Week 6: Discussion Question 1 - Strategies for Effective
Conflict Management
Write a short scenario that illustrates a particular type of
dysfunctional conflict. Provide the who and what of the
conflict. Discuss the components of the scenario that
characterize the particular type of dysfunctional conflict.
From your readings, identify and explain two strategies to
effectively deal with the conflict.
In healthcare, conflict is a common incident. According to (Mosadeghrad &
Mojbafan, 2019), conflict often begins from diverse personalities, role assumptions,
relationships, and communication styles. Here is a concise scenario of a dysfunctional
conflict. I work in a mental health unit in our hospital. Police brought a 20-year-old male
to our mental health unit on a mandatory legal hold. He wants to go home and has not
seen the physician. He was in the mental health unit for a day and is unhappy that he has
not seen a physician yet. He started to make loud comments and gradually getting louder.
The nurse comes in to talk to him, and he is yelling that he has been here for over a day
and no one has seen him. He is demanding to see a supervisor.
(Mosadeghrad & Mojbafan, 2019), states that conflicts are due to a
misunderstanding and a difference in ideas and needs. The article continues to states that
miscommunications, misunderstandings, and personal differences attribute to disputes.
This example of dysfunctional conflict is related to anxiety, fear, poor communication,
and miscommunications. There are five responses to disagreements according to Thomas-
Kilmann Index, which is "avoiding, accommodating, compromising, collaborating, and
competing" (Joel, 2018, p. 330). When facing a conflict, you should stop and identify,
review, and declare your goal to the struggle. A conflict resolution strategy to the above
scenario is first "establishing a proper setting" (Joel, 2018, p. 331). Allow the patient to
calm down and know that his needs and concerns are essential. Allow him time to talk
and express himself. It will decrease anger and anxiety. The article continues to states that
understanding the condition or situation is a practical approach to resolve conflict.
Compromising and Collaboration will help to resolve this conflict. The Collaboration will
identify the care goals to talk about the patient going home calmly, benefiting all parties.
Referemces
Joel, L.A. (2018). Advanced practice nursing Essentials for role development (4th Ed.).
F.A.Davis.
Mosadeghrad, A. M., & Mojbafan, A. (2019). Conflict and conflict management in
hospitals. International journal of health care quality assurance, 32(3), 550–561.
https://doi.org/10.1108/IJHCQA-09-2017-0165
,Response 1
Hi Joanna, thank you for sharing your recent experience with conflict and how
you resolved the conflict. I agree with you about the way you resolved the dispute. As
you stated, Thomas-Kilmann Index is a widespread conflict management tool. Avoiding
and accommodating are dysfunctional responses to conflict. Compromising is a middle
ground while collaborating and competing are proven more effective conflict
management strategies (Joel, 2018, p. 330). Organizational leadership plays a critical role
in promoting a psychologically safe environment where providers and caregivers can
collaborate without fear of retribution. A psychologically safe practice environment
fosters respectful collaboration, minimizes mistakes, contributes to overall healthcare
goals of cost-care quality, builds peer support and trust, and much more (Donovan and
McAuliffe, 2020). Collaboration can be the best approach to advocate for the patient and
the best outcome in a psychologically safe environment. Collaboration prevents unilateral
decisions, minimizes waste, and creates an integrated care plan.
References
Agha, L., Frandsen, B. & Rebitzer, J. (January 2019). Fragmented division of labor and
healthcare costs: Evidence from moves across region, Journal of Public Econoics,
169, 144-139. https://doi.ogr/10.1016/j.jpubeco.2018.11.001
Joel, L.A. (2018). Advanced practice nursing Essentials for role development (4th Ed.).
F.A.Davis.
