Conflict Management Styles

​Conflict Management Styles

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Conflict Management Styles

The nursing profession is usually based on collaborative relationships with patients and colleagues. When the perspectives of two or more people concerning situations or views differ, conflicts may compromise these relationships (Marquis & Huston, 2015). However, proper management of conflicts in the nursing profession can heighten the quality of services offered even in times of conflicts between colleagues or nurses and clients (Johansen, 2012). Consequently, nurse leaders must be aware of the various approaches in which conflict escalate as well as be prepared to manage or prevent it in their workplaces.

Healthy Interactions are integral in the provision of healthcare services, which require individuals to communicate effectively to build healthy relationships (Johansen, 2012). However, considering the perceptions of people often differ regarding situations, conflicts may arise during these interactions. Personally, I have witnessed various conflicts in my nursing profession. One of these includes when one of my colleagues was treating a patient who had been intoxicated with alcohol. During the treatment process, the nurse did not allow the patient to express some of his concerns since he thought they were not important since he was drunk. After offering the patient with the appropriate medications for his illness, he suddenly developed an aggressive behavior towards me and the other nurses by swearing and shouting. In response, the nurse also became aggressive too, and other nurses had to intervene. Later, it was realized that the medications that the caregiver could have led to allergic reactions to the patent.

Conflicts can be escalated by the intoxication of a client with drugs and alcohol, which may result in aggressive behaviors for the patient as seen in the above case. In such situations, nurses should use the accommodating conflict management style, which can preserve harmony as well as relationships at all costs (Johansen, 2012). In cases where the client becomes aggressive, the caregiver should avoid arguing, criticizing, or judging and concentrate on the behavior instead of the personality of the patient. Besides, the nurse can remain calm and encourage the patient to express his or her concerns. If the nurse in the scenario I witnessed used the accommodating strategy by allowing him to express his concerns, the conflict could not have occurred.