{"id":74975,"date":"2019-10-19T17:14:13","date_gmt":"2019-10-19T17:14:13","guid":{"rendered":"https:\/\/essays.homeworkacetutors.com\/conflict-resolution-in-nursing\/"},"modified":"2019-10-19T17:14:13","modified_gmt":"2019-10-19T17:14:13","slug":"conflict-resolution-in-nursing","status":"publish","type":"post","link":"https:\/\/www.colapapers.com\/us\/conflict-resolution-in-nursing\/","title":{"rendered":"Conflict Resolution in Nursing"},"content":{"rendered":"
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Observe nurses in a care delivery setting. Identify a recurring conflict with the potential to negatively impact patient care. Decide if delegation was an issue in the conflict. This should be from your practice setting or prelicensure experiences.<\/h4>\n

Improving team work in an organization and especially
\nin a medical care center is very essential for human resource productivity and
\nthe entire growth and performance of the organization. The effectiveness of
\nteam work can be achieved through collaboration, coordination, and conflict
\nresolution (Finkelman, 2016). The deficit in these three virtues of effective
\nteam work in the nursing profession or the medical service industry presents
\ngreat risk exposure and a threat to the lives of human beings or the patients. \u00a0The medical service industry and in particular
\nnursing is one that is highly exposed to conflicts due to high degrees of
\nconcentration required and engagement of the human resources. The possible
\neffects of working in a largely engaging environment and that high demand level
\nof concentration are distress and feelings of depression. Such working
\nconditions are a perfect recipe for blending conflict within the organization.
\nWorking conditions that present high conflict exposures require management and
\nleadership approach that has clarity in communication and coordination, one
\nthat has firm structures that encourage work collaboration and one that is able
\nand capable of effectively managing conflict in the organization. <\/p>\n

It is, however, important to point out that many
\nconflicts that arise in the medical service industry and especially in public
\nfacilities are as a result of poor delegation of work by the management
\n(Finkelman, 2016). As a result, there are almost countless and documented cases
\nof losses on the part of the patient which is either death or severity of the
\npatient\u2019s condition all emanating from negligence caused by poor delegation<\/p>\n

In my view, one of the most frequent and recurrent
\nconflicts as far as nursing is concerned is shift woes. The work conditions for
\nnursing demands nurses to work round the clock. In essence, patients must be
\nattended to throughout the time and thus meaning segregation of duties based on
\ntimes. Nurses work in shifts; there are those who take the night duties and
\nthose assigned to day duties and therefore working at different times in the
\nsame work stations. In such working environment, for instance, one nurse may
\nfeel that his or her counterpart is not doing enough for the patient who
\nrequires attendance during day and night. He or she may feel that shoddy and
\ndisorganized work was done during the night which is upsetting and thus causing
\nserious disagreements. On the other hand, the nurse responsible for the night
\nshift may feel overwhelmed by the harsh night working conditions and therefore
\nfeel that he or she is doing so much than others. These feelings of
\ndiscontentment between the nurses will ultimately erupt conflict which will
\napparently affect effective service delivery to the patient. Conflicts that
\nemanate from shifts indicate a deficit in the delegation of duties. Another
\nsource of conflict regarding shift woes is poor time management between day and
\nnight shifts. During alteration, for example, the nurse on the night duty may
\narrive late contrary to the written procedures of work hence causing delay and
\noverworking of the nurse at day shift. This can lead to poor service delivery
\nto the patient by the irritated and delayed nurse and thus waging conflict.<\/p>\n

Provide details of what happened, including who was involved, what was said, where it occurred, and what was the outcome that led you to decide the conflict was unresolved.<\/h4>\n

Personally, I have witnessed conflict in a similar
\nscenario as outlined above in Florida state hospital in the inpatient emergency
\ndepartment where front nurses are responsible for receiving the inpatient
\npatients that require emergency attendances and first aids. In this case, the
\nconflict was triggered by persistence in the late coming of the nurses on the
\nnight shift which led to transpiration of a lot of non-performance issues when
\nconflict erupted. For the occasional times I have ever attended the Florida
\nstate hospital on day ours, the observation of things indicate a seamless flow
\nof operations, however, this day was my first to attend to the hospital in the
\nevening and things seemed unusual to my sight. Contrary to my expectation to
\nthe inpatient emergency department, there seemed work go-slow. It didn\u2019t last
\nlong before two groups of nurses furiously engaged each other in a battle that
\nclaimed irresponsibility on the part of the night shift nurses who were accused
\nof poor service delivery, negligence, and poor time management. On the other
\nhand, in their argument, the night shift nurses claimed that the reason for
\nthem being late for their duty is that the night duty is so engaging and
\ntougher as opposed to the day duty and thus the night shift nurses required
\nsome more time to rest and prepare for the tough work at night.\u00a0 This led me to understand the reason for the
\nunusual look of things. The standoff between the nurses lasted for minutes
\nbefore the night shift nurses took over their role. The criticality of the
\nsituation was that there was no one like the night supervisor to arbitrate the
\nconflicting parties which left the patients with no other options other to take
\nup the role reconciling the groups.\u00a0\u00a0 <\/p>\n

