Conflict Defined
Conflict is an event that occurs whenever interdependent people or groups have different goals or aspirations of achievement amid an environment of scares resources.
Examples of Conflict In Personal Life
An intrapersonal example would be deciding whether or not to go to the bar and have fun when you could study for your midterm exam, and an interpersonal example would be fighting with one’s significant other over whether or not it’s okay to eat crackers in bed.
Conflicts in the Healthcare World
Causes of conflict can include, but are not limited to, deviation in ethical and moral standards, negligence, scarcity of resources, unmotivated employees, and poor leadership. An intrapersonal example would be a physician deciding to take someone off life support, and an interpersonal example would be a geriatric team and a pediatrics team deciding whether children or elderly should receive the first batch of a new vaccination.
Passive & Aggressive Responses and Their Results
A passive response to conflict would be a professor or supervisor who does not help or respond when you e-mail them about a problem. A passive response may lead to a lacking perception of satisfaction among subordinates, and conflict may continue. An aggressive response to conflict would be to threaten to leave your job if a conflict is not resolved, or to confront those you have a problem with in person immediately. An aggressive response to conflict may cause subordinates to feel their opinions are unheard, but conflict will end quickly.
Our Group's Conflict Styles
Primary Conflict Styles
In a Healthcare Management Team What are our Strengths & Weaknesses
We would be a strong team because none of us use the avoidance technique to manage conflict, and all of us have competencies in multiple conflict management styles. The only weakness we saw is that we may be quick to make a decision without gathering all the resources and looking at all perspectives.
- Reid M. Buerer - Compromise
- Tanner Benson - Competing & Accommodating
- Courtney Bonds - Accommodating & Collaborating
- Chad Burkowski - Accommodating & Collaborating
- Reid M. Buerer - Competing, Accommodating, & Collaborating
- Tanner Benson - Collaborating
- Courtney Bonds - Compromise & Competing
- Chad Burkowski - Compromise & Competing
In a Healthcare Management Team What are our Strengths & Weaknesses
We would be a strong team because none of us use the avoidance technique to manage conflict, and all of us have competencies in multiple conflict management styles. The only weakness we saw is that we may be quick to make a decision without gathering all the resources and looking at all perspectives.
Case Study
Conflict Management Style: Collaborating
Description of Conflict Intervention: Hold a staff meeting for day and night shift nurses. Address the conflict, the hospital policy, and the citation received. Allow nurses to voice their opinions and mediate other conflicts which may arise. One must be sure to let nurses know this is an issue of miscommunication, not favoritism.
Possible Response From Nurses: Day nurses may be upset because they were wrong, but if their feelings are addressed and the fact that this was an issue of miscommunication of the hospital policy, the retaliation will slowly end.
Possible Final Conflict Resolution: Meeting with nurses who continue to retaliate to let them know if this continues they will be dismissed, and terminate those who keep acting out after one-on-one meetings.
Description of Conflict Intervention: Hold a staff meeting for day and night shift nurses. Address the conflict, the hospital policy, and the citation received. Allow nurses to voice their opinions and mediate other conflicts which may arise. One must be sure to let nurses know this is an issue of miscommunication, not favoritism.
Possible Response From Nurses: Day nurses may be upset because they were wrong, but if their feelings are addressed and the fact that this was an issue of miscommunication of the hospital policy, the retaliation will slowly end.
Possible Final Conflict Resolution: Meeting with nurses who continue to retaliate to let them know if this continues they will be dismissed, and terminate those who keep acting out after one-on-one meetings.