NSG 4029 Week 3 Assignment

NSG 4029 Week 3 Project

Conflict Handling Style

This assignment will help you understand conflict at the individual, team and organizational levels.

Using the South University Online Library or the Internet, research and identify additional information on handling conflict.

Based on your research and understanding, create a paper in a 3- to 4-page Microsoft Word document that:

Includes a description of change theories, conflict theories, and leader as a change agent.

Integrates how your ability to handle conflict can either enhance or hinder effective leadership in the health care environment.

Use this APA Citation Helper as a convenient reference for properly citing resources.

This handout will provide you the details of formatting your essay using APA style.

You may create your essay in this APA-formatted template.

SAMPLE ANSWER

Conflict handling styles in healthcare

When it comes to healthcare, conflict handling styles can vary depending on the situation. For example, a doctor may be more likely to use a collaborative style when working with another doctor on a patient’s care plan. However, if that same doctor is confronted by a patient who is angry and upset, they may need to use a more assertive style to diffuse the situation. In this blog post, we will explore the different conflict handling styles that healthcare professionals can use in various situations. We will also provide tips on how to choose the best style for each situation.

The 5 Different Conflict Handling Styles

There are five primary conflict handling styles that people use in healthcare:

1. Accommodating: This style involves sacrificing your own needs and goals in order to please others or maintain harmony.

2. Avoiding: This style involves steering clear of the conflict altogether, either by procrastinating or simply avoiding the person or issue involved.

3. Competing: This style is all about winning at all costs, regardless of what that means for the other party involved.

4. Collaborating: This style focuses on finding a solution that meets everyone’s needs and goals, even if it takes some time and effort to reach agreement.

5. Compromising: This style is similar to collaboration, but with a focus on finding a middle ground where both parties can give up something in order to reach an agreement.

When to Use Each Style

There are five main conflict handling styles, and each has its own time and place. Here’s when to use each one:

1. Avoiding: This style is best used when the issue at hand is not worth your energy or when you know that addressing the conflict will only make things worse. It can also be helpful in the short-term to diffuse a tense situation. However, avoiders need to be careful that they don’t use this style too often, as it can lead to simmering resentments that eventually boil over.

2. Accommodating: Sometimes it’s just more important to maintain peace than to stand up for yourself. If the other person is more invested in the outcome of the conflict than you are, it might make sense to let them have their way. Additionally, if someone has more power than you do, it might be wiser to accommodate their wishes rather than risk creating enemies.

3. Compromising: If both parties are equally invested in the outcome of the conflict and neither is willing to budge, then compromising might be the best solution. With this style, both sides make concessions until you reach a middle ground that everyone can live with.

4. Collaborating: This style should be used when there’s an important goal that needs to be achieved and both parties are committed to working together to find a creative solution. It requires trust, communication, and a willingness to see things from

Healthcare Examples of Each Style

There are four common styles of handling conflict in healthcare: avoidance, accommodation, competition, and collaboration. Each style has its own strengths and weaknesses, and the best way to handle a particular conflict situation depends on the specific circumstances involved.

Avoidance is the most passive approach to conflict resolution. When faced with a potential conflict situation, those who use this style will typically try to avoid it altogether. This can be done by ignoring the problem, withdrawing from the situation, or postponing any decision-making. While avoidance may seem like the easiest option, it usually only serves to delay the inevitable and can often make the problem worse in the long run. Additionally, avoidance can be seen as a sign of weakness or lack of confidence.

Accommodation is another passive approach to conflict resolution. When using this style, individuals will typically try to please everyone involved in the conflict. This might involve sacrificing their own needs or desires in order to keep peace. While accommodation can be an effective way to resolve minor conflicts, it can also lead to feelings of resentment if used too often. Additionally, accommodating others to the point of neglecting one’s own needs is not sustainable in the long-term.

Competition is a more aggressive approach to conflict resolution. Those who use this style will typically try to win at all costs, even if that means compromising the relationship. Competition can be effective in some situations, such as when time is of the essence or when there is a clear

How to Effectively Handle Conflict in healthcare

Conflict is an unavoidable part of life, especially in the healthcare field. With so many people working together towards a common goal, it’s no wonder that disagreements and personality clashes are bound to happen.

The key to effectively handling conflict in healthcare is to understand your own conflict handling style and the styles of those you work with. By doing this, you can learn to better manage disagreements, prevent them from escalating into full-blown arguments, and find ways to resolve them quickly and efficiently.

There are four primary conflict handling styles: Accommodating, Avoiding, Competing, and Collaborating. Here’s a brief overview of each:

Accommodating: When faced with conflict, those with an accommodating style will typically try to please everyone involved. They may sacrifice their own needs or goals in order to maintain peace.

Avoiding: As the name suggests, those with an avoiding style will do whatever they can to avoid conflict altogether. They may refuse to discuss controversial topics or make decisions that could lead to disagreement.

Competing: Those with a competing style are more likely to see conflict as a competition that must be won at all costs. They may be quick to criticize or find fault in others in order to come out on top.

Collaborating: Those with a collaborating style view conflict as an opportunity to work together towards a mutually beneficial solution. They’re open to compromise and willing to consider different perspectives.

Conclusion

There are a variety of conflict handling styles that healthcare professionals can use, and the best way to handle a conflict situation is to choose the style that will work best given the particular circumstances. In some cases, it may be necessary to use more than one style in order to resolve the conflict. With a little practice, you can become adept at using these various styles and applying them in ways that will help to improve patient care and reduce stress for everyone involved.

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