Read statement below, respond substantively. Comment on their identified strategies for resolving conflict.Offer additional suggestions or insight.
Conflict occurs when there is misunderstanding, disagreement, or competition between beliefs, values, goals, feelings, attitudes, ideas, needs, interests, or resources (Mosadeghrad & Mojbafan, 2017). Organizational sources of conflict can revolve around heavy workloads, time pressures, resource scarcity, unclear job descriptions or responsibilities, job uncertainty, poor communication, stress, and organizational change (Mosadeghrad & Mojbafan, 2017; Moreland & Apker, 2016). Personal sources of conflict include employee personalities, values, attitudes, beliefs, knowledge, abilities, and skills. In healthcare, conflict is more often organizational based (Mosadeghrad & Mojbafan, 2017). Bullying can be a source of conflict as well and can cause a negative effect on performance, morale, and interprofessional interactions, leading to employees leaving the workplace where it is taking place and tolerated (Parchment & Andrews, 2019).
Conflict management is the process of recognizing conflict, evaluating the effects, and implementing intervention to reduce the conflict. It leads to a more productive work environment. Strategies nurse leaders can apply to resolve conflict include establishing a baseline of no tolerance for disruptive behavior. When disruptive behavior or conflict arise, it should be encouraged to follow the chain of command to seek resolution. Collaboration is another strategy to promote a culture of safety in which employees feel safe to express their concerns and all parties work together to find a solution (Mosadeghrad & Mojbafan, 2017).