Introduction
Conflict refers to a form of alienation in ideas or behaviors; among individuals either in the same working environment or sharing something in common. Conflict is expected among workers in their working environment as they come from various cultural backgrounds; thus an effective strategy is an essential qualification for a team leader. On the basis of this, the success of managing conflicts among employees as a team leader is of crucial importance. The efficiency of managing any conflict depends on the competence of the team leader in solving such alienations, among team players (Rosenberg, 1999).
Main discussion
The team leader in this social institution is entrusted with various responsibilities; in situations where conflict may arise. In the first place, he or she should know the style of managing any conflict that may arise among the team players. The style used to manage any form of conflict should not discourage either Michael or the two CNAs. The team leader is also responsible for ensuring that all the team players in the organization are motivated in the areas of work, in which they are involved; in the running of the organization’s activities (Rosenberg, 1999).
Lastly, the team leader should ensure that he understands all his team players well, in terms of their economic and social backgrounds so that in case of any conflict; he can approach the parties involved and solve the conflict satisfactorily (Mindell, 1995).
There are various causes of conflict among employees in any social organization; some of which including, variation in values, social status, economic backgrounds and beliefs among others. Conflicting team players might be varying in terms of their social interests which also lead to alienation in their social lifestyles (Rosenberg, 1999).
Conflict in this scenario can be identified using various ways. First, the conflicting individuals seem to keep away from each other and seem not to have an interest in each other. The conflicting identities also will always dispute over trivial issues, which under normal circumstances could not have been any source of a conflict among them. Conflict among the team players can be identified through the lack of interest in their normal duties (Rosenberg, 1999).
In this scenario, gender is of great significance in causing conflict among the team players involved. For instance, Michael who is a male nurse is having a conflict with his co-nurses who are also males; who do not regard him with any respect as they see him as having a good reputation, which they don’t have (Mindell, A. 1995).
As the team leader, there are various conflict resolution techniques that can be applied in solving the conflict identified. First, the team leader should try to accommodate all the team players in the organization, so that all the conflicting individuals can feel being part of the organization; but not being isolated. This technique on the other hand may encourage the tendency of the team players who are very emotional, to exercise such conflicts all the time (Rosenberg, 1999).
The team leader should also collaborate with both the identities identified to conflict with each other. This encourages cooperation among the members conflicting as it seeks to come up with the most satisfying solutions, to each party that has been identified as conflicting. Some parties may not be cooperative and this method may be limited by this lack of cooperation among the members identified to conflict (Mindell, 1995).
Conclusion
Generally, the rest of the staff in this health institution should try to talk to both Michael and the two CNAs; so as to know the absolute cause of their conflict in which they should talk to both the parties to establish a consensus. This will enhance coherence among the team players; among which any conflict among the members will be easily solved.
Reference list
Rosenberg, M. (1999). Nonviolent Communication. Encinitas: Puddle Dancer Press.
Mindell, A. (1995). Sitting in the Fire. Portland: Lao Tse Press.
Levine, S. (1998). Getting to Resolution. New York: Berret Kohler Publishers.