Answer

1. Conflict Resolution in Healthcare

   Group leadership refers to the management of people to achieve the desired results. The leader inspires, motivates, and instils confidence in the group members. He must be adaptable, flexible, and capable of facing all types of situations, including failures, setbacks, and challenges in a relaxed and calm manner, especially in healthcare stings. The leader must have the ability to extract work from clients after assigning tasks according to individual capacity. Clients’ conflicts occur when there is an inadequate definition of roles, inherent side effects of infections, and communication skills. The following discussion expounds on conflict resolution in the client groups.

   Grouping clients in nursing has a positive nature of power and significant implications in group development and team functioning. Major client groups include children, adolescents, adults, the disabled, and patients with exceptional and acute health conditions. Power in this context refers to the relationship granting individuals the authority and the ability to influence others, thus affect change. Health professional group leaders need to understand requirements relating to the client group they are handling. Different client groups exist due to the difference in health needs, age, and physical abilities. Necessities such as children’s developmental needs, health, and social care need knowledge are critical for group harmony and success.

   Group practices have potential benefits for healthcare professionals, patients, and healthcare systems (Zwiep, 2018). Group practices demonstrate a positive relationship between clinical processes, innovation, and practitioners’ opinions. The practices alter healthcare delivery to patients, and it essential for the discovery of conflict sources and ways to address them. Conflict recognition arises when there is confusion, resentment in current decisions, continuous disagreements on a particular matter on which to take action, reservations on issues or actions to take, and physical symptoms such as sweating and headaches. Group members become emotive when upset, and verbal expression between members such as sly and mad comments.

   The best conflict management method reduces intensity and frequency by establishing a code of conduct in the group practice policies. Managing conflicts is unavoidable in client group practices. The distinctive nature of client groups makes disagreements more essential to manage and frequent than in other fields. The nature of conflict leads to low morale, inefficiency, and adverse effects on patient care and productivity. Well established rules in the group define referral patterns and structures understood by all group members. A group leader helps lay down the rules together with the members and outlines disciplinary measures to take when rules get broken.

   Reluctance slows down the effectiveness of a group. Some clients are reluctant to embrace the practice owing to skills, knowledge, and interest. Reluctance also reflects resistance due to group dynamics, conflicted feelings, and misinformation. The factor is a significant obstacle to treatment and care programs. As a group leader, control your bias. Do not impose your views on members. Request them to make rational decisions on views, ideas, and positions they agree with during discussions; this helps the group achieve set objectives. Giving positive feedback to members such as nodding, repeating their points, smiling, and valuing their opinion encourages their participation.

   Be aware of the group members’ feelings or reactions and respond appropriately (Corey, 2016). If a group member hurts due to a fellow member’s opinion, seems confused, puzzled, and becomes defensive or angry, a  group leader uses the ground rules or personal sensitivity to deal with the situation. It is essential to indicate and elaborate on how to disagree without getting personal. Revisiting the cause-effect and restating the views is helpful. Knowledge of the group members’ reactions enables conflict exposure and unnecessary emotional and physical misunderstandings or situations avoidance. Responding appropriately to all individuals in the group practice also enhances harmony and agreement on opinions.

   Health professionals deal with challenging clients each day. They often find themselves afraid, cautious, or avoid approaching specific issues for fear of reactions sparked in the group. They define the patient’s readiness first before any approaches to particular topics. Make the members feel part of the discussion and engage them in the issues. By giving the members, direct feedback nurses learn about their dynamics. Focus on the strengths and identifying ways to improve the strengths increases optimism and attachment to the practice (Corey, 2016). Not asking the reason behind answers and views builds openness. Paying attention to client behavior help determine their interactions and help provide alternative constructs.

   The establishment of a set of rules is an essential guideline for successful group practice. Discrimination, stigma, and fragmented service delivery lead to psychotic behaviors among patients with mental illnesses (Wainberg, 2017). The approach identifies with all challenging patients, especially patients with mental disorders. Harsh experiences faced by these patients impact them negatively healthwise. The aggression is physical, mental, emotional, or verbal. The aggressiveness serves as a reaction to pain, response to fear, expression of anger, or a defense mechanism. Establishing rules in the group makes them aware of disciplinary actions due to misbehavior and help them stay in character.

   In conclusion, Group leadership refers to the management of people to achieve the desired results. The leader inspires, motivates, and instils confidence in the group members. Grouping clients in nursing has a positive nature of power and significant implications in group development and team functioning. Major client groups include children, adolescents, adults, the disabled, and patients with exceptional and acute health conditions. It is essential to indicate and elaborate on how to disagree without getting personal in a group. The establishment of a set of rules is a crucial guideline for successful group practice. Revisiting the cause-effect and restating the views is also helpful.

    

    

    

    

Answer

Assessing Risk and Reward

The Nissan Motor Company is one of the leading automobile makers in the world. The Japanese carmaker has primarily enjoyed a successful run, allowing it to enter various regional and international markets such as the United States. However, the changing business environment was not favorable to the company in 2019. Notably, the cooperation recorded losses amounting to 7.8%. The experience pushed the management into making tough decisions, requiring almost all of its North American workforce to go for unpaid leaves.

In late 2019, the company announced that the decline in sales necessitated a two-day unpaid leave for the North American workers. The stated days for the vacation were January 2 and 3^rd    (Chicago Tribune, 2019).  Notably, this move was a crucial decision for the company because of its conflicting impacts. Whereas on the positive side, it could help the firm minimize expenses, it threatened to affect the public perception of the company regarding employee welfare.

The rewards for the decision involved cutting expenses by not paying the workers on leave, which eventually would translate into reduced expenses. Another reward was that the decision could allow the company to optimize performance by evaluating employee performances then developing new milestones. However, on the low side, the company risked affecting its public image and brand name, especially in the North American market. As per Chakravorti (2010), the way an organization treats its employees influences the firm’s public perception. Thus, Nissan risked eliciting a negative public perception. With a distorted public image, the company could fail to revive its declining sales.

I would have advised the management of Nissan to utilize the Predictive Analytic perspective in determining the right decision to take. Ideally, the approach tries to predict what might happen in the future if particular decisions or actions are undertaken at the moment (Traymbak & Aggarwal, 2019). Looking at the situation at Nissan, the company needed to develop a goal such as increasing sales. After that, they would have made decisions aimed at realizing the set goal. In this regard, the predicted outcome could give the management an overview of whether more risks existed or significant rewards could be realized.

.