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Give a positive feedback to each of this post. Use and cite proper scholarly source.
Post1 Junie: Frequent conflict arises in healthcare settings due to hierarchical structures, power disparities, communication problems, impolite behavior, and various professional teams. Acquiring skills to solve conflicts constructively is just as crucial as ensuring a good workplace atmosphere and excellent patient care.
As a nurse, I observed a conflict between a senior nurse and a newly hired nurse concerning patient care responsibilities in the intensive care unit (ICU). The senior ICU nurse with years of experience held a senior leader position and had an impression that the new nurse lacked the necessary skills to perform specific critical tasks. In contrast, the new nurse experienced micromanagement and felt that her skills were ineffective. The individuals involved in the conflict were the senior and new nurses. It was essential to consider every stakeholder’s opinion and concerns to find a solution that serves the team’s interests while promoting patient welfare and safety.
Ultimately, the nursing unit manager’s collaborative approach helped resolve the conflict. The manager fostered an open dialogue between the two nurses, providing a safe space to voice their challenges and points of view( Kwame & Petrucka, 2021). In the end, they pinpointed the fields where they did not come to terms and thus founded the plan to focus on better collaboration and support at a patient care level. In this case, the mediation style used was collaboration. Collaboration fosters open dialogue, active listening, and mutual agreement, leading to solutions that benefit both parties (Zajac et al., 2021). Through team problem-solving, the nurses discussed their concerns constructively and came to a decision that was ideal for both them and the community at large. This collaborative conflict resolution style was the most useful as it enabled the senior nurse and the newly hired nurse to express their concerns, which led to a satisfactory solution for both individuals. Through collaboration, each person’s perspectives and skills were incorporated, resulting in an endurable resolution that targeted the root causes and promoted teamwork.
I also prefer collaboration as a means to deal with conflicts. Teamwork is the core element of constructive and durable conflict settlement (Alderwick et al., 2021). Such a partnership will include everyone and produce a negotiation that builds good relations and mutual respect among all parties; teamwork, cooperation, and everyone’s contribution are encouraged. Furthermore, cooperation creates a climate of trust and collaboration to promote a positive working environment in healthcare sectors.
Reference
Alderwick, H., Hutchings, A., Briggs, A., & Mays, N. (2021). The impacts of collaboration between local health care and non-health care organizations and factors shaping how they work: a systematic review of reviews. BMC Public Health, pp. 21, 1–16. https://link.springer.com/article/10.1186/s12889-0…
Kwame, A., & Petrucka, P. M. (2021). A literature-based study of patient-centered care and communication in nurse-patient interactions: barriers, facilitators, and the way forward. BMC Nursing, 20(1), 1-10. https://bmcnurs.biomedcentral.com/articles/10.1186…
Zajac, S., Woods, A., Tannenbaum, S., Salas, E., & Holladay, C. L. (2021). Overcoming challenges to teamwork in healthcare: a team effectiveness framework and evidence-based guidance. Frontiers in Communication, 6, 606445. https://www.frontiersin.org/articles/10.3389/fcomm…
Post2 Yanemari: In my nursing practice, I faced a significant conflict regarding the necessity to float to various units within the hospital. The stakeholders involved included nursing staff, unit managers, and hospital administrators. Nursing staff, including myself, voiced concerns about the challenges of adjusting to unfamiliar environments and patient populations, potentially affecting patient care quality. Unit managers were responsible for ensuring adequate staffing levels across all units, while hospital administrators aimed to optimize resource allocation and maintain operational efficiency.
The conflict was addressed through discussions led by unit managers and nurse leaders. According to the article by White et al. (2020), collaborative problem-solving sessions were conducted, where compromises were made to address the concerns of all stakeholders. Strategies such as providing adequate orientation to unfamiliar units, offering additional support from experienced staff, and rotating floating assignments were implemented.
Reflecting on the resolution process, while it effectively addressed immediate concerns and implemented strategies to mitigate the challenges of floating, there were still lingering apprehensions among nursing staff. In the article by White et al. (2020), ongoing communication and feedback mechanisms could have been enhanced to address any lingering concerns or issues that arose during floating assignments. Therefore, while the collaborative resolution style was effective in promoting teamwork and compromise, there may have been missed opportunities for assertiveness to expedite decision-making and address lingering concerns more efficiently.
