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Bullying and Conflict Resolution Strategies in the Healthcare Setting

Ferreira, B.

School of Nursing, Nipissing University

NSGD-2106-FA814: Clinical Practicum – RPN to BScN

Marion Nguyen-Huu

October 22, 2023

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Bullying and Conflict Resolution Strategies in the Healthcare Setting

The main focus of the three articles chosen is that bullying and horizontal violence is

prevalent in the nursing and healthcare setting (Longmore, 2020). Since nursing is often a high-

stress occupation, and nurses are more often than not in high-stress situations, it is common for

nurses to lose their tempers and can eventually be led to act unprofessionally to their team

members (Lahana et al., 2019). Another explanation for this observation is the perpetuation of

the sentiment that nurses need to ‘learn through fire’ and therefore senior nurses do not assist

newer nurses as they need (Longmore, 2020). This leads to the new nurses to adopt the same

attitude after they gain experience and are expected to mentor the newer nurses, as they believe

since they learned from ‘tough love’ the new generation should be treated the same (Longmore,

2020). A common conclusion found in the articles is that prolonged bullying can lead to

decreased performance and nurse burn-out, so bullying and conflict resolution is a very relevant

topic that should be first introduced early in nursing school, so that new nurses are aware and can

prepare for possible future conflicts (Lahana et al., 2019).

Another thing all articles have in common is that all studies found that the leading

reaction nurses displayed in the face of bullying was avoidance (Lahana et al., 2019). Most

nurses chose to ignore the bullying and avoid the perpetrator, rather than confront the problem

(Ebrahim, 2020). This has been found to be ineffective in solving the problem, and has led to the

continuation and exacerbation of the negative behaviour (Ebrahim, 2020).

While the articles shared different conflict resolution techniques, the common thread

seemed to be assertiveness (Ebrahim, 2020). Nurses need to be assertive when defending

themselves against workplace bullying, as this will allow them to better communicate their

interpretation of the situation with their workmates (Longmore, 2020). In instances where nurses
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remained passive or passive aggressive, the results were similar to the occurrences in which the

nurses avoided the conflict, and similarly was found to be ineffective (Lahana et al., 2019).

For example, in Ebrahim’s article, negotiation is suggested as a method of conflict resolution that

has been studied and observed to be successful (2020). Here, the author explains that having

clear and open communication is needed, and that through discussion of each’s viewpoints,

agreements can be reached (Ebrahim, 2020). To begin negotiation, it is first vital to be assertive

in demanding the perpetrator’s attention to the issue and being assertive in how their behaviour

has made the nurse feel (Lahana et al., 2019). This can then begin the process of reaching a

negotiation (Ebrahim, 2020).

The articles also agree that the next step to escalate the situation if the teammate is not

receptive is to involve the nurse’s direct supervisor (Lahana et al., 2019). If the nurses are unable

to reach a peaceful conclusion themselves, it is suggested that someone in a supervisory role be

used to mediate the conflict and provide a neutral, unbiased space to resolve the conflict (Lahana

et al., 2019). In this instance, assertiveness is also required to advocate for oneself and ask for

additional help from a supervisor (Ebrahim, 2020). The nurse may fear retaliation or continued

bullying, so it is important to ensure an environment in which to fully resolve the conflict, and

for the supervisor to promote a welcoming and inclusive workplace (Lahana et al., 2019).

Organizational supports are also vital in supporting this welcoming and supportive

workplace, putting in place efforts to promote professional and therapeutic communication

techniques and encouraging collaboration, mentorship and comradery between team members

(Lahana et al., 2019).

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References

Ebrahim, E. (2020). Negotiation as a management strategy for conflict resolution and its effect

on enhancing collaboration between nurses and physicians. Egyptian Nursing Journal,

17(1), 13–22. https://link-gale-

com.roxy.nipissingu.ca/apps/doc/A642714280/AONE?u=nort15996&sid=bookmark-

AONE&xid=0839669f

Lahana, E., Tsaras, K., Kalaitzidou, A., Galanis, P., Kaitelidou, D., & Sarafis, P. (2019).

Conflicts management in public sector nursing. International Journal of Healthcare

Management, 12(1), 33–39. https://doi.org/10.1080/20479700.2017.1353787

Longmore, M. (2020). Learning how to respond to bullying: Nursing students and academic staff

must be better prepared to deal with the negative behaviours students often encounter

when on clinical placements. Kai Tiaki: Nursing New Zealand, 26(1), 12. https://link-

gale-

com.roxy.nipissingu.ca/apps/doc/A613866269/AONE?u=nort15996&sid=bookmark-

AONE&xid=dace6085