Conflict Asessment - Assignment Example

College During my early days of employment, I developed the problem of reporting late to work since most of the other experienced nurses came to work late and it was the routine of the workplace. As a result of this, my supervisor gave me a lot of warnings but I never took any of them seriously as the other members of the workforce did not take them serious too. One day, the supervisor came to work and noticed that almost half of the nurses were late. He made it clear that if anyone ever came late, then they will have their salaries deducted by 10% for everyday they were late and if this continued three times then they would be dismissed from work.

The next following weeks, almost all the employees were early to work and reported to work early. This disciplinary actions clearly improved the reporting time of employees even though many of the employees were not happy with the new rules, it was clear that it was growth producing and this made people become more cautious of their reporting time. The most destructive disciplinary action that I ever experienced is the rule that my dad had that anyone coming home late would be grounded for a whole week.

Even though this action was important in ensuring that I reported home early, it had a lot of destructive sides than the positive sides. First I would not get enough time to play which was vital for my age. This also made me sleep a lot and so I became less productive for the whole week. These reasons and many more made this a very destructive choice of action to take. Even though this action was destructive, it really helped modify my behavior. First, this action ensured that I did not spend a lot of my time doing useless things away from home rather it ensured that I was always at home at the right time and this helped me avoid stressing my parents.

It is therefore evident that even though the action had some negative effects, it also had some positive effects in my life. Rules are very important in the healthcare setup. In most healthcare facilities, nurses need a lot of supervision to perform their duties. Some nurses are also lazy and would not perform a certain duty that is their obligation unless told to do so by someone in authority. With rules, there are always consequences for every careless deed that the nurse performs. This ensures that nurses are always careful when performing some actions so as to avoid these punishments.

These rules therefore influence people in the healthcare facility positively. When nurses reduce their careless actions, then it means that the patients would be receiving a better service compared to the period when the nurses were not that careful. This is a clear indication that rules positively influence the lives of patients (Yoder, 2011). From these rules, I was able to learn a lot of positive things that would make me a better manager. First of all, I realized that people never work well without tight rules that are put in place.

Rules are therefore a better way of making sure that employees deliver what is expected from them. I also realized that most of the employees tend to reject these rules but as a manager, it is important to always stand your point to ensure that these conditions are kept and that the employees live with these rules with or without accepting them. It is also a good practice to always be an example to these other employees to ensure that they follow your footsteps (Diehl, 2003). Another important lesson learnt is that some rules are destructive as much as they might help employee.

It is therefore very important that managers clearly understand the rules and to know if they are positive or negative. The rules to be implemented by the organization have to be constructive and not destructive. Rules and limits are therefore very important parts of the organization as they help the stakeholders of the organization conform to with the organizations goals and vision and therefore help the organization in moving forward. They also give the employees and sense of direction to emulate.

References Diehl, P. F., & Lepgold, J. (2003). Regional conflict management. Lanham: Rowman & Littlefield. Yoder-Wise, P. S. (2011). Leading and managing in nursing. (5th ed.). St. Louis: Mosby.