NR 527 Module 6 Assignment_Conflict Resolution

2 Conflict Resolution Leaders and advanced practice nurses need to be able to identify conflict in the workplace and be ready to apply the necessary interventions to resolve the matter efficiently. Conflict in healthcare is not always a negative thing. Conflict can be constructive, which is conflict that aims to focus on and embrace the two sides and difference of opinion. Destructive conflict is conflict that can lead to hostile communication or avoidance where one party walks away or avoids the situation (Piryani & Piryani, 2019). Both types of destructive conflict can escalate to further issues and concerns. Conflicts in healthcare can have a negative impact on productivity, morale in the workplace and the care delivered to patients. Conflict occurs when two individuals are having differences or a dispute that is disruptive to the workflow and environment. As healthcare professionals, most of the day is spent communicating with patients and others. Anytime communication is involved, conflict can always arise. Since conflict in healthcare is impossible to avoid, it is important for nurse leaders to have the skills required to recognize and resolve conflict in the workplace. This paper will address conflict and explain how it affects healthcare. Identification of Barriers One of the most common causes of conflict in healthcare is the result of poor or ineffective communication. Communication is a skill required for conflict resolution. When conflict results from an issue with communication it is often due to a break-down in communication, different communication styles, different perceptions, language- both verbal and nonverbal and even position of power. Other the cause of conflict is from a difference of opinion, 4 conflict is when a person’s behavior has two dimensions and they are concerned about satisfying their own concerns and not the other persons involved (Piryani & Piryani, 2019). The first mode for responding to conflict is competing. Individuals who respond to conflict by competing are assertive and uncooperative. This conflict resolution style is power orientated and this leader will do anything necessary to prove they are right, even when they are wrong. The next conflict resolution style is accommodating. This response type is a go-with-the-flow type and are not assertive in any way. This style is the complete opposite of competing and is selfless and generous. Avoiding is a style that only pursues their own concerns and avoids conflict or interaction if possible. The style most compared to my type of conflict resolution is collaboration. Collaboration involves the cooperation and working together to find a solution to the conflict to fully resolve the issue. Collaboration could be in the form of agreeing or agreeing to disagree and learning something from the other persons point of view. The fifth conflict management style is compromise. This style is neutral between being assertive and cooperative. Leaders who use compromise as a form of conflict resolution gives a little to reach a solution (Tenytska et al., 2020). Particular situations may require particular resolution styles to reach a solution. Reflection At the conclusion of this