The Problem Of Conflict Resolution

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,

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)

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

People work in groups or teams everyday whether in their career, education, political organization, church, or any other social setting. Conflict while working in teams or groups is inevitable. When taking people of different backgrounds, personalities, moral, and ethical beliefs and putting them together in a group, conflict will arise. The key to achieving your team goals is to construct and conquer your goals with keeping the greater good of the team in mind. Conflict as it arises should be combated and abated through swift and thorough resolution techniques. When dealt with properly conflict resolution can give rise to a cohesive and productive team.

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

When developing a conflict resolution it helps to know techniques such as, problem solving, avoidance, compromising, and communication. This will help your team members and create a system for redressing grievances, if they cannot solve their problems on their own. Then it will be necessary to arrange for the manager to conduct a meeting on this subject.

Managing conflict in the workplace is necessary for having excellent care in the healthcare field. Conflicts will always exist in the world and also in the health care world. In the health care field conflict may exist between physicians and other physicians, Physicians and nurses, nurses and other nurses, physicians and other staff members, and between the staff or the health care team and the patient or patient's family. According to the article by Ramsey “The conflicts may range from disagreements to major controversies that may lead to litigation or violence. Conflicts have an adverse effect on productivity, morale, and patient care.

Among the five strategies the one I appreciate the most is competition. Competition is useful in other avenues as well as conflict management, such as academics. Although competition does require a loser it does a good job of stimulating teams to put out best efforts. Further, competition saves time when there is a deadline looming. When working in a group conflict is an inevitable matter that one cannot escape, there are varieties of conflicts; ideas, opinions, beliefs, culture differences, and desired accomplishment. Everyone have different ideas and goals in accomplishing their tasks, therefore, it might be difficult to be dealt with amongst one another if they cannot come to an agreement or have an open mind for new things. Conflict in a group could mean that there is a diversity of believes, aims, and ideas. It indicates that team members are contributing their part, sharing their different point of view and trying to make a different. As a manager, one should not look at conflict as a bad thing; instead tolerate minimum conflict in a group as a way of motivation and a development method for improvement or exchanging ideas to reach their goals. However, if conflict increase and cannot be settled in a professional or peaceful manner, as a manager, I would use the collaboration strategy method to help solve the issues. I would start to request each team members to do their own participation and write down their ideas with a

Throughout the week of collaborating with team members of a different discipline within this classroom, I was greatly able to learn more about conflict not just through the lecture and curriculum taught but also through application of the concepts within my team. My team, had many conflicts when working together. There were many different dynamics within the team that had created these conflicts. Although conflict is not necessarily a negative aspect since as Walden and their group of researcher stated that "conflict may lead to more creative solutions, and successful navigation of conflict that has been associated with positive bonds, such as trust and respect, between members" (Walden, Javdani, & Allen, 2014). However, only effective conflict can result to this preferred outcome. Many times in group scenarios, conflict is not transformed to productivity. In the case of our team, we struggled with many issues. Here are the different issues that were experienced and how we either resolved it or what we should have done. It also helped me understand myself as a team member.

Whenever there is a difference of opinion there will also be a chance for some form of conflict to arise. To resolve and manage conflict, any organization or persons’ must try to understand the causes, theories, approaches and strategies of conflict management. Resolving conflict requires a great deal of attention and thorough understanding in seeking resolution. In this review, conflict management will be explored in general from different perspectives in light of how conflict effects teams or groups, workplace relationships and recommended strategies or styles that help to manage it.

Conflict resolution would be one of the main factors to solve and to get addressed because your there to actually solve problems in the workplace. They can be solved and should be used using many strategies, from dealing with customers or staff members in the practice. When they are unaddressed they can go real negatively bad. For instance I work at Vet hospital, I notice a dog chewing on his I.V line, I then told a tech to solve this issue right away because that’s the dog’s health and that is real vital. If I didn’t address this issue the dog would be in poor health not getting the parental nutrition. The other effects would be that I would decrease the productivity in the workplace if I were to not say anything; it was at the end of the day when we were closing the hospital and they would have stayed overtime to solve the issue if I didn’t address the problem.

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

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The important issue, however, is not whether or not a conflict exists, but how it is handled once it is identified. Conflict can be detrimental to the team effort when it is not addressed quickly, but allowed to grow and widen the gap between those team members whose opinions differ from each other. This tension can lead to decreased productivity and low team spirits, which can negatively affect the entire organization. On the other hand, if conflict is identified and addressed by following a structured process and by involving everyone affected by the conflict, it can result in personal progress for all team members. Another benefit of this progress is the discovery of an actual solution to the initial problem is derived from the conflict.