Conflict is a disagreement between two or more people often occurring when opinions vary, someone has an opposing view, and at least one person perceives that the stakes are high (Shuss, Delton, Lockhart & Davis, 2015). Conflicts tend to occur more as our relationships with others become closer and more collective. We experience conflict with our family, friends, and may also encounter it in our work environment.
Nursing has a high-stress work environment and conflicts are often inevitable between healthcare team members. It is integral for a professional nurse to be attentive to the manifestations of a conflict and to also value the thoughts, ideas, and clinical insights of another healthcare team member to assure the team’s success and to ensure that the patient will receive the optimum level of care. In the article “Resolve Conflict with Style”, authors Stacy Shuss, Diane Kelton, Lisa Lockhart, and Charlotte Davis discusses five major conflict management styles – the competitor, avoider, compromiser, collaborator and the accommodator – that may aid to resolve a conflict.
The competitor is a style of conflict resolution that shows belligerence and assertiveness. These particular traits of a competitor often interfere with the healthcare team’s success as this style tend to ignore the position and the opinions of others which leads to miscommunication. The aggressiveness and assertiveness of the competitor can also leave people feeling bruised, unsatisfied and resentful (Shuss, Delton, Lockhart & Davis, 2015).
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However, this style of conflict resolution is also appropriate in situations when an immediate decision and action is needed especially when the decisions are highly biased. This style of conflict also manifests strong leadership qualities that can be integral to the administering of discipline within a healthcare team. The avoider is a style of conflict resolution that, as the name implies, avoids or delays conflict or confrontation. This style of conflict may be appropriate in situations when one must avoid friction between team members in order to prevent conflict, when victory is improbable, or when another member has a better solution to solving a problem (Shuss, Delton, Lockhart & Davis, 2015).
This style of conflict may also be used stressful situations as the chances of a conflict arising tend to be higher in these situations. This style of conflict will provide ample time for tensions to subside in order for the team to recoup. The disadvantage of this style is that it often does not solve the underlying problem which leads to feelings of resentment and anger as an individual may feel that his or her feelings, thoughts, and ideals are not valued which will affect the morale of the healthcare team (Shuss, Delton, Lockhart & Davis, 2015).
The compromiser is a style of conflict resolution that is both harmonious and belligerent. These particular traits will aid in the search for a mutual understanding among the healthcare team members and will also provide solutions that will appeal to everyone. Although it may provide a practical solution and a mutual understanding, it often does not solve the underlying issue that may have caused the problem. The collaborator is a style of conflict resolution that is also both harmonious and belligerent, but seeks to find a settlement to a conflict that will both appeal to both positions.
This style of conflict resolution performs at its optimum level in environments that requires teamwork and finding a resolution that will both positions. However, collaboration between two positions may conflict if one or two people have different conflict styles such as a competitor or an avoider and although a resolution may be met that will appeal to both positions, it may not always be the optimal resolution to a conflict.
The fifth style of conflict resolution is the accommodator. This style of conflict resolution is more accommodating and more coordinating than the other four conflict styles. With the accommodating style, a person defers his or her own needs and concerns in favor of others (Shuss, Delton, Lockhart & Davis, 2015). This style of conflict resolution is appropriate when it is integral to promote positive feelings and also to maintain the morale within a healthcare team. However, mutual understanding isn’t always visible and resolutions may be one-sided which will eventually lead to feelings of resentment and anger between the healthcare team members.
If each style has its own pros and cons, what would be the best way to resolve a conflict? It is beneficial to have different conflict styles within a group as it allows for an increase in insight, promotion of new ideas, various approaches to the same problem, etc. To resolve conflict fairly, avoid assumptions of other people’s points of view, beliefs or ideals. It is also important to encourage communication and to stay focused on the issue alone without adding unnecessary information to the discussion. There will always be obstacles when resolving conflicts and it is important to be aware of these obstacles to expedite conflict resolution.
These barriers include: personal stress, erroneous presumptions and unequal workloads, bullying, cultural misunderstandings, etc. If a conflict is difficult to resolve, it is advisable to seek assistance from your supervisors or nursing administration as they may foster experience and knowledge on how to improve team morale and resolve arising or existing conflicts. Conflicts are inevitable, especially in the workplace, but it is essential to be knowledgeable on how to resolve these conflicts and also how to manage if situations were to arise. Implementing these strategies and knowing when to use the different styles of conflict resolution will aid in the preservation of a healthy work environment and the assurance that all of your team member feels valued (Shuss, Delton, Lockhart & Davis, 2015).
