Conflict Management Strategies for Nurse Leaders - Essay Example

Conflict Management Strategies for Nurse Leaders Name: Registration No: University: Lecturer: Course code: Date of submission: Introduction In all spheres of life interactions between leaders and other staff or those between staff and clients is critical for effective and efficient performance of stipulated duties. The nursing profession is no exception. In point of fact, blissful associations among nurses as well as those between them and patients are significantly critical in determining the quantity and quality of work done. To ensure the above there is need to uttermost respect for each other’s job as well as a need to learn how to communicate freely and effectively. Conflict which can be described as a state of disagreement between parties due to varying opinion and perspectives on an issue or differing goals and visions can be harmful or beneficial. The latter will depend majorly on how the conflict is perceived or handled. On one hand, conflict can be constructive as it could create a better comprehension of an issue, highlight areas of interests that may have been overlook as well as be a learning process for both these involved and those that are not. However, conflict can also be destructive if it is based on egoistic tendencies that seem to undermine the presence and contribution of others or that which emanates from distrust and exploitation of one’s abilities. (Mason, Leavitt, & Chaffee,2012). In a work set up three kinds of conflicts can be witnessed namely: relationship conflict, task conflict and process conflict. Relationship conflict stems from staff incompatibilities in terms of character. Process conflict on the other hand emanates from difference in views on what approaches or methods/strategies should be incorporated in order to achieve desired results whereas task conflict arises from disagreements in opinions about a certain task. The latter is seen to be beneficial in most cases as it encourages a wide range of viewpoints from those involved. Conflicts tend to be a learning experience in most professional set ups especially when managed and resolved effectively. Conflicts among nurses or between nurses and patient tend to result in deleterious consequences. In most cases, these conflicts affect the attitudes of nurse toward their work and hence result in a sluggish work performance or acting with little or no precision and this could be fatal especially when dealing with critically ill patients. Conflict resolution as a concept may be described as all processes that are geared towards amicable end of a conflict. Conflicts are resolved when inconsistency between opinions, beliefs and desires of warring parties are dealt with. It involves understanding the genesis of the disagreement at hand, those involved as well as considering the feelings of the involved parties. Conflict resolution is focused on ensuring all angles of the disagreements are tackled while paying attention to the effect the process has on those involved and the other resources like time. To begin with, conflict resolution processes should be time efficient and cost effective. This guarantees that the outcome will be favorable to all while also preventing any future-emergence of the conflict or creation of a similar conflict. A critical element of conflict resolution is ability to communicate effectively. This includes listening to other peoples opinion without bias and being ready to admit fault where need be. For a conflict resolution approach to be deemed as effective, it must ensure no angry outcomes. The involved parties should feel that all their issues have been addressed without fear or favor. The approach used should also ensure that such a conflict does not emerge again as well as not take up most of the productive time of those involved. For instance, in the nursing profession, conflicts tend to affect the performance of nurses in terms of service delivery to patients hence conflict resolution techniques should intend to consume the shortest amount of time since their services are critical and are a matter of life and death. A return to normalcy is expected when a conflict is resolved. In this case, nurses should be able to perform their duties as expected, respect their seniors and patients as well as achieve all desired outcomes. Nurse leaders should hence have adequate know how on how to identify conflicts, resolve the conflicts as well as communicate effectively. Nurse-patient –relationship Interactions between nurses and patients are critical for delivery of services. In this case, the interactions are therapeutic and a conflict between a nurse and a patient hinders delivery of health services. Such a conflict creates patient mistrust as well as delivery of phony or imprecise services by nurses due to unbecoming attitudes. Importance of conflict resolution for nurse leaders Conflicts direly influence the relationships between nursed and their leaders. It creates mistrust as well as disrespect hence ultimately influencing serviced delivery. Conflict resolution hence splays part in ensuring respect for nurse leaders in relation to their instructions being followed. On the other hand, conflict resolution ensures transparency hence the nurses are able to openly articulate their issues to their leaders. This ensures that the nurse leaders have an understanding of issues affecting the nurses while they are still manageable. In addition, the leaders are able to create a tension free environment through conflict resolution hence able to gather varying opinions on issues of interest hence creating