Analysis of Leadership and Conflict Resolution in NMC Healthcare

This report provides a comprehensive analysis of leadership and conflict resolution within the Nursing and Midwifery Council (NMC) healthcare sector. It begins by examining events leading to conflict situations, such as non-performance of healthcare workers, incompatibility of techniques, and misunderstandings, highlighting the negative outcomes for patients and staff. The report then explores the role of a senior healthcare practitioner in conflict resolution, emphasizing the importance of training, development, and fostering a harmonious working environment. Part B delves into the nature of conflict in healthcare, emphasizing the need for effective leadership and management to ensure safe patient care. It discusses various leadership styles, including autocratic, democratic, and laissez-faire, and recommends the democratic and laissez-faire approaches for the NMC to foster open communication and effective change management. The report concludes with a recommendation for the NMC to prioritize staff training and promote trust to improve coordination and resolve conflicts effectively.

Leadership and management

Table of Contents
INTRODUCTION...........................................................................................................................3
PART A...........................................................................................................................................3
PART B............................................................................................................................................4
Recommendation: ......................................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Leadership & management is the necessary task in the healthcare sector with purpose to
operates in that particular sector so as to lead medical practitioner such as nurse or midwifery to
led their functional operation effectively (Herman and et. al., 2015). In the healthcare sector,
leadership & management has put their focus on gathering medical and health care to assist
people in their situation effectively. This report will be carry on NMC stands for nursing &
midwifery council is one of a leading healthcare sector in the UK and helps to provide nurse &
midwifery services to its customer or who are seeks to get health care. In this, discussion on
leadership or management of the nurse is being and how they used to manage conflict situation
while into the practices. Also, report will also helpful to pursue discussion on strategical
evaluation of change management and conflict resolution into the nursing sector. Therefore,
critical analysis or evaluation will be attraction point in this report.
PART A
Events leading resulting in the conflict situation:
In the NMC, there are various events such as non performance of the healthcare and
nursing worker, issues on incompatibility of the techniques being useful in the healthcare sector
along with rise in misunderstanding and non-cooperation of the people are some of the major
events which may lead to conflict situation in the NMC (Porter-O'Grady and et. al., 2015). The
major outcomes of these kind of events is most probably negative which may either led to non-
performance of healthcare services and non accomplishment of the results. Lack of trust and rise
of dependency is one of the major causes of conflict situation in the NMC.
Role in the setting and measures has been taken to seek immediate resolution
My role is of senior healthcare practitioner of whose focus is currently onto conduct
health care effectively along with senior head of all the person. Its being my senior responsibility
to solves conflict and maintain harmony among working environment. In this case, measures
such as induction of the health care, understanding their problem and starts focusing on critical
situation in the health care situation or working. Also, training & development is prominent to
each and every worker and can also be act as source of the mediator in order to solve conflict in
healthcare or nurse sector.
Outcome/s for patients and/or staff

This kind of the conflicts are suitable for patients or staff that to be treated or in any kind
of hope to avail them services in an effective or productive manner. If conflict in the nursery will
rise, simply impacts can be seen on the patients and staff of the NMC and thus, it would be led to
ineffective treatment of NMC patients and people (Wilkes and et. al., 2015). If conflicts or
rewards will be solves out, hence outcomes for the patients is being expected to be positive and
rightly focused on effective treatment of beneficiaries.
Changes to reduce the potential for a similar event to occur again
This is truly necessary to restructures an internal environment of the NMC healthcare and
pursues identification of the problem running in this nursery healthcare. This is mainly caused as
a reason of lack of communication and the co-ordination among the workers. Hence, in every
health care sector, there is a requirements of conducting training & development in order to
motivates health care people and pursues treatment of needy people in the effective manner. In
addition, there is a need of changes in working environment or culture of Nursing and midwifery
council to initiates treatment and solving their health care based problem into the lesser period of
time and tenure.
PART B
Conflict is a struggle or an opposition. It is the kind of the critical situation, in which an
defined parties are not being agreed with the each-other and unnecessary arguments rises in any
critical situation. Thus, it is the situation where in people are used to be talk in the most negative
manner (Giddens, 2018). Conflict situation in the health-care is one of the critical situation, in
which where staff is not having any kind of the co-operation and co-ordination with each-other.
In the health-care sector, role of leadership & management is to give priority to the co-operative
working into the health care sector to give safe support to the patient so as to led an effective
working into the cultural environment. In the nursing workplace, it is important to brings out an
effective working culture and environment so as to ensure safely treatment of a patient and needy
people in most accurate manner. NMC stands for nursing and midwifery council is currently
suffering with an issue of the rise in workplace conflict as due to the ineffective leadership which
is one of the serious in the health care organisation. If in case, NMC is suffering with the issue of
ineffective leadership, they need to takes out necessary decision making to build effective
working environment. In the NMC, leadership is necessary such as different individuals or
associated health-care can share its opinion or viewpoint so as to bring common and mutual

