Conflict Management Strategies for Nurse Managers: A Report

This report examines conflict management strategies within a healthcare context, specifically focusing on nursing and leadership. It addresses scenarios where conflicts arise due to organizational changes, cultural differences, and communication issues. The report emphasizes the importance of employee participation, suggesting that involving staff in decision-making processes, such as through staff meetings and soliciting feedback, can mitigate resentment and foster a sense of value. It also highlights the need to address cultural misunderstandings through open dialogue and to confront communication-related conflicts with clear explanations. The report draws on references to support its recommendations, providing practical insights for nurse managers and other healthcare professionals. The report covers the factors leading to conflicts, and discusses various strategies to resolve the conflicts.

ASSIGNMENT 10th
Conflicts are quite a common thing and is a disagreement based on some opposed beliefs or
faiths and have the effect on the person both, emotionally and also physically. Although, conflict
can be used as a motivation, but can also be destructive (Anderson, Ann, 2015).
So, based on the factual scenario, where the new director reorganizes, and many nurses are
feeling resentful to the changes, then the dominating factors leading to conflicts are summarized
below. When there is lack of employee input, that is the absence of employee participation then
that situation can lead to apathy, and sometimes anarchy and mostly malicious compliance. So,
when the, changes are made without any input from the employee and me being the leader is in
to managing the situation, then the best thing I can afford is calling a staff meeting, where I will
be discussing the changes, detailing the reasons for the change so made and finally asking them
to incorporate their thoughts in the form of feedback, on those areas which are under my control,
and this asking about to provide feedback will make them feel that they are valued and their
contributions will help to achieve the solution to the problem (Donna Cardillo). Again, due to the
cosmopolitan nature, there are individuals from different cultural backgrounds, so if the conflicts
arose due to the difference in cultural values and diversities, then the only plausible resolution is
in discussing the matter with the group or the individual so that, a compromise can be reached
based on that. Often it happens that, there is misunderstanding in communication and it also
happens that the body language often gets misconstrued, so for resolving this issue, the conflicts
at hand must be ab initio confronted and discussed with a reasonable explanation for that
(Johansen, Mary L., 2012).
References
Anderson, Ann. (2015). Workplace Conflict. AJN The American Journal of Nursing.
Donna Cardillo. (n.d.). Seven Strategies for Managing Conflict. Retrieved from
http://donnacardillo.com/articles/sevenstrategies/
Johansen, Mary L. (2012). Keeping the peace: Conflict management strategies for nurse
managers. Nursing Management, 50-54.