A Case of Nursing Conflict Resolution

Nursing professionals handle many issues related to external and internal problems in their job settings on a daily basis (Seren, 2008). As par most estimates, most of the time of the management time is dedicated to conflict resolution and management in the organization they serve. Conflicts in the healthcare settings are very dynamic in nature because they have the capacity to damage long-term professional and interpersonal connection between the nurses and other parties in the nursing setting (Finkelman, 2016). The above damage can have far-reaching implications and affect the quality of nursing care provided in the healthcare setting. One of the implications would be because of the gap in communication between the medical practitioners because of the conflict in respect of transferring accurate information among themselves and hence affect the care given to the patients (Seren, 2008).

The above measures have been subjected to the workers in the health institutions like nurses (Seren, 2008). The measures have introduced the nurses to the realities of modern interpersonal dynamics in the work setting. Health institutions should have policies that identify interpersonal issues and resolve them promptly so as not to affect care extended to the patients in the healthcare (Almost et al, 2016). The above can improve job satisfaction to the employees as well as patient satisfaction with the care recipients. Research conducted by nursing bodies to identify problems connected to conflict encountered by professional nurses, the survey determined that interpersonal conflict is ordinary and is a problematic type of conflict experienced in the workplace (Finkelman, 2016). In most cases, the physicians in most hospitals act in ways that diminish the juniors in the hospitals they serve.

Behaviors like the above affect the interpersonal relationship between doctors and nurses greatly. There are various researches on a conflict in the health setting, especially in respect of nursing problems in the clinical area (Finkelman, 2016). The most significant source of conflict is deviating management methods and workers perceptions, lack of enough resources in the unit resulting in high-stress levels, differences in objectives in work groups and competition. Hence the management criterion is vital and important especially when conflict happens in the healthcare whether connected to the management or work groups (Seren, 2008). The key purpose of this paper is to determine the solutions to conflicts to minimize interpersonal conflicts between coworkers and provide strategies for the resolution of the interpersonal conflict in the patient care sector and enhance a suitable working environment.

Case Scenario The case scenario we will analyze is based in a hospital in Islamabad Pakistan. The scenario will be discussed from the perspective of an intern in the nursing setting of the hospital. After the intern completed his diploma in nursing, he joined the intensive care unit in Islamabad Referral Hospital. The intensive was an eleven bedded unit, on every shift, there was three staff nurses, one medicine official, and one manager for each floor. Analyzing the Conflict An effective interpersonal relationship is very important for any organization to ensure it is productive and it attains its objective. In the above case, there are many issues in respect of conflict between coworkers and the doctor (Almost et al, 2016). The conflict results in a severe effect on patient care, in the case the patient suffered because of interpersonal conflicts in the unit.

Although, not only the patients suffer but also the employees suffer because had to leave their jobs because of a lack of satisfaction and management method when dealing with the problems (Seren, 2008). Experts have discussed that in the workplace the nurses have indicated two very distressing occurrences, the violent language, and noncooperative behavior by the supervisor or the doctor on duty (Finkelman, 2016). Strategies to Resolve the Conflict Most healthcare settings face many problems compared today compared to the past times. The above is because of competition, restructuring, downsizing, cost control and modern technology which are common in the healthcare setting today (Finkelman, 2016). The changes in the health care settings are likely to cause conflicts in the organization greatly. Problem-solving can be adopted by institutions to identify the issues of parties involved in the conflict so as to resolve their issues (Almost et al, 2016).

The health institution should try to avoid forcing decisions on the parties involved in any conflict within their setting (Seren, 2008). Understanding how to manage conflict can assist the nurse in feeling more satisfied with the job and eventually have a positive impact on patient care. Moreover, nurses are mostly concerned with the way they feel and are treated in the job setting. When nurses are treated with respect and dignity by coworkers and the management they experience a positive working environment will no issues related to the conflict. References Finkelman (2016), Chapter 13: Improving Teamwork: Collaboration, Coordination, and Conflict Resolution, section on Negotiation and Conflict Resolution, pp. 324-333 – di Seren, S. , & D'souza, C. Managing and mitigating conflict in healthcare teams: an integrative review.