RUNNING HEAD: CONFLICTS IN NURSING

Conflicts in nursing

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Institution

Author Note
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Conflicts in nursing

Introduction

Conflict is a prospect no matter the profession, and nursing isn't an exemption. Nurses

play different roles such as care providers, instructors, and administrators. These roles lead to

various interactions among other nurses and health care teams, which raises the possibility of

conflicts arising in the hospital setting among the nurses. Encounter is a vibrant process that can

be positive or negative within work surroundings. Conflicts are consequences of alleged

differences in common goals, ethics, ideas, opinions, feelings, or engagements. Conflict may be

caused by scarce resources, interpersonal communication skills and, poorly defined roles and

knowledge. This paper illustrates a conflict that I experienced in nursing, its outcome, how it was

resolved. It also explains what is professional incivility and, its impact on the professional

relationship and the patient care outcome.

Issue-based conflict

According to C. Garcia (, 2006 issue-based conflict occurs when the root cause is a

disagreement about how to handle a problem at hand. For example, as I was on my shift as

mental health nurse with my partner, based on my experience in a class I disagreed with the way

my partner was cleaning the wound of the patient. Instead of coercing my partner, I went ahead

and consulted other nurses on the unit and I realized her way of cleaning the wound was

preferred. T. We used comprising approach to solve the conflict.

The outcome was negative, compromising style sometimes results in interim solutions

when a full solution is not immediately possible Thompson (2016). Everyone was able to give up

a little bit her ideas on the issue, we agree to negotiate larger points and let go of the smaller

points. The resolution was tense because it was satisfactory to both parties but completely
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satisfactory to neither. To improve the situation I would have used a collaborative strategy to

solve the conflict. The collaborative approach builds the relationship and advances the potential

for future problem solving and, promotes creative solutions Willcox et al (2018).

Professional incivility

Huttons and Gates stated that Incivility is characteristically rude and disrespectful,

revealing a lack of respect for others. Work incivility is a significant problem in healthcare

centers. It disrupts both clinicians enduring the negative actions and the care that is delivered

under the shadow of incivility. The individual who experiences incivility suffers negative social,

mental, and somatic effects. Threatening and disruptive actions lead to medical errors, a

reduction in patients’ satisfaction, and an increase in the cost of care.

Conflict resolution helps nurses to feel more job satisfaction and has a positive impact on

patient care. Nurses are more concerned about how they are treated. If they are treated with

respect by colleagues, and managers, they will experience a positive working environment.

Conclusion

Conflict is inevitable. It is a significant issue within health care all over the world. The

collaborative approach is the best way to solve conflicts among the parties involved, as it creates

a relationship and promotes creative solutions. Incivility in the workplace disrupts both clinicians

and the care that is provided to the patients. Nurses and organizations that seek to manage

conflict among themselves reduce negative effects on the working environment and

organizational productivity.
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References

1. .Renne Thompson (2016) 5 conflict resolution strategies for savvy nurse

managers.

2. . Hutton S, Gates D. Workplace incivility and productivity losses among direct

care staff. AAOHN J. 2008;56:168–75. [PubMed]

3. Willcox, A., Sutherland Boal, A., de Padua, A., Balaski, B., Ens, B., Toye, C.

R., ... & Harris, Y. (2018). Leadership and influencing change in nursing.

University of Regina Press.

4. Vivar, C. G. (2006). Putting conflict management into practice: a nursing case

study. Journal of nursing management, 14(3), 201-206.