Introduction
This paper examines how caregivers can handle conflicts in their workplaces. The targeted conflict is bullying. The paper describes the best approach to dealing with bullying. The essay also explores the benefits of using proper conflict management strategies. The discussion also explores how conflict management styles relate to effective leadership.
Criterion One
The targeted conflict resulted from workplace bullying. Workplace bullying occurs when “a caregiver suffers verbal abuse, intimidation, or threat” (Johansen, 2012, p. 52). The targeted facility encountered several instances of bullying. Some supervisors and nurse leaders appeared to misuse their powers. The situation affected the effectiveness of the facility (Johansen, 2012).
The first approach was to identify the nature of the conflict. The next stage was to use a proactive approach. It was appropriate to remain calm and listen attentively. The final step was to get the best solution to the problem. This practice played a critical role in dealing with the challenge.
The above conflict management style was successful. Most of the culprits explained why they abused their workmates. They “could not feel guilt over the pain and torture inflicted upon other nurses” (Graham, 2009, p. 78). Most of the victims were ready to forgive the wrongdoers. The strategy resolved the conflict and uplifted the morale of every victim. This discussion explains why the approach produced the required results.
Criterion Two
Nurses Managers (NMs) should respond to bullying and abuse in every nursing organization. The best strategy towards responding to this situation today is by recognizing the conflict before it becomes a major challenge. The other approach is ensuring every caregiver presents his or her views about the working environment. The practice will identify every incident of abuse. The other step is improving one’s communication, decision-making, and negotiation skills (Marquis & Huston, 2012).
It is appropriate to take “the best steps towards improving one’s level of skill and comfort in managing conflicts” (Graham, 2009). The first step is reading more articles and books. The strategy will equip caregivers with the best conflict management strategies. Nurses and caregivers should interact with other practitioners. The “other step is analyzing different case studies whereby managers and supervisors have used appropriate methods to deal with conflicts” (Graham, 2009, p. 81).
Nurse Practitioners (NPs) can use various conflict management strategies to deal with the issues affecting their working environments. The first conflict management strategy is collaboration. The approach focuses on cooperation and teamwork. The other tactic is accommodating different individuals. The practice will ensure every nurse is comfortable with his or her working environment (Eagar, Cowin, Gregory, & Firtko, 2010). A competing approach will provide an immediate solution to the conflict.
Criterion Three
Conflict management and leadership are inseparable fields. A proper leadership style addresses every problem affecting a nursing institution. Every medical professional should use a democratic strategy to support his or her nurses. The above approach explains why my leadership strategy addressed the conflict. Nurses should embrace the power of teamwork. Democratic leadership improves the level of participation and teamwork. Nurses must ensure their workmates are part of every conflict resolution process (Azaare & Gross, 2011). It is appropriate to embrace the best leadership skills as a nurse leader. The practice will make the process of conflict resolution much simpler.
Conclusion
In conclusion, conflicts can affect the quality of care provided to different patients. Nurse Managers can use collaboration and accommodation to deal with every organizational conflict. Caregivers must use the best conflict management and leadership styles to deal with the challenges facing their working environments. The above discussion supports my nursing philosophy.
Reference List
Azaare, J., & Gross, J. (2011). The nature of leadership style in nursing management. British Journal of Nursing, 20(11), 678-680.
Eagar, C., Cowin, L., Gregory, L., & Firtko, A. (2010). Scope of practice conflict in nursing: A new war or just the same battle? Contemporary Nurse, 36(2), 86-95.
Graham, S. (2009). The Effects of Different Conflict Management Styles on Job Satisfaction in Rural Healthcare Settings. Economics and Business Journal, 2(1), 71-85.
Johansen, M. (2012). Performance Potential: Keeping the Peace: Conflict Management Strategies for Nurse Managers. Nursing Management, 43(2), 50-54.
Marquis, L., & Huston, C. (2012). Leadership Roles and Management Functions in Nursing: Theory and Application. Philadelphia, PA: Lippincott, Williams & Wilkins.