...level that many people fail to understand is how often nurses encounter conflict and how difficult it can be to find a resolution. Between dealing with patients and their family, nurses also have to be on the same page as the doctors, other nurses, as well as people from other departments in the hospital. Nurses in particular encounter conflict and usually have no understanding of how to resolve it, which is a major problem health care facilities need to take a stand on. Conflict is an inevitable factor in our daily personal and professional lives. We are surrounded by conflict even if we may not realize it. Usually we do not like to experience conflict, but we do enjoy watching others deal with it. For example, television shows highlight the fact that disputes, arguments, and disagreements are normal and a necessary part of life. Conflicts can originate for numerous reasons including differing values, miscommunication and lack of information, or relationship breakdowns. As stated previously, resolving conflicts is a hard process that most people have no understanding of, meaning hospitals should include programs that educate and train hospital staff about conflict management. The hospital creates conflict itself, so they should include ways on how to resolve certain issues. A simple prevention method can include passing out publications on conflict resolution skills and techniques to all employees. Also improving communication skills by requiring employees to take a class yearly...
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...Conflict Resolution Prepared for Excelsior University Prepared by 5 October 2014 Introduction: The word conflict stirs up thoughts of anger, friction, mistrust, frustration, and hostility. Very rare do people think of conflict as a tool for deeper thinking, better results, and healthier communication that is more dynamic. When conflict is unmanaged, it can destroy cohesiveness, but leaders that use conflict resolution strategies can turn their conflict into an asset. Managed conflict can promote an exchange of ideas to generate well thought out results, encourage employees and team members to think outside of their own ideas, and develop a deeper understanding of the situation. It is common for organizations to view conflict, a disagreement between two or more parties, as a source of emotion, frustration, and negativity. Much of the time, we see conflict as something that is so harmful it should be avoided at all costs. Despite these views of conflict, some disagreements within an organization can be an opportunity for creative thinking, problem-solving, learning, and growth. Conflict is healthy and natural. We all have different personalities, ideas, and points of view. We are not always going to agree on issues and actions…and that’s a good thing. Since we all bring different experiences and ideas to the table, we can open each others’ eyes to new ideas and new ways of approaching issues. (Wichita State University) We can find many books and articles...
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...CONFLICT RESOLUTION PAPER R O N S A E L. M A S O N P R O F. S H A R O N B U R K E. COM/100 INTRODUCTION TO COMMUNICATION Several advantages that a team has over an individual in the workplace include greater total resources, greater knowledge band and a greater source of ideas. However, these advantages can also bring on conflict within teams and the entire workplace. Varney (1989) reported that conflict remained the number one problem within a large company. This was after several attempts were made to train management in conflict resolutions and procedures. However, the conflict remained. The conflict possibly remains because the managers and leaders did not pay attention to the seriousness of the issue. In order to maintain an effective team, leaders and team members must know and be proactive in the conflict resolution techniques and procedures. Types of Conflict Differences within the team are the major reason for conflict. This stems from differences in opinion, attitude, beliefs, as well as cultural back grounds and social factors. The Conflict can be positive which is functional and supports or benefits the organization or a person’s main objectives (Reaching Out, 1997). Conflict is viewed as positive when the conflict results in increased involvement form the group, increased cohesion, and positive innovation and creativity. Conflict can be negative in the same tense except it is dysfunctional and hinders the teams or the person’s performance...
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...Running head: CONFLICT RESOLUTION Conflict Resolution XXXXXXX University of Phoenix Social Psychology 400 XXXXX February 11, 2015 Conflict Resolution According to Merriam-Webster, conflict is defined as “a difference that prevents agreement: disagreement between ideas, feelings, etc.” (“Conflict“, n.d., definition 3). At one point or another everyone will experience conflict, and for some people it is more common than for others. It is very common for people to have a difficult time trying to find a reasonable resolution to conflicts that people face. Developing a good conflict resolution strategy can be much easier if one understands how to really find a solution. What this means is that if a person has a strong understanding of the basic steps to conflict resolution he or she is likely to reach a solution to any type of problem rather than letting the problem lead to an increasingly bad situation or environment. However, most societies do not have a standard way of teaching adults or children about conflict and peacemaking in relevance to societal dissimilarities (Rossi, 2003). In his article Teaching about International conflict and Peacemaking at the Grassroots Level, John Allan Rossi (2003) points out that choosing to teach the nation’s youth based upon not only individual identity, but also social identities in international environments, can help produce a better understanding through societies as well as teach peacemaking skills based on a national identity...
