Conflict Management Approaches for Nurse Managers

Conflict Management Issue in Nursing Mary Johansen has conducted a study on conflict management strategies that can be used by nurse managers as part of initiatives to keep peace in their working environments. This study is based on the premise that dealing with conflicts in an effective way is crucial in nursing since it contributes to efficient and effective results. The efficient and effective results are evident in enhanced quality, staff morale, patient safety, and reduction of work stress for the caregivers.

For nurse managers to develop effective means for managing of conflict, they need to approach the issue cautiously and thoughtfully since it entails handling working relationships that are vital for the effective functioning of the nursing unit. The relationships involved in the management of conflict in a nursing unit include nurses and other members of the multidisciplinary healthcare team who need to collaborate across the overlapping roles and responsibilities in delivery of care.

As a result, Johansen (2012) argues that nurse managers need to develop essential skills for handling situations of conflict effectively (p.50). In attempts to develop effective conflict resolution strategies, the researcher identifies the most common and problematic kinds of conflicts in the working environment that incorporate interpersonal conflicts. According to the findings of a survey, Johansen states that three major situation of interpersonal conflicts that frequently occur in the work environment are patient and family, nurse manager, and physician.

Conflicts between nurses and patients, families or visitors tend to take place because of differences in perceptions about patient care issues that should be handled first, restricting hospital visitation hours, and limits regarding confidential information disclosure. Conflicts involving nurse managers and other nurses are mainly attributed to lack of necessary organizational support from the top management as well as poor communication. Conflicts between caregivers and direct care nurses are largely brought by failure to handle various issues effectively or ignorance of existing problems, which contribute to a toxic working environment.

The identification of these issues is followed by a discussion on the most suitable approach for nurse managers to deal with conflicts given that each of the five conflict management styles generates varying results. Following an examination of some ineffective measures for handling conflict, the researcher provides recommendations for nurse managers to utilize effective conflict resolution strategies. These suggestions for conflict management in efficient and effective manner include engaging in dialogue, engaging in coaching, identifying probable conflicts, and education and training.

In addition to these proposals, Johansen (2012), states that maintaining peace in nursing practice through effective and sustainable measures for resolving conflict requires the nurse manager to engage in professional development and coaching in order to develop necessary skills and resources (p.52). While this article does not address a specific conflict, it provides an evaluation of potential conflict situations in a nursing unit and the reasons for the conflict. The broad overview of probable conflict situations help in providing information regarding specific areas nurse managers should be.