Employees’ team-work is essential in every organization for its success. However, individuals having been brought up in different environments behave differently, making it difficult to work as a team. For instance, most conflicts in organizations arise as a result of some employees choosing their self-interest over firm’s objectives, arguing over a point for too long, being disrespectful, and poor communication skills, among others (Sherman, 2013). However, human healthcare being a vital field, conflict among nurses can lead to huge repercussions. Therefore, nurses and other medical practitioners should be equipped with proper skills on how to work with difficult co-workers in a firm.
Research has indicated several ways that could be used while dealing with difficult individuals in the workplace. For example, avoiding such persons is one of the styles used by some workers (Vermont Nurse Connection, 2011). The technique enables them to avoid conflict without hurting anyone’s feelings. However, it is best applicable when there is another individual is in a better position to solve the issue or when chances of winning are low. Similarly, modeling good behaviors as a way of preventing bad ones is also a compelling style ( The Advisory Board Company, 2018). Such is achieved through a nurse changes how they respond to their difficult colleagues. When this technique is used, the difficult person is forced to learn different behaviors (Sherman, 2013). Using fewer words and one holding their grounds are also effective styles used in many companies. Also, using a collaborative technique is significant since all parties feel involved, and hence remains cooperative (Vermont Nurse Connection, 2011). Consequently, the use of such methods is essential for the organization since employees learn to focus on their duties and respect their colleagues.
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All individuals can be difficult at times, hence making it inevitable to have conflicts in the workplaces. However, nurses need to solve disagreements in the most effective ways to benefit healthcare consumers. Nonetheless, the styles used in addressing the differences should be unbiased and, either wholly or partially, satisfies all parties involved. As a result, both parties should feel victorious thus solving the problem and working towards a common goal. When conflicts are settled in a healthcare setting, a lot of time, money, energy and other resources are saved (Vermont Nurse Connection, 2011). The productivity level also increases, working relationships maintained, and employees’ morale boosted. Therefore, healthcare practitioners should be equipped with skills that would help them handle difficult individuals.
References
Vermont Nurse Connection, (2011). Personal & Financial Health. When Nurses Don’t Wanna Go There: Resolving Conflicts. Retrieved from PDF
The Advisory Board Company, (2018). The 5 Simple Ways to Stop Nurse Bullying According to Hospital Executives. Retrieved from PDF
Sherman, O. R. (2013). Dealing With difficult People. Find out How to Cope With the Clams, Volcanos, Snipers, and Chronic Complainers in your midst. Retrieved from PDF
