Case Study 3
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Case Study 3
Disagreements and inconsistencies are common occurrences by nurse professionals in hospital settings. The conflict described in the case is issue-based since the root cause is a disagreement about how to solve a problem. The problem is the scarcity of registered nurses in two departments and disputes over how each unit should share the new RNs. It is the most common type of conflict in nursing and causes most tension due to a difference in approach to a standard solution. As long as communication is open, clarification and sometimes compromise could lead to both parties’ agreeable path. The conflict could potentially transform into a group conflict since, without compromise from both sides, one unit will win, causing tension on the other. Competitive conflict is disruptive and could cause an inevitable challenge in work relationships between nurses and other healthcare team members.
Nurse Menovich is using the confrontational style of conflict management; precisely the competing style. It is due to her preoccupation towards winning the argument and is overly assertive. She is not focused on finding the best possible solution and rejects any compromises, not allowing room for Nurse Salee’s need for more RNs in her unit. She has stated that she would not give up until she gets her way. The style of conflict resolution may not lead to the hospital’s best interests and is unreasonable since both units are in great need of additional Registered nurses. Nevertheless, Nurse Menovich is assertive and determined to defend her ideas without empathy and understanding for Nurse Salee. To achieve a win-win situation, Nurse Salee could utilize the collaboration style, which promises the best long-term results. The model is time-consuming but allows for each party’s needs and demands to be considered to attain a win-win solution. The method would ensure the relationship between Nurse Salee and Nurse Menocich is preserved and that both the oncology and surgical unit can still collaborate. Nurse Salee should present a strong case on the importance of added RNs in her department and ensure the conflict is negotiated. Skilled conflict management demands minimization of the lasting effects of conflicts such as hatred between the two units. Compromise is essential in establishing long-term solutions for problems since it ensures low staff turnover, effective communication and respect and an exemplary organizational reputation.
References
El Dahshan, M. E., & Moussa, R. I. (2019). Levels and Types of Conflict Experienced by Nurses in the Hospital Settings: A Comparative Study. American Journal of Nursing, 7(3), 301-309.