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...Conflict Resolution Conflict Resolution Conflict is something that can arise at any moment of the day whether it is at work or in personal life. Such situations must be handled and resolved in a correct manner because unresolved conflicts can cause an abundance of problems for fellow employees and employers. There are conflicts that should be addressed right when it occurs, but there are other inferences that should be left for a later time when tension is calm. Conflict resolution has to deal with two or more parties that have been having problems, where they have an intervention planned at alleviating or eliminating friction through conciliation. In my experiences, when there are positive leaders in an establishment, conflicts seem to get resolved faster and occur less often. Storybook #1: In the group’s opinion, there are different ways to handle a team member that is being vague with a situation. One way to deal with that particular team member is to pull them aside and say that, “I really appreciate the positivity, but if we are really striving to create a great product that the team can really stand behind, and one that will also attest to our particular importance, dedication, and value to the larger team/organizational picture, then we should try to be as pragmatic, honest, and realistic as possible in our assessments of the issues at hand.” Another way to deal with the team member is to attempt to be positive and understanding that the team member did not...
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...Conflict Resolution University of Phoenix 9/2/15 Conflict is one piece of the human experience that never appears to go away totally as time has gone on. There is constantly some kind of conflict occurrence consistently. From little family disagreements of not taking out the trash or leaving filthy dishes in the sink to extensive wars between nations, strife is something that is by all accounts digging in for the long haul. Regardless of how advanced, developed or illuminated we think society is, struggle still remains a piece of cutting edge life. This makes strife determination and peacemaking critical abilities to have set up. Without having an approach to put a conclusion to conflict in a way that serves to relieve all gatherings included, the world would be in complete and utter confusion in light of the fact that it can be anything but difficult to not concur on specific things. This is particularly valid for hot catch issues, for example, human rights, birth control, weapon control, fairness between the sexes, and disable people rights can consist of conflict. The discussing’s in this paper will cover conflict with law enforcement and conflict in general. According to Myers (2010), “Recall that conflict is a perceived incompatibility of actions or goals. Many conflicts contain but a small core of truly incompatible goals; the bigger problem is the misperceptions of the other’s motives and goals” (p. 493). The primary concern that needs to happen when managing...
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...Causes of Conflict and Resolution A new director decides to reorganize the department you work in. This reorganization comes about without input from the employees and many of the nurses that you oversee are feeling resentful of the change. As a nurse leader, identify factors that may lead to conflict and ways you can manage them. The nursing profession necessitated people to work closely with others whose background and culture are different. People can hold different values potentially affecting these relationships, which may result in conflict. Sound communication or conflict resolution skills can decrease the risk of conflict. Cultural diversity, combined with the stress of providing quality care, often results in conflict (Pettrey, 2003). According to the New York State Nurses Association (2005), unresolved conflict leads to barriers for employees, teams, organizational growth, and productivity, which results in a cultural breakdown within the organization. Conflict is a natural phenomenon (Kelly, 2006), and an inevitable aspect of life (Kemp-Longmore, 2000). It is a disagreement between individuals who perceive a threat to their needs, interests, and or concerns (Kelly, 2006). Over time individuals learn how to respond to conflict, making it an unconscious process. Improperly managed conflict can result in the nurses’ inability to provide quality care, and can escalate into violence or abuse (CNO, 2006). The Thomas-kill man Instrument (TKI) is a tool that has been...
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...Conflict Resolution and Peacemaking University of Phoenix PSY/400 Dr. Abstract Conflict resolution is a method of facilitating a peaceful resolution of a conflict. It is also knowing how to manage and reduce if not resolve a dispute or a conflict. Japan has been employing a strategy in trying to resolve their current conflict with China through a non- violent means and this is through a simple handshake. The Japanese has been negotiating for the handshaking to happen with the goal of striking a mutually satisfactory deal. Key words: handshake, conflict management, negotiation, collaboration. The current tension between China and Japan over disputed islands in East China Sea has been a cause of concern by political and economic leaders in the Southeast and East Asia Regions. However, the tension could be lessened by nonverbal gestures and niceties as asserted by Katie Shonk in her Harvard-published article on November 5th, 2014 entitled “For Conflict Resolution in Asia, A Simple Handshake Could Go Far” (Shonk, 2014). A simple but significant gesture, a handshake between Japanese Prime Minister Shinzo Abe and Chinese President Xi Jinping is what the Japanese officials hope will happen during the regional economic summit in Beijing scheduled this month. There are two major factors that have caused the strain in the relationship between the two countries. First is the refusal of Xi to meet with Abe. It was surmised that “Xi would not engaged in formal...
