NUR-514 Topic 2 Discussion Question 2

NUR-514 Topic 2 Discussion Question 2

Explore potential sources of conflict within healthcare organizations. Additionally, delve into the principles of negotiation and conflict resolution utilized by nurse leaders when addressing these conflicts. Finally, consider a suitable leadership model or theory for effectively managing conflict.

In the healthcare sector, conflicts often arise due to differences in values or inadequate communication among healthcare providers (Choi & Ahn, 2021). Healthcare professionals, focused on their specific responsibilities, may have competing agendas or needs, potentially leading to internal conflicts. Nurses, who act as advocates for patients, can encounter opposition and conflict from various healthcare professionals.

The detrimental impact of conflict on patient care has been well-documented (Ebrahim, 2020). Negotiation emerges as a valuable strategy for conflict resolution in healthcare. Research indicates that negotiation in healthcare enhances collaboration between nurses and physicians (Ebrahim, 2020). Nurse leaders can facilitate conflict resolution and negotiation by providing training and administrative support to their teams. Training in negotiation skills and techniques can foster collaboration among healthcare professionals (Ebrahim, 2020). Continuous education and practice further enhance conflict resolution abilities (Choi & Ahn, 2021). Education in improving communication and conflict management and resolution strategies is beneficial for nurses. Improved communication skills can help prevent certain conflicts, while negotiation skills can contribute to finding resolutions (NUR-514 Topic 2 DQ 2 GCU).

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Kurt Lewin’s theories have become integral in healthcare management. Although he is renowned for his change theories, Lewin’s field theory is also applicable to conflict resolution. Lewin’s field theory explores the “life spaces” of each involved individual (Pratkanis & Turner, 2023). This theory posits that behavior is a function of the individual’s “life space” or psychological reality (Pratkanis & Turner, 2023). Conflict resolution according to Lewin’s field theory involves a thorough examination of the detailed “life spaces” of each individual and the social forces affecting them. Furthermore, the theory suggests that introducing new social forces or modifying existing ones can stimulate change (Pratkanis & Turner, 2023).

References

Choi, H.-G., & Ahn, S. H. (2021). Effects of a conflict resolution training program on nursing students: A quasi-experimental study based on the situated learning theory. Nurse Education Today, 103. https://doi.org/10.1016/j.nedt.2021.104951

Ebrahim, E. (2020). Negotiation as a management strategy for conflict resolution and its effect on enhancing collaboration between nurses and physicians. Egyptian Nursing Journal, 17(1), 13.

Pratkanis, A. R., & Turner, M. E. (2023). Kurt Lewin’s field theory. Salem Press Encyclopedia of Health.

NUR-514 Topic 2 Discussion Question 2

Conflict and its resolution are significant aspects of leadership in nursing. Various potential causes of conflict exist, both internal (between employees) and external (between employees and patients) (Iglesias & Vallejo, 2012). Internal conflicts can arise from factors such as job satisfaction, job stressors, and individual resources (Montoro-Rodriguez & Small, 2006). External conflict causes may include patient satisfaction and outcomes (Montoro-Rodriguez & Small, 2006).

Effective conflict resolution requires certain key elements such as open-mindedness, respect, and trust (Weberg et al., 2019). Leaders must approach conflicts with an open mind, considering the perspectives of all parties involved. Maintaining respect for individuals and their viewpoints, as well as valuing their contributions to the organization, is crucial. Trust plays a fundamental role in conflict resolution, particularly trust in the agreed-upon steps for resolution (Weberg et al., 2019).

Numerous leadership theories have been developed, but the transformational leadership style is often favored for conflict management. This style emphasizes adaptability and clear goal setting, making it suitable for addressing conflict (MindTools, n.d.). Transformational leaders adjust their approach and maintain a positive attitude, even in challenging situations, to foster collaboration and resolution.

References

Home. MindTools. (n.d.). Retrieved from https://www.mindtools.com/a7m23wp/leadership-styles

Iglesias Elena Losa M., & Vallejo, Becerro de Bengoa R. (2012). Conflict resolution styles in the nursing profession. Contemporary Nurse, 43(1), 73–80.

Montoro-Rodriguez, J., & Small, J. A. (2006). The role of conflict resolution styles on nursing staff morale, Burnout, and job satisfaction in long-term care. Journal of Aging and Health, 18(3), 385–406.

NUR-514 Topic 2 Discussion Question 2

Conflict is an inherent part of various professions, including healthcare, and can range from minor disagreements to major disputes with the potential for legal or violent outcomes. Conflict can negatively affect productivity, morale, and patient care. It encompasses disagreements within oneself, differences among individuals, or disputes that have the potential to cause harm. Conflicts can arise within any healthcare setting, involving various healthcare professionals or between patients and members of the healthcare team (Al-Hamdan, 2009).

Conflicts between nurses and patients may occur when patients’ expectations are not met, often due to miscommunication. Patients may hold nurses responsible for issues beyond their control, leading to misunderstandings and conflicts. Effective conflict resolution under strong leadership is essential for providing safe and effective patient care while maintaining therapeutic relationships among patients, family members, and healthcare staff (Patton, 2014).

The Comprehensive Conflict Management Model (CCMM) is a widely applied framework for addressing workplace disagreements (Behfar, Mannix, Peterson, & Trochim, 2011). This model emphasizes the importance of considering long-term, realistic strategies to address conflict comprehensively. It delves into the internal, relational, and structural roots of social conflict and suggests that addressing these roots is vital for achieving a lasting resolution (NUR-514 Topic 2 DQ 2 GCU).

References

Al-Hamdan, Z. (2009). Nurse managers, diversity, and conflict management. Diversity & Equality in Health and Care, 6(10). Retrieved from https://diversityhealthcare.medpub.com/abstract/nurse-managers-diversity-and-conflict-management-2087.html

Behfar, K. J., Mannix, E. A., Peterson, R. S., & Trochim, W. M. (2011). Conflict in small groups: The meaning and consequences of process conflict. Small Group Research, 42(2), 127-176. https://doi.org/10.1177/1046496410389194

Patton, C. M. (2014). Conflict in healthcare. The Internet Journal of Healthcare Administration, 9(1). Retrieved from https://ispub.com/IJHCA/9/1/2008