Discussion Forum

Three (3) common sources of conflict in our workplace.Discuss strategies that were proven effective to resolve those conflicts identified

Three (3) common sources of conflict in our workplace.Discuss strategies that were proven effective to resolve those conflicts identified

by Georgina Matthews -
Number of replies: 3

Conflicts in the Intensive Care Unit (ICU) which I am currently working can arise from various sources,including differences in clinical opinions, communication breakdowns, and resource allocation issues.These are three common sources of conflict in our workplace and strategies to effectively resolve them:

1.Differences in Clinical Opinions;

          Conflict often arises when healthcare professionals in the ICU have differing opinions on patient care ant treatment plans.These differences can stem from varied medical perspectives, experience levels, or personal biases.

 

Strategies to resolve:

- Multidisciplinary Team Meetings:

Encouraging regular discussions involving a multidisciplinary team, including  physicians, nurses, pharmacists, and other healthcare professionals, can provide a platform for sharing opinions and reaching consensus on patient care plans.

2. Communication Breakdowns:

- Poor communication among members of healthcare can lead of misunderstandings, errors,and conflicts within our unit. Communication breakdowns may occur between different healthcare disciplines or between shifts, leading to suboptimal patient care.

Strategies to resolve:

- Structured Handovers; Implementing standardized handover procedures during shift changes can improve communication and ensure essential patient information is effectively transmitted between healthcare providers.

Continuous Communication Training;

-Communication skills training for healthcare professionals can enhance their ability to convey critical information, listen actively and address concerns, thereby reducing misunderstandings and conflicts.

3.Resource Allocation Issues;

- Conflicts can arise in the ICU when there are limited resources such as beds, equipment or staffing, leading to difficult decisions and patient care priorities.

Strategies to resolve;

-Ethical Consultations: when facing challenging resource allocations decisions, involving an ethics committee or consultant can provide guidance and support in making ethically sound decisions that align with patient needs and available resources.

-Transparent Policies; Establishing transparent policies and procedures for resource allocation and decisions making can help mitigate conflicts by providing clear guidelines for prioritizing patient care and managing limited resources.

Overall, fostering a culture of open communication, collaboration and respect among healthcare team members is crucial in preventing and resolving conflicts in the ICU. Regular education, training and support for the staff can further enhance their ability to navigate challenging situations and work together effectively.

 

 Thanks 

GDMATTHEWS

N240- MAN, UPCN

In reply to Georgina Matthews

Re: Three (3) common sources of conflict in our workplace.Discuss strategies that were proven effective to resolve those conflicts identified

by Marilyn Cerbito -
Good evening ma'am Georgie! Thank you for sharing the your idea of strategies to resolve conflicts in a unit. This is also applied in our facility - the transparency and open communication. And i think, as I have also commented to ma'am Noemi, Delegation is an important management skill we need to escalate and work on for a more productive unit and more advanced quality patient care and outcomes.
In reply to Marilyn Cerbito

Re: Three (3) common sources of conflict in our workplace.Discuss strategies that were proven effective to resolve those conflicts identified

by Carmela Louise Mercado -
Hi, Ma'am Georgie.

I agree that conflict management is particularly crucial in nursing due to the nature of the healthcare environment and the collaborative nature of nursing work. I also agree that culture of open communication, collaboration and respect among healthcare team members is crucial in preventing and resolving conflicts. In addition to what you have said, as a nurse manager, we must have the soft skills of being a mediator when conflict arises among our team members most especially to our subordinates. We must find the right balance of being a person of authority VS a person that a team member can trust and rely on. It is not easy to be in between of two conflicting individuals/group, but as nurse managers we must practice fairness, transparency, and justice in managing conflicts. Playing favorites is not a good practice in doing so. As a nurse manager, I also believe that humility is a key virtue in facing and fixing conflicts.
In reply to Georgina Matthews

Re: Three (3) common sources of conflict in our workplace.Discuss strategies that were proven effective to resolve those conflicts identified

by Noemi Manondo -
Hello Ma'am Georgie. I would like to add that Personality Differences among staff/colleagues is also a source of conflict and the organization in itself may create competitive situation which can be addressed with fainess and justice (agree with Ma'am Cali). In the absence of such treatment, staff will be bitter and resentful.
The Physician and Nurse conflict can also be a source of frustration and stress among nurses. The denigrating comment and abusive behavior of doctors leaves nurses disempowered and devalued. Although open communication (I agree with you Ma'am Georgie) helps to address this situation, but oftentimes communication alone is not enough to prevent similar situation from happening again particularly if doctors are unwilling to compromise or be corrected. I believe that management intervention and having policy on standard behavior for health professionals can achieve better outcomes. Without concrete policy that will correct misbehavior, inappropriate behavior will not change unless there are serious consequences for the perpetuator. It is important that organization must foster a culture of respect in which inappropriate behavior and attitude of doctors towards nurses and vice-versa, or among themselves will not be tolerated.