O’Donovan, R., McAuliffe, E. (2020). Exploring psychological safety in healthcare
teams to inform the development of interventions: Combining observational, survey and
interview data. BioMed Central Health Services Research, 20(1).
https://doi.org/10.1186/s12913-020-05646-z
Response 2
Hi Jennifer, thank you for sharing your experience on the subject of conflict. I agree with
you on the team conflict and suggestions for a solution. Disputes in the healthcare
industry are inevitable, especially with so many players and components. Patients,
families, administrators, and healthcare providers play a crucial role in healthcare cost,
quality, and outcome. Whether in an acute care setting or outpatient community setting,
eight different providers see a patient with a complex medical condition, and 10% of
patients have almost twenty-one various providers (Agha et al., 2019). A broken care
delivery model escalates hurdles to care strategy and timely and competent care delivery.
Interprofessional cooperation emerges as one of the outstanding solutions to the dilemma.
APNs are at a detriment when collaborating with the multidisciplinary team
because of previously established dysfunctional conflict responses. In their new advanced
practice roles, nurses acquire conflict management as a core competency to represent
their profession and patients in the highly fragmented healthcare industry (Joel, 2018).
References
Agha, L., Frandsen, B. & Rebitzer, J. (January 2019). Fragmented division of labor and
healthcare costs: Evidence from moves across region, Journal of Public Econoics,
169, 144-139. https://doi.ogr/10.1016/j.jpubeco.2018.11.001
Joel, L.A. (2018). Advanced practice nursing Essentials for role development (4th Ed.).
F.A.Davis.
,Price, D. & Murphy, P. (2018) Conflict Resolution in
Advanced Practice Nursing In Joel, L. A. (Ed.) Advanced
practice nursing: Essentials for role development. 4th ed.,
pp. 328-335). F.A. Davis Company.
Strategies for Effective Conflict Management
Dysfunctional conflict is a conflict that imposes victims
into an overall decline in communication, therefore,
influencing the performance of a group negatively.
dysfunctional conflict is categorized into four stages. The
phases include early level, mid-level, senior-level, and
executive level. The early level provides basic information
for conflict resolution. Mid-level involves recognition of
employee relations and their potentiality on issues
resolutions. Senior-level mediate difficult employee
relations issues. finally, the executive level deals with the
creation of conflict resolution strategies (Alimba, 2017). As
a health provider, I have encountered cases of dysfunctional
conflict within the health facilities and during health
service delivery. The scenario I will consider for the
presentation is an incidence that occurred during the
emergence of Corona within society. In our hospital, the
Reference
Alimba, C. (2017). Dysfunctional Consequences of
Conflict on Teachers’ Productivity: A Theoretical Insight
Dysfunctional Conse. International Journal of Arts and
, Humanities (IJAH) Bahir Dar- Ethiopia, 6(1), 146-161.
Retrieved September 30, from
https://www.researchgate.net/publication/314301094_Dysf
unctional_Consequences_of_Conflict_on_Teachers
%27_Productivity_A_Theoretical_Insight
-------------------------------------------------------------------
Dysfunctional conflict are situations that arise during
debatable events of misunderstanding, uncertainty, role
confusion, and stress. As indicated by Joel, The Thomas-
Kilmann Index branded five responses to conflict; avoiding
accommodating, compromising, collaborating, and
competing (2018, p.330). Advance practice nurses and
other counterparts face conflict through various practice
setting among co-workers and consumers.
A common conflict I have observe often is between
nurses and nurse technicians. Shift starts and everyone is
doing bedside shift reporting. The floor is understaffed and
the acuity of patients has been increasingly difficult;
request for pain medication, toileting, and other random
needs. Nurse technicians finish reports of each room,
followed by the primary nurse, and disregards to address
incontinent patients, leaving the patients wet for the
primary nurse to clean. According to the RN Journal,
“Nurses have difficulty in dealing with conflict in an open
manner and avoid conflict, harboring emotions that the
conflict creates leading them to act out in convert ways
(RNJ, 2019, para. 6). Many nurses feel that teamwork is not
displayed within the unit between the two. Two strategies
that can be implemented to resolve conflict issues is
Conflict Management
Write a short scenario that illustrates a particular type of
dysfunctional conflict. Provide the who and what of the
conflict. Discuss the components of the scenario that
characterize the particular type of dysfunctional conflict.
