Differences in Conflict Management Style Based on the Demographic Characteristics of the Head Room Head in Medan

Oct 13, 2025 by recoveryshake.com 2 views

Differences in Conflict Management Style Based on the Demographic Characteristics of the Head Room Head in Medan

Introduction

Conflict is an inevitable part of any organization, and it can arise due to differences in ideas, values, or feelings between individuals. In the healthcare industry, conflicts can have a significant impact on productivity and service quality. Therefore, it is essential to manage conflicts effectively to create a supportive environment for individual growth and provide quality services to patients. This study aims to identify differences in conflict management styles based on the demographic characteristics of the heads of rooms in general hospitals in Medan.

Background

Conflict management is a crucial aspect of any organization, and it requires a deep understanding of different conflict management styles. The heads of rooms in hospitals play a vital role in managing conflicts and maintaining a harmonious work environment. However, there is a lack of research on the conflict management styles of heads of rooms in hospitals, particularly in Medan. This study aims to fill this gap by examining the differences in conflict management styles based on the demographic characteristics of the heads of rooms in general hospitals in Medan.

Methodology

This study used a descriptive research design to collect data from 54 heads of rooms working in two hospitals in Medan. The sample consisted of heads of rooms with varying demographic characteristics, including age, gender, work period, and education level. The data were collected using a questionnaire that measured the conflict management styles of the heads of rooms. The questionnaire consisted of five conflict management styles: obliging, avoiding, dominating, integrating, and compromising.

Results

The results of this study showed that the majority of heads of rooms in Medan were aged between 41 to 50 years (64.8%), female (94.4%), had a work period of over 16 years (77.8%), and most of them had a Bachelor's degree (69.8%). In terms of conflict management style, the average force score used, which is sorted from the highest to the lowest, namely integrating (4.42), compromising (4.37), obliging (3.36), avoiding (2.78), and dominating (2.44).

Discussion

The results of this study highlight the importance of understanding different conflict management styles and how to implement them effectively. The findings suggest that there is a significant difference in the obliging style based on the gender of the head of the room, while there is no significant difference in the style of integrating, dominating, avoiding, and compromising that is affected by age, tenure, or education level. These findings have implications for the development of conflict management skills among heads of rooms in hospitals.

Implications

The results of this study have several implications for the development of conflict management skills among heads of rooms in hospitals. Firstly, the findings suggest that heads of rooms should continue to develop their ability in conflict management. This increase in knowledge and skills will make it easier for them to apply the right style in accordance with the situation encountered in carrying out their duties and roles. Training and workshops on conflict management can also be a useful addition to preparing them in dealing with challenging situations in the hospital environment.

Conclusion

In conclusion, this study highlights the importance of understanding different conflict management styles and how to implement them effectively. The findings suggest that there is a significant difference in the obliging style based on the gender of the head of the room, while there is no significant difference in the style of integrating, dominating, avoiding, and compromising that is affected by age, tenure, or education level. These findings have implications for the development of conflict management skills among heads of rooms in hospitals.

Recommendations

Based on the findings of this study, the following recommendations are made:

Heads of rooms should continue to develop their ability in conflict management.
Training and workshops on conflict management can be a useful addition to preparing them in dealing with challenging situations in the hospital environment.
Investment in the development of conflict management skills will bring benefits not only to the head of the room and the medical team, but also for patients who receive treatment.

Limitations

This study has several limitations. Firstly, the sample size was relatively small, and the study was conducted in only two hospitals in Medan. Secondly, the study only examined the conflict management styles of heads of rooms and did not consider the perspectives of other stakeholders, such as medical staff and patients. Future studies should aim to address these limitations and provide a more comprehensive understanding of conflict management in hospitals.

Future Research Directions

Future research should aim to build on the findings of this study and provide a more comprehensive understanding of conflict management in hospitals. Some potential research directions include:

Examining the conflict management styles of medical staff and patients in hospitals.
Investigating the impact of conflict management on patient outcomes and satisfaction.
Developing and testing interventions to improve conflict management skills among heads of rooms and medical staff.

References

[1] Thomas, K. W. (1976). Conflict and conflict management. In R. L. Kahn, E. Boulding, & D. B. Boulding (Eds.), Conflict and power in organizations (pp. 33-50). New York: McGraw-Hill.
[2] Rahim, M. A. (1983). Conflict and negotiation: An introduction. New York: Praeger.
[3] Rahim, M. A. (1985). Managing conflict in organizations. New York: Praeger.

Note: The references provided are a selection of relevant studies on conflict management and are not an exhaustive list.
Frequently Asked Questions (FAQs) on Conflict Management Style Based on Demographic Characteristics of Head Room Heads in Medan

Q: What is conflict management style?

A: Conflict management style refers to the way individuals manage conflicts in their personal and professional lives. It involves the use of various strategies and techniques to resolve conflicts in a way that is effective and satisfactory to all parties involved.

Q: What are the different conflict management styles?

A: There are five main conflict management styles, which are:

Obliging: This style involves giving in to the other person's demands and trying to avoid conflict.
Avoiding: This style involves avoiding the conflict altogether and not engaging with the other person.
Dominating: This style involves trying to control the situation and impose one's own will on the other person.
Integrating: This style involves finding a compromise and trying to find a solution that works for both parties.
Compromising: This style involves finding a middle ground and trying to find a solution that is acceptable to both parties.

Q: What is the significance of demographic characteristics in conflict management style?

A: Demographic characteristics such as age, gender, work period, and education level can influence an individual's conflict management style. For example, older individuals may be more likely to use an obliging style, while younger individuals may be more likely to use an avoiding style.

Q: What are the implications of this study for head room heads in Medan?

A: The findings of this study suggest that head room heads in Medan should continue to develop their ability in conflict management. This increase in knowledge and skills will make it easier for them to apply the right style in accordance with the situation encountered in carrying out their duties and roles. Training and workshops on conflict management can also be a useful addition to preparing them in dealing with challenging situations in the hospital environment.

Q: How can head room heads in Medan improve their conflict management skills?

A: Head room heads in Medan can improve their conflict management skills by:

Developing their knowledge and skills in conflict management
Participating in training and workshops on conflict management
Practicing effective communication and listening skills
Being aware of their own conflict management style and how it may impact others
Being open to feedback and willing to adapt their approach as needed

Q: What are the benefits of effective conflict management in hospitals?

A: Effective conflict management in hospitals can lead to:

Improved patient outcomes and satisfaction
Increased productivity and efficiency
Reduced stress and burnout among healthcare professionals
Improved communication and collaboration among team members
Enhanced reputation and credibility of the hospital

Q: What are the limitations of this study?

A: This study has several limitations, including:

The sample size was relatively small
The study was conducted in only two hospitals in Medan
The study only examined the conflict management styles of head room heads and did not consider the perspectives of other stakeholders, such as medical staff and patients.

Q: What are the future research directions for this study?

A: Future research should aim to build on the findings of this study and provide a more comprehensive understanding of conflict management in hospitals. Some potential research directions include:

Examining the conflict management styles of medical staff and patients in hospitals
Investigating the impact of conflict management on patient outcomes and satisfaction
Developing and testing interventions to improve conflict management skills among head room heads and medical staff.

Q: What are the practical implications of this study for healthcare organizations?

A: The findings of this study have several practical implications for healthcare organizations, including:

The need to provide training and development opportunities for head room heads and medical staff to improve their conflict management skills
The importance of creating a culture of open communication and collaboration among team members
The need to develop and implement effective conflict management policies and procedures
The importance of monitoring and evaluating the effectiveness of conflict management strategies in hospitals.