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Conflict Resolution
Whenever there are people, there always will be conflict. Opinions vary, misunderstandings and miscommunications occur, and people have different values and priorities. All of these things create conflict in our life and at work. The problem is not conflict itself, but rather how we deal with it. As long as it is resolved effectively, conflict can lead to personal and professional growth. There is no universal accepted definition of conflict. Conflict can be viewed as functional or dysfunctional depending on how each person perceives it, manages it and resolves it. (Iglesias & Vallejo, 2012)
Working in the clinical setting, it is not uncommon to have conflict among nurses, doctors and patients. Nowadays, nurses not only encounter patients but their family is also present and active in the care of that patient. Studies have shown that there is a disconnection between patient’s priority needs identified by the nurse and the priority needs identified by the patient’s family. Conflict with family often arises due to differences regarding the plan of care, visitation regulations, equipment and supplies, placement of the patient and a number of other reasons. Consequently, a negative relationship may develop between the nurse and family, which will eventually affect the patient. (Pang & Chair, 2007)
The following is a clinical situation of a conflict between a nurse and a family member:
Patient A, an 83-year-old male, was hospitalized with a diagnosis of UTI and altered mental status. Prior to admission, the patient was oriented to person, place and time and was able to care for himself independently. On the first night of his admission, Patient A was confused and constantly getting out of bed wondering in the h...
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...which will increase the quality of care the patient receives.
References
Iglesias, M. & Vallego, R. (2012). Conflict resolution styles in the nursing profession. Contemporary Nurse: A Journal for the Australian Nursing Profession, 43(1), 73-80. Doi: 10.5172/conu.2012.43.1.73
Pang, O. & Chair, S. (2007). Using conflict resolution as a strategy within the clinical setting. CONNECT: The World of Critical Care Nursing, 5(3), 80-82.
Vivar, C. (2006). Putting conflict management into practice: A nursing case study. Journal of Nursing Management, 14(3), 201-206. Doi: 10.1111/j.1365-2934.2006.00554.x.
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
In nursing, the patient is often viewed as the main priority of the nursing staff. The nurse works to provide care for the patient based on the patient 's admitting diagnosis. However, the patient must be looked at as a part of the greater system they exist in such as their family or home environment. While the patient may be ill due to a bacterial infection or virus, their family environment also plays a role in their overall health and wellness.
Nursing is a unique system that requires good collaboration with others and working together to reach the goal of providing good quality care based on evidence-based-practice. “The role of a colleague is a vital one in any profession. The status of colleague within the care generates pictures of nurses, doctors, pharmacists discussing, on an equal basis, problems and concerns related to healthcare” (Zerwekh & Zerwekh Garneau, 2015, p.144). If nurses can’t get along with other healthcare providers that will jeopardize the patient’s recovery and can take a huge turning point and guide nurses away from providing high quality
Nurses face various and exhaustive number of dilemmas and conflicts in their line of duty. Dilemma can come in various forms for a nurse, be it from family, colleagues and/or supervisors. To handle such situations, there have to be a framework of ethics and law that have to be considered before any decisions are made. According to (Hall, 1996, p.2), “Good nursing practice is good ethics is good law”. With this statement in mind, one can practice with confidence as what they do is within the guidelines of ethics and legal under the eyes of the law. An example of a dilemma in a clinical setting would be in the decision making process of a patient who is unconcious. Sometimes the physician would want the best for the patient but the family thinks otherwise or vice versa. This will be explored in the essay on the proper way to handle such dilemma faced by a nurse.
Vivar, C. G. (2006). Putting conflict management into practice: A nursing case study. Journal of Nursing Management, (14), 201-206.
Complex care of patients provides the nurse with a myriad of decisions to be made-however, it must be remembered that although the
Nursing Problems is the current class in session, which includes an analysis of modern nursing issues and the impact nurses make when resolving any problems concerning patient care. Although there have been many different issues in the past, healthcare is in constant change and there are frequent issues that arise. Therefore, there are two or more sides to every issue. Using statistics and research, “The Great Debaters” movie presented different ways to endorse our opinion when discussing a problem.