From your readings, identify and explain two strategies to
effectively deal with the conflict.
In healthcare, conflict is a common incident. According to (Mosadeghrad &
Mojbafan, 2019), conflict often begins from diverse personalities, role assumptions,
relationships, and communication styles. Here is a concise scenario of a dysfunctional
conflict. I work in a mental health unit in our hospital. Police brought a 20-year-old male
to our mental health unit on a mandatory legal hold. He wants to go home and has not
seen the physician. He was in the mental health unit for a day and is unhappy that he has
not seen a physician yet. He started to make loud comments and gradually getting louder.
The nurse comes in to talk to him, and he is yelling that he has been here for over a day
and no one has seen him. He is demanding to see a supervisor.
(Mosadeghrad & Mojbafan, 2019), states that conflicts are due to a
misunderstanding and a difference in ideas and needs. The article continues to states that
miscommunications, misunderstandings, and personal differences attribute to disputes.
This example of dysfunctional conflict is related to anxiety, fear, poor communication,
and miscommunications. There are five responses to disagreements according to Thomas-
Kilmann Index, which is "avoiding, accommodating, compromising, collaborating, and
competing" (Joel, 2018, p. 330). When facing a conflict, you should stop and identify,
review, and declare your goal to the struggle. A conflict resolution strategy to the above
scenario is first "establishing a proper setting" (Joel, 2018, p. 331). Allow the patient to
calm down and know that his needs and concerns are essential. Allow him time to talk
and express himself. It will decrease anger and anxiety. The article continues to states that
understanding the condition or situation is a practical approach to resolve conflict.
Compromising and Collaboration will help to resolve this conflict. The Collaboration will
identify the care goals to talk about the patient going home calmly, benefiting all parties.
Referemces
Joel, L.A. (2018). Advanced practice nursing Essentials for role development (4th Ed.).
F.A.Davis.
Mosadeghrad, A. M., & Mojbafan, A. (2019). Conflict and conflict management in
hospitals. International journal of health care quality assurance, 32(3), 550–561.
https://doi.org/10.1108/IJHCQA-09-2017-0165
,Response 1
Hi Joanna, thank you for sharing your recent experience with conflict and how
you resolved the conflict. I agree with you about the way you resolved the dispute. As
you stated, Thomas-Kilmann Index is a widespread conflict management tool. Avoiding
and accommodating are dysfunctional responses to conflict. Compromising is a middle
ground while collaborating and competing are proven more effective conflict
management strategies (Joel, 2018, p. 330). Organizational leadership plays a critical role
in promoting a psychologically safe environment where providers and caregivers can
collaborate without fear of retribution. A psychologically safe practice environment
fosters respectful collaboration, minimizes mistakes, contributes to overall healthcare
goals of cost-care quality, builds peer support and trust, and much more (Donovan and
McAuliffe, 2020). Collaboration can be the best approach to advocate for the patient and
the best outcome in a psychologically safe environment. Collaboration prevents unilateral
decisions, minimizes waste, and creates an integrated care plan.
References
Agha, L., Frandsen, B. & Rebitzer, J. (January 2019). Fragmented division of labor and
healthcare costs: Evidence from moves across region, Journal of Public Econoics,
169, 144-139. https://doi.ogr/10.1016/j.jpubeco.2018.11.001
Joel, L.A. (2018). Advanced practice nursing Essentials for role development (4th Ed.).
F.A.Davis.