understanding and reduces regular conflicts. In case of healthcare sector, there are different
styles of leadership which needs to be discuss such as autocratic, democratic and Laissez faire
leadership and out of the all one perfect leadership is applicable in case of conflict resolution will
have to be taken care:
Autocratic leadership: It is the leadership or management style wherein one person have
major control of all kind of the decision and takes little inputs of all other team member's. In this
style, leader's makes out choices or decision making based on their self belief and not without
prior approval of the team people (Pihlainen and et. al., 2016). Sometime, staff of the health
workplace are get to know about decision or its implication just after that has been taken. This
kind of leadership is not remedial, but its the cause root of conflict especially in the health-care
sector. This type of leadership is majorly applicable in bigger business organisation and in case
of NMC, it is the root cause of rising conflict. The main reason behind not considering this
leadership because of sensitive level of working culture and environment in which treatment of
the patient is undertaken. Thus, this kind of the leadership style is not being productive to
maintain effective in the health-care sector.
Democratic leadership: It is also known as participative leadership or shared leadership
is a type of the leadership in which members of the group takes a more participative role in
decision making process. This kind of leadership can be applicable to any business entity from
private business to the health care sector. In this kind of leadership, everyone person is given an
opportunity to participate and idea's are exchanged freely and discussion is also encouraged. In
this type of leadership, democratic process tends to focus on group quality and free flow of an
idea is gather to be helpful in taking an effective decision making in process of treatment of the
person (Scully, 2015). In the NMC, purpose of the leadership is to solve critical conflicts and
helpful to builds effective relationship in the nursing sector. In the health care sector, democratic
leadership is an essential process, so as to bring out aimed changes into the nursery workplace
and ensures that treatment of the patient is into the right direction.
Laissez faire leadership: It is also known as delegation leadership in which the leader are
hand off and allows group member to led effective decision making. In this kind of leadership,
leaders are of hand off and allow group member's to make effective decision. In addition to this,
it was found that leader are majorly have trust in its team member and agrees with their ability to
takes on an effective making. In this kind of leadership, change management is expected to be

positive and led health care sector in the right manner or purpose. It is suggestible that effective
changes can be brings in NMC health care organisation along with taking right decision to
critical problem solving.
Brief analysis: It is summarised that, democratic and Laissez faire leadership can be
applicable in case of NMC health care organisation to ensure that the conflict due to lack of trust,
misinformation could be solved in an effective manner and led to resolution of the conflict in an
effective manner. This leadership is much helpful in case of instant problem solving and enables
change management effectively (Fischer, 2016). As, NMC stands for nursery and midwifery
council which is helpful in case of authentic ill problems such as illness related to body issues as
well as problem related to mental or healthcare. Thus, right co-ordination in NMC and role of
problem solving is mainly required in this context to treat people and patients properly. The
major intention of NMC is to treat people effectively and brings welfare of all in an effective
manner. Thus, problem solving required here to brings proper regulation in the healthcare
sector.
There are various strategies such as understanding changes required in the NMC, pre-
analysis of implication such as due to change in treatment techniques and how this would be
impactful in case of treating patient or other people. Though, it is mandatory for NMC to get into
for how changes into health care organisation reacts and be threat in case of treating authentic ill
of the people or patients. Thus, it is prominently for NMC to develops strategies such as demand
and supply of the nursery or health care services must be equipped by the health care to treat
patients effectively (Tyczkowski and et. al., 2018). Major focus of NMC is to be performing
effective role of the nurse and midwifery effectively.
Recommendation:
Nmc centre must give training to their staff and people who are attending patient to first
at them and enables complete trust among each worker so as to brings out co-ordinative working
and co-relation among people of the NMC effectively. Employees of the NMC must be given
effective training, induction and orientation so that they must be realises their individual duty so
as to enables effectively working in the NMC. Nursery and midwifery has to gone through their
each and every duty so that they would performs their duties effectively and resolves conflict in
an effective way.

CONCLUSION
From the above report, it is concluded that leadership & management is required in NMC
(nursery and midwifery council) to bring harmony and effective working so as to treat & assist
people in an effective manner. One of the major idea of leadership is to lead people not using
dictatorship, but taking employee opinion and in regards to the same. The major intention of
democratic leadership is to enables easy sharing of idea and opinion of people and also enables
people or staff in the NMC to treat people effectively and efficiently. Lastly, nursing and
midwifery role is much helpful to treat people in an effective manner.

REFERENCES
Books or Journals
Fischer, S. A. 2016. Transformational leadership in nursing: a concept analysis. Journal of
Advanced Nursing. 72(11). 2644-2653.
Tyczkowski, B., and et. al., 2015. Emotional intelligence (EI) and nursing leadership styles
among nurse managers. Nursing Administration Quarterly. 39(2). 172-180.
Scully, N. J. 2015. Leadership in nursing: The importance of recognising inherent values and
attributes to secure a positive future for the profession. Collegian. 22(4). 439-444.
Pihlainen, V., and et. al., 2016. Management and leadership competence in hospitals: a
systematic literature review. Leadership in Health Services. 29(1). 95-110.
Giddens, J. 2018. Transformational leadership: What every nursing dean should know. Journal
of Professional Nursing. 34(2). 117-121.
Wilkes, L., and et. al., 2015. A repertoire of leadership attributes: An international study of deans
of nursing. Journal of Nursing Management. 23(3). 279-286.
Porter-O'Grady, T., and et. al., 2015. Leadership in nursing practice. Jones & Bartlett Publishers.
Herman, S., Gish, M., and et. al., 2015. Effects of nursing position on transformational
leadership practices. JONA: The Journal of Nursing Administration. 45(2). 113-119.