Interpersonal Conflict

A conflict can be described as an interpersonal disagreement between two or more parties having a difference in opinion, controversy, negative understanding or insufficient communication (McKibben, 2017). Within the healthcare arena, conflict cannot be avoided. It can have the ability to have a negative impact on the function of the team and result in inadequate patient care. When poor patient care is provided, the integrity of the nurse, the nursing profession, and healthcare as a whole is endangered (McKibben, 2017). As a result, conflict management is the process of recognizing and dealing with conflict in a realistic, fair, and competent fashion. Productive communication, problem solving, and discussing with a focus on the issues are required skills needed for conflict management (Saeed, Almas, Anis-ul-Haq, & Niazi, 2014).

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, according to Wilmot & Hocker (2011), is defined as an expressed struggle between at least two interdependent parties who perceive incompatible goals, scarce resources, and interference from others in achieving their goals.

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 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.

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).

Conflict is simply a disagreement or argument that can occur between two individual, groups of people in an organisation or between an employer and an employee.

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 disagreement on values or beliefs within oneself or between people that causes harm or has the potential to cause harm” (Yoder-Wise, 2015).

Conflict can be described as a process that begins when an individual perceives that another person is about to or has negatively affected something that is important to him/her. Therefore, the conflict process consists of various stages with the first one being the existence of situations that create enable conflict to arise. The other stages in this process are cognition and personalization, aims, behavior, and results.

Conflict is “an expressed struggle between at least two interdependent parties who perceive incompatible goals, scarce resources, and interference from others in achieving their goals” (Hocker, 1991). There are two basic types of conflicts: substantive and emotional. According to Schermerhorn et.al., substantive conflict is a fundamental disagreement over ends or goals to be pursued and the means for their

Handy (1983) define the term of “ conflict” as a state of disapproval, discrepancy or incongruity stuck between an individual and a cluster of people over an opinion, interest, trust, mental state, and performance. It is also a process that happens when one party identify that the other party was unsatisfied or is about to discourage some concern of his. However, Wilmot & Hocker (2001) conveyed that the conflict as a tussle occurs between two parties who perceive irreconcilable goals, limited resource and instruction from other to stopping them to attaining their goal line.

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’

To solve the conflict for lack information the team members should be collaborating in the team. Cooperation is dividing the work between the team equal to avoid the conflict. The team should read too much in the book, magazines and internet in order to get a lot of useful information that will help to complete the project without any conflict in the team

Conflict is a "state of disharmony brought about by differences of impulses, desires, or tendencies" (Rayeski & Bryant, 1994). Although many people and organizations view conflict as an activity that is usually negative and should be avoided, conflict is a natural result of people working