In all human relations, there are bound to be situations whereby people will not agree on everything leading to differences in their relationships. Such differences generally develop into conflicts. Conflicts are a normal part of life since, at the end of it all, relationships usually come out stronger. In the workplace also, differences amongst the staff members also occur. As such, the nurse manager is tasked with providing leadership on how to solve such problems (Brubaker, et al., 2014). It is imperative that such differences be handled in a mature manner. Such efforts usually result in strengthened bonds between the people thereby providing an opportunity for growth and also create a stronger bond amongst nurses at the hospital.
The second method used in resolving conflicts at the workplace is by the nurse manager applying the appropriate problem-solving techniques. As such, there is the need for identifying what might be the cause of the problem, having an understanding of everybody’s concerns, thinking about the available options that can be utilized in the process and selecting the most appropriate solution. Having a better understanding of all the individual concerns assists the nurse manager to form the basis through which they will solve the conflict in place. Secondly, it is essential that the leadership has the best interest of both parties at heart to ease the process of satisfying everyone’s needs. Such a skill is important since it makes the manager look impartial in the conflict resolution process (Katz & Flynn, 2013). The two parties will, therefore, have faith in the abilities of the leader in solving the problem in hand. By having a better understanding of the problems of both parties, the nurse manager will now be in a position to look for the possible options that he/she may employ in the conflict resolution process. An evaluation of such options by the leader plays a crucial role in providing the guidance on the correct course of action that should be taken to restore and strengthen the relationship between the two parties that have fallen out. This move is beneficial in assisting the two parties to cope with differences to effectively.
Communication also plays a major role in resolving conflicts. The proper sharing of information between the staff members and the management plays an important role in solving any differences at the workplace. Having a clear understanding of the models of communication plays a vital function in strengthening relationships. A nurse manager is therefore tasked with ensuring that the bottom-up mode of communication is reinforced with the objectives of the having staff members easy access the management in the event that a conflict arises (Cahn, 2013). Additionally, the horizontal mode of communication should also be encouraged by the nurse manager with the intentions of having members in the workplace build better relationships amongst themselves. It is noteworthy that having effective communication amongst colleagues in any workplace results in job satisfaction levels which eventually translates to improved patient outcomes.
References
Brubaker, D., Noble, C., Fincher, R., Park, S. K. Y., & Press, S. (2014). Conflict Resolution in the Workplace: What Will the Future Bring?. Conflict Resolution Quarterly, 31(4), 357-386.
Cahn, D. D. (2013). Intimates in conflict: A communication perspective. Routledge.
Katz, N. H., & Flynn, L. T. (2013). Understanding Conflict Management Systems and Strategies in the Workplace: A Pilot Study. Conflict Resolution Quarterly, 30(4), 393-410.
