Purpose Of This Assignment: Learn How To Ide

Purposethe Purpose Of This Assignment Is To Learn How To Identify And

The purpose of this assignment is to learn how to identify and effectively manage conflicts that arise in care delivery settings resulting in better management of patient care, including appropriate delegation. You will gain insight into conflict management strategies and develop a plan to collaborate with a potential nurse leader about the conflict and its impact in a practice setting.

Review the information provided in our library of how to search for journal articles. Review the information provided in our library of how to locate and copy a journal permalink. You are required to complete this assignment using the productivity tools required by Chamberlain University, which is Microsoft Office Word 2013 (or later version), or Windows and Office 2011 (or later version) for MAC. You must save the file in the ".docx" format. Do NOT save as Word Pad. A later version of the productivity tool includes Office 365, which is available to Chamberlain students for FREE by downloading from the student portal at (Links to an external site.) Click on the envelope at the top of the page.

Paper For Above instruction

Introduction

Identification of the Conflict

Analysis Using the Four Stages of Conflict

Finkelman (2016) describes the four stages of conflict as latent, perceived, felt, and manifest. In the latent stage, underlying issues are present but unrecognized. In this case, issues surrounding delegation and workload distribution existed but were unspoken. The perceived stage occurs when individuals recognize conflict cues; here, the nurses noticed tension and communication issues. The felt stage involves emotional responses, including frustration and defensiveness. The manifest stage is where open conflict occurs, evidenced by disagreements during staff interactions. Recognizing these stages helped me understand that the conflict was ongoing and unresolved, necessitating intervention.

Relationship of Conflict Stages to the Workplace Example

In the workplace example, the latent conflict stemmed from unclear delegation responsibilities and workload perceptions. Perception of unfairness triggered miscommunication, progressing to emotional tension—the felt stage. The manifest stage became evident during staff discussions, where angry exchanges and defensive behaviors surfaced. Understanding these stages allowed me to see that the conflict was escalating and that early intervention could prevent its deterioration. This understanding guided me to consider negotiation and mediation strategies aligned with the conflict's progression.

Collaboration with a Nurse Leader

To address the conflict effectively, collaboration with a nurse leader is essential. I would approach the nurse leader to discuss observations objectively, emphasizing patient safety and team cohesion. Together, we could facilitate a conflict resolution session, encouraging open dialogue between the nurses involved. Establishing common goals—such as maintaining high-quality patient care and fostering team collaboration—would serve as a foundation for reaching consensus. The nurse leader's role would include mediating, facilitating understanding, and guiding the team toward a sustainable resolution.

Conflict Resolution Strategies and Rationale

Beyond the textbook, two scholarly articles offer insights into conflict resolution within nursing teams. One emphasizes the effectiveness of collaborative problem-solving, advocating for emphasizing shared goals to reduce defensive behaviors (Johnson & Johnson, 2019). The other explores the use of restorative justice approaches to address conflicts, promoting accountability and mutual understanding (Wright & Almeda, 2021). I believe the most appropriate strategy in this case is collaborative problem-solving because it fosters open communication, respects each nurse's perspective, and emphasizes teamwork, ultimately leading to sustainable solutions.

The rationale lies in the strategy's focus on mutual respect, shared responsibility, and constructive dialogue—elements crucial for resolving conflicts that threaten patient safety and team harmony. Implementing this approach can transform conflict into opportunities for growth and improved collaboration.

Conclusion

This experience underscored the importance of early conflict recognition, understanding the stages of conflict, and employing collaborative strategies to foster team cohesion. Moving forward, I intend to apply proactive communication skills and seek mentorship from nurse leaders to address conflicts promptly. Developing a systematic approach rooted in conflict resolution theories enhances my ability to manage disagreements effectively, ensuring a focus on patient safety and quality care.

References

• Finkelman, A. (2016). Leadership and Management for Nurses. Pearson.
• Johnson, D., & Johnson, R. (2019). Joining Together: Group Theory and Group Skills. Pearson.
• Wright, K., & Almeda, V. (2021). Restorative Justice in Nursing: Addressing Workplace Conflict. Journal of Nursing Management, 29(3), 571-578. https://doi.org/10.1111/jonm.13272
• Chamberlain University Library. (n.d.). How to search for scholarly articles and locate permalinks.
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