NR 527 Module 6 Assignment_Conflict Resolution.

Conflict Management Polarities consist of pairs of values or perspectives that are interdependent. These pairs rely on each other to achieve outcomes that neither could accomplish on their own. By working together, they can reach goals that would be unattainable. Tension and conflicts can arise between polarities, with each pair having a common goal but not an agreement on how to reach it individually (Roussel et al., 2022). The conflicts stemming from the interdependent nature of polarities pose challenges in effectively leveraging the strengths of each pair to achieve common goals, as differing approaches and priorities may cause friction. Understanding the dynamics of polarities and managing the conflicts that arise between the interdependent pairs requires leaders to possess advanced skills in conflict management. One example of this type of conflict occurs between ER nurses and unit nurses over patient transfers at shift change. The conflict originates from the misaligned priorities and pressures faced by the ER and unit nurses, as well as discrepancies in communication, protocols, and staffing levels. This makes it challenging to effectively manage patient transfers during shift changes and leads to potential conflicts. The goal of the ER nurse in completing a patient transfer is to ensure the patient is safely and efficiently moved to the appropriate unit for continued care. The goal of the unit nurse when receiving a patient transfer from the ER is to ensure a smooth and safe transition by thoroughly understanding the patient’s condition and care needs. However, unit nurses may already be managing a high patient load, making it difficult to take on new patients during shift changes. ER nurses, on the other hand, are often faced with overcrowding and pressure to move patients quickly. Conflicts between the two units can arise due to differing communication styles and expectations regarding the transfer process. Workload and time pressures during shift changes may lead to misunderstandings or incomplete handovers, during patient transfers. The transition of patient care during shift change can heighten the potential for these types of errors due to the increased likelihood of incomplete or rushed handovers that can lead to critical information being overlooked or misunderstood. The Thomas-Kilmann Conflict Mode Instrument (TKI) identifies five conflict-handling modes that can hinder or enhance conflict resolution (The Myers-Briggs Company, 2024). The initial reaction of the receiving nurse might be to use avoidance to delay a patient transfer from the ER during shift change by not responding promptly to transfer requests. They may claim to be too busy with current patients to take on new ones. Additionally, they might suggest waiting until the next shift for a smoother transition. Some nurses might even avoid answering calls or messages from the ER altogether. Lastly, they could redirect the responsibility to another nurse or department, effectively postponing the transfer. The initial reaction of the ER nurses might be to assertively insist on the urgency of the transfer, emphasizing the critical condition of the patient to compel unit nurses to accept the transfer. They could also highlight