that they would also be the most suitable in the context of the healthcare practice. Moreover, the notion of emotional intelligence, being extremely relevant in the field, promotes compromise as a beneficial model of conflict management.
Conflict Management and Community Healthcare Development
The process of conflict management within the healthcare facility plays a significant role in terms of the overall process of community healthcare development, as healthcare providers are the ones that contribute the most to the culture-shaping process. The patterns of the relationship existing within the organization reflect the tendencies of culture formation in the healthcare community, as minor disagreements between the employees lead to a lack of healthcare policy consistency. As a result, a precisely defined job description and motivation contribute not only to a better atmosphere and productivity in the workplace but to the quality healthcare provision to the patients as well.
Taking everything into consideration, it might be concluded that the notion of mission, values, and vision of the organization is tightly correlated with the patterns of conflict management in the context of healthcare. To begin with, the clearly defined mission of the organization contributes to the development of the workers’ job descriptions. The latter, in its turn, serves as one of the most efficient preventive measures in terms of conflict emergence and resolution, as it increases one’s satisfaction with the working process. However, once a conflict situation in the workplace cannot be adverted, the skills of integration and compromise should be performed to resolve the misunderstanding at the shortest notice. To train the following qualities, emotional intelligence among healthcare workers is to be promoted by employers.
BAşOğUL, C., & öZgür, G. (2016). Role of Emotional Intelligence in Conflict Management Strategies of Nurses. Asian Nursing Research, 10(3), 228-233.
Gulati, R., Mikhail, O., Morgan, R. O., & Sittig, D. F. (2016). Vision Statement Quality and Organizational Performance in Us Hospitals. Journal of Healthcare Management, 61(5), 335-350.
Who We Are. (2020). Web.