O’Donovan, R., McAuliffe, E. (2020). Exploring psychological safety in healthcare
teams to inform the development of interventions: Combining observational, survey and
interview data. BioMed Central Health Services Research, 20(1).
https://doi.org/10.1186/s12913-020-05646-z
Response 2
Hi Jennifer, thank you for sharing your experience on the subject of conflict. I agree with
you on the team conflict and suggestions for a solution. Disputes in the healthcare
industry are inevitable, especially with so many players and components. Patients,
families, administrators, and healthcare providers play a crucial role in healthcare cost,
quality, and outcome. Whether in an acute care setting or outpatient community setting,
eight different providers see a patient with a complex medical condition, and 10% of
patients have almost twenty-one various providers (Agha et al., 2019). A broken care
delivery model escalates hurdles to care strategy and timely and competent care delivery.
Interprofessional cooperation emerges as one of the outstanding solutions to the dilemma.
APNs are at a detriment when collaborating with the multidisciplinary team
because of previously established dysfunctional conflict responses. In their new advanced
practice roles, nurses acquire conflict management as a core competency to represent
their profession and patients in the highly fragmented healthcare industry (Joel, 2018).
References
Agha, L., Frandsen, B. & Rebitzer, J. (January 2019). Fragmented division of labor and
healthcare costs: Evidence from moves across region, Journal of Public Econoics,
169, 144-139. https://doi.ogr/10.1016/j.jpubeco.2018.11.001
Joel, L.A. (2018). Advanced practice nursing Essentials for role development (4th Ed.).
F.A.Davis.
,Price, D. & Murphy, P. (2018) Conflict Resolution in
Advanced Practice Nursing In Joel, L. A. (Ed.) Advanced
practice nursing: Essentials for role development. 4th ed.,
pp. 328-335). F.A. Davis Company.
Strategies for Effective Conflict Management
Dysfunctional conflict is a conflict that imposes victims
into an overall decline in communication, therefore,
influencing the performance of a group negatively.
dysfunctional conflict is categorized into four stages. The
phases include early level, mid-level, senior-level, and
executive level. The early level provides basic information
for conflict resolution. Mid-level involves recognition of
employee relations and their potentiality on issues
resolutions. Senior-level mediate difficult employee
relations issues. finally, the executive level deals with the
creation of conflict resolution strategies (Alimba, 2017). As
a health provider, I have encountered cases of dysfunctional
conflict within the health facilities and during health
service delivery. The scenario I will consider for the
presentation is an incidence that occurred during the
emergence of Corona within society. In our hospital, the
Reference
Alimba, C. (2017). Dysfunctional Consequences of
Conflict on Teachers’ Productivity: A Theoretical Insight
Dysfunctional Conse. International Journal of Arts and
, Humanities (IJAH) Bahir Dar- Ethiopia, 6(1), 146-161.
Retrieved September 30, from
https://www.researchgate.net/publication/314301094_Dysf
unctional_Consequences_of_Conflict_on_Teachers
%27_Productivity_A_Theoretical_Insight
-------------------------------------------------------------------
Dysfunctional conflict are situations that arise during
debatable events of misunderstanding, uncertainty, role
confusion, and stress. As indicated by Joel, The Thomas-
Kilmann Index branded five responses to conflict; avoiding
accommodating, compromising, collaborating, and
competing (2018, p.330). Advance practice nurses and
other counterparts face conflict through various practice
setting among co-workers and consumers.
A common conflict I have observe often is between
nurses and nurse technicians. Shift starts and everyone is
doing bedside shift reporting. The floor is understaffed and
the acuity of patients has been increasingly difficult;
request for pain medication, toileting, and other random
needs. Nurse technicians finish reports of each room,
followed by the primary nurse, and disregards to address
incontinent patients, leaving the patients wet for the
primary nurse to clean. According to the RN Journal,
“Nurses have difficulty in dealing with conflict in an open
manner and avoid conflict, harboring emotions that the
conflict creates leading them to act out in convert ways
(RNJ, 2019, para. 6). Many nurses feel that teamwork is not
displayed within the unit between the two. Two strategies
that can be implemented to resolve conflict issues is
