Conflict Resolution Paper

2205 Words Oct 7th, 2012 9 Pages
Conflict Resolution Paper As nurses, it is imperative that we have skills to deal with conflict we encounter throughout the day. Some conflicts are easily handled with simple solutions; other disagreements can persist for weeks or even months and never be handled in a proper way to resolve the situation. The later kind of situation can create resentment, anger, and animosity between employees or colleagues. In this paper I will describe a conflict situation with resolution strategies used by the confronter, discuss other ways to resolve the conflict, and discuss the conflict theory most beneficial to use with a diverse group of people.
The emergency department (ED) I work at employs patient care technicians
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Avoidance results in resolution being delayed rather than resolving the issue in a timely manner (Eason & Brown, 1999). The ill feelings between PCTs and nurses were created by avoiding talking about the problem for a long time. Avoidance resulted in a snowball effect of increasing resentment and anger between the two groups.
Conflict Transformational Theory Solving conflict using the transformational theory is beneficial. According to Chinn (2008), using the conflict transformation theory, the conflict transformation is used before there is a conflict. Any rising issue is addressed in a constructive way, paying attention to possible lessons learned (Chinn, 2008). Using the transformational theory would have prevented the bad feelings towards each other. It is not one person’s responsibility to try to resolve a conflict (Chinn, 2008). If transformational theory were used in the described situation, the problem would have been addressed much earlier. Management would have called for a meeting where everybody would have had a chance to voice their problem according to the transformational steps and theory described below. As a disagreement arises, the group follows specific steps to come to a solution. Chinn (2008), describes four steps of critical reflection. First, each member has a chance to describe the how “I feel…” about the conflict (Chinn, 2008). In the second step, the group focuses on “when (or about)…” where the

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