HQS 630 Topic 5 Assignment: Change Causing Conflict

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HQS 630 Topic 5 Assignment: Change Causing Conflict – Step-by-Step Guide

The first step before starting to write the HQS 630 Topic 5 Assignment: Change Causing Conflict, it is essential to understand the requirements of the assignment. The first step is to read the assignment prompt carefully to identify the topic, the length and format requirements. You should go through the rubric provided so that you can understand what is needed to score the maximum points for each part of the assignment. 

It is also important to identify the audience of the paper and its purpose so that it can help you determine the tone and style to use throughout. You can then create a timeline to help you complete each stage of the paper, such as conducting research, writing the paper, and revising it to avoid last-minute stress before the deadline. After identifying the formatting style to be applied to the paper, such as APA, you should review its use, such as writing citations and referencing the resources used. You should also review how to format the title page and the headings in the paper.

How to Research and Prepare for HQS 630 Topic 5 Assignment: Change Causing Conflict

The next step in preparing for your paper is to conduct research and identify the best sources to use to support your arguments. Identify the list of keywords from your topic using different combinations. The first step is to visit the university library and search through its database using the important keywords related to your topic. You can also find books, peer-reviewed articles, and credible sources for your topic from PubMed, JSTOR, ScienceDirect, SpringerLink, and Google Scholar. Ensure that you select the references that have been published in the last words and go through each to check for credibility. Ensure that you obtain the references in the required format, for example, in APA, so that you can save time when creating the final reference list. 

You can also group the references according to their themes that align with the outline of the paper. Go through each reference for its content and summarize the key concepts, arguments and findings for each source. You can write down your reflections on how each reference connects to the topic you are researching about. After the above steps, you can develop a strong thesis that is clear, concise and arguable. Next you should create a detailed outline of the paper so that it can help you to create headings and subheadings to be used in the paper. Ensure that you plan what point will go into each paragraph.

How to Write the Introduction for HQS 630 Topic 5 Assignment: Change Causing Conflict

The introduction of the paper is the most crucial part as it helps to provide the context of your work, and will determine if the reader will be interested to read through to the end. You should start with a hook, which will help capture the reader’s attention. You should contextualize the topic by offering the reader a concise overview of the topic you are writing about so that they may understand its importance. You should state what you aim to achieve with the paper. The last part of the introduction should be your thesis statement, which provides the main argument of the paper.

How to Write the Body for HQS 630 Topic 5 Assignment: Change Causing Conflict

The body of the paper helps you to present your arguments and evidence to support your claims. You can use headings and subheadings developed in the paper’s outline to guide you on how to organize the body. Start each paragraph with a topic sentence to help the reader know what point you will be discussing in that paragraph. Support your claims using the evidence conducted from the research, ensure that you cite each source properly using in-text citations. You should analyze the evidence presented and explain its significance and how it connects to the thesis statement. You should maintain a logical flow between each paragraph by using transition words and a flow of ideas.

How to Write the In-text Citations for HQS 630 Topic 5 Assignment: Change Causing Conflict

In-text citations help the reader to give credit to the authors of the references they have used in their works. All ideas that have been borrowed from references, any statistics and direct quotes must be referenced properly. The name and date of publication of the paper should be included when writing an in-text citation. For example, in APA, after stating the information, you can put an in-text citation after the end of the sentence, such as (Smith, 2021). If you are quoting directly from a source, include the page number in the citation, for example (Smith, 2021, p. 15). Remember to also include a corresponding reference list at the end of your paper that provides full details of each source cited in your text. An example paragraph highlighting the use of in-text citations is as below:

The integration of technology in nursing practice has significantly transformed patient care and improved health outcomes. According to Smith (2021), the use of electronic health records (EHRs) has streamlined communication among healthcare providers, allowing for more coordinated and efficient care delivery. Furthermore, Johnson and Brown (2020) highlight that telehealth services have expanded access to care, particularly for patients in rural areas, thereby reducing barriers to treatment.

