What Is Accepting Conflict, A Natural Part Of Life?

Conflict is an inevitable fact of life. Conflict is everywhere on a global scale as well as on a personal scale. Some may not be able to endure one day without conflict, while others may not even go five minutes without encountering conflict. Some conflicts are ongoing for years, never to be resolved, while some conflicts are short and resolved in a matter of minutes. Conflicts can be internal, meaning a struggle with one’s impulses or mind, or conflicts can be external, meaning a struggle with an outside force.

Having worked in a home base healthcare company, we use to have conflict almost every minute of the hour, hour of the day, days of the week, weeks of the month and months of the year and these conflict is relatively the same but from different employee or the same employee, social worker, clients and their relatives.

On November 1st, 2016 I had the opportunity to conduct an interview with Katherine M. Sawyer RN, BSN of Owosso, Michigan. Katherine, a female nurse who has worked in the nursing field for thirty-six years began her nursing career at Ingham Medical where she was a full-time staff-nurse for three years; then worked as a per-diem staff-nurse for eleven years. After working at Ingham for a total of fourteen years, Katherine obtained a position at Memorial Healthcare in Owosso where she worked as a nurse educator for fifteen years. Shortly after this she became a Basic Life Saving (BLS) instructor as her main role as a nurse educator was to provide nursing orientation and this additional role fit in perfectly. After some time she became involved in Quality Improvement for four years, and she has now switched back to the nurse educator role where she once again has the role of nursing orientation for Registered Nurses (RNs), Licensed Practical Nurses (LPNs), and Patient Care Techs (PCTs). The number of staff she teaches and orientates each month varies between one and ten individuals. She also teaches BLS and First Aid at Baker College of Owosso. Her contact information is as follows: Phone number (989) 413-1974 and e-mail address kmsawyer521@gmail.com. The purpose of this paper is to inform the reader of Sawyer’s role in the nursing profession as a nurse leader. Individuals will learn of Sawyer’s many different roles, responsibilities, and the organizational structure of Memorial

This semester, I had the chance of interviewing Susan Holley-Washer, nurse manger of 4 Northwest. This floor is a telemetry and step down unit at the Loma Linda Veteran Affairs Medical Center. During this time, I had the opportunity to ask many questions covering several topics. The topics discussed her perspective on interviewing potential employees, counseling employees, employee evaluations, orientation of new personnel, budgetary processes, manager roles in governance, determining staffing need, attendance of management meetings, and current unit projects. In the end, I was able to obtain valuable information about the functions of a nurse manager and information about my opportunities as a potential employee on this unit.

The fact that my coach was able to calmly mediates, and negotiate a plan to tackle the issue was very interesting to witness. She not only displayed the practice of inspiring a shared vision (Kouzes & Posner, 2014) by reminding everyone that the main goal was to provide interdisciplinary patient centered care, but she also acted as the mediator that facilitated discussion, which is a key role in conflict management (Ralph, et al., 2013). After viewing how she handled the situation, I hope I can remind myself how important it is as a leader to take on the role as an objective mediator, who can empower colleagues to find solutions as a team. By doing so I can work towards guiding others towards a central goal, set an example for others and promote teamwork when working towards a change that can benefit all. All of which reflect the principles of conflict management and the practices of Modeling the Way, Inspiring a Shared Vision and Enabling Others to Act (Kouzes & Posner, 2014). In relation to patient care, conflict can be seen as a destructive factor that can create an unhealthy setting (Marcum,

According to Tabak and Koprak (2007) a major source of stress among nurses is related to conflict between nurses and physicians leading to not only a substantially higher level of stress, but also to job dissatisfaction. Given these implications it is imperative to resolve conflict within the workplace. In the case of Jane’s situation with Dr. Smith, a staff meeting should be held to “addresses [the] particular challenging issue...for which signs of conflict already exist” (Porter-O’Grady & Malloch, 2013, p.125). Not addressing the conflict that is already noted will give the impression that the staffs concerns are being undermined and ignored. It is important to recognize and address any issues at hand early (Porter-O’Grady & Malloch, 2013)

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.

