Conflict: The Cutting Edge of Change

Conflict

"Conflict is a disagreement in values or beliefs within oneself or between people that causes harm or has the potential to cause harm. Conflict is a catalyst for change and the ability to stimulate either detrimental or beneficial effects." (Yoder-Wise, 2011) "Conflicts are more than just debates or negotiations. They represent an escalation of everyday competition and discussion into an area of hostile or emotion-provoking encounters..." Conflict arises from a perception of incompatibility.

Frustration

Feel goals may be blocked Strong emotions such as anger Frustration comes from what people believe to be true, even though there may not be a real conflict at all

Stages of Conflict

Frustration Conceptualization Action Outcomes

Accommodating

Accommodating/Smoothing: One side gives in to the other side Unassertive and cooperative Neglect their own needs, goals, and concerns "Get nothing in return" If you use accommodation often, ask yourself: -Do I feel that my needs, goals, concerns, and ideas are not being considered by others? -Am I depriving myself of influence, recognition, and respect? -When I am in charge, is "discipline" lax? -Do I think people are using me?

Compromising

Assertiveness and cooperation among the group Maturity and confidence Concessions Nobody gets everything they want Builds relationships and teams Supports a balance of power between self and others in the workplace May require mediation -Involves an impartial helper -Both sides must acknowledge disparities -Not about winning or losing -Key: What works best in this situation?

Modes of Conflict Resolution

Avoiding Accommodating Competing Compromising

Conflict Arises in:

Beliefs and values Attitudes Goals Priorities Information Ideas Personalities Interests Motives Conflict arises from a perception of incompatibility.

Interpersonal Conflict

Between two or more people Patients, nurses, team members, family members, physicians Difference of opinion, priority, or approach with others

Action

Collecting information Engaging in dialog about the issue Avoiding is an action Important that action needs to happen quickly and appropriately matches the origin of the conflict

Conceptualization

Conflict when there is a different interpretation of the situation Based on personal values, beliefs, and culture Need to clarify "the conflict as I see it"

Organizational Conflict

Discord exists about policies and procedures Hierarchical structure Concerning staffing patterns Unions

Collaborating

Everyone works together to develop optimal outcomes Work creatively and openly to find the solution that most fully satisfies all important concerns and goals to be achieved If you tend to collaborate often, ask yourself: -Do I spend valuable group time and energy on issues that do not warrant or deserve it? -Do I postpone needed action to get consensus and avoid making key decisions? -When I initiate collaboration, do others respond in a genuine way? -Does the group exhibit hidden agendas, unspoken hostilities, and/or manipulation?

Conflict May Stimulate

Growth, creativity, innovation, new ideas, new ways of doing things, and change for the better Without some conflict, groups or work teams tend to become stagnant and routinized Conflict is necessary to achieve organizational goals and cohesiveness of employees, facilitate organizational change, contribute to creative problem solving.

Avoiding

Ignoring the conflict: Unassertive and uncooperative Neither pursue their own needs, goals, and concerns nor assist others to pursue theirs If you tend to use avoidance often, ask yourself: -Do people have difficulty getting my input and understanding my view? -Do I block cooperative efforts to resolve issues? -Am I distancing myself from significant others? -Are important issues being left unidentified and unresolved?

Types of Conflit

Intrapersonal conflict Interpersonal conflict Organizational conflict

Conflict Stimulated by

Invasion of personal space Safety or security issues Cultural differences Scarce nursing resources Increased workload Group competition Various nursing demands and responsibilities

Left Brain Dominant Thinkers

Left brain dominant thinkers will enjoy work assignments stressing: Rules Systems Schedules Consistency Planning Making lists Setting priorities Concrete problem solving Clear directions

Steps to Resolving Conflict

Name the conflict (identify the problem) Identify your reaction to it Search for cause Identify a common goal Generate solutions Select and plan innovative solution Implement Evaluate Repeat as needed

Interprapersonal Conflict

Occurs within a person Personal vs. professional Ethical standards Taking risks

Competing

Purse ones own needs and goals "WIN" Can act threated, defensive or aggressive Competition in groups can cause ill feelings and lead to a stand off If you use competing often, ask yourself: -Am I surrounded by people who agree with me all the time? -Do people avoid confronting me? -Are others afraid to share themselves and their needs for growth with me? -Am I out to win at all costs? What are others saying about me?

Right Brain Dominant Thinkers

Right brain dominant thinkers will enjoy work assignments stressing: Innovative ideas Use of color Texture Music Role playing Feelings Pictures Games Flexible scheduling of time They will be bored and frustrated with left brain systems

Outcomes

Stagnation Can be constructive or destructive Relationships may be strengthened, weakened, or ended