Management of Care
Appropriate approach
Negotiating an acceptable solution to all sides, but not entirely so that the problem may be resolved is known as “compromise.” People that utilize compromise conflict styles try to meet the requirements of both or all parties by advocating compromise on at least some areas in the dispute. This is a suitable approach for solving the prevailing problem in the facility. The first part of compromising is discussing the implications of their patient care assignments with the nurse in charge. This means outlining why it is inappropriate or significant for the in-charge nurse to deal directly with the patient by highlighting and mentioning the lowest acuity level. Furthermore, the nurse in charge can be explained on the benefit of allocating patient care assignments to the junior nurses, such as reducing cases of low acuity levels.
Additionally, minimizing cases of complication as a result of low understanding. By compromising both parties engaged in the conflict can have a profound and lasting solution, which can be beneficial to all nurses working in the facility. Numerous studies have shown that adopting compromising as a strategy to minimize conflict can effectively result in problems with ease while ensuring parties involved have a proper understanding of each other’s perspectives. Abas, Surdick, Otto, Wood & Budd (2010) assert that a compromise is an agreement in which both parties make concessions so that both parties are satisfied but not fully content with the results of the compromise. Nevertheless, this method of dispute resolution might take longer and need more “people skills” than others.
Why other methods are not sufficient
In order to maintain positive connections, avoidance is not a good idea since it might lead to conflict within people’s relationships. Avoidance may have a negative impact on the health of a relationship. This is evident by the fact that most of the junior nurses are not comfortable being assigned high-risk patients as a result of the supervisor’s action. There is a risk of making others feel ignored. That may lead to a breakup or poor employee relationships in the healthcare facility.
Collaborative conflict management has the significant drawback of requiring a significant amount of time, energy and work to resolve a disagreement. Since the goal is a “win-win,” an arbitrator has to go through various options before settling on a solution. In healthcare, where healthcare is paramount, it can be challenging for the conflicting nurses to seek arbitration. This is because there is no sufficient time or resources to exhaust such an approach when seeking to solve the prevailing conflict. More son, the patients may be neglected when the nurses are engaged in collaborative discussions to discuss the way forwards.
Moreover, when one side gives in to the other’s wants or demands, it’s known as accommodating. They’re working together, but they are not being overly aggressive. In the event one realizes they have been proven incorrect, this may seem to be a graceful way to concede. The approach can be considered an appropriate conclusive resolution technique for solving the prevailing problem. This is because the junior nurses have to tolerate “accommodate” the unprofessionalism of the nurse in charge. In essence, the accommodating strategy will require the nurses to accept the disproportionate burden placed by the nurse in charge, even if the assignment may be unsafe.
Reference
Abas, N. A. H., Surdick, R., Otto, K., Wood, S., & Budd, D. (2010). Emotional intelligence and conflict management styles (Doctoral dissertation, University of Wisconsin-Stout).
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