Conflict has been an issue for man since the dawn of civilization. In today’s fast paced world conflict, especially in the workplace, is a frequent occurrence. When that workplace is a health care environment where lives are at stake, emotions run high and collaboration with many different disciplines is required conflict often becomes a prevalent part of everyday life. Conflicts in the workplace can lead to reduced morale, lowered productivity resulting in decreased patient care and can cause large scale confrontations (Whitworth 2008). In the field of nursing whether a conflict is with a peer, supervisor, physician, or a patient and their family, conflict management is a necessary skill.
It has been estimated in a study by the American Management Association that managers spend between 20% to as much as 50% of their times dealing with conflict among their employees (American Sentinel, 2012). When workplace conflicts are left unresolved they can lead to dissatisfaction, depression and other problems such as aggression and violence (Whitworth 2008). The negative, sometimes hostile, environment created by unresolved conflict has been recognized to be a hazard not only to staff, but also to patient care (The Joint Commission 2008).
In July, 2008 The Joint Commission found the problems resulting from unresolved conflict serious enough to address the issue with a Sentinel Event Alert. The Joint Commission’s Sentinel Event Alert Issue 40 states:
Intimidating and disruptive behaviors can foster medical errors, contribute to poor patient satisfaction and to preventable adverse outcomes, increase the cost of care, and cause qualified clinicians, administrators and managers to seek new positions in more professional environment...
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...re, 24(6), 612-624. doi:10.3109/13561820903550762
Northam, S. (2009). Conflict in the workplace: Part 1. American Journal of Nursing, 109(6), 70-73. doi:10.1097/01.NAJ.0000352483.09112.b4.
The Joint Commission. (2008). Behaviors that undermine a culture of safety. Sentinel Event Alert Issue 40, http://www.jointcommission.org/SentinelEvents/SentinelEventAlert/sea_40.htm.
Trossman, S. (2011). The art of engagement: Nurses, ANA work to address conflict. American Nurse, 43(5), 1-8.
Vivar, C. G. (2006). Putting conflict management into practice: A nursing case study. Journal of Nursing Management, (14), 201-206.
Whitworth, B. (2008). Is there a relationship between personality type and preferred conflict-handling styles? An exploratory study of registered nurses in southern Mississippi. Journal of Nursing Management, 16(8), 921-932. doi:10.1111/j.1365-2834.2008.00918.x
Horizontal violence is not a topic that medical faculties discuss on a day-to-day basis, but it is an enormous problem within the health care system. In this research the author looks at bulling from a registered nurse (r.n.) aspect .The effects on patient centered care can be detrimental for patients and r.n.’s. The work place needs to be a safe place for not only the patients but also the employees. With the rise of new graduate nurses who are employed by the medical facilities, they too are starting to face horizontal violence within the first year on the job, which leads to retention of nurses in the medical field. Horizontal violence will continue to arise if nurses do not stand up to bullying and empower victims to speak up on horizontal violence.
Incivility is not a new topic in the nursing community. The saying that, “nurses eat their young” has been around for decades. The manifestation of this phrase includes bullying, lateral and horizontal abuse, incivility, harassment, and disruptive behaviors (Sauer, 2012). Dealing with these behaviors can make or break a new nurse. This paper will explore the issue of incivility, importance to nursing, storytelling, creating a healthful environment, and practice application.
Besides assertive communication, the nurse should take a collaborative approach to conflict management. Both strategies empower individuals to work together and accomplish goals successfully (Cherry & Jacob, 2011). Considering the healthcare community is composed of such a large and diverse population, a nurse must realize that conflicts will arise, but more importantly the nurse must effectively manage those conflicts. Having an understanding of the differences which exists between varied cultures, generations, and disciplines will guide the nurse in resolving conflicts. This foundation allows the nurse to better understand how people perceive and respond to others and the environment during a time which resolution is needed. Establishing trust with ones colleagues is another step toward resolving conflicts. Team members are much more likely to be open and motivated to come to a resolution when they trus...
Blake, N. (2016, October-December). Building respect and reducing incivility in the workplace: Professional standards and reccomendations to improve the work environment for nurses. AACN Advanced Critical Care, 27(4), 368-371. https://doi.org/10.4037/aacnacc2016291
Nurses are always exposed to situations or often interact with others where their values or belief might contradict with others. Conflict can often lead to distress and increases stress in the workplace environment, however if handled appropriately it can promote growth and understanding amongst the staff.
Conflict management is an area of concern for managers and nursing leaders alike for establishing a safe, effective, and team oriented work environment. It is important that nursing leaders possess a range of skills that will unite, encourage, and direct their employees to attain and maintain the goals and visions of an organization. Conflicts happen often in the workplace and generally involve disagreements between people with opposing views or conflicting personalities (Lamberton & Minor, 2014, p. 262). They also happen defining issues, with conflicting thoughts of an individual, and from the work place itself. These topics of conflict will be explored more in depth and how it relates to my personal and professional success.
The purpose of this paper is to discuss the issue of incivility in nursing and how this affects the work environment, the importance that this has in the microsystem and the nursing profession and how suggestions on how to create healthy work atmosphere through my advanced practice in the family nurse practitioner field.
Egues, A. L., & Leinung, E. Z. (2013). The bully within and without: Strategies to address horizontal violence in nursing. Nursing Forum, 48(3), 185-190. doi:10.1111/nuf.12028 Retrieved from http://web.ebscohost.com.suproxy.su.edu/ehost/detail?vid=3&sid=3e
Although there is a plethora of possible sources of conflict in any workplace, the ones in this case are rather explicit. These include personal differences, Informal deficiencies’, role incompatibility, environment stress, perceptions, and expectations. Personal differences could be related to personal values, physiognomies, family bonds or ties, and material belongings.
Many people enjoy working or participating in a group or team, but when a group of people work together chances are that conflicts will occur. Hazleton describes conflict as the discrepancy between what is the perceived reality and what is seen as ideal (2007). “We enter into conflicts reluctantly, cautiously, angrily, nervously, confidently- and emerge from them battered, exhausted, sad, satisfied, triumphant. And still many of us underestimate or overlook the merits of conflict- the opportunity conflict offers every time it occurs” (Schilling, nd.). Conflict does not have to lead to a hostile environment or to broken relationships. Conflict if resolved effectively can lead to a positive experience for everyone involved. First, there must be an understanding of the reasons why conflicts occur. The conflict must be approached with an open mind. Using specific strategies can lead to a successful resolution for all parties involved. The Thomas-Kilmann Conflict Mode Instrument states “there are five general approaches to dealing with conflict. The five approaches are avoidance, accommodation, competition, compromise, and collaboration. Conflict resolution is situational and no one approach provides the best or right approach for all circumstances” (Thomas, 2000).
workplace include greater total resources, greater knowledge band and a greater source of ideas. However, these advantages can also bring on conflict within teams and the entire workplace. Varney (1989) reported that conflict remained the number one problem within a large company. This was after several attempts were made to train management in conflict resolutions and procedures. However, the conflict remained. The conflict possibly remains because the managers and leaders did not pay attention to the seriousness of the issue. In order to maintain an effective team, leaders and team members must know and be proactive in the conflict resolution techniques and procedures.