Essay On Handling Conflict

According to Porter-O’Grady, 2016 et al p 324, our healthcare systems today are at the center of what is considered major change. Much of the change today is directly related to the foundational principles, concepts and associated with complexity in systems and relationships, and an understanding by nurse leader and follower; of what it takes to make meaningful change. Nurse Leaders, registered nurses, advance practice nurses, and other followers, at every level of our organizations must be increasingly aware of meaningful and sustainable changes that improves our healthcare systems (Porter-O’Grady, 2016 et al p 324).

These changes are then reinforced to employees by the Charge Nurses in Morning Huddles and in special called Safety Huddles throughout the week. While management is very open to change, implementation of the changes must be carried out by the actual hands-on personnel, and this often times leads to fear of the unknown. As Yoder-Wise (2015) states, “All changes, whether perceived as positive or negative, large-scale or simply, are scary and generate fear” (p. 307). In the short time I have worked in the ED, I have seen both support and resistance among co-workers regarding change processes. While some embrace change, others resist, and are set in their ways viewing change as inconvenient and an addition of time-consuming steps to an already stressful environment. Most whom I work with, when presented with the facts and evidence behind the change, view it positively and have no problem implementing it.

In today’s healthcare system, effective leadership is essential to improving and reaching organizational outcomes. A leader is someone with the ability to influence others but, an effective leader uses positive strategies to inspire employees to work towards the same goal. Leadership in nursing requires a constant effort to motivate others to become part of the organizational transformation. This can be achieved using a transformational leadership style with a focus on communication, motivation, and empowerment.

He theorized a three-stage model of change known as unfreezing-change-refreeze model that requires prior learning to be rejected and replaced. Lewin 's definition of behavior in this model is "a dynamic balance of forces working in opposing directions."

A positive force for change centers on the nurse’s strong desire to change current practices. The combination of the turnover rate, low morale, and higher percentage of new nurses, is the driving

Kotter’s (2012) 8-step model of organizational change was selected as the change theory for the proposed project. Kotter’s change model has been implemented in many different organizational settings and industries (Kotter, 2012). Kotter’s model is designed as a microsystem or organizational-level change program, not as an individual change theory or model. Kotter’s (2012) model has been frequently cited as the change theory used in nursing quality improvement projects and other healthcare organization-based change projects (Kotter & Schlesinger, 2008; Mate & Rakover, 2016). Kotter’s change theory was selected for use in the proposed study not only because it has been successfully used in various healthcare settings and change programs, but also because the model includes guidelines for program implementation as well as strategies for addressing resistance to change and other change

Nursing leadership competency is a very important to me as an employee, it can mean the difference between having a chaotic or smooth workday. It is the responsibility of the manager to put forth a plan on how and what needs to be done. Communication, vision, trust, adaptability is essential for a leader when implementing changes and dealing with subordinates working toward a group goal (Huber, 2014). In this discussion board, I will explain why understanding and effectively managing change and innovation is an essential leadership competency is important in the workplace. In additions to providing two examples from my own nursing experiences and applying the change theory elements as it applies to the nursing process.

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.

Lewis argues that change occurs in three stages in the change theory. Unfreezing, change, and refreezing. Unfreezing involves finding methods of making it possible for people to let go of an old behavior that is not very productive. This stage requires that management find ways of letting go of much control and leave majority of decision making in the hands of nurses who, for this reason, should be well trained to earn the trust of patients and

Lewin’s change theory involved applied behavioral science, action research and planned change each of which is necessary to examine during the implementation of change programs (Burnes & Cooke, 2012). Lewin’s field theory involves a number of concepts that can be used as a guide to help understand the forces that comprise group dynamics within their life space or environment. Lewin’s framework also explains the totality and complexity of people’s behavior within a social setting that can be modified to bring about successful change.

Change is an inevitable part of everyone’s life that has the potential to produce positive and negative results depending on the individual (Wilkinson et al., 2008). Technological advances are a crucial part of nursing. Nurses must possess the ability to understand and apply the change theory to be successful in the delivery of health care (Blais & Hayes, 2011). Lewin’s change theory

Throughout this semester, I worked through the Unfreeze and Move stages of Lewin’s Force-Field Model for change. Similar to the Assessment and Planning steps of the Nursing Process, the Unfreezing stage occurs when the individual identifies a need for change (Kelly &

As a nurse leader, it is important to have a strong work ethic, efficiency, dependability, and ability to organize. They should also be a well-organized coordinator, knowledgeable collaborator, and skilled delegator who practice safe and effective care. If I am to be a Unit Director, I choose the transformational leadership style. I believe that the best nursing leadership style related to lessened mortality rate of the patient is the transformational leadership, which is inspiring followers to perform beyond expectations for the good of the organization. It is also argued that transformational leadership is identified as a positive contributor to safer practice with fewer turnover trends compared to other leadership styles (How Nursing…,

In order to survive and prosper in a rapid changing environment of business world, organization is often required to generate fast response to changes (French, Bell & Zawacki, 2005). Change management means to plan, initiate, realize, control, and finally stabilize change processes on both, corporate and personal level. Change may cover such diverse problems as for example strategic direction or personal development programs for staffs. In this

According to Kurt Lewin’s change model (1947), there are three aspects of managing organizational change: unfreezing, change intervention and refreezing. By observing the change model, all four characters are seen to go through the freezing stage when they found the first cheese station.