Healthcare Memo

Change is necessary for every institution’s success – yet it is likely to cause conflict due to resistance. Conflict resolution is an ability that leadership should be able to utilize when necessary to promote a good workplace culture. One strategy entails listening and helping each other when a disagreement or a conflict of interest occurs, and it is essential to good leadership. There is a growing recognition that acquiring and developing conflict resolution mechanisms should be a priority for leaders. In this scenario, the problem that needs to be reviewed and resolved is poor lighting in the wards within the institution. As the manager, the solution for this issue would be to develop a better lighting system that includes new and better lighting and sharper and lighter paints within the wards that would make the rooms better in terms of reflecting the light.

The solution would be effective because it would not only be a temporary solution but a permanent solution. After consultations with lighting solutions experts, the answer could accommodate the shortage of natural light in the wards. According to the patient’s complaints that there is not enough light even in the daytime, the white paintings could serve as a solution and reflect at night. Better lighting bulbs could be enough light sources inside and outside the wards at night. The solution helps to improve the care since better lighting bulbs could serve the whole institution and boost their service providence to the patients.


Implementation concludes all work done to solve an issue and necessitates meticulous attention to detail. The aspects that must be examined may be divided into three categories: planning and organizing to execute the solutions, implementing and evaluating the operation, and finally, assessing and analyzing the resolution’s success. The secret to effective execution is planning and preparing. The more significant the issue, or the more complicated the steps necessary to address it, the more comprehensive the overall planning and preparation must be (Cummings et al., 2018). When action is launched, it must be overseen and checked to verify that the strategy is implemented correctly, with corrective action implemented as needed.  It is critical to assess and analyze the strategy’s effectiveness once it is finalized and the remedy implemented.

The ideal style of leadership for this scenario is participative or democratic leadership. Democratic leadership is a combination of authoritarian and laissez-faire leading approaches. In terms of the democratic manner, in this case, a leader must solicit input and evaluate comments from their colleagues before concluding. In this scenario, listening to caregivers and patients is critical to finding a solution. Because it encourages conversation and involvement, the design increases employee engagement and workplace happiness. It is critical to seek their opinion to tackle the problem that impacts both patients and caregivers since they contribute remedies indirectly through this process.

Leaders are frequently confronted with negotiating conflict successfully. Analysis of the contradicting causes requires a detailed study of the circumstance. The most common cause of disagreements is a breakdown in communication amongst people (Cummings et al., 2018). Leaders must be prepared to identify the time at which this happens. Democratic leadership is commonly known as participatory leadership since it implies that leaders enable members to engage in the administration process (Uhl-Bien & Arena, 2018). Allowing the followers to engage in management choices might make some democratic leaders fearful of losing power. However, in democratic leadership, the leader’s responsibility is not just to solve issues but also to define the circumstances for practical answers. Highly competent and knowledgeable personnel who are not hesitant to share their thoughts drive Democratic leaders.

It is useful for me as a leader to know what alternatives I have when it comes to dispute resolution. A leader’s continued work responsibility is dispute resolution. Establishing capabilities in staff dispute resolution via collaboration, tolerance, self-awareness, as well as compassion for coworkers may be key components of the leader’s job in ensuring that disputes are managed, and corporate objectives are prioritized (Cummings et al., 2018). To foster a good work atmosphere, leaders must discuss disputes. Role-playing and case scenarios can improve understanding and encourage open dialogue.

Furthermore, I could consider proposing some options which might be appropriate solutions to the issue that might aid in conflict management. Conflicts, like most others, maybe addressed through improved communication. It is easy to eliminate difficulties caused by employees not recognizing standards or administrative regulations when communication is effective within the organization and with staff members.

A shared commitment by the team and leadership fosters and grows cooperation in work. Leaders should know their role for a work unit to flourish properly (Root, 2022). If leaders do their jobs well, the team will perform successfully and be a practical component of the firm. When executing the recommended solution, a leader can play a crucial role in developing a successful workgroup: problem resolution, selecting a direction, working as a spokesperson, and setting a good example.

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 Resolving organizational disputes is among the most difficult components of being a leader who wants to foster cooperation (Root, 2022). The leader directs the group and afterward establishes guidelines and regulations to help the team achieve its objectives. Whenever the group has to communicate as a unified force towards the top management, other units, or organizations outside the firm in implementing the solution, the leader needs to step up and serve as the spokesman. The leader serves as a role model for team members seeking encouragement and devotion to implement the proposed solution.


Root, G., (2022). Efficiency Improvement for Team Members. [online] Small Business – Available at: <      team-members-33678.

Cummings, G., Tate, K., Lee, S., Wong, C., Paananen, T., Micaroni, S., & Chatterjee, G.   (2018). Leadership styles and outcome patterns for the nursing workforce and work     environment: A systematic review. International Journal Of Nursing Studies85, 19-     60. doi: 10.1016/j.ijnurstu.2018.04.016

Uhl-Bien, M., & Arena, M. (2018). Leadership for organizational adaptability: A theoretical         synthesis and integrative framework. The Leadership Quarterly29(1), 89-104. doi: 10.1016/j.leaqua.2017.12.009