Problems Associated With Conflict Resolution

In this paper I will discuss the conflict that is occurring at General Hospital, the conflict management styles that are evident in the case, and how General Hospital could have used teams to address the cost reductions needed to stay competitive. I will also describe how the CEO of General Hospital, Mike Hammer can us negotiation skills to get buy-in for the cost reductions and finally I will recommend a strategy for Hammer to resolve the problem.

Hughes and Kring (2005) stated that charge nurses should have basic leadership skills, which include the ability to communicate, delegate, troubleshoot, think critically, address issues proactively, and organize effectively. Behavioral skills that can be used to foster cooperation and trust are fairness, consistency, support, recognition, and communication with staff throughout the shift. Additionally, the charge nurse role requires multitasking as well as critical thinking (Connelly et al., 2003).

This research article's conclusions are based on data gathered from interviews with forty-two nurses. The research team then met as a group to discuss the findings of the research. "This study fills a major gap in the literature by providing research-based information about the role of the charge nurse (Connelly, 305)." According to this study, there needs to be more training and coaching for a career with this kind of responsibility. The leadership and management skill of these nurses needs to be addressed.

As a charge nurse and a leader I have been practicing by using critical thinking and professional judgment to make sure that I’m making the right delegation and right task to the staff who work under

Stevens Hospital is in the process of changing the culture with the help of an outside consulting group. A portion of this change in culture is to provide leaders tools and resources to manage and resolve conflict in the workplace. The intention of conflict management is for leaders to have needed critical conversations with employees. Additionally, these skills will be used to coach employees in appropriate communication techniques for conflict resolution in the workplace.

Behfar, K. J., Peterson, R. S., Mannix, E. A., & Trochim, W. M. K. (2008). The critical role of conflict resolution in teams: A close look at the links between conflict type, conflict management strategies, and team outcomes. Journal of Applied Psychology,

When conflict arises in a team, it should be resolved quickly. Resolving it quickly will have a positive result, because all the energy that was once being used for all the different emotions that had risen because of the conflict will then be able to be put into moving on with the purpose and project of the team (National & Community Service, 2000). Several different approaches can be taken for conflict resolution. The team needs to discuss together which approach will be best for the team as a whole. Five

Within a neighboring community, compromise and sacrifice are a thing of necessity and need not be considered advantageous. A very good example will that which is displayed among the people of the Hadza and Zapotec cultures which profoundly are different in how go about living their daily life?s but still share a great similarity in how the resolve their conflicts. In the course of this paper, struggle within the two viewpoint culture and community will be discussed. According to Crapo (2013), culture is defined as ?a way of life of any individual or group of individuals.? For the two cultures identified, conflict resolution is not based on language, cultural failure or customs as the have nothing in common in those respect. The overall good of parties involved is the main reason why compromise is reached. According to Durham (1992), ?it is economically important that each culture rely on conflict resolution as opposed to other less productive measures that could lead to a less desirous outcome or even risk catastrophic loss.?

It is a commonplace for organizations today to work in teams. Productivity and creativity results will be greater in a team environment. Whenever you bring together people from different backgrounds, experiences and skill sets, it is inevitable that conflict will occur. Conflict arises from the differences, and when individuals come together in teams, their differences in terms of power, values, and attitudes contributes to creation of conflict. Without conflict, teams will not be challenged and will

In trying to resolve the conflict between Reece and Patel, Edwards used an avoidance strategy. Instead of speaking directly about the root causes, or sources, of the conflict, Edwards focused on the behaviors and treated Reece and Patel like children. Edwards scolded them, and sent them off without bothering to find out what was bothering the two. Of course, this type of conflict resolution is ineffective because it fails to address the underlying issues. As Anderson (n.d.) points out, addressing the problem is key to conflict resolution. "When a conflict does happen, a manager needs to focus the conflicting parties on the issue and have them leave out any personal problems they may be having," (Anderson, n.d.).

The process of conflict transformation includes numerous types of practices and approaches. It is crucial for a conflict resolution practitioner to be able to self-assess the entire practice of intervention to get a clear notion of why the approach that has been used was successful or caused fail. Conflict interveners whose practices are well established on theories of conflict resolution and ongoing researches need to refine their assumptions and skills through an extensive process of self-reflection. Such refining would help them to conceptualize a theoretical basis of their approaches and intervention techniques. They would be able to understand what intervention technique is appropriate for a situation, without trying out one tool after another. The process of self-asses or reflective practice in conflict resolution is beneficiary to predict and understand conflict resolution approaches consequences’ and to evaluate the success or failure of an intervention. For a conflict resolution practitioner theory is the foundation upon which the nature of both conflict assessment and conflict intervention are more understandable. For example, in a mediation process mediators sometimes prefer and sometimes don’t prefer to use caucus technique as a way for a better conflict transformation. Theoretical foundation of involving of a mediation technique would help avoid an unfortunate end of the entire process. Hence, it is important for a conflict intervener to understand

Question #1: From Chapter Five 's (5) AWARE "Conflict and Conflict Resolution," one of the answers out of all the chapters that students and professionals disagreed the most was: "It is important to come to an agreement at the end of an argument." Professionals agreed that reaching an agreement is NOT always necessary, while students were undecided but leaned toward supporting an affirmative response.

“To live anyhow is better than not at all” (Chekhov 1) , the short story, The Bet commenced with the conflict when the person had no choice but to choose between the death penalty or life in prison. The Bet was originally written by Anton Chekhov, a profound Russian short-story writer who concentrated a lot on human values and the reflection of the extravagantly selfish Russian nobility. And through The Bet he was able to express all those ideas in two sides, the banker and the lawyer with the conflict along the story line.

The term conflict resolution implies that the purpose of interventions is to resolve the conflict (Barsky, 2017, p. 4). Conflict resolution was significant in my childhood, upbringing, and origin. Conflicts were resolved through varied approaches including prayers, counselling, and confrontations. Currently, these practices have influenced the way I handled conflict both at a professional and a personal level.

Second, women must be strategic in determining if they will negotiate; what tactics they will utilize in order to achieve a successful outcome; and how they will handle the various negotiation styles one can encounter in a negotiation and preserve their reputation, power, and/or