Clinical Reasoning and Conflict Management: A Healthcare Analysis

This report delves into the critical aspects of clinical reasoning and conflict management within the healthcare sector. It examines the clinical reasoning cycle used by medical practitioners to assess patient conditions and make informed decisions, highlighting its importance in nursing practices and its impact on patient health outcomes, particularly concerning fall prevention in elderly patients. The report also addresses conflict management strategies, recognizing its significance in healthcare industries. It explores various types of conflicts, including interpersonal conflicts, and analyzes the challenges faced by nurses and managers. The report identifies strategies for conflict resolution, such as cooperation, avoidance, and compromise, emphasizing the need for effective leadership and communication to ensure a harmonious and productive work environment. The report further discusses the role of organizations like the Joint Commission International (JCI) and the Health Authority of Abu Dhabi (HAAD) in improving healthcare quality and patient safety through key performance indicators (KPIs), specifically focusing on fall rates as a critical indicator. The analysis underscores the importance of developing effective conflict management skills and implementing appropriate strategies to maintain a positive and efficient healthcare setting.

Running head: CLINICAL REASONING AND CONFLICT MANAGEMENT
Clinical Reasoning and Conflict Management
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1CLINICAL REASONNG AND CONFLICT MANAGEMENT
Clinical Reasoning:
The process of clinical reasoning is carried out by medical practitioners for the purpose of
collecting information in order to determine the position of a patient by arranging the methods of
interruptions by implementing them. In this regard, the medical practitioners analyze the
outcome by imitating the process in order to gain knowledge from the process of clinical
reasoning. It is essentially required in clinical practices because in certain cases clinical
practitioners depend upon the process of clinical reasoning for making appropriate decisions in
cases where there arise no suitable answers. However, it is worth noting that nurses mostly
requires the skill to understand the process of clinical reasoning as they carry out the day to day
activities medical practices and therefore are partly responsible for the decisions made in the
healthcare department. In recent times, it can be observed that such process has proved to be
beneficial in creating favorable impact on the patient’s health.
The occasion at which an individual rests negligently on the ground or the inferior level
is termed as fall. The global trends have been affected by the fall which in recent era is posed as
a community health issue. However, recent studies identified fall as the unintended cause of
injuries which cause death after road accidents. In this regard, it is noteworthy to mention here
that, all over the world death rates are increasing as a result of fall which highest in age groups
over 60. In this regard, the paper is commissioned to examine the situation faced by health
practitioners by using the clinical reasoning cycle during clinical testing.
Various health factors contributed equally to fall in cases of elderly patients. Out of all
the significant studies, twelve studies pointed out the accidental and environmental factors that
lead to fall in elderly patients. This is because elderly patients do not have that body strength as
possesses by young adults and therefore the risk of fall is higher in them. Dizziness is the

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common symptom in elderly patients as illustrated by recent reports. However, the reflection of
diverse issues like cardiovascular disorders, depression and side effects of drugs are as a result of
dizziness.
The Joint Commission International (JCI) is a recognized organization that has been in
service in order to enhance the safety of patients by promoting the quality of health care practices
in international societies. In this context, the Health Authority of Abu Dhabi (HAAD) acts as the
administrative body of the Emirate of Abu Dhabi of the healthcare department. The objective is
to ensure that the healthcare department functions effectively by supervising the status of
healthcare by creating programs in order to support for the purpose of adopting a hearty lifestyle
for the residents of Abu Dhabi. Key Performance Indicator (KPI) has been jointly suggested by
both the organizations in order to ensure efficient, quality and safety to the patient at the
authority of the health care organizers. In this regard an essential domain is included by the KPI
which is safe for patients. The rate of the fall has been depicted in such domain which proved to
be an outstanding indicator in decreasing the issues regarding fall.
Conflict Management:
Efficient workplace conflict management proved to be significant in contributing to the
success of healthcare industries. In the perspective of Johansen, differences are highly
experienced by nurses during the tenure of their course arising out from both internal and
external environment. However such degree of disagreement intervenes with the productivity of
the medical practitioners. It is essential on the part of the managers to investigate into such
matters and take action immediately. According to recent research, the leaders working with the
health care industries are not efficiently skilled to play their roles accordingly. The intention of

