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Additionally, this paper explains how conflict management relates to my effectiveness as a leader.
An example of a conflict I have handled effectively involved a disagreement between two nurses. The two nurse had different views on how a certain case involving a patient could be handled. As each one of the nurse considered their contribution as superior, a verbal exchange arose. In handling this conflict, I encouraged the two nurses to collaborate in this case. In other words, I advised the two nurses to set their original suggestion regarding how the case would be handled aside and subsequently directed them to work together to decide on a common objective. The results to this approach were positive and in fact led to the overall improvement and advancement of the process of care within the health care institution. This collaboration ensured teamwork, encouraged communication, and hence nurses were overly motivated in their work.
If such a conflict would arise for a second time, I would opt for the same approach to conflict management. However, there are ways or steps I would take in a bid to improve my comfort level and skill for managing in the future. One of the steps in engaging in dialogue or discussions with employees. Johansen (2012) brings forward the fact that "Nursing leaders and direct care nurses need to engage in dialogues that address conflict management behavior as a first step in creating a healthy work environment" (p. 52). Effective dialogues ensures conflicts are handled effectively as avoiding them would elevate stress levels among nurses as well as among other stakeholders. Secondly, I would ensure regular trainings and seminars where all employees would be trained on how to effectively manage conflicts within the workplace. Subsequently, it would also be important to identify potential conflict areas and implement strategies that would avert any conflicts from
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