Conflict resolution in nursing

A conflict is a disagreement between two people or more who because of their attitudes, beliefs feelings, needs or values. It is part of the work environment including among nursing staff.

Anyone who is supervising or managing a team of nurses should make a point of identifying and resolving disputes because of the sensitive nature of their work. The nurses should also have mechanisms to deal with personal differences between them.

Tips for conflict resolution in nursing

1. Deal with the issue

Most people prefer avoiding conflicts to the extent of resigning from their jobs instead of attempting to resolve the interpersonal disputes at their workplace. Escaping from a resolution is not a proper solution because some of the parties will forever feel guilty or regret their actions. Besides, it will be impractical to quit every job within short time spans. Others choose to ignore the issue causing them to carry the unresolved problems and hostility. Managing a resolution fast helps to sort out the problem before feelings of resentment develop. All parties will be happier and healthier emotionally after dealing with an issue to end.

2.Discuss the conflict face to face

A personal meeting between people who are unable to get along can be intimidating although it is the best action. Meeting in person is more efficient than other forms of solving a conflict because it allows direct exchange of on information. The parties can use eye contact, gestures, smile, handshake and other forms of body language to reach out and observe non-verbal cues of the other person. It is essential to set aside time for a personal meeting with the other party in a convenient place and time for both of you.

It is better to negotiate as equals by meeting at a neutral ground where none has an advantage.

Exchanging notes through email and letters is a method of communication to avoid when attempting to resolve a conflict unless it is impossible to reach another nurse in other ways. The recipient might misunderstand the message because there is no option for immediate clarification and it will escalate the misunderstanding. A conversation at the time of dispute is very crucial hence a phone call in the next best thing after a face-to-face discussion.

3. Use a mediator

Some differences are difficult to settle when they are too extensive especially for the persons who began the conflict. Involving a neutral party such as colleagues a worth approach when the other party is furious. Seeking advice on how to approach the situation can help you to find a better solution. Seeking information or someone to use as a go-between should be after a careful choice to avoid picking someone who might have another agenda. Careful planning of strategy including the things to say is crucial if the other person agrees to a meeting in the presence of a mediator. It helps to write a note card with the points to discuss to stay on target, feel in control and remember everything.

4.Compromise and apologize if appropriate

Dispute resolution if a form of bargaining and it is not always when someone gets an ideal solution. It helps to give up something on the dispute and gain leverage for another. It is also a tactic to attain a temporary settlement on a complex issue before arriving at a permanent solution. Nurses who establish that they did something wrong should be ready to acknowledge their mistake and apologize even if they are not entirely to blame. Meeting halfway sometimes helps in reaching the destination.

Nursing managers who get conflict should do the best to dig for facts on the likely cause before making inviting both parties for a discussion. Most times the first report is, and it will be wrong to sort an issue under the influence of subjective data like perceptions or emotions. Missing information can also lead to making the wrong decision. Gathering all the essential details helps to get a clear picture of the happenings for a solution that satisfies everyone.