Interpreting Conflict Theories In Nursing

Theodore Seuss Giesel, often referred to by his family and friends as Ted, better known to his fan as Dr. Seuss was born on March 2, 1904 in Springfield, Massachusetts. He was married twice, never having any children of his own but acquiring two step children with his second marriage. When asked why he became a children’s writer, he would reluctantly answer that he became a children’s writer because of his great understanding of children, then proceed into detail of the real story. He worked for a publication company by the name of Flit which placed strict rules and prohibitions on his work. However, they failed to prohibit the writing of children’s books so that is the route which Dr. Seuss took. His first book, An ABC of Fanciful Creatures was rejected by many publishers. After a rocky start, Dr. Seuss went on to publish many children’s books including And to Think That I Saw It on

Dealing with conflict is an inevitable factor in organizational life and the practice of social work. According to Northouse (2015), conflict is unavoidable in organizations and groups “during adaptive challenges and presents an opportunity for people to learn and grow (pp. 268). Sources of conflict include goals, means, values, temporal perspectives (e.g., time frames), role pressures, status discrepancies, and personality. However, conflict is usually due to contextual events so, personality differences should be considered last. Conflict management refers to the leader’s responsibility to handle different sources of conflict effectively. Leaders must intervene in interpersonal areas such as managing conflict and power issues in order to improve relationships. This can be done by “fighting or avoiding confrontation, questioning ideas, and avoiding groupthink” (Northouse, 2015, pp.378)

As a result, how nursing professionals’ respond to conflict can impact the organizational culture

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

This story depicts a minister who was ridiculed his entire life over a veil he used to represent individuality. Hawthorne uses the super natural within the story to show how the unforeseen can be burdensome.

Anyone, especially nursing leaders, can bring about change within a healthcare system. In this week’s lesson, we discussed change theories, conflict theories, and leaders as change agents. Overall, change is based upon a variety of factors. They range from different situations to the environment. The three change theories that we discussed this week include the environmental change theory, the teleological change theory, and the life cycle change. The environmental change theory basically states that various environmental factors are the reason for change. These changes are happening for survival. Teleological change can be identified as planned change or scientific management. This type of change is purposeful and includes planning,

Conflict and resolution can efficiently drive change. Of the five types of conflict resolution styles, accommodating, avoiding, collaborating, competing, and compromising, nurses most often use compromise to resolve conflict (Losa Iglesias & Becerro de Bengoa Vallejo, 2012). A case study by Vivar (2005), found the resolution strategy did not matter, but emphasized the importance of addressing conflict. According to Baker (1995), a successful nurse leader will model desired conflict resolution behaviors and then work to develop conflict resolution skills in their staff, which will lead to more efficient conflict management by the nurse

The SISGI Group is a hybrid company consisting of a consulting and research firm plus a nonprofit organization. The consulting part of the SISGI group is a limited liability company that focuses on research and consulting with a specialization in nonprofits and social venture capacity building. The SISGI Beyond Good Ideas Foundation is the 501 © 3 charitable and nonprofit part of the SISGI Group. The charitable part of this organization is comprised of internship programs, educational resources, and collaborative work. It also consists of awarding organizations and individuals who want to make a lasting social change for free and low cost consulting services. The organizations corporate domain is in New

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

According to Losa Iglesias and Becerra (2012) stated that the most common sources of conflict in nursing environments are differences in management styles, employee perceptions, inadequate staff, goal differences, and competition between work groups (p.74). Moreover, miscommunication between the RN’s also leads disagreement between them. In “Managers' Duty to Maintain Good Workplace Communications Skills”, Timmins, F. (2011) stated that absence of good communication lead workplace conflict which compromise patient safety and care quality (p.34).

No matter where we find ourselves in life, there will always be some conflict(s) that we will need to face. Some may be simple issues of miscommunications or more complex, involving several factors, considerations, and implications that must be accounted for when solving the conflicts at hand. Settings such as nursing homes, clinics, and hospitals are especially susceptible to high numbers of conflicts of various natures due to the numerous parties involved in each environment. Nurses, face an increased risk of getting into conflicts due to the multiple roles they could hold, such as manager, caregiver, and instructor. According to Dr. Higazee, "These roles lead to various types of interactions among nurses and other healthcare team members, which significantly increase the probability for conflict to arise in hospital settings among nurses" (Higazee, 2015). Therefore, conflicts are not something that can be eliminated from the lives of nurses; however, nurses can be given the skills and techniques to manage the conflicts that do arise. Although the word "conflict" has a negative connotation attached to it, there is a positive perspective that can be viewed as Finkelman (2016) says, "It can be used to improve if changes are made to address problems related to the conflict" (p. 324).

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.

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,

As the expression of employees' dissatisfaction and differences with employers, conflict is regarded as bad and irrational for the organization and should be kept down through some forcible ways. Conflict can arise from employees' misunderstanding of the direction of the organisation or the poor communication between the staff and the management, enabling employees to substitute alternative agendas instead of the organisation's agenda (Bray, Deery, Walsh and Waring, 2005). Moreover, conflicts can arise from the poor management that caused by the management's failure to identify and meet employees' basic needs.

Conflict is an occurrence in virtually any organization, regardless of how large or small it may be. It is exceedingly difficult to get people to agree with one another about everything all the time, especially when they are competing for the same resources (Tsang, 2012, p. 84). This difficult is naturally exacerbated when there are stratifications between people, which frequently occurs in organizations. Organizations may have different categories of employers such as those in sale, marketing, finance, human resources, etc. The three main views of conflict which also play a significant part in the resolving of conflict are the traditional, the human relations, and interactionist views. There are points of similarities and differences between all of these views.