How to Write the Conclusion for HQS 630 Topic 5 Assignment: Change Causing Conflict

When writing the conclusion of the paper, start by restarting your thesis, which helps remind the reader what your paper is about. Summarize the key points of the paper, by restating them. Discuss the implications of your findings and your arguments. End with a call to action that leaves a lasting impact on the reader or recommendations.

How to Format the Reference List for HQS 630 Topic 5 Assignment: Change Causing Conflict

The reference helps provide the reader with the complete details of the sources you cited in the paper. The reference list should start with the title “References” on a new page. It should be aligned center and bolded, in sentence sentence care. The references should be organized in an ascending order alphabetically and each should have a hanging indent. If a source has no author, it should be alphabetized by the title of the work, ignoring any initial articles such as “A,” “An,” or “The.” If you have multiple works by the same author, list them in chronological order, starting with the earliest publication. 

Each reference entry should include specific elements depending on the type of source. For books, include the author’s last name, first initial, publication year in parentheses, the title of the book in italics, the edition (if applicable), and the publisher’s name. For journal articles, include the author’s last name, first initial, publication year in parentheses, the title of the article (not italicized), the title of the journal in italics, the volume number in italics, the issue number in parentheses (if applicable), and the page range of the article. For online sources, include the DOI (Digital Object Identifier) or the URL at the end of the reference. An example reference list is as follows:

References

Johnson, L. M., & Brown, R. T. (2020). The role of telehealth in improving patient outcomes. Journal of Nursing Care Quality, 35(2), 123-130. https://doi.org/10.1097/NCQ.0000000000000456

Smith, J. A. (2021). The impact of technology on nursing practice. Health Press.

HQS 630 Topic 5 Assignment: Change Causing Conflict

You are the site manager for a health care center caring for an urban population experiencing homelessness. After the identification of patient safety concerns, you have realized the need to institute a new quality initiative regarding how patients’ home medications are stored when they are admitted. This new initiative involves the cooperation of the security and nursing staff. While most of the staff understand and are following the new policy, there appears to be difficulty any time Lisa – a security guard – and Tom – an LPN – are working together. In 1,000-1,250 words, examine the following based on the scenario above:

  • Assess three best practices in leading others through the change process. These should be evidence-based best practices.
  • Discuss how you would ensure your team is working together successfully.
  • List two approaches you can use in having a difficult conversation to address conflict on your team.
  • Describe methods you would use to resolve conflict on your team.

Provide three to five scholarly resources, in addition to information from your textbook.

Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required. Have a look at HQS 630 Topic 6 DQ 1.

This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

You are required to submit this assignment to LopesWrite. A link to the LopesWrite technical support articles is located in Class Resources if you need assistance.

HQS 630 Topic 5 Assignment: Change Causing Conflict Sample

Change Causing Conflict

Healthcare change is sensitive, and lack of collaboration could harm the change intervention implementation. Change can be problematic, especially if the involved parties perceive unfairness or a higher burden than others. Other sources of conflict include authority conflict and role confusion, where team members feel superior to others and fight over roles, causing conflicts. Promoting team collaboration is crucial. Several approaches can be used to address difficult conversations in conflict resolution in collaboration teams. This essay focuses on conflict resolution and collaboration in collaborative teams.

Best Practices in Leading Others Through the Change Process

When leading others through a change, it is important to consider best practices in leading others. These best practices include staff support during the change. Supporting the staff comes in many ways, including educating and training them to implement the change and availing resources for successful implementation. For example, providing protective gear to help them perform tests, such as COVID-19, can help support the new initiative of improving COVID-19 testing in a facility. According to Mihalache and Mihalache (2022), supporting staff through planned and unplanned change increases resilience and job commitment and lessens perceived uncertainties associated with change.

Another best practice is watching for and managing change resistance. Change resistance can result from many factors, such as a lack of knowledge of the change and perceived adverse effects. Addressing these problems through answering questions and adjusting the change to optimize it can help improve the patient. Mansary (2019) states that change resistance can reduce morale and overall support, leading to poor performance or project outcomes. Effective communication in change management is a crucial best practice in leading others through change.