In my nursing practice, my preferred approach to conflict resolution involves a balance of directness and collaboration. This approach aligns with the principles of effective conflict management discussed in the article by White et al. (2020), emphasizing the importance of direct communication and collaboration in achieving successful resolutions. It’s crucial to advocate for the well-being of nursing staff while encouraging open communication and inclusivity among all stakeholders. Ongoing dialogue and feedback mechanisms are essential to address any lingering issues and ensure continuous improvement in conflict resolution processes.
Reference:
DeNisco, S. (2021). Advanced practice nursing: Essential knowledge for the profession (4th ed.). Jones & Bartlett Learning.
Chapter 6: Interprofessional Collaboration for Improving Patient and Population Health
Fitzpatrick, J. J., & Alfes, C. M. (2023). Nurse leadership and management: Foundations for effective administration. Springer Publishing.
Chapter 17: Human Resource Management · Relationship management and influencing behaviors: Managing conflict, pp. 419-42
White, B. A. A., White, H. D., Bledsoe, C., Hendricks, R., & Arroliga, A. C. (2020). Conflict Management Education in the Intensive Care Unit. American Journal of Critical Care, 29(6), e135–e138. https://doi.org/10.4037/ajcc2020886
Post3 Ashley: This week course content involved strategies for building, leading, and maintaining successful professional teams. As the demand for leaders emerge, advanced practice registered nurses (APRNs) are participating in roles that influence and manage health care teams. An effective leader operates and functions as the driving force to optimize health outcomes. Interprofessional conflicts may arise when there is a pressing situation or differing views on topics and actions. Workplace conflict can be correlated with an increase of staff burnout and poor patient care (Amal Refaat et al., 2020). I can recall an instance in which a conflict presented itself on the unit I once previously worked on. My floor was a women’s medical-surgical and pediatric unit. My unit was lacking in staff and pediatric census was low. My manager was made aware of these issues and stated that there were plans in place to resolve the low census and staff. As the months progressed, nurses were continually being mandated to work double shifts. New nurses were pushed to precept and manage staff earlier than anticipated. When nurses communicated with the manager, the manager did not listen to proposed solutions. My manager projected a negative leadership style by deliberately subsiding our voices. Conflict surfaces among nurses by the influences of management and inconsistencies in communication (Manal & Ohood, 2023). In this case, the stakeholders included the nursing staff and management. The nurses played a significant role in this conflict because poor communication and negative behaviors became apparent during this time.
The conflict was resolved by a collaborating resolution style. As depicted in the course content, this type of style involves purposeful ingenuity. As more nurses began to voice their opinions and concerns more, all our voices became valuable and unquestionable. Both parties benefited from a collaborative resolution. For example, the manager conducted numerous interviews and a swarm of new hires began filling positions that were once empty. Nurses were not being mandated because there was adequate staffing. Moreover, constructive staff meetings became frequent and the unit morale dramatically increased.
This style was an excellent tool for resolving the concerning nurse shortage while ensuring patient safety, sufficient management of the unit, and morale. This collaborating style was effective in producing long-term professional relationships. It required a level of participation from all stakeholders involved. The nursing and management needs were met with positive solutions. Since the unit was fully staffed, nurses were not working double shifts and now more trained nurses were teaching new graduate nurses. Staff meetings were often held on how to address new conflicts. Therefore, the efficacy of this conflict solution was extremely positive and the appropriate style.
My preferred mode is the compromising conflict resolution. This style can decrease tension by revealing an eagerness to cooperate. In the foreseeable future, conflicts will continuously reveal themselves. If I was in a position that required a resolution to a conflict, I would utilize the compromising resolution style because this style proposes compromises that are mutually acceptable in all parties.
References
Amal Refaat, G. A., Hayam, A. E., & Marwa, H. A. (2020). Developing Strategy: A Guide For Nurse Managers to Manage Nursing Staff’s Work-related Problems. Asian Nursing Research, 14(3), 178-187. https://doi.org/10.1016/j.anr.2020.07.004
Manal, A., Sabah, M., & Ohood, F. (2023). The Relationship Between Emotional Intelligence and Conflict Management Strategies From the Nurse Managers’ Perspective. Cureus, 15(3) https://doi.org/10.7759/cureus.35669
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