Introduction
Analyzing the main challenges which a nurse might face it is impossible not to mention conflicts. The fact is that conflict is an inevitable part of nurse-patient relationships. Since the success of nursing practices and the provision of high-quality healthcare is deeply related to the quality of the relationship and the levels of interpersonal trust, communication comes to the forefront as the crucial area of healthcare.
However, despite conflict being a natural reaction of a patient or colleague to uncertainty, misunderstanding, fear, stress, and other negative factors, at the present moment nurses are conditioned to view it as a negative effect in all communication, and avoid dealing with it at all costs. This view ignores the benefits that can be drawn from successful conflict resolution. At the same time, the ability to make a compromise is crucial for every nurse. That is why it is crucial to analyze the given issue and determine the main aspects of conflict resolution.
Total avoidance practice and its negative impact
As mentioned above, the great part of the educational and research literature related to the sphere of nursing considers conflicts’ negative occurrence which should be avoided (Johansen, 2012). These sources state that the conflicts between staff and patients’ family members, nurses, and physicians might condition the deterioration of the image of a certain organization and decrease the efficiency of the recovery process. Yet, it becomes obvious that the total avoidance might promote the growth of dissatisfaction and result in unresolved disagreements dangerous for both patients and staff.
Engagement in conflict resolution
Conflicts among the workers of the hospital should be taken as the most dangerous. The fact is that misunderstandings and arguments lead to the decreased efficiency in the workplace and affect the health and well-being of all patients who are dependent on the mood and skills of a certain specialist. With this in mind, the pernicious impact of total conflict avoidance becomes obvious (Mahon & Nicotera, 2011).
Besides, nursing staff should develop various skills to be able to resolve various conflict situations and promote the creation of some appropriate solutions. The significant re-evaluation of the views on conflict should initiate a great shift of priorities. First, medical staff should be encouraged to work through conflict to realize how to cope with complicated situations and make a compromise. Additionally, the creation of a constructive approach to complaints and various issues should also promote the improvement of the skills needed to solve some problematic situations.
Finally, medical staff should strive to build rapport and resolve the dispute. The fact is that the given approach will promote a better understanding of the great responsibility and lead to a significant decrease in the number of various conflict situations that appear every day. Yet, if the conflict is caused by the difference in views on client care, the existing perspectives might help to create the most efficient treating strategy and improve the patients state (Hiemer, n.d.).
Conclusion
Altogether, conflicts are an integral part of the relationship in the medical workplace, and conflict management is the crucial element of communication. By working through conflict, finding its causes and learning to establish common grounds, nursing staff can resolve arguments, instead of avoiding them, and, as a consequence, stop problems from escalating and building better trust in the relationships. In these regards, conflict management skills should be encouraged and developed among the nursing staff by the introduction of certain educational courses aimed at the improvement of this sort of skill.
References
Hiemer, A. (n.d.). Conflict Resolution. Web.
Johansen, M. (2012). Keeping the peace: Conflict management strategies for nurse managers. Nursing Management, 43(2), 50-54. Web.
Mahon, M. M., & Nicotera, A. M. (2011). Nursing and Conflict Communication. Nursing Administration Quarterly, 35(2), 152-163. Web.