The preferred conflict approach
Conflict Self-Assessment involves identifying the conflict, establishing its intensity, analyzing the impacts of this intensity, determining suitable intervention methods, and monitoring the results. The term conflict primarily refers to the perceived disagreement between individuals. It mainly incorporates a 4-stage process involving frustration, conceptualization, response, and outcomes (Ghoneimy et al., 2018). There are five approaches to addressing conflict; avoiding, accommodating, competing, compromising, and collaborating (2018). These approaches manifest distinct compositions of assertiveness and cooperativeness.
I prefer the compromising approach. The compromising approach is a mediated, assertive, cooperative approach to conflict. People can deliberate and are willing to accept the outcome of conflict resolution and the attainment of set objectives for all the parties involved. Each party involved in this approach needs something but also has to provide something in the course of conflict resolution. The implication is that one party wins or another party loses, or both parties may lose something. It is a temporarily conflict resolution approach apart from the point conditions, perspectives or individuals decide to change
Delegate your assignment to our experts and they will do the rest.
Factors that determine the response to conflict
According to William James said, in the event of two conflicting people, six different perspectives are represented. There is the perspective on how one view himself, each one as the other perceives him and each one as he is. When addressing a conflicting problem, the experience is just part of a more significant issue. It is the same as having an individual during a conflict; the different parties involved in a conflict respond differently. The manner in which every individual specifically responds is accompanied by our upbringing, temperament, cultural beliefs, context relationship, experiences, and values (Curtis, 2015).
Strengths and weaknesses the approach
In the utilization of the compromising approach, conflict outcome is perceived as unbiased. It is fair between the involved parties as everyone acquires something in the end. The approach preliminary resolves preexisting conflict as it lays a preparatory foundation to determine solutions to persistent conflicts (Petersen, 2019). In a compromising approach, individuals involved feel embraced, and their concerns are considered. Compromisers make good listeners; they sincerely are concerned with each other's views to help them negotiate and reach an amicable resolution that at least caters to everyone's needs. The compromising approach is perceived as accommodative (2019). Many people are ready to listen and pay attention to those willing to compromise. The will power to compromise perceived as an indication of adulthood and maturity and the willingness to be a team player. The compromising approach's weakness is that none of the involved parties leaves the deliberation table fully satisfied (2019). This is because compromises are temporary and short-lived; they mostly implore signs of occurrence of another problem in the future.
A common individual problem that needs mitigation by a nurse manager
One common problem involves conflict between nurses, which emerges from various sources such as preexisting disparities in age, competency and professional expertise, perspectives and values, ineffective communication, lack of well-prescribed job descriptions, anticipations, and regulations. The working conditions which incorporate autonomy liberties and physician dominance, inadequate manpower leading work overload also leads to conflict.
Strategies to address the problem
The problem can be addressed by equipping the nursing staff standard proficiency and competency skills to improve patient care. The nurse leader can implement the strategy by conducting a routine in-service training program on regulations that promote the collaborative practice and encourage practical measures to solve the problem towards conflict resolution. The nurse leader must commit to being ready to listen and establish workable solutions to issues facing the nurses. They should also provide an internal or external mediator to help provide support and resolve conflict. And lastly, implement routine evaluation and monitoring programs to determine quality indicators, forms, short-term and long-term results of conflict between nurses, physicians, and various heal care providers.
References
Abd-Elrhaman, E. S. A., & Ghoneimy, A. G. H. (2018). The Effect of Conflict Management Program on Quality of Patient Care. American Journal of Nursing, 7(5), 192-201.
John Curtis (2015). The 8 Factors that Influence How You Handle Conflict -. Retrieved 20 June 2020, from https://www.johncurtis.ca/conflict-resolution/the-8-factors-that-influence- how-you-handle-conflict/ .
Lainie Petersen (2019). Strengths of Compromise As a Conflict Resolution. Small Business – Retrieved 20 June 2020, from https://smallbusiness.chron.com/strengths-compromise- conflict-resolution-10502.html.
