Health Care Conflict

The primary goal of the health professionals while dealing with workplace conflict should be to find a high quality, mutually acceptable solution. Nurses should put in mind that the ultimate goal is to deliver high-quality patient-centered care regardless the fact that they may not like each other.

Conflict is inescapable, having the ability to recognize, understand, and resolve conflicts are important in both personal and professional lives. Myatt (2012) states that conflict in the workplace is unavoidable; if left unresolved, workplace conflict may result in loss of productivity and the creation of barriers that can inhibit creativity, cooperation, and collaboration. It is vital to embrace conflict and address problems through effective conflict-resolution tactics because if not handled appropriately, conflict will escalate. “If not handled properly, conflict may significantly affect employee morale, increase turnover, and even result in litigation, ultimately affecting the overall well-being of

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.

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.

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.

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).

Conflict is a fundamental part of life. In healthcare systems, where it is imperative to work in interdisciplinary teams in order to deliver quality patient care, it is inherent there will be conflict. Different members of an interdisciplinary team will bring various sets of morals, ideals and opinions, which ultimately will result in the overall team having a hard time working together. A lack of proper leadership, stress among team members and interpersonal relationships all contribute to issues within integrative healthcare teams. When not effectively resolved, conflict within healthcare teams has been linked to adverse consequences: issues among team members affect the quality of care delivered to patients. Positive conflict management is essential to building a cohesive care environment in which patients can thrive.

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.

The scenario given describes conflict between two nurses: the night shift nurse Nancy, and the day shift nurse Alexandria. They both have different opinions on the problem and neither has made an effort to address the issue. Alexandria complains that she has to finish tasks that Nancy has not completed during her shift. Nancy complains that Alexandria does not like everything she does and is unable to do enough to her satisfaction.

After realizing the issue, I understood the need for some form of conflict resolution (C #22). This colleague’s values, beliefs and assumptions were quite different from my own; as a result, our interactions were at times difficult, and conflict would result (C #65). We spoke at length and came to a mutual understanding regarding the need for professionalism and a smooth working relationship (C #11, #46). Later in my career, I had the opportunity to lead a conflict resolution workshop, and help teach others in the workplace how to manage and resolve conflicts when they arose. The approach to conflict resolution must depend on both the individuals involved, as well as the particular issue at the centre of the conflict (C #59). In my work with others, I adopted the transformational style of leadership to inspire others and ensure they had the confidence and understanding needed to better manage their conflicts (C #13). I felt that this was appropriate because many of the other nurses did not understand the need for the workshop at the onset of our meetings; adopting an approach that could inspire them through my communication of a clear vision was the best way to ensure I could successfully lead them and help facilitate our mutual learning (C #25, #48). Throughout this process, I continuously evaluated my choice of

As human being we all think, feel, behave and perceive life in different ways as we all have different expectations. Conflict is part of life and it can be part of any situation. Especially in nursing field where working as a team is highly emphasized, every member of the team collaborate together in order to meet patient needs and improve patient outcomes. That being said, nurses have to collaborate with coworkers that have different social groups, ethnic, and educational backgrounds. This paper will give a synapsis about a disagreement that happens between a register nurse (RN) and a license practice nurse (LPN) in a forty bed medical surgical unit with sufficient staff coverage with RNs LPNs and UAPs. As the manager of this unit, while

According to Pidgeon (2017) conflict resolution is a competencies that all leaders must acquire to successfully lead a group of people. Specifically, “conflict resolution is defined as the ability to find amicable solutions to a conflict when it occurs between multiple parties” (Pidgeon, 2017, p. 340). As the assistant director and leader for ambulatory services, it is my responsibility to respond to the complaint made by a physician, who is also an important customer, about the clerk and director of nursing (DON).

Although many of us go great lengths to avoid it, sometimes it is just inevitable. People in the workplace setting will always have different ideas, values, and attitudes than others around them. A conflict can arouse in any given setting, and the affect it can have on those involved can either be negative or positive. Depending on the approach and strategies utilized during and after a conflict will determine the result of the conflict. Conflict helps people recognize legitimate differences within an organization or profession and serves as a powerful motivator to improve performance and effectiveness, as well as satisfaction (CCN, 2017). This paper will identify and explore a particular recurring conflict in the

Conflict in the workplace causes a decrease in the quality of care. Conflict creates chaos and a higher risk of poor patient care. Additionally low moral equals poor quality of care. As Sullivan stated, disruptive conflict does not follow any set of rules, and parties involved engages in activities to beat their opponent which causes angry, fear, and stress (2012).

ObamaCare, also known as the Patient Protection and Affordable Care Act, is a Health care reform law that was signed on March 23, 2010. ObamaCare’s goal is to provide more Americans with affordable health care insurance. ObamaCare also hopes to improve the quality of healthcare and health insurance in America, regulate the healthcare industry, and reduce the cost of healthcare in the United States. ObamaCare is made up of ten titles; I: Quality, Affordable Healthcare for all United State Citizens, II: The Role of Public Programs, III: Improving the Quality and Efficiency of Healthcare, IV: Prevention of Chronic Disease and Improving Public Health, V: Healthcare Workforce, VI: Transparency