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...Conflict Resolution in the Workplace: An Interdisciplinary Prescription for a Healthier Organization Introduction Conflict is rarely defined within organizations; instead, examples are given ranging in scale from mild tension with a colleague caused by miscommunication all the way to interinstitutional conflict involving many stakeholders competing for resources (Zweibel, Goldstein, Manwaring, & Marks2008). Unidentified, and under resolved conflict in an organization can lead to mountainous waves of tension that infect the everyday work environment with decreased productivity and burnout. The focus of this paper will be to examine the effects of conflict resolution through an analysis of business, psychology, and cultural and ethnic studies. Business. Business is the concept of providing goods and services to customers with the prospect of making a profit or not. Human resources (HR), a sub-discipline of business are concerned with the implementation of policies, tools, and strategies related to the management of people. People and problems co-exist. It is impossible to have one without the other. The Nominal Group Technique (NGT), an HR tool, can be used in a conflict situation in the workplace in order to establish the perceived causes of employment relations conflict (van der Waal & Uys 2009). Psychology. The science of psychology focuses on the mental and emotional behaviors of groups and individuals. The psychological process of mentally diagnosing...
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...RESOLUTIONS AT WORKPLACES Today, negative samples of conflicts are surrounding us; when you turn on your TV, almost every news program, reality show or a talk show or sitcom episode, we watch people acting out their conflicts more often than not in their worst way possible. Let’s face the reality here; anyone working person, spends more time with our work colleagues with than we do with our family, friends and loved ones. Fortunately or rather unfortunately, our work colleagues become our best friends. “But even in the best of times it’s not unusual to be faced with the guy three cubicles down from yours whom you’d just as soon clobber than look at again. Fold in a heightened sense of tension due to uncertain job security these days and even the smallest disagreements can turn into firestorms. What you do when facing a conflict at work is critical; especially if you don’t have the luxury of delivering a Jerry McGuire-Esq. speech to the entire office before making your dramatic exit. Working it out in a way that calms the situation, improves your working relationship, and satisfies both your needs is ideal (Vivian Scott, 2010)”. It is imperative to practice utmost courage in order to resolve conflicts at work. While it is much easier and safer to ignore the necessary conflict and play calm, unresolved conflict will always escalate. One thing with unresolved conflict is that it never disappears; all it does is to simmer below the surface. Think of the analogy of water that is...
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...Conflict Resolution and Peacemaking A conflict can arise at any time when two or more individuals have a difference of opinion. Whether or not the conflict escalates depends on the peacemaking skills of each individual involved in the conflict or the skills of outside interveners. This paper will review an article pertaining to a conflict and analyze the elements of conflict and peacemaking involved in the situation. While knowledge in peacemaking skills and negotiation tactics can lead to successful conflict resolution, the result lies strictly in the hands and mental capabilities of the conflict instigator. The Conflict According to CBSNews.com (2010), a conflict arose when a former police officer believed he was unjustly accused of a crime and lost his badge. The incident occurred in 2008, but the former police officer did not take action until yesterday. The former police officer entered a tourist bus in Manila and held the passengers and drivers hostage. The former police officer believed this action would achieve his reinstatement as a police officer and refused to end the siege until he was given back his badge. CBSNews.com further informs the negotiations were successful in the beginning as a few of the hostages were released without harm. However, police made several failed attempts to enter the bus and end the situation. The police also had opportunity to remove the former officer physically from the bus, but hesitated. The longer the situation went on...