Ballaro et al. (2020) note that communication is the backbone of collaboration in change teams. Communication is necessary for daily roles to enhance coordination and the effective implementation of the change. In addition, effective communication of the roles, goals, mission and vision is necessary (Ballaro et al., 2020). Effective communication requires the development of clear communication channels and plans. As a leader, it is vital to plan and implement change interventions.

Employee engagement is another best practice in leading others through change. Involving individuals in a change intervention when you need their support and input is integral (Li et al., 2021). Seeking feedback through consulting them and considering their input and perspectives improves collaboration through the change process. Employee engagement also allows team members to interact as they discuss the change, increasing understanding and possible collaboration. Improving employee engagement involves delegating tasks in the change process (Cummings & Worley, 2014). Employee engagement also reduces change resistance and resources used in managing change resistance.

Ensuring the Team is Working Together Successfully

Ensuring that a change team is working together is paramount. One of the ways to ensure the team works together includes ensuring respectful communication during the change (LaGree et al., 2023). LaGree et al. (2023) note that respectful communication leads to collaboration, improved engagement, and job satisfaction among employees and interdisciplinary team members. Setting ground rules on respect, such as fines and expulsions for disrespectful members and deciding the communication manager can help ensure respectful communications for successful team collaboration. Celebrating success and learning from failure also helps teams work together. Celebrating success and learning from failure helps group members collaborate as they understand the benefits of achieving the goals or the consequences of failure to achieve the goals (Kho et al., 2020).

Communicating clear roles and responsibilities to the team members also helps promote collaboration. It helps avoid role confusion and helps staff appreciate the roles of others in the change process and other interventions (Wei et al., 2020). Wei et al. (2020) note that clear goals, objectives, and responsibilities also help promote teamwork in change management. Individuals work together when they understand what, why, and how the change should be implemented. Clear goals and objectives help change teams avoid confusion and facilitate each other in these roles (Cummings & Worley, 2014). These activities will help promote collaboration and enhance teamwork in these teams.

Approaches to Having Difficult Conversations to Address Conflicts in a Team

Solving conflicts can lead to tense moments, especially for teams. A significant approach to having difficult conversations to addressing the team is determining and communicating the goals of the conversation. When starting a conversation, it is crucial to understand why it is necessary to have a conversation (Valcour, 2017). Goals can include fostering collaboration, allowing individuals to express their feelings, defining the problem, determining underlying problems, and finding common areas of agreement (Kazanský & Andrassy, 2019).

These goals help navigate the conflict resolution process and decide the appropriate method. Another approach is conversation mapping, which entails beginning, maintaining, and ending the conversation (Grant, 2017). Having a map helps detect deviations and thus take charge of the conversation to ensure it meets the set goals and objectives. Conversation mapping also helps the manager prepare for difficult conversations, thus increasing the chances of succeeding.

Another approach is creating value (Kazanský & Andrassy, 2019). The leader involved in conflict resolution should focus on creating value. Conflict resolution interventions will likely fail when their goals are to intimidate or humiliate. Conflicts should be resolved by addressing the problems, not the individuals and should have goals that create value. Conflict resolution interventions should improve team value and ensure valuable resolution outcomes. Another approach is sticking to facts when dealing with conflicts in teams Littlechild et al. (2020). Bias in dealing with difficult conversations can prevent the achievement of a goal. Biasness prevents one from making a rational decision, especially when solving conflicts. Sticking to facts helps make rational decisions that positively impact team integrity.

Methods to Resolve Conflict in the Team

Acknowledging conflict and communicating openly and clearly is important in conflict resolution. The acknowledgement helps promote a focus on the conflict to solve it. Several methods can be used to address conflicts in the team. One of the methods is arbitration, where the leader plays as a third party in the team as the quarrelling parties interact and solve the conflict (Edwards et al., 2017). Other methods include accommodating, avoiding, compromising, collaborating, mediation, diplomacy, and creative peacebuilding (Jordan & Troth, 2021).

