Compare and contrast strategies for resolving a conflict,
write an answer based on this assignment. use at least 2 references but not the same that appears here.
1. Describe a situation in which the nurse manager would use problem resolution in the workplace. Describe a situation in which the nurse manager would use negotiation to resolve a conflict (or potential conflict) in the workplace.
Problem-solving skill is essential for any work environment. And the healthcare field is no exception. Especially for nurses who often deals with many people like, patients, doctors, other team members, patient’s families etc. While dealing with so many people and different variables, problems and disagreements arise. So, having a nurse manager that have leadership and conflict resolution skills is essential to help diffuse any adverse situation, and as a result, promoting a peaceful and friendly environment. Conflict often occurs in the hospital setting, especially between new nurses and more experienced staff. At one point, a family member expressed concern that a CNA was not attending the patient’s call lights in an acceptable time manner. I discussed and validated their concerns. In a private setting, I called the CNA aside and spoke with him about it. The CNA was very upset and felt it was not my place to tell him about it. The concerns of the family or the patient should never be dismissed. I spoke with the unit nurse manager to use the opportunity as a teaching moment. Healthcare providers are human, so it is normal for tensions to escalate at times. When that happens, it is the nurse manager duty to negotiate an acceptable solution, especially when the conflict is affecting patient care. Problem-solving is at the center of nursing practices and it is very important for nurses to improve their problem-solving skills to increase the patient care quality (Erol, Tanrikulu, Dikmen, & Akduran, 2016).
2. Compare and contrast strategies for resolving a conflict, using first the informal negotiation method and then the formal negotiation method.
The process of resolving a conflict is a complex one that requires much careful thought beforehand and considerable skill in its implementation. The nurse manager must react knowing which are the sources of conflict, the mechanisms for their production and resolution. And more importantly, knowing how to solve them, whether in an active, regulatory or passive way.
It is essential to know that not all conflicts should be allowed to evolve without intervention. Poorly managed conflict and unresolved conflict have an influence on individuals, organizations, and, most importantly, patient outcomes (Johansen & Mary, 2012).
Handling conflict informally, as the name already says is basically trying to solve the problem in a more amicable and informal way. This approach entails, promoting communication, being a caring and effective listener, identify points of agreement and disagreement, development a plan for working each disagreement, and implementation of the plan.
Handling conflict in formal terms usually comes to place when all attempts to solve the conflict informally have failed. In this case employees can fille a formal complaint or claim that can be managed, either in court or through an extrajudicial resolution of conflicts, like mediation, conciliations etc.
3. Explore the American Nurses Association website for information on collective bargaining for nurses. Which states have nursing unions? Debate the issue of joining a union with another group of students.
Collective bargaining involves a formal procedure governed by labor laws, such as the National Labor Relations Act in the United States. State that has union are California, New York, Florida, Texas, Minnesota, Hawaii, and Massachusetts.
4. PART 1: Log onto the website of your state nurses association and search for information on collective bargaining. Search for news articles, union websites, and other recent information on collective bargaining for nurses in your state. Is there a great deal of collective bargaining activity in your state? If not, why? If yes, what are the primary issues under discussion?
Florida is a right to work state; therefore, the right of an individual to work cannot be denied based on membership or non-membership in any labor union or organization. To ensure the orderly and uninterrupted operations and functions of government, Florida’s state employees do not have the right to strike. Currently, there are seven labor organizations representing State Personnel System employees whose classes are assigned to one of 13 collective bargaining units.
PART 2: Review the pros and cons of becoming part of a collective bargaining unit. If you were a full-time staff nurse, would you want to join a union? Why or why not?
Some nurses believe it is unprofessional to belong to a union. Others point out that physicians and teachers are union members and that the protections offered by a union outweigh the downside. The greatest disadvantage of using collective bargaining as a way to deal with conflict is that it clearly separates management-level people from staff-level people, often creating an adversarial relationship. Any nurses who make staffing decisions may be classified as supervisors and, therefore, may be ineligible to join the union, separating them from the rest of their colleagues
Erol, F., Tanrikulu, F., Dikmen, Y., & Akduran, F. (2016). Examination of problem-solving skills of nursing students in terms of some variables. Journal of Human Sciences, 13(3), 5460-5470.
Johansen M., (2012). Keeping the peace: Conflict management strategies for nurse managers. From: https://journals.lww.com/nursingmanagement/fulltext/2012/02000/keeping_the_peace__conflict_management_strategies.13.aspx#O2-13-2
Whitehead, D. K., Weiss, S. A., & Tappen, R. M. (2009). Essentials of nursing leadership and management. F A Davis Company.