Solution Resolution : Conflict Resolution

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

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).

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.

In resolving conflict, ask the question, “How do we keep this from happening again?” The first thing is to be objective. This helps in managing conflict by keeping team members focused on the problem at hand (Huber, 2007)

I deal with conflict constructively should it arise with colleagues by listening to their point of view and respecting them as I would

There are two different types of conflicts that could happen in a work place which would be functional and dysfunctional. A functional conflicts is a healthy, constructive disagreement between a groups or individual. A dysfunctional conflict is an unhealthy disagreement that occurs among an individual or groups of employees. A functional conflict will leave employees on a positive note it would only bring awareness to both sides of the issue, improvement of working conditions due to accomplishing solution together, solving issues together to improve overall morale, and making innovation and improvements with an organization. A functional conflict is something everyone is known as a win-win conflict. A dysfunctional conflict stem from emotions and behavioral origins, will have a negative impact for both parties that are having the conflict and the company. Dysfunctional conflicts are commonly known as win-lose conflict (Lombardo, 2003). It is not good for you to try and avoid a work conflict, it only making problems bigger. Work conflicts often happens from communications errors such as poor information, no information and misinformation. Another reason why a work conflict could happen because of emotions. Work place conflicts could emerge in any number of forms but there are some general variety types of conflicts that are repeated on the basis such as conflicts with the boss, conflicts with peers, and

Some of the pros of having the religious status around the capitol building would be expressing the religious diversity within the state. It would also be a moral compass for the legislatures. Lastly, it would show that all religions are equal in the eyes of that state. Some of the cons would be two statuses with contradicting religions, like Christianity and Satanism, could end up right beside each other and cause an up roar among the people. Plus, there would never be an end to all the statues that need to be made because there are just too many religions. Finally, the Constitution states to keep religion away from state affairs, so the statues may violate those amendments. If I had to decide a how to resolve the conflict, I would remove the statue of Jesus and try to keep religion away from the government. The other possible solution would to provide statues for every religion.

Conflict occurs in every setting of everyday life. Whether it is between a co-worker, someone that is seen in passing, or even with a complete stranger. Most of the time, resolution will occur with a conflict, in order to de-escalate the situation, especially in a health care setting. This helps the outcome for those involved, along with the care that is provided to patients. As simple-minded as it may sound, some conflicts are not resolved, which in turn, affects the care that is provided to patients within the hospital setting. Conflicts occur in stages, involve collaboration to resolve, and need rationale in order to help everyone overcome them.

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.

As humans being we should constantly be trying to improve ourselves each and every day. It is not easy to try and assess ourselves but it is a necessary task. We have strengths and weaknesses that make us unique and it is important that we accept our flaws but at the same time try to improve them. Hence, we should refer to our vulnerabilities as opportunities for improvement in order to better ourselves. This has been a constant struggle for me because I find it hard to assess myself. I am glad that I was able to utilize the RNAO Leadership Self-Assessment tool to assess my leadership skills as well as have someone else assess me with it. It allowed me to compare how I rate myself to how they rated me. Based on the assessment tool some of my strengths included empowering my peers, being helpful towards them and communicating effectively. My shortcomings included ineffectively resolving conflicts, and creating a sense of presence and accessibility. Even though we differed on various scores per category we both rated me a one out of five for managing conflicts adequately. This news was not surprising to me as I know I am not the best at resolving conflicts because I would rather just give in than express how I feel or confront an individual at all. To be an exceptional well rounded leader it is imperative that one has a good grasp of conflict resolution strategies because they will inevitably come your way. The purpose of

Conflict is a fact of life - for individuals, organizations, and societies. The costs of conflict are well-documented - high turnover, grievances and lawsuits, absenteeism, divorce, dysfunctional families, prejudice, fear. What many people don't realize is that well-managed conflict can actually be a force for positive change.

In this writing, we will explore and explain strategies of conflict resolution and, encourage teams, individuals and society as a whole to use some of these ideas for their own resolution purposes. “In many cases, effective conflict resolution skills can make the difference between positive and negative outcomes.” (Conflict resolution, 2008). With this in mind, individuals will have hope for a more positive team experience.

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.).

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 a manager, you must approach every conflict as an opportunity to improve employee relationships, to lessen tension in the