The provision of quality health care is one of the most important goals of health care organizations and institutions. Quality health care refers to the ability of an institution to deliver health care services to patients and populations with high outcomes for health. The most common health concern that affects the quality improvement of a health institution’s ability to properly deliver quality health care is the existence of faulty systems and process. However, another concern for health institutions is the growing concern when it comes to the stressors experienced by health care professionals especially those who belong in the nursing profession (Hughes, 2008).
One of the most effective ways that can help in the improvement of quality health care delivery is through collaboration whether with clients or other professionals. Since nurses are one of the professions that are primarily based on collaborative relationships, they are also the most common professionals who experience conflicts among clients and colleagues. Conflicts within the nursing practice occur because of the different opinions and views of the professionals and clients when dealing with a particular situation. These can also be a result of differences when it comes to the individual differences in values, needs, attitudes, race, and backgrounds. Most of the time, conflicts are considered as a negative issue by different health care institutions. However, appropriate management of these conflicts can actually lead to a positive outcome which can also result to personal and even organizational growth (College of Nurses of Ontario, 2009).
According to different studies, mechanisms that are considered negative like avoidance and confrontation styles result to negative outcomes. Negative outcomes include increased burnout and occupational stress. Avoidance due to conflict will not only lead to poor effectivity and productivity but also neglect of the different goals and needs of the health institution in general (Heimer, n.d.).
The management styles that are commonly used to resolve conflicts in nursing practice include avoidance, competition, accommodation, compromise, and collaboration. The most commonly used management style is avoidance because it can be used strategically by allowing delay during a conflict. However, it is not advised because it leads to negative outcomes. Professionals and experts on conflict management only recommend this management style when dealing with a small conflict especially when the situation may result to bigger damages than benefits. Nurses who use avoidance as conflict management are not considered leaders because of their inability to face situations and make decisions. Another negative management style is competition. The competition management style is used by nurses when faced with a situation that requires quick or unpopular decision. Individuals using this conflict management style portray high assertiveness and low cooperation because they are willing to risk other people in order to accomplish their own goals and needs. Another conflict management style is accommodation which refers to one’s ability to accomplish the goals and needs of another person. This style is adapted by nurses when faced with a situation where winning is not necessary. The priority in this conflict management style is the preservation of the different relationships of the nurses and clients. The compromise style is the best to be used when nurses are involved in a conflict where all of the nurses involved are of equal power. This style requires qualities such as decisiveness and teamwork. However, it usually results to a lose-lose situation. The last conflict management style is collaboration which results to a win-win situation. The nature and action of the conflict are the main concerns in this conflict management approach (Heimer, n.d.; American Sentinel University-Healthcare, 2011).
References
American Sentinel University-Healthcare. (2011). The Five Styles of Managing Conflict Resolution for Nursing. The Sentinel Watch: Nursing. Retrieved from http://www.americansentinel.edu/blog/2011/07/27/nursing-strategies-common-tactics-for-managing-conflict/ [Accessed on 2 Feb 2016].
Heimer, A. (n.d.). Conflict Resolution. Journal of Nursing. Retrieved from http://rnjournal.com/journal-of-nursing/conflict-resolution [Accessed on 2 Feb 2016].
Hughes, R.G. (2008). Patient Safety and Quality: An Evidence-Based Handbook for Nurses. Rockville: Agency for Healthcare Research and Quality (US).
