Power, Conflict and Resolution
Evaluate your workplace and identify a group that has “power” in the organization.
From my past experience of working in a nursing home, I found that the group that had power in the organization was in a nursing group.
Analyze why the group is considered powerful. What are the elements that contribute to the group’s power base?
This group seemed to have power to influence others at the workplace. Being in the workplace longer then others, they knew and had organization information that was beneficial to newer workers. I believe the elements that contribute to the group’s power base were due to them having a broad knowledge about the health care policy, organizational structures, and nursing practice. According to the Online Journal of Nursing Issues, “although operational definitions of power vary, they typically include the concepts of independence and being able to act independently and having control or influence over others” (The Online Journal of Nursing Issues, 2007)
Is there a perception among employees in your organization that a disparity of power exists between the “powerful group” and other work groups?
Unfortunately, I believe there was a perception among employees in the organization about a disparity of power existing between the groups. There were potential barriers. For example, sometimes members of the other work groups felt they were not treated fairly or equally as the powerful group. According to Madden, “when it comes to fairness at work, not all diverse groups are created equal” (Madden, 2011).
How can managers minimize the possibility of negative reactions or conflict between groups if the perception of power disparity exists?
I believe ways managers can minimize the possibility of negative reactions or conflict between groups is with rewards. According to Hellriegel, Slocum, & Woodman “Followers may do something to obtain rewards that the manager controls, such as promotions, pay raises, and better assignments, these rewards comes from the leaders/managers ability to provide something desired, by followers in return for the followers desired behaviors” (Hellriegel, Slocum, & Woodman,1989). Also according to our text, “Recognizing the possibility of negative reactions or conflict between groups is important. It is important that all employees feel respected and part of the team. The manager who fails to ensure this may fail to develop an efficient, productive, and profitable workplace” (Losh, 2011).
Hellriegel, D., Slocum, J. W., & Woodman, R. W. (1989). Organizational behavior. St. Paul: West Pub. Co.
Losh, S. (2011). Group behavior in organizations. San Diego: Bridgepoint Education, Inc.
Madden, K. (2011, June 9). Equality improving, but disparity still exists at work. In Newsday. Retrieved December 3, 2014, from http://www.newsday.com/classifieds/jobs/equality-improving-but-disparity-still-exists-at-work-1.2944369
The Power of Professional Nursing Practice – An Essential Element of Patient and Family Centered Care (2007, January 7). In The Online Journal of Nursing Issues. Retrieved December 3, 2014, from http://www.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Volume122007/No1Jan07/tpc32_316092.aspx