With a flurry of companies utilizing off-site and on-site staff, it is impeccable to endure problems along the way. Conflict is something familiar to our daily lives and in the workplace, it’s one of the biggest problems for managers and employees to face. Conflict refers to people disagreeing, and if it affects negatively to the organisation, it can lead to low performance, waste of time and lowered efficiency. This report will analysis the rift between Allison and penny, demonstrating how it can be mended. The problems which are found to be most prevalent are; communication, interaction and personal conflict. An array of solutions to be adopted including a plan, meetings

Conflict is an unavoidable part of life and health care is not excluded. The manner in which conflict is resolved has a major impact in the workplace, be it favorable or unfavorable. Conflict can arise at many professional levels in health care from the nursing staff to the physician. Conflict also comes in many forms within the health care system. Stress, personal differences, scarce resources and staffing, and also burnout can lead to conflict in health care (Pavlakis, Kaitelidou, Theodorou, Galanis, Sourtzi & Siskou, 2011). Managers must be properly trained to identify the source of conflict at its origin and utilize proper problem solving techniques in order to obtain a positive outcome that every person can benefit from. This literature review examines the abilities of managers to resolve conflict in the workplace after conflict management training.

1. There are five types of conflict. These are misunderstanding-miscommunication; disregard or disrespect for other people; conflicting egos; impatience; and fear and insecurity over loss of control. In the health care setting, conflicting egos and impatience are probably the two most likely in that order. In particular, conflicts can occur among physicians and administrative staff or between physicians or involving nurses as well. Many people in the health care setting are experts in their fields, and are specialists, so might have a certain degree of ego attached to their jobs. Hayward (2007) suggests that egoism in work contradicts the objective of success, and therefore makes the case for building an organizational culture seeks to remove ego as much as possible.

Upon entering the facility as a new employee, new director, and new to long term care, each day is inundated with unfamiliar tasks, responsibilities, and knowledge base. Laziness and failure is a huge misconception of the nursing home staff. This is a very specialized area of nursing; as a matter of fact, instead of working a

In all interpersonal relationships, we have conflict; it’s not a matter of if, but when. Conflict is a struggle between interdependent parties who express a perceived incompatible goals, scarce resources, and interference from another party in achieving their goals (Book). Conflict is not a bad thing; it just depends on how both parties manage conflict, use supportive behaviors, and avoid the use of defensive behaviors. The conflict we will be looking at is between Penny, the patient, and Racheal, the receptionist. Penny has been waiting for her appointment for over an hour, and she needs to get back to work soon. She went up to ask the receptionist how much longer the doctor will be, but Racheal was on the phone which has been constantly ringing.

Managing conflict in the workplace is a time-consuming but necessary task for the physician leader. Conflicts may exist between physicians, between physicians and staff, and between the staff or the health care team and the patient or patient's family. 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. They may result in high employee turnover and certainly limit staff contributions and impede efficiency.

You raise a number of good resolutions for the work place issues you have identified. Effective communication is always paramount to job satisfaction. You really laid out some perfect examples in the health care setting as it relates to nurses and patients. Ineffective communication could contribute to a human injury in your setting. One additional technique that is described in our text for effective, yet crucial conversations is the STATE concept. STATE tactics help managers and employees address difficult discussions effectively. Sharing the facts upfront in a non-confrontational manner is the first step, followed by describing the situation and story and what one wants to accomplish or do about the situation (Kinicki and Fugage 2016). The next point is to create dialogue to foster an engaging and non-threatening setting to allow for freedom to share feelings honestly. The STATE tactics can be helpful suggestions in order for employees to prepare for a positive state of mind, which ultimately contributes to positive organizational behavior.

Abstract The term Conflict is an inseparable one in everybody’s life. Conflict is defined as a struggle or contest between people with opposing needs, ideas, beliefs, values, or goals. Workplaces are frequently characterized by a variety of destructive conflicts, the intensity of the damage depends on the nature and duration of the conflict. Conflict occurring at a personal level may cause severe damage to the