Observe nurses in a care delivery setting. Identify a recurring conflict with the potential to negatively impact patient care. Decide if delegation was an issue in the conflict. This should be from your practice setting or prelicensure experiences.Improving team work in an organization and especiallyin a medical care center is very essential for human resource productivity andthe entire growth and performance of the organization. The effectiveness ofteam work can be achieved through collaboration, coordination, and conflictresolution (Finkelman, 2016). The deficit in these three virtues of effectiveteam work in the nursing profession or the medical service industry presentsgreat risk exposure and a threat to the lives of human beings or the patients. The medical service industry and in particularnursing is one that is highly exposed to conflicts due to high degrees ofconcentration required and engagement of the human resources. The possibleeffects of working in a largely engaging environment and that high demand levelof concentration are distress and feelings of depression. Such workingconditions are a perfect recipe for blending conflict within the organization.Working conditions that present high conflict exposures require management andleadership approach that has clarity in communication and coordination, onethat has firm structures that encourage work collaboration and one that is ableand capable of effectively managing conflict in the organization. It is, however, important to point out that manyconflicts that arise in the medical service industry and especially in publicfacilities are as a result of poor delegation of work by the management(Finkelman, 2016). As a result, there are almost countless and documented casesof losses on the part of the patient which is either death or severity of thepatients condition all emanating from negligence caused by poor delegationIn my view, one of the most frequent and recurrentconflicts as far as nursing is concerned is shift woes. The work conditions fornursing demands nurses to work round the clock. In essence, patients must beattended to throughout the time and thus meaning segregation of duties based ontimes. Nurses work in shifts; there are those who take the night duties andthose assigned to day duties and therefore working at different times in thesame work stations. In such working environment, for instance, one nurse mayfeel that his or her counterpart is not doing enough for the patient whorequires attendance during day and night. He or she may feel that shoddy anddisorganized work was done during the night which is upsetting and thus causingserious disagreements. On the other hand, the nurse responsible for the nightshift may feel overwhelmed by the harsh night working conditions and thereforefeel that he or she is doing so much than others. These feelings ofdiscontentment between the nurses will ultimately erupt conflict which willapparently affect effective service delivery to the patient. Conflicts thatemanate from shifts indicate a deficit in the delegation of duties. Anothersource of conflict regarding shift woes is poor time management between day andnight shifts. During alteration, for example, the nurse on the night duty mayarrive late contrary to the written procedures of work hence causing delay andoverworking of the nurse at day shift. This can lead to poor service deliveryto the patient by the irritated and delayed nurse and thus waging conflict.Provide details of what happened, including who was involved, what was said, where it occurred, and what was the outcome that led you to decide the conflict was unresolved.Personally, I have witnessed conflict in a similarscenario as outlined above in Florida state hospital in the inpatient emergencydepartment where front nurses are responsible for receiving the inpatientpatients that require emergency attendances and first aids. In this case, theconflict was triggered by persistence in the late coming of the nurses on thenight shift which led to transpiration of a lot of non-performance issues whenconflict erupted. For the occasional times I have ever attended the Floridastate hospital on day ours, the observation of things indicate a seamless flowof operations, however, this day was my first to attend to the hospital in theevening and things seemed unusual to my sight. Contrary to my expectation tothe inpatient emergency department, there seemed work go-slow. It didnt lastlong before two groups of nurses furiously engaged each other in a battle thatclaimed irresponsibility on the part of the night shift nurses who were accusedof poor service delivery, negligence, and poor time management. On the otherhand, in their argument, the night shift nurses claimed that the reason forthem being late for their duty is that the night duty is so engaging andtougher as opposed to the day duty and thus the night shift nurses requiredsome more time to rest and prepare for the tough work at night. This led me to understand the reason for theunusual look of things. The standoff between the nurses lasted for minutesbefore the night shift nurses took over their role. The criticality of thesituation was that there was no one like the night supervisor to arbitrate theconflicting parties which left the patients with no other options other to takeup the role reconciling the groups. Identify the type of conflict. Explain your rationale for selecting this type.The kind of conflict illustrated in the scenario isintergroup conflict. Intergroup conflict is one which emanates frommisunderstanding between various groups within an organization. The case of thestand-off between the two groups of nurses points out misunderstanding as thecause of conflict. The two groups of nurses have negative attitude towards eachother, and each party believes that it is right to its actions which make itdifficult to resolve the rivalry within themselves.Outline the four stages of the conflict, as described in our