Description of Conflict
Conflicts are unavoidable situations, and it is essential to learn how to manage them productively. The importance of this process is even greater in the medical industry, where disruptions or issues can cost human lives. That is why all healthcare professionals are expected to improve their conflict management skills to minimize such negative consequences. Thus, the purpose of this paper is to describe a potential conflict, analyze a response to it using the Thomas-Kilmann Conflict Mode Instrument, and include a personal reflection.
For an advanced practice leader (APL), a significant area of conflict is found in the scope of practice and professional hierarchy. APLs represent a relatively new role in the healthcare system, and it takes time to address all issues that arise. There is tension between these professionals and physicians because their positions overlap in functions and responsibilities (Torrens et al., 2020).
For example, APLs want to diagnose, treat, and manage patients autonomously, while doctors are skeptical of their independence. When an advanced nursing role was introduced in the 1960s, the individuals involved witnessed similar problems with extended scope (Torrens et al., 2020). Thus, different views on APL’s practice can lead to conflicts between these professionals.
Barriers Identification
The issue under analysis exists because a few barriers make it widespread in the medical industry. On the one hand, it is reasonable to focus on personal factors that affect all medical workers. This description refers to high levels of burnout and job stressors that simultaneously affect APLs and other providers. Increased workload, time pressures, and other problems result in absenteeism, reduced engagement with their work, and dissatisfaction with their current employment (Klein et al., 2020). All these issues make individuals tired, irritable, and nervous, which increases the incidence of conflicts.
On the other hand, one should comment on an organizational barrier. As mentioned, APLs represent a new role, and not all organizations have precisely defined the scope and instructions for this position. That is why there is ambiguity between this role and practitioners’ roles because the two perform similar functions (Torrens et al., 2020). Because medical facilities often fail to document clear distinctions between these positions, APLs and doctors can overlap in duties and tasks, including patient assessment, ordering tests, and prescribing medications (Torrens et al., 2020). The interplay between this and the previous barrier establishes the conflict and intensifies it.
It is impossible to undervalue the importance of the issue under consideration, as it harms the quality of care and outcomes. The presence of a conflict within a healthcare team is inherently negative, as professionals become distracted by other tasks and have less time and energy to deliver patient care. Such adverse cases negatively affect workers’ mood and morale, hindering their ability to perform their duties adequately (Klein et al., 2020). Patients fail to receive an appropriate level of care, which can result in unmet desires, worsened health conditions, comorbidities, and other negative phenomena. Consequently, these individuals should improve their conflict management skills and competencies to minimize the harmful influence, and the following sections will comment on potential responses.
Thomas-Kilmann Instrument
If I experienced such a conflict on behalf of an APL, I could predict my most common reaction mode. According to the Thomas-Kilmann Instrument (TKI), potential responses include competing, collaborating, compromising, and avoiding (Raykova et al., 2020). Among them, competing is the most frequent choice because it is often used when people face criticism or opposition from peers. According to Raykova et al. (2020), this attitude is assertive and non-cooperative because it implies that an individual does their best to protect their own interests without considering the other side’s opinion. One can state that this strategy can contribute to the escalation of the conflict.
I would rely on a competition mode because I would consider it unfair if a physician created barriers for my performance or limited my autonomy. I believe that the APL position represents fully qualified professionals who should be respected and regarded. If my professional independence were restricted, I would explicitly respond to this fact. I understand this approach would not be the most productive, but workplace injustice makes me nervous, and it becomes harder to control my actions and emotions.
Identifying the Most Appropriate Reaction Mode
Even though I relied on a competing strategy, it was not the best option for resolving the conflict. The analysis and comparison of all TKI categories demonstrate that it is better to rely on the collaboration mode. Raykova et al. (2020) indicate that high levels of assertiveness and cooperation characterize this approach. It implies that all parties to a conflict should combine their efforts to reach a solution that satisfies all stakeholders’ interests. This outcome is only possible when people want to solve the problem and agree to spend time and effort coping with it.
The selected reaction mode would be the most appropriate for particular reasons. As mentioned above, a few barriers contributed to the problem, and one was external, i.e., beyond the participant’s control. Thus, a person’s desire to solve the conflict may not be sufficient to do so. This statement indicates that stakeholders should join their efforts to overcome the barriers, and the collaborating strategy enables them to do so. Furthermore, this strategy would benefit the organization by preventing future conflicts. When people collaborate effectively on a single issue, they develop cooperation skills and improve resilience. That is why it is possible to expect that future conflicts will be effectively resolved.
Reflection
This assignment allowed me to learn that my preferred conflict resolution style is assertive. It is not good because my emotional responses can aggravate the situation and make it difficult to find a solution. It is my primary weakness, and I am working to minimize its impact by leveraging my strengths. My awareness and willingness to become a better professional are my strengths, and they can help me improve my conflict management competence. These strengths ensure that I always want to learn new information and skills to better and more effectively handle conflicts. This commitment to lifelong learning is significant in the healthcare industry because it enables medical professionals to improve their knowledge and skills continually.
Conclusion
In conclusion, this assignment has helped me understand that a conflict can be an opportunity. This negative event allows stakeholders to see the problem and find effective solutions to its causes. As a future APL, I would improve my conflict management skills and advocate for this process among all colleagues and peers. To address this, I would organize appropriate training and education sessions to provide all stakeholders with information highlighting the importance of effective conflict management.
This competence is essential in the workplace because it allows healthcare professionals to address existing problems efficiently and productively for the entire organization and its patients. If this outcome is achieved, employees will be more satisfied with their working conditions, while patients will receive better service. Thus, it is essential to invest more time and effort in improving healthcare staff’s conflict management skills, as this issue offers multiple benefits for the entire sphere.
References
Klein, C. J., Weinzimmer, L. G., Cooling, M., Lizer, S., Pierce, L., & Dalstrom, M. (2020). Exploring burnout and job stressors among advanced practice providers. Nursing Outlook, 68(2), 145-154.
Raykova, E., Semerdjieva, M., & Tornyova, B. (2020). Conflict management style in the work of medical specialists in hospitals. Journal of IMAB–Annual Proceeding Scientific Papers, 26(2), 3068-3072.
Torrens, C., Campbell, P., Hoskins, G., Strachan, H., Wells, M., Cunningham, M., Bottone, H., Polson, R., & Maxwell, M. (2020). Barriers and facilitators to the implementation of the advanced nurse practitioner role in primary care settings: A scoping review. International Journal of Nursing Studies, 104.