Conflict In Nursing Case Study

Conflict means different opinion to different people. In some reason, conflict can cause fighting, war or trade embargos. But for other people it might be a different in opinion, perspective or personality. Others may think they are in a conflict situation, when the other side may feel that they are just discussing opposing views. His situation depends on our effects can result in damaging our relationship. As a charge nurse, we have to be aware how this issue arises and how to overcome and manage this conflict. If this conflict causes an unhealthy situation and we are allowing it to develop , the side effect can result in lasting damage to the relationship between the staff not only in the working place but also a personal relationship. Conflict

Always ask, "What about the work situation is causing these staff members to fail?"
The workplace conflict may appear to be strictly interpersonal; however, it is important to ask yourself if it is possible that workplace conditions were the catalyst or the enabler. Maybe a charge nurse or head nurse ignored the system of budding. The new nurse shoud work together (working side to side) with senior staff instead of letting her work alone by herself. Eventho the charge nurse is always assisting her, but the charge nurse has many other responsibilities to carry out.
Often, when the conflict happens, it is more volatile and more debilitating to the organization than it was initially. An unresolved conflict or interpersonal disagreement festers just under the surface in the work environment. It rises to the surface whenever enabled, and always at the worst possible moment.

The following are strategies for conflict resolution:
Use Active

Once a conflict has escalated emotionally, it is very difficult to listen objectively. It is the head nurse job as mentor to listen objectively to each side, ensure that both or all parties are listening, and that each person has a chance to state his or her side of the situation. The head nurse can accomplish this by asking open-ended questions, showing empathy for both sides, using feedback to reinforce what you have heard, keeping emotions under control and being non-judgmental.
Deal with Conflict Collaboratively
Get all involved parties in a neutral/private environment to facilitate conflict resolution. Ask each participant to provide a written statement in advance describing the situation in his or her own language. These statements will give the mediating manager insight into the possible causes of the conflict.
During the session, give each party a chance to tell her side of the situation without interruption. Analyse the problem from each person’s perspective and collaboratively develop solutions. Agree to meet in the future to check on the progress of the solution.
Clearly State Expectations for Future Behaviour
Clearly describe the issues to the organization as a result of patient safety and the consequences for future analysis to prevent the same issue occur in the