THE DISCUSSION WAS:
Make sure to address all parts of this discussion:
1. Consider the healthcare work environment and identify two specific sources of conflict.
2. Provide two strategies a nursing leader can apply to reach a successful resolution to the conflict.
3. You may respond hypothetically if you are not currently working in a healthcare setting.
FOR THIS PART I SAID:
Healthcare conflict Resolution
In the medical-surgical unit, conflict can arise from various sources. Firstly, miscommunication between healthcare professionals can lead to misunderstandings and mistakes in patient care. Patient care is often complex, and healthcare professionals may have divergent opinions on the best course of action, leading to tensions (Kadir, Shenoda, & Goldhagen, 2019). Additionally, varied communication styles among team members, such as between nurses, physicians, and support staff, can result in misunderstandings and conflict.When there are limited resources, such as staffing shortages or equipment may spack conflict among team members competing for these resources (Kadir, Shenoda, & Goldhagen, 2019).
Nursing leaders can implement effective communication strategies and promote interdisciplinary collaboration as way of conflict resolution. When there are clear channels of communication, regular team meetings, and the use of standardized communication tools can enhance understanding and reduce the likelihood of conflicts caused by miscommunication. Addressing conflicts related to resource allocation is by implementing a transparent and inclusive decision-making process. Nursing leaders can work towards optimizing resource allocation by facilitating open discussions about workload distribution, addressing concerns, and ensuring equitable access to essential resources (van Diggele, Roberts, Burgess, and Mellis, 2020).
In the medical-surgical unit, these strategies could enhance teamwork, improve patient care outcomes, and create a more positive work environment. By drawing on the principles learned, nursing leaders can contribute to a culture of effective communication and resource management, ultimately promoting better patient outcomes and job satisfaction and healthcare professionals (Bonache, Gonzalez-Mendez, & Krahé, 2019)
Reference
Bonache, H., Gonzalez-Mendez, R., & Krahé, B. (2019). Adult attachment styles, destructive conflict resolution, and the experience of intimate partner violence. Journal of interpersonal violence, 34(2), 287-309.
Kadir, A., Shenoda, S., & Goldhagen, J. (2019). Effects of armed conflict on child health and development: a systematic review. PloS one, 14(1), e0210071.
van Diggele, C., Roberts, C., Burgess, A. and Mellis, C., 2020. Interprofessional education: tips for design and implementation. BMC Medical Education, 20(2), pp.1-6.
BUT NOW I HAVE TO DO THIS:
Respond substantively to at least two other students. Comment on their identified strategies for resolving conflict. How do their responses compare to yours? Offer additional suggestions or insight.
THIS IS WHAT THE PEER SAID:
Consider the healthcare work environment and identify two specific sources of conflict.
There are many sources of conflict in the healthcare environment. One specific source is patient-healthcare provider conflict. This type of conflict occurs quite frequently due to disagreements in the care plan, unrealistic patient and provider expectations, and conflicting emotions/values (Cullati et al., 2019). The conflict can arise from the the patient or from the healthcare provider. A patient experiences many emotions when it comes to their health, and sometimes they disagree with the plan of care ordered by the provider. The patient may experience dissatisfaction if the expected outcomes do not occur or if they have adverse health outcomes. The patient may also feel anxious, frustrated, and scared about their health issues which can also exacerbate conflict (Cullati et al., 2019). The provider may cause conflict if they do not use effective communication, have a poor personality or “bedside manner” or fail to provide patient-centered care. The provider may not be sensitive to or have implicit biases towards the patient’s ethnic, religious, or personal beliefs (Cullati et al., 2019). These varying differences can cause interpersonal conflict between the patient and the healthcare provider.
Horizontal/Lateral violence is a destructive occurrence in the nursing environment that causes distressing conflict for nurses. This conflict can be described as deliberate, hostile engagement, inappropriate behavior, and/or bullying by one nurse to another nurse of equal position (Zhang & Xion, 2019). Horizontal violence occurs frequently in nursing and studies have shown that 44%-85% of nurses have been a victim of this conflict (Zhang & Xion, 2019). Novice, newly licensed nurses or new nurses to an organization have the highest incidence of horizontal violence. This behavior causes significant conflict between the target, the bully, and the healthcare organization that results in harmful effects (Zhang & Xion, 2019). The target experiences a decreased sense of well-being and safety at work, poor work performance, and depressive symptoms. Nurses reported that their attention and judgement was disturbed, and their ability to communicate among their nurse peers was inhibited (Zhang & Xion, 2019). The bully creates a toxic work environment for themselves, the victim, and everyone who witnesses lateral violence. Studies have demonstrated that staff who witness it have similar responses that the victim has. Horizontal violence conflict causes adverse nursing incidents and a decrease in the quality of nursing services (Zhang & Xion, 2019). The patients are also directly affected by this conflict. The patients are subjected to toxic work environment and receive suboptimal care. This type of conflict significantly impacts nursing care and quality outcomes.
