Managing Conflict in the Workplace
Type of conflict observed
Interpersonal conflict may result due to favoritism whereby some nurses may be are favored by those they work under their and command at the expense of others. The favoritism may be in form of being allocated easier and lesser duties, working during the better shifts, being rewarded with no good reason or being given special roles with no proper justification (Lachman, 2014).
The impact of conflict impacted to working environment.
Conflict leads to unhealthy working environment since it strains relationship of nurses working together. It undermines the self esteem, confidence level of nurses suffering from favoritism resulting to a non performing working environment (Lachman, 2014).
Nurse Manager attempts in addressing conflict situations.
In an attempt to address conflict situations managers ought to first identify sources of the particular conflict by carefully listening to both parties that are involved in the conflict. They should then apply certain strategies that stop this kind of interpersonal conflict such putting in place strict policies punishing those who engage in favoritism while at the same time encouraging nurses to report cases as soon as they occur, provide education to all nurses on these policies and carry out compulsory counseling to nurses favoring others (Lachman, 2014).
The use of scripting framework to script a conversation between a nursing manager and the employees involved in the favoritism conflict.
Stating the Positive intention
It has come to be noticed through the human resources department job performance evaluation that nurses who play the role leaders in different sections of the nursing department are doing a good job and all sections are performing well due to the group efforts in those sections. All nurses working in different sections are applying their professional skills and dedication in providing patient care services through the guidance of their leaders. Considering the kind of team effort displayed, it is possible for leaders of these sections to perform even better by treating all nurses equally and share the duties equally and fairly among them (Manion, 2011).
Sharing the observation
It has been observed that despite the good performance from all sections, there are some nurses belonging to some sections that are given lesser duties or easier tasks and allocated only the day shifts at the detriment of their section members. Those who has experienced the unfortunate treatment have forwarded complains to the human resource manager as well as the nursing department manager according to the guidelines provided by human resource office (Manion, 2011).
The impact of the action
These actions of favoritism makes some nurses to suffer while working harder, taking the most difficult tasks and working mostly on night shifts. It makes most of them bitter and stressed up which may end up destroying the good results that have been achieved so far (Manion, 2011).
Enquiring about the intent
It is also important for the leaders of different sections who took part favoritism to provide the reason behind this kind of action. The reasons should be put down on paper and forwarded to human resource manager to take appropriate action (Manion, 2011).
Inclusion of Empathy
The fact that these section leaders have not carried out this kind of duty before or for a in a long time is recognized by the nursing department. The manager will therefore give suggestion to the human resource manager on the kind of appropriate action to be taken against the particular leaders which will be a bit lenient (Manion, 2011).
Indication of what needed to change
Nevertheless, the human resource manager has provided policies and guidelines that should be adhered to fully be section leaders. The persons heading various sections in the department are required to be fair and just when distributing the nursing duties. If given a second chance, it is expected that all leaders will from this point forward correct their mistakes and accord each and every of their section members the same treatment (Manion, 2011).
Lachman, V. D. (2014). “Ethical issues in the disruptive behaviors of incivility, bullying, and horizontal/lateral violence.” Medsurg Nursing: Official Journal of the Academy of Medical-Surgical Nurses, 23(1), 56.
Manion, J. (2011). From management to leadership: Strategies for transforming health care (3rd ed.). San Francisco, CA: Jossey-Bass.