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On the other hand, if conflict lacks effective and timely management, it can prevent a nurses’ ability to ensure quality client care and escalate into violence and abuse (Pines et al., 2012).
The essay discusses conflict as a hindrance management and one of the greatest challenges to quality health care provision. Conflict is an inherent component of nursing even though the professional code does not articulate for accepting abuse. Conflict can compromise professionalism among nurses if it escalates to great levels. Nurses must knowledge the variety of ways in which conflict can emanate among them and should be prepared to prevent and manage it in the workplace.
Positive conflicts are instances involving contrasting viewpoints that leave the parties involved with useful lessons and wiser than they were before. The first positive aspect of conflict is provision of an outlet that strengthens an intergroup unity. In the nursing profession, working involves agglomeration with other professionals to form a group. A conflict that creates togetherness and unity to such a group to work together in order to realize a particular goal is positive conflict. Group members discuss and manage their interests for improving their wellbeing. Secondly, conflict discourages premature decision making in a team, on the other hand, amongst members of a staff giving participants an opportunity to explore concern and interests at stake.
Nurse A had a misunderstanding with her colleague, nurse B; their conflict got a lasting resolution through a series of negotiations that left both the parties happy and contented. After the resolution, the two parties settled and added more energy in order to realize the agreed upon goals. The result was an increase in the general output and productivity.
The other aspect of conflict is a negative one. Negative conflicts may have diverse harmful implications. Some of the adverse outcomes have far-reaching consequences on nurses’
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This identifies the significance of conflict resolution. In this paper, I review a work related situation that involved a conflict, explore the scope of the conflict, its resolution approach, and an alternative resolution approach. Overview of the situation Organizations realize conflicts in different forms and at different levels.
The concept of conflict resolution in Today’s Higher Stress Workplaces has been changing (Daniel, 2001). Managers have diversified their tips and tools of recognizing, preventing and resolving conflicts. Conflict resolution as a strategic management tool, is gaining importance as interpersonal rules of conduct is becoming looser and time deadlines becoming limited.
It will also strive to compare other scholarly work in relation to conflict resolution and management while highlighting on some of the possible techniques used in conflict resolution at work places. Introduction Conflict resolution can be defined as the process through which disputes between individuals are solved.
This dispute resolution process will be carried out peacefully and in a quiet place where each party will feel comfortable and secure. The secrecy of the parties involved will be guaranteed. Each person will have time to express their concerns amicably, look for a common ground that both of them can agree on; create a future resolution other than concentrating on the history.
The two important situations in conflict resolution are such a) peer to peer and b) employee-supervisor where HR is involved. These techniques are used at my workplace and I find them working well with small problems here and there.
Peer to Peer is the technique where if two employees come forth with an issue, the supervisor would listen to each of them separately and then decide what actions must be taken.
ch as downsizing, staffing shortages, problem in retaining efficient staff etc., must hence be skillfully avoided by the management (Kovner & Neuhauser, 2004). Hence it is of utmost significance for the management to participate and seek active involvement with the issues and
Every organization's desire remains to minimize any instances of conflict within the organization as a means of establishing a peaceful coexistence. Organizational conflict refers to the state of discord within an organization occurring because of actual or perceived opposition of needs, interests, and work within an organization.
The elements of conflict resolution and peacemaking are well outlined in the article. They include the aspect of being neutral and working for a mutual benefit from a common ground. Finally, conflict resolution can be achieved through the elements stated above and peace can prevail.
In the event of a conflict, there results a state of turmoil that destructs the working relationship of people or an organization. The causes of conflict could range from a multivariate of factors including economic as well as social differences.
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