MSN560 week6 discussion1 responses
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Aspen University *
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Course
560
Subject
Health Science
Date
Apr 3, 2024
Type
docx
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2
Uploaded by ernursetorres
The healthcare industry sees its fair share of conflicts every day. It is how each individual
deals with the conflict that makes the difference. When dealing with conflict, no matter how large or small, there are five responses to disagreements: avoiding, accommodating, compromising, collaborating, and competing (Promsri, 2019). One can see there are both negative and positive ways of dealing with conflict. In the situation between Sally and Tara, it is evident that Sally is unhappy with a decision made for her, and she “deals” with it by avoiding the aforementioned situation. The problem with the avoidance tactic is that it solves nothing. If Sally had come to Tara with her "need" that was not being met before she began gossiping with others, Tara would most likely have discussed the issue with Sally and come to some conflict resolution with Sally. If a resolution could not be found, Tara, as a manager, most likely would collaborate with Sally and accommodate her as best she could. References
Promsri, C. (2019). Exploring the association between empathy and conflict management styles.
Academy of Social Science Journal
,
4
(2), 1260-1265.
This is an excellent example of how not to deal with conflict. Conflicts in the healthcare system can arise from seemingly small and innocent gestures. According to this situation, APN Jones believed she was practicing to the best of her abilities to give Mrs. Sullivan a better outcome. Unfortunately, Dr. Smith took offense to the suggestions and attempted to belittle the APN. This was the first conflict that was inappropriately handled, followed by the second conflict of how the APN handled the situation by avoiding Dr. Smith. Compromise and
collaboration are critical elements of successful conflict resolution that could have been used in this scenario. By combining all parties' perspectives, mutually beneficial goals and solutions will often be created (Kayser & Kaplan, 2020). Another aspect of conflict is perception and how things are presented to the other party. In this instance, the doctor could have perceived that the APN was undermining him, causing conflict. At the same time, the APN might have been spoken to in a tone that caused her conflict. As professionals, we must never forget to speak in a professional tone; a person's perception is their reality. References
Kayser, J. B., & Kaplan, L. J. (2020). Conflict management in the ICU.
Critical Care
Medicine
,
48
(9), 1349-1357.
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