Collaborative Resolution Styles Paper

Conflict is an unfortunate part of life and it is truly inevitable, however in the field of nursing it can be detrimental. “Conflict is defined as the discord that results when two or more parties have opposing or incompatible ideas, beliefs, or goals.” (Schub & Schub, 2015). Within healthcare settings there are an outstanding number of differences in opinions that could potentially lead to conflict throughout a number of different levels of the employees. Focusing in on one of those areas would be the nurse to nurse, or horizontal/lateral violence.

Obvious communication, listening, and understanding the focus of the dispute are the factors for being effective. Nursing managers may often be involved in a conflict as an individual, an administrator, or a unit representative. A manager is expected to confront staff when a discord develops (Sullivan, 2018). It is also imperative a nurse manager abides by her professional responsibilities and executes practical conflict resolution techniques to diminish low morale and stress among her staff (McKibben, 2017). She must modify her conflict management skills to a likely situation (Saeed et al., 2014). In order for the nurse manager to handle the conflict, it is helpful to understand the people involved. Positive management promotes mutual respect, refines working relationship, and restores staff retention (McKibben,

Other Key issues of interprofessional working include: power, poor communication, conflict, team work and ethical issues. When issues like this arise in a healthcare setting, it affects the effectiveness of interprofessional working and quality of care that is provided. Loxley refers to conflict as being interwoven with interprofesssional cooperation and considers this to be a combination of social and professional difference. Social difference can relate to age, gender, pay, ethnicity and status differentials. Conflict evokes an emotional response which could be expressed in various ways such as verbal and none verbal behaviours, for example, blaming people, taking people for granted because of their quiet nature, glaring or slouching position ( Drinka and Clark 2005). This kind of respond can be unproductive and those involved should avoid reacting emotionally and try to react rationally. Dealing with conflict and the process of trying to reach shared decisions is likely to involve a degree of discomfort and in order for individuals in this situation to protect themselves from

Everyone has to deal with conflict: both in the workplace and personal lives. Fresh nurses too have to witness this at their new work setting.

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.

Conflict results from real or perceived opposition to one’s values, actions, desires or general interests. Conflicts may occur internally or externally between individuals or groups; conflict within a team environment can cause frustration, and occasionally anger. However, conflict resolution can also often generate positive results for the team. Conflict management skills remain in demand; conflict may be managed successfully by reaching an agreement that satisfies the needs of both the individual(s) and the team as a whole

Conflict has been an issue for man since the dawn of civilization. In today’s fast paced world conflict, especially in the workplace, is a frequent occurrence. When that workplace is a health care environment where lives are at stake, emotions run high and collaboration with many different disciplines is required conflict often becomes a prevalent part of everyday life. Conflicts in the workplace can lead to reduced morale, lowered productivity resulting in decreased patient care and can cause large scale confrontations (Whitworth 2008). In the field of nursing whether a conflict is with a peer, supervisor, physician, or a patient and their family, conflict management is a necessary skill.

Conflict means different opinion to different people. In some reason, conflict can cause fighting, war or trade embargos. But for other people it might be a different in opinion, perspective or personality. Others may think they are in a conflict situation, when the other side may feel that they are just discussing opposing views. His situation depends on our effects can result in damaging our relationship. As a charge nurse, we have to be aware how this issue arises and how to overcome and manage this conflict. If this conflict causes an unhealthy situation and we are allowing it to develop , the side effect can result in lasting damage to the relationship between the staff not only in the working place but also a personal relationship. Conflict normally involve opposing views on one or more of the following:

Conflict will always exist when a group or team is composed with different people with different approaches and ideas. Conflict cannot be avoided and in inevitable. As nurses, it is imperative that we have conflict resolution skills to deal with our day to day encounters (Yoder-Wise,2015).

Wherever there are people the ability for conflict exits. Conflict is a disagreement, opposition or clash. It can affect the person emotionally, physically and specially. It can result in a fight, discord and division. Conflict can be used to motivate; however it can be destructive and should be dealt with. According to McElhaney (n.d) nurses experience six major areas of conflict. This scenario depicts one of those areas.

Thanks for bringing up conflict. Conflict is something that is unavoidable. The way a nurse handles

Each person has a characteristic personality. Such a style reflects our unique wants, needs, and values. In conflicts, there are specific global patterns that can be identified that are reflective of how individuals deal with such challenges. These global patterns consist of five approaches to conflict management: Competing, Collaborating, Compromising, Avoiding, and Accommodating.

Managing Conflict As a leader, managing conflict in the workplace environment can be challenging but it is necessary in order to facilitate a positive work environment. Unresolved conflict amongst the staff member can results in decreased moral, disrupt in the organization mission and this can affect the quality of care rendered to the patients. There are two conflict theories in which I will discuss in further details of how the leader can handle conflict. The two conflict theories in which I will discuss in more details are: organizational conflict theory and social conflict theory. There are several change theories in which the nursing leader can utilized in order to become an effective leader and meeting the mission of the organization.

Subtheme 4. Nurse’s conflict. A verbal conflict between two nurses started in one of the EDs, and the charge nurse tried to resolve it by effective communication. This type of conflict may be the consequence of miscommunication and can

(2011). 5 Styles of Conflict Management & Resolution in Nursing. Retrieved March 18, 2017, from http://www.americansentinel.edu/blog/2011/07/27/nursing-strategies-common-tactics-for-managing-conflict/