Conflict
Discuss strategies how to manage conflict within your own team
Management
Content
Content 2
Introduction 3
Stages of conflict 3
Types of conflict 4
Why manage conflict? 5
Team member preparation 5
Preventative strategies 6
Conclusion 9
Reference List 10
Introduction
Conflict is inevitable in any work environment due to inherent differences in goals, needs, desires, responsibilities, perceptions, and ideas. According to Danna & Griffin (1999), persistent conflict at work is detrimental to the work climate and negatively affects individual’s physical and psychological well-being, resulting in increased turnover and absenteeism, reduced co-ordination and collaboration, and lower efficiency. However, the most common triggers of situations of conflict are: communication problems, organizational structure, role disputes, lack of resources, misunderstandings, and lack of professional commitment among others (Santiago et al. 2009).
Conflict is commonly perceived as being a negative issue. However, the experience of dealing with conflict can lead to positive outcomes for nurses, their colleagues and patients. Conflict that is managed effectively by nurses can lead to personal and organizational growth. Therefore, well-managed conflict resolution, which may include the use of strategies such as clinical supervision and individual reflection, can be used to stimulate creativity and innovation in the team, in the medium to long term, which can positively impact on patient care (Hocking, 2006). Team members who are able to learn to resolve their differences and turn conflict into such a learning experience are helping to build a learning culture in their workplace. Success, in turn, further strengthens relationships and individuality (Tjosvold, 1997).
Stages of conflict
Conflict occurs across a temporal sequence of stages or phases. Pondy (1967) described five stages of conflict which are:
Latent conflict – where conditions for conflict are
Management
Content
Content 2
Introduction 3
Stages of conflict 3
Types of conflict 4
Why manage conflict? 5
Team member preparation 5
Preventative strategies 6
Conclusion 9
Reference List 10
Introduction
Conflict is inevitable in any work environment due to inherent differences in goals, needs, desires, responsibilities, perceptions, and ideas. According to Danna & Griffin (1999), persistent conflict at work is detrimental to the work climate and negatively affects individual’s physical and psychological well-being, resulting in increased turnover and absenteeism, reduced co-ordination and collaboration, and lower efficiency. However, the most common triggers of situations of conflict are: communication problems, organizational structure, role disputes, lack of resources, misunderstandings, and lack of professional commitment among others (Santiago et al. 2009).
Conflict is commonly perceived as being a negative issue. However, the experience of dealing with conflict can lead to positive outcomes for nurses, their colleagues and patients. Conflict that is managed effectively by nurses can lead to personal and organizational growth. Therefore, well-managed conflict resolution, which may include the use of strategies such as clinical supervision and individual reflection, can be used to stimulate creativity and innovation in the team, in the medium to long term, which can positively impact on patient care (Hocking, 2006). Team members who are able to learn to resolve their differences and turn conflict into such a learning experience are helping to build a learning culture in their workplace. Success, in turn, further strengthens relationships and individuality (Tjosvold, 1997).
Stages of conflict
Conflict occurs across a temporal sequence of stages or phases. Pondy (1967) described five stages of conflict which are:
Latent conflict – where conditions for conflict are