Managing conflict is a difficult task that we all face, but becoming aware of your own characteristic style could help determine why conflicts result exactly the way they do. It helps determine what is a healthy outcome. Each circumstance is different.
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).
In health care, there are many different approaches throughout the field of nursing. When considering the field of family nursing, there are four different approaches to caring for patients. This paper will discuss the different approaches along with a scenario that covers that approach. The approaches that will be discussed include family as a context, family as a client, family as a system, and family as a component to society. Each of these scenarios are approach differently within the field of nursing.
...verbal, sometimes physical abuse from doctors. Nurses are hired to take care and protect patients, but cannot even protect themselves. Boundaries should be set Jennifer Uman for the nurses, by the doctors so there would not be any confusion when told what to do. There should be a clear understanding between the responsibilities of a doctor and their nurses. Ultimately, these two people work hand in hand to heal, and be a blessing to others. There should not be any mistreatment between the doctors and nurses, but loyalty and kindness instead. "Instead of boundary disputes and substitution squabbles effort could be directed towards capitalizing on the wealth and skills that all professionals can bring to bear on solving health problems. This fresh approach to the division of labor puts the patient at the centre for the first time" (Smith, 2005).
Before understanding how to deal with conflict, one must understand what conflict is. Conflict can be defined as, “any situation in which incompatible goals, cognitions, or emotions within or between individuals or groups lead to opposition or antagonistic interaction” (Learning Team Toolkit, 2004, pp 242-243). Does the idea of conflict always have to carry a negative connotation? The growth and development of society would be a great deal slower if people never challenged each other’s ideas. The Learning Team Toolkit discusses three different views of conflict: traditiona...
Differences within the team are the major reason for conflict. This stems from differences in opinion, attitude, beliefs, as well as cultural back grounds and social factors. The Conflict can be positive which is functional and supports or benefits the organization or a person’s main objectives (Reaching Out, 1997). Conflict is viewed as positive when the conflict results in increased involvement form the group, increased cohesion, and positive innovation and creativity. Conflict tends to be positive as well when it leads to better decisions, and solutions to long-term problems.
Question one and twenty were similar in the type of remediation that was necessary in order to stop the conflict from occurring. The theme that the student noticed with the question was the nurse’s role of stopping the person from becoming upset, before solving the problem. She learned by answering these questions that remediation is the priority in this situation. Being able to calm the situation before addressing the problem and solving the bigger issue. Additionally, for question twenty, by process of elimination option three was wrong because it was not therapeutic communication and it did not solve the immediate problem, the doctor’s anger. Reporting the incident to the chief nursing officer was unnecessary, and would only heighten the issue (Towson University, 2017). Option one is not wrong, but it is not the first thing the nurse should do, this is the option the student wanted to pick in the beginning. However, the question required her to reread and identify the stem of the question, the doctors anger. Hargrove – Huttel & Cadenhead (2009), reinforced this rationale by providing a deeper rationale that the charge nurse’s first action is to diffuse the doctor’s anger especially since inappropriate behavior should not be at the nurse’s station (pp.
Thomas, K. W. (1992). Conflict and conflict management: Reflections and update. . Journal Of Organizational Behavior, 13(3), 265-274.
Look up the word conflict in the dictionary and you will see several negative responses. Descriptions such as: to come into collision or disagreement; be at variance or in opposition; clash; to contend; do battle; controversy; quarrel; antagonism or opposition between interests or principles Random House (1975). With the negative reputation associated with this word, no wonder people tend to shy away when they start to enter into the area of conflict. D. Jordan (1996) suggests that there are two types of conflict: good, which is defined as cognitive conflict (C-type conflict) and, detrimental, defined as affective conflict (A-type conflict). The C-type conflict allows for creativity, to pull together a group of people with different opinions or ideas, to combine and brain storm all thoughts to develop the best solution for the problem. The A-type conflict is the negative form when you have animosity, hostility, un-resolveable differences, and egos to deal with. The list citing negative conflicts could go on forever. We will be investigating these types of conflicts, what managers can do to recognize conflict early, and what strategies they can use to resolve conflicts once they have advanced.