3CLINICAL REASONNG AND CONFLICT MANAGEMENT
this paper is to identify the strategies of conflict management within the industry based on their
importance and favorable impact on the leadership qualities of the nurses. In this regard, the
background reflecting the literature review associated with such topic shall be included along
with its significance to leadership practices in nursing. The importance of the managerial
pyramid along with the nature of its weakness which can be advanced for the betterment of
nursing leaders and managers has been included.
Various conflicts are encountered by the nurses during the course of their service at their
organization. These differences in views can be allocated in different sections. However, the
main disputes which in general can be experienced by health care practitioners are interpersonal
conflict. Interpersonal conflict takes place on account of conflict of interests between individuals
having different perspectives in order to achieve their goals. In certain cases, it may occur that a
co-employee of a nurse failed to perform a given operation correctly and therefore such failure to
perform has been communicated to some other person. The failed person may feel low esteemed
and thereby can develop negative views towards her co-worker rather than improving herself.
In the field of nursing, interpersonal conflict is a kind of disagreement. When trying to
maintaining balance between professional and personal activities professionals often encounters
ethical dilemmas. As a result of such nature of such exhausting schedules, it is difficult on the
part of the nurses to balance their work and family. In such stressful situation, the productivity of
the nurses is intervened.
It is noteworthy to mention in this regard that the high cases of conflicts is due to the
contribution of various factors according to the reports presented by nurses of the other parts of
the world. The factors includes inadequate number of resources, fragile organizational

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framework, inefficient team collaboration, destitute management and lack of communication in
healthcare organizations. In order to resolve opposition among the staff, it is essential on the part
of the managers to investigate the basic source of the issue in order to implement appropriate
technique to address such issue.
In some cases the conflict management fails to address the issues of the nursing leaders
because almost all of them are not capable of discharging their duties efficiently. According to
recent research that has been organized by taking into consideration some of the nursing leaders
at health care organizations where it was found that it has been difficult on the part of the
managers to control interpersonal conflicts among the employees. It has been claimed by one of
the parties to such research that it has been quite difficult to solve disputes among the co-
employees have distinct views in a workplace; the same issue has been faced by another party
when the shifts of the nurses were rotated.
The nursing managers experience mental stress while managing interpersonal conflicts.
Therefore, it is vital to develop effective conflict management skills in order to perform their
functions adequately. In this regard, it is important to adopt an helpful approach towards the
employees in order to meet such demands. In order to ensure peace and stability in organization,
such managerial strategy can prove to be beneficial in achieving the interests of the managers. It
is worth mentioning that in some cases a doctor may effectively deal with a contending patient
by giving more concern to his requirements.
The other universally accepted technique to resolve disputes among nurses is
cooperation. In this regard, it is worth noting that most of the conflicts are associated with
differences in perspectives. The manager is at the responsibility of bringing two disputable

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parties together in order to provide cordial solutions. In resolving disputes between the doctors
and the nurses, various challenges are faced by the managers. In this regard, a dominating
outlook has been adopted by the doctors while the nurses refuse to discharge their duties which
affect the process of treatment. In order to improve such situation, the administrator is at the
liability to intervene and order both the parties to solve their disputes amicably by respecting
each other’s duties.
One of the advantageous approaches to conflict management is avoidance. Certain
decisions are postponed or are saved for later. However, such strategies are not applicable in
nursing; it can be only applied during emergencies. Managers generally avoid such accesses.
However, it is important to opt for an alternative and permanent solution to address such dispute.
Leaders can also compromise on their part to control both intrapersonal and interpersonal
conflicts. The parties in dispute, under such approach, may sacrifice their concern for the
betterment of other communities. In order to reduce disputes, the employees may be given week-
offs on rotational basis. In this way the employees will feel relaxed and the department shall be
more productive.
In spite of the fundamental effects of conflict management, nurses contributed to the
welfare of the organization. Researches proved that as a result of conclusive relationship between
productivity of the employees and a affable environment, the establishment of team spirit has
been possible through employees cooperation.
Higher motivation is experienced by the practitioners however; in case of conflicts they
behave unfavorably. Greener pastures are left by some while others disrespect their
responsibilities. With the elimination of nuisance worker’s job satisfaction developed and

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patients were benefitted as a result of this. With the expansion of customer gratification which
posed as the root of competition in medical industries; if the manager cannot address the
conflicts effectively, the organization is liable to deliver the costs.