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NUR-514 Topic 2 DQ 2 GCU

NUR-514 Topic 2 DQ 2 GCU
Topic 2 DQ 2

Discuss potential causes of conflict occurring within health care organizations. What are some principles of negotiation and conflict resolution used by the nurse leader to address conflict? What model or leadership theory would be effective to use in addressing conflict?
NUR-514 Topic 2 DQ 2 GCU SAMPLE 1
Conflict within healthcare often occurs between healthcare providers related to differences in values or poor communication (Choi & Ahn, 2021). Healthcare providers focused on their own tasks can have competing agendas or needs. Nurses are patient advocators. As an advocate for patients, nurses can face opposition and conflict from various healthcare professionals.
Conflict has been shown to affect patient care adversely (Ebrahim, 2020). Negotiation is one management strategy for resolving conflict. Studies have demonstrated that negotiation in healthcare enhances collaboration between nurses and physicians (Ebrahim, 2020). Nurse managers can promote conflict resolution and negotiation by providing training and administration support to their staff. Negotiation skills and techniques will foster collaboration among healthcare professionals (Ebrahim, 2020). Continuous education and practice improve conflict-resolution skills (Choi & Ahn, 2021). Nurses can benefit from education on improving communication as well as conflict management and resolution strategies. Improved communication skills can help prevent some conflicts, while negotiation skills can assist in finding a resolution NUR-514 Topic 2 DQ 2 GCU.
Kurt Lewin’s theories have become integral in healthcare management. While he is best known for his change theories, Lewin’s field theory is applicable to conflict resolution. Lewin’s field theory describes the “life spaces” of each of the conflicting individuals (Pratkanis & Turner, 2023). His theory suggests that behavior is a function of the “life space,” or psychological reality, of the individual (Pratkanis & Turner, 2023). Conflict resolution under Lewin’s field theory looks at the detailed “life spaces” of each individual involved and the social force affecting each individual. Finally, the theory proposes that changing the social forces or introducing new ones can encourage change (Pratkanis & Turner, 2023).
Choi, H.-G., & Ahn, S. H. (2021). Effects of a conflict resolution training program on nursing students: A quasi-experimental study based on the situated learning theory. Nurse Education Today, 103. https://doi-org.lopes.idm.oclc.org/10.1016/j.nedt.2021.104951
Ebrahim, E. (2020). Negotiation as a management strategy for conflict resolution and its effect on enhancing collaboration between nurses and physicians. Egyptian Nursing Journal, 17(1), 13.
Pratkanis, A. R., & Turner, M. E. (2023). Kurt Lewin’s field theory. Salem Press Encyclopedia of Health.

NUR-514 Topic 2 DQ 2 GCU SAMPLE 2
Conflict as well as conflict resolution is a large part of leadership in nursing. There are many potential causes of conflict, many of which can occur internally (between two or more employees) or externally (between employees and patients) (Iglesias & Vallejo, 2012). Some internal conflict causes include job satisfaction (such as burnout), job stressors (such as assignment load, working environment, and frequency of rotation), an individual resources (collective experience of the staff on the unit) (Montoro-Rodriguez & Small, 2006). Some external conflict causes include patient satisfaction and patient outcomes (Montoro-Rodriguez & Small, 2006) NUR-514 Topic 2 DQ 2 GCU.
Some important factors of conflict resolution when addressing conflict are open-mindedness, respect, and trust (Weberg, et al., 2019). The leader must be open-minded to both parties experiencing the conflict (Weberg, et al., 2019). In my current position, one way I attempt to do this is to discuss the issue at hand with both parties before engaging in any conflict resolution. Respect is another important factor. Having respect for both people’s points of view as well as for the individual and the work they do is important (Weert, et al., 2019). One way I attempt to do this in my current position is to keep a good rapport with all of the staff as much as possible. I try to listen to them about both work related as well as not work related things and to be available when possible for them. Trust is one of the most important factors in conflict resolution. Trust that the steps agreed upon within the resolution is important (Weberg, et al,. 2019).
There are many different leadership theories that have been developed over time. I feel the transformation leadership style is the one I attempt to utilize the most, especially when addressing conflict. I attempt to adapt my approach and set clear goals going into situations where conflict resolution is necessary (MindTools, n.d.,). I try to make myself available for both staff as well as the patients to the best of my ability while at work and to keep a positive attitude, even in difficult situations.
Home. MindTools. (n.d.). Retrieved from https://www.mindtools.com/a7m23wp/leadership-styles
Iglesias Elena Losa M., & Vallejo, Becerro de Bengoa R. (2012). Conflict resolution styles in the nursing profession. Contemporary Nurse, 43(1), 73–80.
Montoro-Rodriguez, J., & Small, J. A. (2006). The role of conflict resolution styles on nursing staff morale, Burnout, and job satisfaction in long-term care. Journal of Aging and Health, 18(3), 385–406.

NUR-514 Topic 2 DQ 2 GCU SAMPLE 3

Conflicts may range from disagreements to major controversies that may lead to litigation or violence. They can have effects on productivity, morale, and patient care. Conflict is a disagreement within oneself or differences or dispute among persons that has potential to cause harm. Conflicts are inevitable and may occur in any profession including healthcare. It could be among any group of healthcare professionals between patient and any of the member of healthcare team (Al-Hamdam,2009). Conflicts between nurses and patients can arise when patients have expectations that are not met, and no communication made to help them understand the situation. Some problems may be from other professionals but due to the fact that patients have the most interaction with the nurse, they expect them to be in control of every situation. They expect them to provide all answers to their questions not knowing some situations are also beyond their control and will do everything in their power to advocate for their patients. Issues such as patient not getting prescribed medications on time can be misunderstood and the fault given to the nurse. If a patient does not get services such as transportation after discharge, physical therapy or respiratory interventions, they may vent their frustrations to the nurse. Resolution of conflicts in a timely and positive manner under strong leadership is crucial to provide safe and effective patient care while maintaining therapeutic relationships between patients, family members and healthcare staff (Patton, 2014). Conflict does not have to lead to a hostile environment or broken relationships hence the nurse leader should approach it with an open mind so it can lead to a positive experience between both parties. Communication is vital in conflict management as it will help to understand both parties so as to be able to evaluate and intervene. The leader should be clear in explaining protocols and hospital operations while listening to prevent frustrations when expectations are not communication should not leave patient and families with expectations that are beyond nurses’ reach and the nurse made to understand the importance of feedback so patient will always be informed.
The comprehensive Conflict Management Model (CCMM) is the most applied framework for addressing situations that are characterized by disagreements in the workplace, Behfar ,Mannix ,Peterson,Trochim,(2011).According to this theory, if then nurse wish to solve the conflict permanently and comprehensively, need to ensure the proposed long-term realistic strategies are taken into account, the three basis of social conflict such as, its internal, relational, and structural roots NUR-514 Topic 2 DQ 2 GCU.
Al-Hamdan, (2009).Nurse managers, diversity and conflict management. Diversity & Equality in Health and Care, 6 (10.Retrieved from https://diversityhealthcare.medpub.com/abstract/nurse-managers-diversity-and-conflict-management-2087.html.
Behfar K.J.,Mannix E.A.,Peterson R.S.,Trochin.W.M.(2011). Conflict in small groups: The meaning and consequences of process conflict. Small Group Research, 42 (2),127-176 https://doi.org/10.1177/1046496410389194.
Patton, C.M.(2014).Conflict in healthcare: The internet Journal of Healthcare Administration, ((1). Retrieved from https://ispub.com/IJHCA/9/1/2008  NUR-514 Topic 2 DQ 2 GCU

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