text, and how they relate to your example.Understanding of the stages of conflict is veryimportant to the organizations as it helps them to avoid conflict and developlasting conflict resolutions. As such there are tentatively five stages ofconflict, however, some authors like Finkelman can be compressed them to four.Conflict stages encompass; the latent stage or potential, perceived orcognition stage, felt or intention stage, behavior and outcome stages(Finkelman, 2016). The latent stage is the first stage of conflictdevelopment (Bercovitch, 2008). At this stage, opportunities for conflict aredeveloped at three conditions; communication, structure and personal variables.Different people in the organization perceive communication differently; somemay not be pleased by the connotations of the word in communication and thuschanneling conflict. The structure of the organization may trigger conflictthrough things such as the reward programs and the leadership styles employedin the organization. Also, personalities which are dogmatic and authoritarianare critical elements that are potential to develop conflict within anorganization. The management structure of Florida state hospital is more likelyto be condition behind the nurses conflict. There are ineffective internalcontrols regarding supervision and management of the human resources in the twoshifts, that is, day and night which entirely complicates communication ofconcerns by the two groups of nurses.Cognition and personalization stage is when theconflict becomes real, known and ceases to be a secret anymore (Bercovitch,2008). This is through communication breakdown where people dont want to talkto each other, anger expression which could be in the form of raised voices.This is evident when the Florida state hospital nurses on day shift confronttheir night shift colleagues, and each party lays their issues clear to eachother. The third stage of conflict development is theintention. At this stage, parties may compete intending to satisfy theirdesires irrespective of the consequences on the other parties to the conflict.This is the way between the two conflicting nurses groups in Florida statehospital. Each group is competing to air out its grievances and win thesituation. The aftermath stage is the last stage in conflictdevelopment. This is the stage of the outcome of the conflict. The outcome maybe dysfunctional thus hindering employees performance, or the outcome mayenhance the performance of the employees. Propose strategies to resolve the conflict. Search scholarly sources in the library and the Internet for evidence on what may be effective.The discussion is one of the most effective conflictresolution strategies. Discussion should be triggered by a neutral party suchas the management to fairly address the issues of both parties. In most cases,it is challenging for two conflicting parties to solve the challenges withinthem, in such a case, mediation effected by a neutral party becomes one of thebest strategy (Smallbusiness.chron.com, 2017). However, if the parties holdstrong hand lines against each other, they should be asked to compromise tosolve the matter.Discuss if delegation was an issue in the conflict. Be specific.A delegation of duties in Florida state hospital wasan issue as it lacked to effectively harmonize the working conditions andservices of the two groups of nurses. Also, there was a deficit in thedelegation of supervision and management of the alternating shifts.Describe how you would collaborate with a nurse leader to reach consensus on the best strategy to employ to deal with the conflict.I would collaborate with nurse leader throughproviding advice on discussion as the best strategy to ensure conflictresolution. The discussion will allow a better understanding of the issue ofconflict and the contributing factors which would lead effective conflictresolution. I would also advise the nurse leader to strengthen theorganizational internal controls to ensure effective time management.Describe the rationale for selecting the best strategy.The strategy should be in line with organizationalpolicies and guidelines on conflict management. The conflict resolutionstrategy selected should as well demonstrate fairness and justice to theconflicting parties in addition to adding effectiveness to the performance ofthe organization.Provide a summary or conclusion about this experience or assignment and how you may deal with conflict more effectively in the future.Every organization with employees is exposed to conflict. The most important thing as far as conflict is concerned is the preparedness of the organization in conflict management. One way to bring about effective conflict management is developing structures, policies, and procedures that guide the operations of the organization; this will prevent issues such as poor time management and irresponsibility. Moreover, the organization needs to develop a collaborative culture and team spirit as well as effective coordination system which are essential in preventing conflict within the organization. This is the approach that Florida state hospital should undertake in conflict management. ReferencesBercovitch, J., Kremenyuk, V., & Zartman, I. W. (Eds.). (2008). The SAGE handbook of conflict resolution. Sage.Finkelman, A. (2016). Leadership and management for nurses: Core Competencies for quality care (3rd ed.). Boston, MA: PearsonLewicki, R. J., Weiss, S. E., & Lewin, D. (1992). Models of conflict, negotiation and third party intervention: A review and synthesis. Journal of organizational behavior, 13(3), 209-252.Smallbusiness.chron.com (2017). Five Types of Conflict Resolution Strategies. [online] Smallbusiness.chron.com. Available at: http://smallbusiness.chron.com/five-types-conflict-resolution-strategies-19251.htmlGet Help With Your AssignmentIf you need assistance with writing your assignment, our professional assignment writing service is here to help!Find out more
