Working as a nurse in a psychiatric facility I see many conflicts on a daily basis that need resolved. Not all of them are life or death, most are pretty mundane, but nonetheless I must utilize some form of conflict management to resolve the situation. There are three types of conflict that are dealt with; staff versus staff, staff versus patient and patient versus patient. Sometimes the staff difference in thinking is the most difficult to be resolved since we all learn the same information but apply it differently. The hospital provides us with a class (NAPPI- Non-Abusive Psychological and Physical Intervention) that teaches conflict resolution techniques to use with the patients. This is the area I will explore to see if there are better or more options to utilize. According to the Thomas-Killman Conflict Mode Index there are 5 …show more content…
Then the patient is more upset that I came to talk with them or can’t bring their anger back down and starts to yell at me, I would compromise with them stating I will leave them alone if they can do an activity by themselves to calm down. Usually that is reciprocated with choice four letter words at which point the patient has no option but to do what I want them to do to calm down. This can range from going to their room to be alone until they’re calm to receiving medication to help alleviate the problem. When a person is in a psychotic state of mind it is difficult for them to make decisions that are best for them so the staff will have to make the decision for them. The patient doesn’t always like the decision made for them and that is when it gets physical. Surprisingly, most of the patients, when the medications have worked and they are feeling better, will thank us for making the choice for them to get medication to help
Ceravolo, D. J., Schwartz, D. G., Foltz-Ramos, K. M., & Castner, J. (2012). Strengthening Communication to Overcome Lateral Violence. Journal of Nursing Managment, 599-606. doi:10.1111/j.1365-2834.201.01402
During the sessions, I realized that my strengths are providing the appropriate amount of verbal and nonverbal signals to the other participant during the conversation. Something that I could work towards is becoming a better listener when the subject matter might not interest me. It is easy to stay engaged in a conversation that strikes interest, but harder to do the same when it might not be as appealing. Living in a shared space with someone I wasn’t familiar with was a learning experience. Having that occurrence has prepared me to be comfortable with managing conflicts. Even though I had the privilege to live alongside another person there will be situations where I am not as skilled despite previous experiences. In preparation, I can continue to grow in this area by practicing my listening skills and understanding that each resident is different. Therefore, different methods of action should take place, and knowing the appropriate places to refer someone is another way I can continue to grow. After taking the assessment on personal conflict management styles I learned more about how I deal with conflict. I learned that I am more likely to look past differences to save the relationship and I would opt for a calmer approach to conflicts when I notice there a difference between me and another individual. I am comfortable with managing
Having worked individually for two papers so far, I think we should all be able to have access to each other’s articles – so we are able to know which ones to pick for the final group presentation. Given our PICOT and clinical questions, my two questions that I think would help guide our group work would be: 1., What specific violence-preventios program would help curb nurse incivility? 2., Having known the causative factors (etiology) and solutions (therapy) of nurse incivility, what are the ways to promote it, in ensuring that the suggested solutions are strictly adhered to?
Bodine, J. Richard, K. Donna, and Crawford. The Handbook of Conflict Resolution Education: A Guide to Building Quality Programs in Schools. San Francisco: Jossey-bass, 1998. Print.
In several occasions, conflict occurs in the communication of one or two people. Several people have thought of conflict as cases involving pouring of furious anger in a communication process. Nonetheless, conflict is the misinterpretation of an individual’s words or values (Huan & YAzdanifard, 2012). Conflict can also be due to limited resources in an organization (Riaz & Junaid, 2010). Conflict may as well arise due to poor communication or the use of inappropriate communication channel of transmission of information between the involved parties. Management of conflict has various conflict management styles that include avoidance style, forcing style, passive-aggressive style, accommodating style, collaborating style and compromising style. Workplace conflict comes in two different kinds: task involving conflict, which focuses on the approaches used in resolving the problem and blaming conflict that has the aspects of blame and never brings element of resolving problems between the conflicting parties. In the perception of several individuals, relationship conflict is negative.
College of Nurses of Ontario,(2009).Practice Guidelines: Conflict prevention and management. Retrieved April 3, 2014 from http://www.cno.org/Global/docs/prac/47004_conflict_prev.pdf
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.
When considering your conflict management style with others, be it; personal or professional, we tend to use the style that seems appropriate to the conflict.
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).
A group can only be called a team if the members are actively working together toward a common goal. A team must have the capability to set goals, make decisions, solve problems, and share responsibilities. For a team to be successful, trust must be earned between its members by being consistent and reliable (Temme & Katzel, 2005). When more than one person is working on a particular task, inconsistent views or opinions commonly arise. People come from different backgrounds and live through different life experiences therefore, even when working towards a common goal, they will not always see eye to eye. Major conflict that is not dealt with can devastate a team or organization (Make Conflict Work, 2008). In some situations, conflict can be more constructive than destructive. Recognizing the difference between conflict that is constructive to the team and conflict that is destructive to the team is important. Trying to prevent the conflict is not always the best way to manage conflict when working within a team setting. Understanding conflict, what causes it, and how to resolve conflict effectively, should consume full concentration.
“To live anyhow is better than not at all” (Chekhov 1) , the short story, The Bet commenced with the conflict when the person had no choice but to choose between the death penalty or life in prison. The Bet was originally written by Anton Chekhov, a profound Russian short-story writer who concentrated a lot on human values and the reflection of the extravagantly selfish Russian nobility. And through The Bet he was able to express all those ideas in two sides, the banker and the lawyer with the conflict along the story line.
In order of being able to analyze the sources of conflicts regarding the clothing manufacturer, I will present the Conflict Process Model according to McShane and Von Glinow. Therefore, I will first define what conflicts are, and second present the different sources of conflicts and carve out which conflicts are involved regarding to the given case. The third step is to explain two different strategies to minimize these conflicts in future. Finally, I will provide a recommendation and conclusion.
1. Each group is assigned one animal (representing a conflict resolution approach) and as a team, to discuss its pros and cons.
Borisoff, D., & Victor, D.A. (1998). Conflict Management: A Communication Skills Approach (2nd Ed.). Boston, MA: Allyn and Bacon.
Conflict avoidance is a technique used to deal with conflict. Avoiding conflict is mainly used to disregard the direct issue at hand. Avoiding conflict can be used to temporarily get rid of an issue or it can be used to permanently remove the issue. Avoiding conflict within the workplace most often results in relationship division. Workplace conflict is inevitable, meaning wherever and whenever there is a group working to accomplish similar goals as a whole, conflict will be present. Workplace conflict exists due to various factors. (Graham 2014) The most common seen factors influencing workplace conflict include role understanding, meaning who is responsible for what task, how tasks are to be accomplished, personality difference and poor