Need a discussion post in reply to both posts below Length: A minimum of 150 words each post, not including references

• Need a discussion post in reply to both posts below
• Length: A minimum of 150 words each post, not including references
• Citations: At least one high-level scholarly reference in APA 7th edition from within the last 5 years
• Post #1
  Conflict management is any technique that can deescalate a stressful situation to reduce tension and curb bad behavior. (Arveklev et al., 2018) Conflict management is critical in nursing to provide safe and competent care. As nurses, we deal with conflicts on a daily basis whether it is between coworkers, with patients and/or their families, or with management; really anyone that we come into contact with could potentially turn into a situation of conflict. Due to the stressful environment that nursing exhibits, learning effective strategies to resolve conflicts can benefit the team and workplace, ensuring that the patients are cared for appropriately.A situation comes to mind between two nurses that I previously worked with, one a registered nurse (RN) and the other a licensed practical nurse (LPN). I had just been hired and the RN and LPN had just begun to work together as well because our unit had transitioned from eight-hour shifts to twelve-hour shifts. The LPN had been working at this facility for 15+ years and had been used to working the third shift where the residents were already in bed, and most of the patient care was ensuring the patients were clean, ready for breakfast, and their morning medications were given. She now had to deal with a heavy nighttime medication pass along with giving baths and putting residents to bed, as well as the morning routine. The LPN always requested to do patient care instead of passing medications, but always did the bare minimum of patient care while other staff picked up the slack.The RN attempted to resolve this conflict by taking her to the side in a friendly manner, to discuss some of the things she was having problems with while working with her such as her aversion to passing medications. This interaction between the two worked out well for a short while as the LPN did better with patient care and even passed medications from time to time, but unfortunately, the LPN slowly went back to her old ways. After becoming frustrated again, the RN decided it would be best to get the nurse manager involved to help resolve the conflict. The nurse manager then called a meeting with the LPN to develop a plan of action to ensure that she knew what her role and responsibilities were and that she was able to provide safe and competent care.Arveklev et al (2018), discuss a study done in Sweden involving student nurses at a university. These nurses were taught about the concepts of conflict management in the classroom and then had to attend a one-day drama workshop using role play to practice the techniques that they had learned about in the classroom. I found this to be an interesting way to help nurses develop their conflict management skills as I am a firm believer that practice makes perfect. As with other skills you learn in school the more you do it the more comfortable you are doing it.
• Post #2
  Dysfunctional conflict refers to undesirable conflict in the workplace that can arise from either behavioral or emotionally charged difficulties between people or groups. The parties involved in the disagreement are unable to effectively communicate with one another, which leads to a decrease in productivity (Stasser & Abele, 2020). Tension in the workplace, negative consequences from the disagreement, and growing anger towards the source of the conflict are all possibilities for people involved.Physicians and nurses collaborate closely to provide quality care for patients, but problems with communication and patient delegation are common. Misunderstandings and communication breakdowns between doctors and other staff members are frequent sources of dysfunctional conflict in the healthcare environment (Stasser & Abele, 2020). When a doctor has a bias towards or an inaccurate impression of an APN, for instance, tensions might ensue. The physician may not consider the APN to be as capable as themselves due to differences in training, education, skills, and experience. This may result in a resentful attitude toward the APN, and their recommendations may not be taken into consideration as a result. This takes the focus off of the patient and leads to a decline in efficiency within the working environment. Continually, this leads to a hostile work environment where both parties may not want to work with each other, decreasing productivity, team morale, and overall loss of staff support.The first step to resolving this problem is to step back and analyze the situation. Through this process, it will be possible to identify the desired outcome for the case, the goal for the problem, and the steps necessary to achieve it (Mikkelsen & Clegg, 2019). Once this dysfunctional pattern is identified, behavioral intervention should be initiated. In order to begin addressing this conflict, an understanding of how they arise is essential. Continually, the parties involved must cultivate self-awareness among themselves regarding how they respond physically and emotionally to the situation (Rahim, 2023). The physician and nurse can thus begin addressing the conflict between them and guide understanding from each other’s points of view.In approaching conflict, a variety of approaches may include avoiding, accommodating, competing, compromising, and cooperating to address these issues. An avoidance strategy may be beneficial if the dispute is minor, the parties are emotionally charged, or when others can find a better solution (Rahim, 2023). If both parties demonstrate uncooperativeness, forcefulness, and assertiveness toward their objectives, the use of competition may be necessary to take progressive steps on this problem. Accommodation would aim to create harmony by yielding to the other individual in the conflict, as the situation outweighs the benefits that may be gained from the conflict (Rahim, 2023). This may be used within the situation between the physician and the registered nurse but may also continue to cause resentment if the conflict repeats itself. In this scenario, compromise and cooperation may be the best strategy to implement.Compromise strategies involve mutual concessions of interests and objectives in order to achieve a middle-ground position (Mikkelsen & Clegg, 2019). To achieve a compromise, both parties must negotiate the terms with equal power to arrive at an understanding they both agree on. Collaboration and cooperation refer to the process of understanding how to reach a solution that meets both of the parties’ requirements (Mikkelsen & Clegg, 2019). It is through the implementation of these strategies to reduce or remove conflict that hostility within the work environment can be addressed, the organization within the team can be formed, communication can be improved, and patient-centred care can be implemented, resulting in a healthier working environment overall.

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