The Importance Of Conflict Management
Introduction
It is commonly seen conflicts in healthcare workplace in Hong Kong nowadays. They happen among physician-to-nurse, nurse-to-patient, nurse-to-nurse and nurse-to-other personnel (Al-Hamdan, Shukri & Anthony, 2011).
Conflict is generally defined as the internal or external discord that results from differences in ideas, values, or feeling between two or more people (Huber, 2014). It occurs when differences in professional values, competition among professionals, personalities, personal needs and insights, continuously unresolvable issues, as well as issues of workload intensity (Marquis & Huston, 2012; Porter-O’Grady & Malloch, 2013). Conflicts can be resulted in both positive or negative way in which the consequence of conflict will be determined by how well it was managed.
Porter-O’Grady & Malloch (2013) stated that nurse manager ignore the significant sources of potential conflict that can generate into increasing levels of stress and inequities in the wards, at the same time, early identification of conflict by nurse managers helps minimize and even prevent its further development in a clinical setting.
Conflict is managed via the style and the strategy chosen by the nurse managers. The optimal goal of conflict management is to create a win-win solution for all parties (Marquis & Huston, 2012) and to stimulate growth and coping behavior but to avoid reaching the point at which conflict seems overwhelming (Marquis & Huston, 2012). Multiple factors such as
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