Ensuring all parties are satisfied in conflict resolution is important in collaborative teams. Methods such as compromising and collaborating that require parties to work together are vital in conflict resolution and group collaboration. Smidt (2020) notes that following organizational procedures and developing a plan to address conflict is an important intervention in team conflict resolution. Every organization uses specific conflict resolution procedures to solve conflicts effectively. Using these procedures and creating conflict resolution plans can help resolve conflict and promote collaboration in these interprofessional teams. Edwards et al. (2017) also note that a well-laid conflict resolution plan is effective. It is important to understand how one intends to solve a conflict and the potential outcome of the plan. These methods can help solve conflicts in teams and improve team collaboration.

Conclusions

Conflicts can negatively affect change success in healthcare facilities. It is thus vital to detect and address conflicts during change interventions. Conversation mapping and preparing conversation goals help prepare for difficult conversations in conflict resolution. Effective communication, change resistance detection and management, and employee engagement are crucial to interdisciplinary team collaboration and success. Interventions such as arbitration help ensure successful conflict resolution. Many are encouraged to avoid bias, focus on creating value, and stick to facts to ensure successful conflict resolution.

References

Ballaro, J. M., Mazzi, M. A., & Holland, K. (2020). Organization development through effective communication, implementation, and change process. Organization Development Journal, 38(1).

Cummings, T. G., & Worley, C. G. (2014). Organization development and change. (10th Ed.). Cengage learning.

Edwards, R. L., Wollner, S. B., Weddle, J., Zembrodt, J. W., & Birdwhistell, M. D. (2017). Diagnosing and resolving conflict created by strategic plans: where outreach strategies and execution meet at an academic health center. Hospital Topics, 95(3), 72–78. https://doi.org/10.1080/00185868.2017.1301172

Grant, A. M. (2017). Conversational mapping: Coaching others (and ourselves) to better have difficult conversations. Coaching Psychologist, 13(1), 34–40.

Jordan, P. J., & Troth, A. C. (2021). Managing emotions during team problem solving: Emotional intelligence and conflict resolution. In Emotion and Performance (pp. 195–218). CRC Press. https://doi.org/10.1201/9780429187636-4

Kazanský, R., & Andrassy, V. (2019). Conflict resolution approaches towards smart sustainability of internal relations. Entrepreneurship and Sustainability Issues, 6(3), 1468. http://doi.org/10.9770/jesi.2019.6.3(29)

Kho, J., Gillespie, N., & Martin-Khan, M. (2020). A systematic scoping review of change management practices used for telemedicine service implementations. BMC Health Services Research, 20, 1–16. https://doi.org/10.1186/s12913-020-05657-w

LaGree, D., Houston, B., Duffy, M., & Shin, H. (2023). The effect of respect: Respectful communication at work drives resiliency, engagement, and job satisfaction among early career employees. International Journal of Business Communication, 60(3), 844–864. https://doi.org/10.1177/23294884211016529

Li, J. Y., Sun, R., Tao, W., & Lee, Y. (2021). Employee coping with organizational change in the face of a pandemic: The role of transparent internal communication. Public Relations Review, 47(1), 101984. https://doi.org/10.1016/j.pubrev.2020.101984

Mansaray, H. E. (2019). The role of leadership style in organizational change management: a literature review. Journal of Human Resource Management, 7(1), 18-31. https://doi.org/10.11648/j.jhrm.20190701.13

Mihalache, M., & Mihalache, O. R. (2022). How workplace support for the COVID‐19 pandemic and personality traits affect changes in employees’ affective commitment to the organization and job‐related well‐being. Human Resource Management, 61(3), 295-314. https://doi.org/10.1002/hrm.22082

Smidt, H. M. (2020). United Nations peacekeeping locally: enabling conflict resolution, reducing communal violence. Journal of Conflict Resolution, 64(2-3), 344–372. https://doi.org/10.1177/0022002719859631

Valcour, M. (2017). 8 Ways to Get a Difficult Conversation Back on Track. Harvard Business Review Digital Articles. https://lopes.idm.oclc.org/lo