sustainable solutions Conflict management strategies Conflict management strategies are not exclusively by a person’s disposition, rather by the situation at hand. However, the conflict style applied should ensure all issues are tackled and the involved parties contented with the outcome. Nurse leaders should ensure hence encourage effective conflict resolution bearing in mind that every technique has its pros and cons. His techniques are as below: Compromising This technique includes a mindset of ‘you win some, you lose some. This style is effective when one is willing to trade some of their desires to win concessions from the other side. The parties must also be willing to cooperate and should have equal powers. (Finkelman, 2012). This is to avoid cases of intimidation due to one party having authority over the other. However, the downside to this style is that the parties may give up too much and not get contented with the outcome. In most occasions, this style works to produce temporally outcomes. It is imperative to note that if a leader compromises too much, they are seen to lack firm principles. Competition This style completely ignores the concerns and the opinions of the other side and is solely focused on winning. This translates to use of any means to win the conflict including use of intimidation or exercise of power/authority since concession is seen as a sign of weakness. This style is useful when a quick decision needs to be reached or when there is little hope for consensus. However, competition may result in one side not voicing valid concerns since they will be ignored anyway. This way the leaders dominate and have their interests realized hence the loyalty of subordinates is shallow. Avoidance This involves averting the issue at hand. No attempt is put to ensure concerns of parties are addressed. Avoidance mostly is used when one feels intimidated by the authority and power of the other party. It is also used when the issue at hand is not as pressing as other issuers are, when there is professional tension, or when the cost of confrontation outweighs the benefits of tackling the issue. Avoidance increases work stress since ones emotional health deteriorates with time. In a health sector set up, a nurse may fail to air his issues to a nurse leader for feared victimization, lack of support or humiliation. It also results from poor communication and leads to low quantity and quality work. Avoidance applies for a short time since there is a high likelihood that the issue will escalate to unbearable amounts thus necessitating confrontation. Collaboration This creates a win-win situation where the warring parties explore solutions that work for them all. It involves a transparent discussion of all issues at hand and giving alternative solutions so that all parties are content with the final decision. It works when all parties are willing to listen and contribute meaningfully as well as when there are adequate resources to address the issues like adequate time. Collaboration is a brilliant way to merge opinions and insights from varied persons about an issue hence ensuring a quality and sustainable final decision (Finkelman, 2012). In a health care set up, collaboration between nurses and their leaders, lead to quality delivery of services hence a positive impact on patients’ heaths. However, collaboration is difficult to accomplish since in most cases the warring parties want their issues adopted. Accommodation This style involves selflessness, sacrifice and humility that allows one let other people’s opinions and decision tread over theirs. This works well when the issue at hand is not as important to one party as it is to the other hence making it easy to let the latter have their way. Nurse leaders can use this style to allow the nurses take responsibility and learn from their mistakes. It can also be used when one is conflicting with a more powerful individual hence no possibility of winning the conflict. However, one who readily uses this style can be seen as not being assertive or lacking strong values. Conclusion An effective conflict management style improves quality of service delivered, patient safety as well as enhances horizontal and vertical communication among nurses. Poorly, managed and unresolved conflicts have lasting implications on the attitude and performance of personnel as well as attitude of clients towards service providers. Nurse leaders have a responsibility to ensure conflicts do not escalate to hard-to-resolve levels while ensuring they use conflict management styles that produce sustainable outcomes. This hence translates to the nurse leaders creating a conducive environment for nurses to air the grievance and opinions without fear of victimization. References Ellis, J. R., & Hartley, C. L. (2012). Nursing in today's world: trends, issues & management. Psorrentino, S. A., & Remmert, L. N. (2012). Mosby's textbook for nursing assistants. St. Louis, Mo, Elsevier/Mosby. hiladelphia, Wolters Kluwer Health/Lippincott Williams & Wilkins Finkelman, A. W. (2012). Leadership and management for nurses: core competencies for quality care. Boston, Pearson. Barr, J., & Dowding, L. (2012). Leadership in health care. Los Angeles, SAGE. Mason, D. J., Leavitt, J. K., & Chaffee, M. W. (2012). Policy & politics in nursing and health care. St. Louis, Mo, Elsevier/Saunders. KaučIč, B. M., Ovsenik, M., & Vidnar, N. (2011). Katere modele in stile vodenja uporabljajo vodilne medicinske sestre pri delu z zaposlenimi? = Which models and leadership styles are used by leading nurses working with staff? Gradimo Prihodnost. 296-305. Read More