Mission, Vision, Values
Numerous healthcare organizations strive to provide high-quality services to boost the nation’s health. One such company is Banner Health, which posits facilitated life as a result of facilitated care as its mission. The organization’s vision is to “be a national leader recognized for clinical excellence and innovation, preferred for a highly coordinated patient experience” (About Banner Health, n.d., para. 3).
Its major value is people—patients, doctors, and other individuals interested in making their lives better. In addition, Banner Health promotes reliability, meaning that they ensure each procedure is performed carefully. Ultimately, honesty and integrity are fundamental to medicine because they allow for building trust with patients.
Significance of Mission and Vision
Nurses’ engagement and patient outcomes are interdependent factors defining the overall quality of care. It was identified that Banner Health’s mission is to make care easier to ensure a better life. Nurses promote a healthy lifestyle among patients and boost the nation’s health. Regularly, their investment is underestimated because people attribute results to doctors.
However, nurses are healthcare facilitators as they assist other professionals and ensure each patient receives enough attention. Meanwhile, patient outcomes are related to Banner Health’s vision. Its aim to be a national leader in healthcare service provision depends on positive patient results. The more the organization works on the quality of procedures, the better outcomes it receives.
Significance of Values
As mentioned before, people are Banner Health’s principal value. Any healthcare facility prioritizes people and their health because this value defines the organization’s success. Nursing engagement is prioritized in this case because these professionals build primary contact with patients and provide many services, such as bandages and infusions.
They also ensure all information delivered is accurate, which corresponds to the value of honesty. These two principles are propped up by integrity – the ability to stick to moral principles. It is specifically indispensable for ensuring a patient’s best possible health outcomes. They should feel that they can rely on professionals.
Conflict Factors
An analysis of the degree of participation in creating the causes of conflicts shows that both sides are always equally to blame. However, the professionals are accountable for the safety and quality of the treatment, which makes them liable for conflicts in professional practice. The primary factor leading to disagreement is poor communication when one party does not provide detailed information about their case (Borkowski & Meese, 2021).
Different cultural backgrounds also condition it; an English-speaking doctor will likely struggle to understand a Chinese patient. Considering that people are valuable, interpreters should assist them while communicating with a doctor. The other factor is impaired trust; one may have difficulty trusting a doctor. Based on the value of honesty, a professional is accountable for establishing contact with a patient and showing them good intentions.
The second factor is conflicting expectations, which occur when a patient anticipates one outcome while the doctor predicts another. Different expectations between patients and their families regarding the nature and progression of the illness are possible, which can cause shock or disappointment, followed by resentment and conflicts. The organizational culture promotes the values of reliability and integrity that can contribute to solving the issue (Shobo, 2021). Doctors need to be transparent with their clients to rid them of illusions.
Finally, socio-cultural differences are the root of numerous inconsistencies in professional practice. They can be influenced by organizational culture; specialists should promote diversity and accept patients with diverse backgrounds, ignoring various stereotypes. Medicine has always been considered one of the most conflictogenic forms of life because it affects the most important interests of every person — their health and life.
Strategies for Resolving Workplace Conflict
When there is a conflict between team members, immediate measures must be taken to resolve it. Instead of ignoring or avoiding the conflict, one needs to accept it and work to resolve it immediately. Once the issue is raised, the manager or other key stakeholders should encourage open dialogue without trying to suppress anyone, but rather listen to different viewpoints (Shobo, 2021).
Additionally, managing expectations is one of the most crucial things a team can do to improve communication. Everything the parties need from one another should be expressly stated and specified (Shobo, 2021). For instance, a doctor should clarify what results a patient expects by the end of the treatment. Meanwhile, the specialist must inform the client of the possible outcomes and impediments.
Conflicts and miscommunications between coworkers can frequently arise from divergent points of view, actions, and working methods. If a mismatch of characters is the primary source of many of the team’s problems, the team should attempt to become more cognizant of the differences in how each member sees the situation (Shobo, 2021). This implies implementing active listening and discussing opposing points. This approach is helpful because it allows specialists to gain insights into the matter.
Furthermore, professionals act upon their emotional reactions resulting from their behavioral patterns (Shobo, 2021). Respecting every colleague is a strategy to boost the team’s performance, as it can cause less stress when solving daily issues. Learning how to be respectful is a means to fight inequalities.
Interprofessional collaboration can improve medical processes and outcomes. It assumes a collaborative working model. It is a process by which professionals develop a comprehensive and holistic response to patients’ needs. When a conflict occurs, professionals need to work together to find solutions. A range of specialists from different medicine departments may solve the issue more productively (Shobo, 2021).
Each individual has a distinctive perspective on the circumstance and important knowledge about the patient. They note various signs and weigh various options. Together, they provide a more thorough, all-encompassing picture of the patient. However, they hardly ever share a room. Interprofessional collaboration in healthcare has been found to lower death rates and decrease the number of unpreventable cases and medical errors.
Organizational Needs and Outcomes
Respect, integrity, people orientation, teamwork, and employee engagement are highly valued in organizations with a healthy culture. Banner Health’s primary organizational need is to establish proper interprofessional collaboration to solve issues effectively and provide patients with efficient treatment. The organization can also advocate for better patient outcomes (Borkowski & Meese, 2021).
Currently, Banner Health relies on such pillars as honesty, people, integrity, and others. They constitute its organizational culture, and by focusing on the development of each, Banner Health may achieve new results. For instance, if professionals pay attention to improving patient care and concentrating on their mental condition, more clients are likely to be discharged earlier. It is conditioned by the fact that people need emotional support and physical intervention.
Health Promotion and Disease Prevention
From a community health perspective, more intensive interprofessional collaboration allows for disease prevention and health promotion. For example, when a range of healthcare professionals, including nurses, surgeons, therapists, and others, collaborate, they view the issue from a variety of perspectives, which allows for finding new solutions. During the COVID-19 epidemic, numerous specialists worked together to develop vaccines to prevent the disease in the future (Borkowski & Meese, 2021).
Moreover, many healthcare workers are currently focused on promoting a healthy lifestyle. They do it by advising each patient on the importance of taking small steps toward creating a healthy life. As a result, the organization produces better patient outcomes and raises awareness about different health-related issues.
References
About Banner Health. (n. d.). Banner Health. Web.
Borkowski, N., & Meese, K. A. (2021). Organizational behavior, theory, and design in health care. Jones & Bartlett Learning.
Shobo, A. A. (2021). Conflict management and team development in the healthcare sector. Healthcare system in Nigeria. GRIN Verlag.