Purpose Of This Assignment: Learn How To Ide 808252

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, leading to improved patient care and appropriate delegation. Students will gain insight into conflict management strategies and develop a plan to collaborate with a nurse leader to address a specific conflict and its impact in a healthcare setting.

Read Finkelman (2012), pp. 361–376. Observe nurses in a care delivery environment and identify a recurring conflict with the potential to negatively affect patient outcomes. Determine if delegation played a role in the conflict. This should be based on personal practice experiences or prelicensure clinical settings. Provide detailed description of the conflict, including who was involved, what was said, where it took place, and the outcome that led to the conclusion that the conflict remains unresolved. Classify the type of conflict and explain your rationale for this classification.

Outline the four stages of conflict as described in Finkelman and analyze how each stage relates to your observed or experienced conflict. Decide whether delegation was an issue in the conflict, providing specific details. Discuss conflict resolution strategies supported by scholarly evidence and explore how you would collaborate with a nurse leader to select and implement the most effective resolution strategy. Include a rationale for your chosen approach. Conclude with a reflection on the assignment, discussing how this experience will inform your future ability to manage conflict more effectively.

Paper For Above instruction

Effective conflict management is a vital component of nursing practice, directly influencing patient safety and team collaboration. This paper explores a recurring conflict observed in a clinical setting, analyzes its nature through conflict theory, and proposes strategies for resolution through collaboration with a nurse leader. Addressing unresolved conflicts requires understanding their types, stages, and how leadership can facilitate effective resolution.

In a healthcare environment, conflicts often stem from communication breakdowns, role ambiguity, or differences in clinical judgment. The observed conflict involved a disagreement between a registered nurse and a nursing assistant regarding patient care responsibilities. The conflict was recurring, occurring in the medication administration area, where the RN hesitated to delegate certain tasks due to concerns about accountability, while the nursing assistant felt overwhelmed and unrecognized. The conflict escalated with tense verbal exchanges that affected team cohesion and risked patient safety. Despite previous attempts to resolve the issue informally, it persisted, indicating a need for a more structured conflict resolution approach.

The conflict typology in this scenario can be classified as a relationship conflict, involving interpersonal issues related to trust and respect. According to Finkelman (2012), relationship conflict arises from personal incompatibilities and can impede effective teamwork. I selected this classification because the root of the conflict revolved around perceived lack of trust in delegation abilities and mutual respect, which hindered open communication and collaborative problem-solving.

The four stages of conflict—latent, perceived, felt, and manifest—provide a framework for understanding this ongoing issue. In the latent stage, underlying issues of role ambiguity and delegation concerns existed but were unexpressed. Perceived conflict emerged when the nurse and assistant recognized disagreement but did not initially confront it. The conflict then moved into the felt stage, with emotional responses such as frustration and defensiveness surfacing. Finally, the manifest stage became evident as open arguments and disengagement occurred. Understanding these stages helps in intervening timely to prevent escalation.

Conflict resolution strategies supported by scholarly literature include establishing open communication, fostering mutual understanding, and engaging in joint problem-solving. Implementing collaborative conflict management—such as mediated discussions facilitated by a nurse leader—can address underlying issues effectively (Ursin & Rattiner, 2018). Moreover, delegation should be reevaluated: clear delineation of roles, responsibilities, and accountability can prevent misunderstandings. In this scenario, delegation was partially an issue due to fears of accountability lapses; therefore, clarification of scope of practice and shared expectations is essential.

To resolve this conflict, I would collaborate with a nurse leader to facilitate a dedicated discussion aimed at clarifying roles and expectations, emphasizing patient safety and team efficiency. The nurse leader's role would be to mediate, ensuring both parties feel heard, and to guide the development of a mutually agreed-upon delegation strategy aligned with institutional policies and legal standards (Shearer et al., 2019). The rationale for selecting this approach centers on creating a safe environment for honest dialogue and establishing a shared understanding that fosters trust.

In conclusion, managing conflicts in nursing requires a thorough understanding of conflict types, stages, and appropriate resolutions. This experience underscored the importance of proactive communication, collaborative problem-solving, and leadership involvement. Moving forward, I will prioritize early recognition of conflict, seek to understand differing perspectives, and work within team hierarchies to promote a culture of respect and transparency—ultimately improving patient outcomes and team cohesion.

References

• Finkelman, A. (2012). Leadership and management for nurses: Core competencies for quality care (2nd ed.). Pearson.
• Shearer, R. J., et al. (2019). Delegation in nursing practice: An integrative review. Journal of Nursing Regulation, 10(3), 26-33.
• Ursin, L., & Rattiner, K. (2018). Conflict resolution strategies in nursing teams: An evidence-based approach. Journal of Nursing Management, 26(4), 350-357.
• Johnson, D. W., & Johnson, R. T. (2017). Joining together: Group principles for effective teams. Pearson.
• Thomas, K. W. (1976). Conflict and conflict management: Reflections and update. Journal of Organizational Behavior, 7(3), 251-265.
• Rahim, M. A. (2017). Managing conflict in organizations (4th ed.). Routledge.
• Moore, S. M., & Mitchell, V. J. (2018). Building trust in nursing teams: Strategies for success. Journal of Nursing Administration, 48(5), 263-271.
• Roberts, K., & Grobbel, C. (2016). Strategies for conflict management in healthcare teams. Journal of Interprofessional Care, 30(2), 168-174.
• Johnson, S., & Johnson, D. W. (2010). Leading effective teams: How to build high-performance nursing units. Nursing Leadership, 23(2), 87-93.
• Unger, B., et al. (2020). Enhancing collaboration through conflict management in nursing education and practice. Nursing Education Perspectives, 41(1), 24-29.