Assessment of a Conflict Situation Essay

Whether you work for a manufacturing facility or the health care system, conflict is unavoidable. As a manager, you must learn to deal with conflict in the workplace. In this paper I will describe the different styles of conflict management. I will also discuss my preferred conflict management style with examples of its use. Lastly, I will describe a situation at work and how a conflict management strategy could have improved that situation.

What is conflict? Even something as basic as a universal definition for the word conflict seems to vary from source to source. A literature review focusing on conflict defined it as “the interaction of interdependent people who perceive incompatibility and the possibility of interference from others as a result of this incompatibility” (Brinkert 2010). Often times the disagreement results not from a concrete difference, but rather a difference in perception (Ellis & Abbott 2012). One of the most important factors effecting conflict management is the resolution style used. The most often used tool for classifying how conflict is managed is the Thomas-Kilmann Conflict Mode Instrument (Iglesias & Vallejo 2012).

The nurse as a leader looks to achieve a workable unity. (Gardner, 2007) In an interdisciplinary format this is vitally important. There will be many factors that will prevent group cohesion and mutual tolerance in any environment. In an emotionally charged setting this is especially true. The nurse can help to manage conflict and promote a positive environment. This can

A new director decides to reorganize the department you work in. This reorganization comes about without input from the employees and many of the nurses that you oversee are feeling resentful of the change. As a nurse leader, identify factors that may lead to conflict and ways you can manage them.

Combining both assertive communication and collaborative conflict management are strategies that each professional nurse should strive to foster in one another.

Write your responses in two to three paragraphs. Be sure to incorporate terms, concepts, and theory from your readings to support your comments.

Throughout life, one encounters many social situations. The way a person processes these situations says a lot about his or her general outlook on life. While there are many theories, there are three primary Theoretical Perspectives: Functionalist Theory, Conflict Theory, and Symbolic Interaction Theory. Personally, I struggled in choosing a single perspective. I believe that if one perspective had a perfect explanation, there would probably be only one perspective. Since this is not the case however, it must be admitted that no single theory base perfectly explains every social situation. I have found that for me, the Conflict Theory explains situations around the world most consistently.

The lateral violence from colleagues and hierarchical violence from managers in nursing is deeply rooted. Arguably, it should be reviewed and managed as a matter of urgency. Education and training on the conflict management should continue to support future

Description of the various conflict management techniques used, the third parties that were active in attempts to resolve the conflict, and the outcomes of these conflict management efforts.

Even though they both seemed complicated, they were both resolved in a professional and timely manner and did not escalate into a bigger problem. The nurses also used a chain of command to handle the situation.

The text book describes conflict as “a process that begins when one party perceives another party has or is about to negatively affect something the first party cares about.” There are different views on dealing with conflict. There is the traditional view that seeks to eliminate any conflict and the interaction group that seek to use conflict as a stepping stone to greater things. Conflict can arise in any situation and, following the managed conflict view, it is not necessarily something to be push under the table but something to

Conflict is defined as the behaviour due to which people differ in their feelings, thought and/or actions. Collins (1995) states that the conflict is a ‘serious disagreement and argument about something important’ and also as ‘a serious difference between two or more beliefs, ideas or interests’ (cf. Kumaraswamy, 1997, p. 96). In general it is believed that conflicts are the underlying cause of disputes. In other words, dispute is a manifestation of the deep rooted conflict. A dispute is defined as ‘a class or kind of conflict, which manifests itself in distinct, justifiable issues. It involves disagreement over issues capable of resolution by negotiation, mediation or third party adjudication’

This paper will discuss how to diagnose a conflict using various conflict models using a case study that involves a workplace conflict between two individuals. Included will be detailed characteristics and attributes of the parties involved and how they may affect the conflict. Confidentiality is important in the workplace and will be discussed in regards to the case study. Resolution solutions that a practitioner may use will be suggested to assist in resolving the conflict. Conflict resolution can be a difficult task but if a practitioner implements tools like conflict models than conflict can be undoubtedly resolved.

These are just some ways that can enhance the conflict simply because the resources is there at no cost to the refugees. One key note to consider when trying to find a solution to this is that human beings rely on interactions and relationship to other people to help them make sense of the world. All of these mechanisms are a consequence of social factors. Therefore, it’s important to look for other responses that allow humanitarian aid to assist the people that need it and protect against escalating the conflict by having their resources support the militant. When militants take advantage of the humanitarian aid supplies, the intentions of the humanitarian aid is being used for something completely different from the values and principles of humanitarian work. Humanitarian aid workers intend to help feed the refugee, not feed the militants that have led to the outset of the crisis (Barber 1997). However, they can’t just categorize and fit everyone into dichotomies without crossing the neutrality and impartiality guidelines of the agencies. In all honesty, personally, it seems that everyone has biased and have their own expectations of the profession they choose to take and as much as they follow the mission of the profession, they still have their own individual faith and beliefs. Because aid is something that is free to refugees, workers may be frustrated in that they aren’t serving the populations that are innocent victims of the crisis.

The case study has been explained in the light of internationally accepted Conflict Management strategies, concepts, and theories of the present times. These theories and concepts will help in recommending potential solutions to the aforementioned conflict.