Communication and Conflict Management in Health Policy

Communication and Conflict Management in Health Policy

In 500 words, no less than 3 references. Explaining how can you use the strategies for effective communication to manage and/or avoid conflict.

Think about a conflict in your work area, and develop a writing explaining how can you use the strategies for effective communication (See below regarding topic) to manage and/or avoid this type of conflict. (See below) Communication and Conflict Management in Health Policy

Conflict’s background: I work at a hospital and many times patients/family get upset because they don’t have a clear plan of care information. Sometimes nurses don’t explain what is going on and/or doctors/providers give just vague information/explanation about what is going on with the patients health. So patients end up with more questions than answers and they are upset, worried, anxious or o combination of feelings.

A conflict is a misunderstanding within oneself or a disagreement between persons that has the potential to cause harm. Every profession, including healthcare, may experience it. Any healthcare professional group, healthcare team, patient, and healthcare team member could be involved. Conflict affects healthcare professionals’ competence, confidence, and morale. Therefore, it affects patient care as well. Conflicts can be prevented or limited by implementing a professional code of conduct, ground rules, and discipline at the property properly and impartially. Conflict may stem from real or imagined differences in values, dissimilar goals among individuals, improper communication, or personalization of generic or organizational issues. Communication and Conflict Management in Health Policy

It is usually assumed that there are four types of conflict: intrapersonal, interpersonal, intragroup, and intergroup conflicts. There are four phases of conflict: the frustration of one or more parties, conceptualization or rationalization of cause, expression of behaviors, and behaviors that result in negative outcomes. Assertiveness and cooperativeness are axes on which five distinct conflict resolution styles differ. A person may avoid, accommodate, compromise, compete, or collaborate. Conflict is not the dilemma but rather how it is managed. Poor management of it will result in unsatisfactory results, while good management allows for competition, recognizes legitimate differences, and becomes a powerful motivational force (Piryani & Piryani, 2019).

According to Maslow’s hierarchy of needs, human needs can be classified into five levels within a pyramid. A hierarchy of needs starts from the bottom with physiological needs (food and clothing), then moves up to safety and love needs (friendships), esteem needs, and self-actualization needs (McLeod, 2022). Communication and Conflict Management in Health Policy

Frameworks for communication strategy are useful for planning communications with employees, customers, suppliers, and investors. Using the Framework, you can gain a deeper understanding of the organization or improve your reputation with people who influence your company’s success ( Sari, 2020). An effective communication strategy identifies the groups you need to influence and describes the attitudes you should strive for. A company’s employees and potential employees should be confident in the company, preferably believing it is a great place to work. Communication strategies that encourage durable social and behavioral change are designed and implemented using a systematic process and behavior theory. Communication and Conflict Management in Health Policy


Most communication strategies include the following elements:

· A summary of the situation analysis

· Target group segmentation

· Program theory to inform strategic developments

· Communication  goals (Links to an external site.)

· Approaches for achieving objectives

· Positioning the desired change

· Advantages and messages to encourage the desired change

· Communication channels to distribute messages Communication and Conflict Management in Health Policy

· Implementation plan

· Monitoring and evaluation plan

· Budgets ( Sari, 2020)

When people can communicate effectively in conflict situations, tension is eased, trust is built, relationships are strengthened, and people feel at ease because they understand each other. While remaining firm on important points, it remains flexible. Conflict mediators use communication as their primary tool. You must have skills in this area. Listening is a much more important skill for a mediator. Listening to a party in conflict in a way that validates them, elicits the necessary information, and keeps communications open is an essential characteristic of a good conflict intervener. Conflicts can sometimes be resolved simply by the parties feeling they have been heard and understood by the other party. To build trust, it is even more crucial that the parties feel heard when a third party is present. Mediation should also be direct, honest, and open, with clear messages and no double meanings. During reflective listening, you listen to the other person deeply, follow the flow of the conversation, and conversations should be led by the other party ( Henderson, 2020). Communication and Conflict Management in Health Policy


Halfon, N., & Hochstein, M. (2002). Life Course Health Development: An Integrated Framework for Developing Health, Policy, and Research.  Milbank Quarterly,  80(3), 433–479. (Links to an external site.)

Henderson, I. (2020).  Communication in conflict situations. Retrieved from: (Links to an external site.)  Communication and Conflict Management in Health Policy

Leavitt, J., Mason M., and Whelan, C.(2017)  Learning the ropes of policy, politics, and advocacy. Retrieved from (Links to an external site.)

McLeod, S. A. (2022, April 04).  Maslow’s hierarchy of needs. Simply Psychology. (Links to an external site.)

Pillai, R. (2016).  Methodology for health policy development: Introductory paper. Retrieved from: (Links to an external site.) Communication and Conflict Management in Health Policy

Piryani, R. M., & Piryani, S. (2019).  Conflict management in healthcare. Journal of Nepal Health Research Council, 16(41), 481–482. Retrieved from: (Links to an external site.)

Sari, J. (2020).  Communication strategy framework. Retrieved from Toolshero: (Links to an external site.)  Communication and Conflict Management in Health Policy

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