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...The Godfather Part II The Godfather Part II is the fiction movie that I have selected to describe the parties’ perceptions, the obstacles impeding resolution and how it might have been handled to a more satisfying resolution by using effective conflict resolution concepts (communication skills, Getting To Yes principles, TRIP goals). In this specific conflict, Michael Corleone has secured the head position in the family, and attempts to expand the family empire into Las Vegas and Cuba. The Corleone family no longer resides in New York. They have moved to Nevada where they are obtaining an influential reputation with the vague goal of some day becoming "legitimate." With Nevada Senator Pat Geary, Michael Corleone discusses the terms of a fourth state gaming license for the Corleone family, but the two only trade insults and demand payoffs. Michael: This is my lawyer, Tom Hagen; Senator Geary. He's the one who arranged this whole thing through your man Turnbull. Senator: Yes -- Yes. Senator: Well uh, it's perfectly all right with me, but I should tell you that I am a blunt man and I intend to speak very frankly to you -- maybe -- more frankly than anyone in my position's ever spoke to you before. The Corleone family has done very well here in Nevada. You own, or, you control, two major hotels in Vegas -- one in Reno. The licenses were grandfathered in, so there is no problem with the gaming commission. Now, my sources tell me that -- you plan to make a move...
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...Abstract In this paper I will discuss the conflict that is occurring at General Hospital, the conflict management styles that are evident in the case, and how General Hospital could have used teams to address the cost reductions needed to stay competitive. I will also describe how the CEO of General Hospital, Mike Hammer can us negotiation skills to get buy-in for the cost reductions and finally I will recommend a strategy for Hammer to resolve the problem. Conflict Resolution at General Hospital Discuss the conflict that is occurring at General Hospital For 13 years, from 1968 to 1981General Hospital grew as a nonprofit hospital in their community by 100 beds, from 175 to 275 beds, and still maintained 90% occupancy. It was able to upgrade its emergency room and contract outpatient services that they were not able to provide to a nearby medical center. Now this nearby medical center has underwent renovations and acquired state of the art medical equipment that is drawing General Hospital patients there for services, resulting in a 65% drop in their occupancy rating and a 35% increase in their Medicare and Medicaid patients, in which “reimbursement rates are to low and paperwork is to high, (Connely, 2009)” significantly decreasing the hospitals revenue and adding to its workload. (Hellriegel, Slocum pg. 545) In order survive and maintain the hospitals accreditation General Hospitals CEO Mike Hammer wants to expand their current services and add new service that will enable...
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...Conflict Resolution Introduction Conflicts are a natural part of life and therefore a natural phenomenon in the education sector. In any school, there is the potential for conflict, because students may misunderstand one another, teachers may disagree on resource allocation, the administration may have issues with the staff parents may have some causes for complaint against the school or disagree on some of the school policies. The potential for conflict exists because people have different needs, views and values. But, when such conflicts are properly resolved, the atmosphere at school is more pleasant for everyone. Teachers can spend more time teaching and students can spend more time learning. Below is an analysis of the conflict resolution strategies which have been used to resolve conflicts in the education sector. Conflict Resolution Strategies in Schools 1. Mediation: This is a structured, goal oriented process that follows clear steps and resolves disputes confidentially. It helps disputing parties to assess their options realistically and reach mutually acceptable solutions. In mediation, an independent third party, the mediator, helps the parties involved in the conflict to talk with one another and to listen to one another’s grievances. Through this exchange of information, the parties gain insight into how the other is feeling about the situation, and they achieve understanding and respect. Mediation is a very effective conflict resolution strategy...
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...Danielle Murray Saint Leo University MBA 530 – Conflict Resolution Dr. Cecile T. Massé, Ph.D. April 10, 2014 Assignment #2 Abstract Conflict is something that comes up every day whether at home, work, school, or out running errands. There is no way to escape conflict. We must find ways to resolve the conflict; otherwise, life will be miserable and stressful. In this paper, I will be discussing the types of conflict, approaches to conflict resolution, and how to deal with conflict. Introduction We resolve conflicts every day without even realizing it. It can be something as small as arguing over what color the sky is to something as major as a car accident. Everyone deals with issues that come up in different ways. Nelson & Quick (2013) defined conflict as “any situation in which incompatible goals, attitudes, emotions, or behaviors lead to disagreement or opposition for two or more parties” (p. 472). Resolution was then defined as “a decision or determination; the act determining an action or course of action, method, procedure, etc” (“Resolution, 2014). In 2013, Ome summed up conflict resolution as “a variety of approaches aimed at terminating conflicts through the constructive solving of problems” (p. 5512). Types of Conflict Nelson & Quick (2013) broke down the types of conflicts for us to better understand and distinguish. Functional conflict is a healthy, constructive disagreement between two or more people (p. 472). It can produce more ideas and build...
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