WEEK 3 RESPONSE CONFLICT MANAGEMENT 4
Week3 Response: Conflict Management
Lastyear, I worked as an intern in one of the hospitals in the region.During the weekends, every nurse and supervisors at the hospital tryas much as possible to get free time off. If not possible, they tryto finish their shift and immediately go to their personal break. Onone Saturday, two nurses had a lengthy conflict relating to theirshifts and taking care of the patients on the pediatric ward. Bothhad been assigned the afternoon shift that starts from 2pm to 8 pm.However, one of the nurses left an hour earlier at 7am withoutnotifying the supervisor. He only convinced the colleague to hold onfor him as a personal favor.
Unfortunately,the supervisor came after he had left and demanded to know why he hadleft. He reported the two to the management. The two nurses later hada serious conflict the next day because each was accusing the otherof lack of confidentiality and betrayal. This conflict brings tolight the element of poor communication and indiscipline, whichcauses many conflicts according to Swansburg(2002).After three days, they made an agreement that no one should leave hisduty without due permission. The management also sent a memonotifying all nurses to follow the right procedure when leaving one’sduty.
Thestudent by Merissa does not explain the cause of the conflict betweenhim and the patient from a causative approach. The student does notindicate what she did as a nurse that provoked the conflict from thepatient. However, the situation indicates that the nurse, Merissa wasa victim of circumstances that reveals a larger negligence at thehospital. It is unfortunate that the patient had stayed with the belland phone fallen and no other nurse had realized to correct.
However,the student had a good solution to the conflict. The resolutionprocess shows there was adequate communication between her and thepatient. Swansburg(2002) asserts that communicationis important in solving such conflicts and preventingmisunderstanding. This was present in the case of Merissa leading thesolution for the conflict. In addition, Merissa did a good thing notto retaliate the conflict by talking negatively. According toSchulz and Johnson (2003), itis recommended that a party to a conflict take time to understand theperspective of the other instead of retaliating. In this regard,Merissa did this excellently with the patient.
Schulz,R., & Johnson, A,C. (2003). Managementof Hospitals and Health Services: Strategic Issues and Performance.Frederick, Maryland: Beard Books
Swansburg,R. (2002). Introductionto Management and Leadership for Nurse Managers.Sudbury, MA: Jones & Bartlett Learning