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Describe a conflict within an organization or team with which you are familiar.
Identify and describe the source(s) and level of the conflict and support with evidence. Describe the steps taken to resolve the conflict or, if it is an ongoing conflict, propose steps to resolve the conflict. Describe a minimum of three conflict outcomes that could reasonably occur as a result of the conflict resolution. Support your reasoning for each possible outcome. Your paper must use a minimum of three scholarly sources, in addition to the textbook, your paper must be formatted according to APA style as outlined in the Ashford Writing Center.
Paper For Above instruction
Conflict is an inevitable aspect of organizational life, often arising from differences in expectations, communication failures, or cultural misunderstandings. In a recent experience within a healthcare team at a mid-sized hospital, a significant conflict emerged between a senior nurse and a newly hired nurse. The conflict centered on differences in clinical practice approaches and perceived communication deficiencies, which impacted team cohesion and patient care quality. This paper analyzes this conflict by identifying its sources and dynamics, examining the resolution process, and exploring potential outcomes of effective conflict management.
Description of the Conflict
The conflict occurred between the senior nurse, who had over a decade of experience, and a newly hired nurse with less than a year in the organization. The root of the disagreement stemmed from differences in clinical decision-making and communication styles. The senior nurse was more assertive and relied on traditional practices, whereas the new nurse was more open to adopting innovative approaches aligned with current evidence-based practices. Tensions escalated when miscommunications about patient treatments led to concerns over safety and accountability, affecting team morale and job satisfaction.
Sources and Level of the Conflict
The primary sources of conflict included differences in professional experience, varying communication styles, and conflicting expectations regarding patient care. The level of conflict was intergroup, involving not just the two nurses but influencing the broader team dynamic. Evidence suggests that some team members aligned with the senior nurse’s traditionalist approach, while others supported adopting new practices, leading to polarization. The conflict was moderate but risked escalating if not adequately addressed, given the potential impact on patient safety and team performance (Jeong, 2016; Rahim, 2017).
Steps Taken to Resolve or Address the Conflict
Initially, conflict resolution efforts involved direct communication between the involved parties, facilitated by a shift supervisor. The supervisor encouraged open dialogue and active listening, aiming to understand each nurse’s perspective. Following this, a mediated meeting with a hospital's conflict resolution specialist was organized, focusing on clarifying expectations, establishing mutual respect, and developing collaborative care protocols. Training sessions on effective communication and cultural competence were arranged to foster understanding and teamwork. If the conflict persists, proposed steps include ongoing team-building activities, conflict coaching, and formal mediation to ensure sustainable resolution (Deutsch & Coleman, 2012; Thomas & Kilmann, 1974).
Potential Conflict Outcomes
- Constructive Resolution and Improved Collaboration: If the conflict is effectively resolved through open communication and mutual understanding, the team can experience enhanced collaboration, leading to better patient outcomes and increased job satisfaction. This outcome relies on sustained commitment to shared goals and ongoing communication training.
- Persistent Tension but Functional Team Dynamics: Should resolution efforts only partly succeed, tension may persist, but the team can learn to work around disagreements without significant disruptions. This outcome might involve formalized protocols or boundaries to minimize conflict impact (Gelfand et al., 2018).
- Escalation and Team Dissatisfaction: If unresolved or mishandled, conflicts could escalate, resulting in decreased morale, turnover, and compromised patient care. This outcome underscores the importance of proactive conflict management strategies.
In conclusion, conflicts within organizations are complex, often rooted in differences in background, communication, and expectations. Proactive identification and structured resolution are vital for maintaining a healthy work environment. By understanding conflict sources and employing appropriate resolution strategies, organizations can turn conflicts into opportunities for growth and improved teamwork.
References
- Deutsch, M., & Coleman, P. T. (2012). The handbook of conflict resolution: Theory and practice. John Wiley & Sons.
- Gelfand, M. J., Leslie, L. M., & Leung, A. K. (2018). Conflict and Negotiation in International Settings. Annual Review of Organizational Psychology and Organizational Behavior, 5, 237-263.
- Jeong, H. W. (2016). Conflict management and resolution: An introduction. Routledge.
- Rahim, M. A. (2017). Managing conflict in organizations. Routledge.
- Thomas, K. W., & Kilmann, R. H. (1974). Thomas-Kilmann Conflict Mode Instrument. Xicom.