Intrapersonal issues are the conflicts within a person and relate to the inability to cope with inner emotions and self-awareness. In healthcare settings, these situations occur when clinicians experience doubts and problems with expectations, perception of reality, and self-assessment, which result in the failure to find the appropriate solution. These circumstances are also associated with the decision-making process when healthcare professionals have to define how their emotions, attitudes, and values influence their work. An example of such conflict can be deciding whether to accept the promotion proposition if some difficulties accompany this situation. These issues may cause increased stress levels and life dissatisfaction of the healthcare workers, negatively influencing their ability to work and focus on their responsibilities.
In healthcare settings, not only intrapersonal but also interpersonal issues may have a significant effect on the conditions of work. This type of issue is associated with the differences in opinions of two people regarding one specific topic. These conflicts occur when a misunderstanding between physicians and nurses emerges due to the differences in their roles’ interpretation. Moreover, they may impede the relationship between professionals working in the same positions and perceiving their responsibilities and ways of treatment distinctly. The incident reporting system is one of the methods to understand, categorize, and describe conflicts (Jerng et al., 2017). It helps determine how to cope with the problems and what effect they have on the quality of services. Such measures might play a considerable role in resolving the issues between colleagues in healthcare settings and influence their understanding of the methods of workplace negotiations.
The three models of negotiation can be compared and contrasted in their application in healthcare settings. The first model is the win-win model, according to which both parties might benefit from the outcome (Greig et al., 2018). The second model is the win-lose model, which concerns the circumstances when one party achieves its goal while the other remains unsatisfied. The third model implies the lose-lose consequences when both sides do not attain their purposes. All these models are a part of the negotiation process of the healthcare practitioner who might resolve the conflicts with colleagues or patients and their families.
The similar features of these three models are their significant role in the ability of the healthcare workers to cope with the conflicts and disputes at work. Although these three methods of problem resolution have various consequences for both parties, the caregivers and their colleagues or patients, they all affect the practical skills of health professionals and their interaction with others. In particular, the experience of negotiating and achieving positive or negative results allows the medical practitioner to make conclusions and understand how the skills of negotiating influence what services patients might receive.
The difference between these negotiation models is their demonstration of the skills of the clinicians to achieve their goals. The first model reveals that the healthcare worker can direct the dispute with colleagues or patients to help both sides remain satisfied. The second model of negotiation displays that a clinician’s interpersonal skills need development. The inability to achieve a consensus that would satisfy all the parties proves that the health professional needs additional training. Finally, the lose-lose model signifies that the caregiver needs the assistance of coworkers and tutors. It might guarantee that the patients or colleagues do not suffer from the consequences of such a dispute.
Greig, J. M., Mason, T. D., & Hamner, J. (2018). Win, lose, or draw in the fog of civil war. Conflict Management and Peace Science, 35(5), 523-543. Web.
Jerng, J., Huang, S., Liang, H., Chen, L., Lin, C., & Huang, H. et al. (2017). Workplace interpersonal conflicts among the healthcare workers: Retrospective exploration from the institutional incident reporting system of a university-affiliated medical center. Plos One, 12(2), e0171696. Web.