Social and Emotional Competence at Work

Running head: SOCIAL AND EMOTIOINAL COMPETENCE AT WORK 1
Social and emotional competence at work
Name
Institution

SOCIAL AND EMOTIOINAL COMPETENCE AT WORK 2
Social and emotional competence at work
Introduction
As professionals, different conflicts arise while providing services but they help us to
gain more understanding. In this paper, I will write about my experience since I started working
as a nurse and the issues that lead to the rise of conflicts. The article is meant to build on skills
including the consideration of others’ perspectives and team climate to deal with disputes. In the
workplace, conflicts arise due to rising arguments or severe disagreements among workers.
Nurses mostly find themselves in disputes due to perceived or experienced differences in shared
values, goals, ideas, beliefs, actions, or altitudes. Professionals also find themselves conflicting
due to competition in regards to professional and economic values. The required level of
performance in nursing, ability to participate in teamwork, and communication skills are some of
the areas where conflicts arise.
Hospitals experience conflicts just like any other organization because of the continuous
interaction taking place in hospitals. As a nurse, I have the responsibility to act as a manager,
educator and care provider which require constant communication with other team members.
Such cases lead to the increase in the level of conflicts between teams in the hospital setting. In
this paper, I will give some examples of situations that I have been involved or observed in my
course of work (Bishop, 2004). I will use a theoretical framework to provide more understanding
to the readers and also come up with conflict resolution styles where necessary. The paper is all
about conflicts that are arising in nursing, how they are resolved and their impacts on the
professional practice.
Case analysis

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Case 1
One of the examples I have experienced in nursing is a situation where a, conflict arose
due to gossip. In this case, a nursing technician complained that her team members snubbed her
out because of causing disputes among team members. The hospital supervisors came in to
intervene, but we did not like this because as nurses we believe in solving issues among
ourselves. Supervisors and other superiors are not supposed to get involved in such cases, and
this is even in writing. These factors involving lack of workplace commitment, devaluation,
cooperation and responsibility among nurses triggers conflicts among nurses. It means that we
should work together as a group by enhancing respect, collaboration, union, and trust. Applying
these core values in nursing allows nurses to share their experience and discuss their problems as
a team without involving their seniors (Cronenwett et al., 2007). Historically, nurses use the
theory of classical management in the management and organization of their work.
According to the classical theory, workers should follow the existing customs and
traditions during the course their work. In this theory, workers in an organization should relate
positively to others and also their employers. As nurses, we must obey the set laws because the
laws provide guidance and promote a healthy working environment. The classical management
model main objective is to standardize discipline and tasks to ensure workers will behave by the
set laws. But sometimes nurses lack collaboration and focus on individualism and this leads to
rising conflicts among nurses. Sometimes it is also difficult to standardize our acts because of
singularity and conflicting perspectives between different people. But as nurses, we must come
up with standard guidelines so that we can work together to achieve a common goal. To reduce
conflicts in hospitals, it is essential to understand the common goals and organization mission. In
this case, it is evident that communication is a potential cause of disputes. Dialogue and

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conversation can help reduce the level of conflicts in an institution. Inadequate expression of
ourselves causes misunderstanding, discomfort, and disputes between team members. Improving
communication and establishing adequate data flow enables the team to negotiate effectively and
this minimizes disputes between team members. Researchers have identified gossip as a potential
cause of disputes at the hospital. Some people feel insecure due to things are done by others, but
they find it difficult to give an expression of their desires. In such a case, people will start
gossiping which creates a hostile working environment. Workers should establish real and
humanized relations to enhance transparency and teamwork in an organization.
Resolution
Gossiping has different impacts to nursing practice; for instance, it can damage
relationships create disrespect, violation of nursing laws and mistrust. Talking about people
behind their back can hurt their feelings and even damage relationships. It is also difficult to
respect or trust somebody who keeps of gossiping. Nurses can also be fined for gossiping about
their patients which is very bad. No professional would like to hear of somebody who speaks of
them behind their backs. But gossiping can be eliminated by developing new resolutions, and
this can bind the broken relationship. The nursing technician should look for something else to
talk about instead of gossiping. Many people gossip when they have nothing to do, but they can
avoid such gossip by talking about other relevant things. The technician should also avoid
repeating the gossip by not giving rumors to other people. I can suggest that the nursing
technician should develop such a resolution to be accepted in the team and the team will also
continue working in harmony.
Case 2