Introduction
The major topics of conflict management that will be discussed within this discussion seminar are; what causes conflict, types of conflict, conventional conflict resolution and an exploration of new approaches to conflict management styles and policies. Highlights on the four types of conflict: Interpersonal conflict, intrapersonal, intergroup conflict and organizational conflict play an integral role in nursing practice and education settings, as well as, the management of political conflict (Mason, Leavitt & Chaffee, 2007). Interpersonal relations between nurses are a topic of considerable importance particularly with ongoing challenges such as; retention of nurses in the profession, the focus on
increased productivity and cost containment in the healthcare system (Duddle & Boughton, 2007). Much research has also indicated that nurses’ workplace relationships with each other are problematic, have poor colleague relationships, which result in conflict and aggression (Whitworth, 2008). Role conflict, communication conflict, goal conflict, personality conflict, ethical conflict and values are common factor that relate to nursing. Basic strategies of the Thomas-Kilman’s model for conflict resolution include competition, avoidance, accommodation, compromise and collaboration (Zerwekh & Claborn, 2006).
In 2007, a case study of one Interdisciplinary Research (IR) team, composed of five researchers from nursing and social work disciplines. The controversial IR topic, experience of gay men and lesbians in long-term care facilities, was relevant to both disciplines. The purpose of this case study is to analyze the interpersonal interactions of an IR team and steps taken when conflict interfered with the team's work (Curry, Jenkins, Walker, Cohen, & Hogstel, 2009). Upon initial analysis, five major categories for resolving conflict and achieving outcomes emerged: 1. Revealing threats to identity 2. Embracing conflict 3. Accepting personal responsibility 4. Engaging the process 5. Building team cohesion (Curry et al, 2009).
Emotional Intelligence (EI) is imperative for nurses to learn how to effectively handle conflict in the work environment. Developing the competencies of EI and understanding how to effectively handle conflict is necessary for nurses (Morrison, 2008).
According to Morrison (2008):
Effective leadership management includes conflict management and
collaboration. The art of relationship management is necessary when
handling with other people’s emotions. When conflict is approached
with high levels of EI, it creates an opportunity for learning effective
interpersonal skills. Understanding how EI levels and conflict skills
correlate can be used to improve interpersonal relationships in a
healthcare facility.
Alternative Dispute Resolution (ADR): a tool for managing conflict. Is a established conflict management tool widely used to shift norms and values with governmental policies. These policies emerge through a political process shaped by context. Nurses possess substantial values, responsibilities and skills needed for ADR conflict management techniques.
References
Curry, L., Jenkins, D., Walker, C., Cohen, H., & Hogstel, M. (2009).
Negotiating peace and power in an interdisciplinary research team:
A case study. Southern Online Journal of Nursing Research, 9(3).
Duddle, M. & Boughton, M. (2007) Intraprofessional relations in nursing.
Journal of Advanced Nursing 59(1), 29–37.
Mason, D., Leavitt, J., & Chaffee, M. (2007). Policy and politics in nursing and
healthcare. St. Louise: Saunders.
Morrison, J. (2008). The relationship between emotional intelligence competencies
and preferred conflict-handling styles. Journal of Nursing Management 16,
974–983.
Whitworth, B. S., (2008). Is there a relationship between personality type and
preferred conflict-handling styles? An exploratory study of registered nurses
in southern Mississippi. Journal of Nursing Management 16, 921-932.
Zerwekh, J. & Claborn, J. (2006). Nursing today transition and trends. St. Louise:
Saunders.