Identify the type of conflict. Explain your rationale for selecting this type.<\/h4>\n

The kind of conflict illustrated in the scenario is
\nintergroup conflict. Intergroup conflict is one which emanates from
\nmisunderstanding between various groups within an organization. The case of the
\nstand-off between the two groups of nurses points out misunderstanding as the
\ncause of conflict. The two groups of nurses have negative attitude towards each
\nother, and each party believes that it is right to its actions which make it
\ndifficult to resolve the rivalry within themselves.<\/p>\n

Outline the four stages of the conflict, as described in our text, and how they relate to your example.<\/h4>\n

Understanding of the stages of conflict is very
\nimportant to the organizations as it helps them to avoid conflict and develop
\nlasting conflict resolutions. As such there are tentatively five stages of
\nconflict, however, some authors like Finkelman can be compressed them to four.
\nConflict stages encompass; the latent stage or potential, perceived or
\ncognition stage, felt or intention stage, behavior and outcome stages
\n(Finkelman, 2016). <\/p>\n

The latent stage is the first stage of conflict
\ndevelopment (Bercovitch, 2008). At this stage, opportunities for conflict are
\ndeveloped at three conditions; communication, structure and personal variables.
\nDifferent people in the organization perceive communication differently; some
\nmay not be pleased by the connotations of the word in communication and thus
\nchanneling conflict. The structure of the organization may trigger conflict
\nthrough things such as the reward programs and the leadership styles employed
\nin the organization. Also, personalities which are dogmatic and authoritarian
\nare critical elements that are potential to develop conflict within an
\norganization. The management structure of Florida state hospital is more likely
\nto be condition behind the nurses\u2019 conflict. There are ineffective internal
\ncontrols regarding supervision and management of the human resources in the two
\nshifts, that is, day and night which entirely complicates communication of
\nconcerns by the two groups of nurses.<\/p>\n

Cognition and personalization stage is when the
\nconflict becomes real, known and ceases to be a secret anymore (Bercovitch,
\n2008). This is through communication breakdown where people don\u2019t want to talk
\nto each other, anger expression which could be in the form of raised voices.
\nThis is evident when the Florida state hospital nurses on day shift confront
\ntheir night shift colleagues, and each party lays their issues clear to each
\nother. <\/p>\n

The third stage of conflict development is the
\nintention. At this stage, parties may compete intending to satisfy their
\ndesires irrespective of the consequences on the other parties to the conflict.
\nThis is the way between the two conflicting nurses groups in Florida state
\nhospital. Each group is competing to air out its grievances and win the
\nsituation. <\/p>\n

The aftermath stage is the last stage in conflict
\ndevelopment. This is the stage of the outcome of the conflict. The outcome may
\nbe dysfunctional thus hindering employees\u2019 performance, or the outcome may
\nenhance the performance of the employees. <\/p>\n

Propose strategies to resolve the conflict. Search scholarly sources in the library and the Internet for evidence on what may be effective.<\/h4>\n

The discussion is one of the most effective conflict
\nresolution strategies. Discussion should be triggered by a neutral party such
\nas the management to fairly address the issues of both parties. In most cases,
\nit is challenging for two conflicting parties to solve the challenges within
\nthem, in such a case, mediation effected by a neutral party becomes one of the
\nbest strategy (Smallbusiness.chron.com, 2017). However, if the parties hold
\nstrong hand lines against each other, they should be asked to compromise to
\nsolve the matter.<\/p>\n

Discuss if delegation was an issue in the conflict. Be specific.<\/h4>\n

A delegation of duties in Florida state hospital was
\nan issue as it lacked to effectively harmonize the working conditions and
\nservices of the two groups of nurses. Also, there was a deficit in the
\ndelegation of supervision and management of the alternating shifts.<\/p>\n

Describe how you would collaborate with a nurse leader to reach consensus on the best strategy to employ to deal with the conflict.<\/h4>\n

I would collaborate with nurse leader through
\nproviding advice on discussion as the best strategy to ensure conflict
\nresolution. The discussion will allow a better understanding of the issue of
\nconflict and the contributing factors which would lead effective conflict
\nresolution. I would also advise the nurse leader to strengthen the
\norganizational internal controls to ensure effective time management.<\/p>\n

Describe the rationale for selecting the best strategy.<\/h4>\n

The strategy should be in line with organizational
\npolicies and guidelines on conflict management. The conflict resolution
\nstrategy selected should as well demonstrate fairness and justice to the
\nconflicting parties in addition to adding effectiveness to the performance of
\nthe organization.<\/p>\n

Provide a summary or conclusion about this experience or assignment and how you may deal with conflict more effectively in the future.<\/h4>\n

Every organization with employees is exposed to conflict. The most important thing as far as conflict is concerned is the preparedness of the organization in conflict management. One way to bring about effective conflict management is developing structures, policies, and procedures that guide the operations of the organization; this will prevent issues such as poor time management and irresponsibility. Moreover, the organization needs to develop a collaborative culture and team spirit as well as effective coordination system which are essential in preventing conflict within the organization. This is the approach that Florida state hospital should undertake in conflict management. <\/p>\n

References<\/h2>\n