Provide two strategies a nursing leader can apply to reach a successful resolution to the conflict.
Conflict resolution is extremely important in the healthcare industry. An effective and safe workplace relies on harmonious collaboration between staff. Nurse leaders must be mediative and respectful when engaging in conflict resolution. Clear expectations and communication are to be used by all parties in the resolution and it is the leader’s responsibility to create an unbiased environment.
Nurse leaders should create a neutral, comfortable space so that staff can engage in open dialogue to work through conflicts. These conversations should be meaningful, reflective, and honest so that all parties can speak and be understood (Johansen, 2012). This strategy is to determine and discuss the root of the problem. Often times, there is a lack of communication to resolve conflicts, which results in avoidance and additional conflict. An open dialogue allows each individual to be acknowledged and validated. This strategy for conflict resolution enhances trust between staff, improves morale, and decreases the recurrence of conflicts.
Nurse leaders can use compromising as a strategy for conflict resolution. Successful compromising requires that both parties negotiate to come to an understanding and reach a “middle ground” (Panahi et al., 2019). The goal is to arrive at a solution that both parties are content with. This can require trade-offs, exchanges, and debates. Nurse leaders in this strategy should create a sensitive and impartial environment for discussions to reach a compromise.
The delivery of quality patient care requires respectful, constructive, and collaborative relationships between all members of the healthcare team. However, conflict is an ever-present complication of the stress-filled world of healthcare workers. Identifying the underlying cause of conflict and instituting effective resolution helps foster organizational collegiately and ultimately, better patient care (Piryani & Piryani, 2019).
References:
Cullati, S., Bochatay, N., Maître, F., Laroche, T., Muller-Juge, V., Blondon, K.S., Junod-Perron, N., Bajwa, N.M., Viet Vu, N., Kim, S., Savoldelli, G.L., Hudelson, P., Chopard, P., & Nendaz, M.R. (2019). When team conflicts threaten quality of care: A study of health care professionals’ experiences and perceptions. Mayo Clinic Proceedings: Innovations, Quality & Outcomes, 3(1), 43-51. https://doi.org/10.1016/j.mayocpiqo.2018.11.003.
Johansen, M.L. (2012). Keeping the peace: Conflict management strategies for nurse managers. Nursing Management, 43(2), 50-54. https://doi.org/10.1097/01.NUMA.0000410920.90831.96
Panahi, T.M., Adham, D., Ahmadi, B., Rahimi, F.A., Pourreza, A., (2019). Causes of conflict between clinical and administrative staff in hospitals. Journal of Education and Health Promotion, 8(191). https://doi.org/10.4103/jehp.jehp_54_19
Piryani, R.M. & Piryani, S. (2019). Conflict Management in Healthcare. Journal of Nepal Health Research Council, 16(41), 481-482. https://pubmed.ncbi.nlm.nih.gov/30739920
Zhang, X. & Xiong, L. (2019) Impact of Nurse Horizontal Violence and Coping Strategies: A Review. Yangtze Medicine, 3, 289-300. https://doi.org/10.4236/ym.2019.34028.
Posts and responses must be evidence-based and include sources in the most recent APA form.
Write a post of 1 to 2 paragraphs.
Demonstrate more depth and thought than saying things like “I agree” or “You are wrong.” Guidance is provided for you in the discussion prompt.
Required Resources you can use:
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Shapiro Library Article: http://ezproxy.snhu.edu/login?url=http://ovidsp.ovid.com.ezproxy.snhu.edu/ovidweb.cgi?T=JS&CSC=Y&NEWS=N&PAGE=fulltext&AN=00005110-201903000-00007&LSLINK=80&D=ovft
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Resource: https://learn.snhu.edu/content/enforced/1422116-NUR-400-J2088-OL-TRAD-UG.23EW2/Course%20Documents/NUR%20400%20Executive%20Summary%20Example.docx?_&d2lSessionVal=9aiV3TuSybHNPqvvRmVop1BVo&ou=1143199&_&d2lSessionVal=GYQgkX1o50IlJWhBhKQx6bUj2&ou=1422116
This is an example of an executive summary that students can use as a template for the Leadership Interview Reflection and Executive Summary assignment.
Additional Support (Optional):
Shapiro Library Article: https://ezproxy.snhu.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=psyh&AN=2016-22084-004&site=eds-live&scope=site
This article talks about the importance of organizational communication and its impact on conflict and stress.
Article: https://hbswk.hbs.edu/archive/crafting-a-powerful-executive-summary
Harvard Business School presents tips for creating an effective executive summary.
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