NR 510 dq 2 Week 5: Conflict Resolution Strategies Discussion

Chamberlain University NR 510 dq 2 Week 5: Conflict Resolution Strategies Discussion– Step-By-Step Guide

This guide will demonstrate how to complete the Chamberlain University NR 510 dq 2 Week 5: Conflict Resolution Strategies Discussion assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.

How to Research and Prepare for NR 510 dq 2 Week 5: Conflict Resolution Strategies Discussion

Whether one passes or fails an academic assignment such as the Chamberlain University NR 510 dq 2 Week 5: Conflict Resolution Strategies Discussion depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.

After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.

How to Write the Introduction for NR 510 dq 2 Week 5: Conflict Resolution Strategies Discussion

The introduction for the Chamberlain University NR 510 dq 2 Week 5: Conflict Resolution Strategies Discussion is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.

How to Write the Body for NR 510 dq 2 Week 5: Conflict Resolution Strategies Discussion

After the introduction, move into the main part of the NR 510 dq 2 Week 5: Conflict Resolution Strategies Discussion assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.

Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.

How to Write the Conclusion for NR 510 dq 2 Week 5: Conflict Resolution Strategies Discussion

After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.

How to Format the References List for NR 510 dq 2 Week 5: Conflict Resolution Strategies Discussion

The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.

Stuck? Let Us Help You

Completing assignments can sometimes be overwhelming, especially with the multitude of academic and personal responsibilities you may have. If you find yourself stuck or unsure at any point in the process, don’t hesitate to reach out for professional assistance. Our assignment writing services are designed to help you achieve your academic goals with ease.

Our team of experienced writers is well-versed in academic writing and familiar with the specific requirements of the NR 510 dq 2 Week 5: Conflict Resolution Strategies Discussion assignment. We can provide you with personalized support, ensuring your assignment is well-researched, properly formatted, and thoroughly edited. Get a feel of the quality we guarantee – ORDER NOW.

Sample Answer for NR 510 dq 2 Week 5: Conflict Resolution Strategies Discussion

Leadership is not random. It is multifaceted and must be communicated as a stated plan to effect a change. Organizational leaders provide a vision and move others toward a common goal. This vision also reinforces the importance of teamwork in the workplace.

According to Buppert (2015), quality improvement and patient safety are inextricably intertwined. A work environment that supports teamwork and respect for other people is essential to promote patient safety and quality of care. Unprofessional behavior is disruptive and adversely impacts patient and staff satisfaction, the recruitment and retention of healthcare professionals, communication, teamwork and undermines a culture of safety. Unprofessional behavior is therefore unacceptable.

Discussion Question:

In this scenario, what evidence-based organizational strategies and management skills might you employ to resolve co-worker conflict? Reflect on conflict resolution strategies specifically for healthcare. How does teamwork increase patient safety? Provide evidence and rationales to support your decisions. Provide evidence and rationale to support your decisions.

Working together for so long breeds familiarity and people can get tired of being around each other. The consequences of too much conflict include dysfunctional team members, reduced patient care and satisfaction, and increased employee turnover (Overton & Lowry, 2013). EBP research results on conflict management styles demonstrates that training in conflict resolution skills results in improved teamwork, employee satisfaction and productivity, and patient satisfaction (Overton & Lowry, 2013). The team supervisor needs to find ways to bolster employee morale and minimize conflicts, while the co-workers need to remember the value that each person respectively brings to the team. The ability to work as a team and minimize conflicts starts with examining levels of performance in various nurses’ and healthcare workers’ roles (Overton & Lowry, 2013). A popular conflict strategy implemented by healthcare managers is to increase the degree of organization or to restructure organizational units, which integrates different viewpoints on how to manage work goals and roles (Overton & Lowry, 2013).

When assisting conflict parties, conflict management intermediaries can apply the six-step evidence-based practice conflict management model (Hansen, 2017). Step 1 is to interrogate the process by turning the disagreement into answerable questions (Hansen, 2017). Step 2 is to refer to scientific or professional based evidence when addressing the team members involved and answering their questions (Hansen, 2017). Step 3 is analyzing the arguments and evidence that each team member has presented, making sure not to take sides (Hansen, 2017). Step 4 is to involve the team members in collaborative decision making and conflict management implementation, but to also to maintain authority as the manager in charge (Hansen, 2017). Step 5 Monitoring and evaluating the implemented conflict management strategies (Hansen, 2017). Step 6 is meeting in an agreed upon time with the conflicting team members to discuss outcomes and lessons learned (Hansen, 2017). This is a six-step process that can be used in varying sequences.

References

Hansen, T. (2017). Evidence based conflict management practice. Journal of Conflict

Management, 5(1), 43-62. Retrieved from http://jocm.net/v5/no.1/v5n1_Hansen.pdfLinks to an external site.

Overton, A. R., & Lowry, A. C. (2013). Conflict management: Difficult conversations with difficult people. Clinics in Colon and Rectal Surgery, 26(4), 259–264. Retrieved from https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3835442/

Sample Answer 2 for NR 510 dq 2 Week 5: Conflict Resolution Strategies Discussion

According to various surveys, nursing leaders and managers spend 25 to 40 percent of their time dealing with staff-on-staff and patient-on-staff conflicts (Baddar, Salem, & Villagracia, 2016). It only makes sense as a future nursing manager that I examine ways to resolve employee and patient conflicts. Healthcare experts who study ways in which people respond to conflict state the Thomas-Killman Instrument (TKI) is a model that identifies five different tactics people typically use when handling conflict (Baddar et al., 2016). Accommodating, compromising, collaborating, avoiding, competing, each of these conflict styles comes with advantages and disadvantages (Baddar et al., 2016). Since the scenario focuses on ways to resolve co-worker conflict, the strategies I employ must promote a work productivity and patient safety. The two styles that are best applied to addressing conflict among healthcare co-workers are compromising and collaborating because of the team-based environment (Baddar et al., 2016).

Compromising is a bargaining process in which both parties make concessions to reach a mutual agreement (Baddar et al., 2016). Compromise is a good way to solve a complex issue quickly, as it gives both parties equal power and allow them to stay committed to their position and duties. Collaborating is the best way to solve conflicts since its goal is to find a mutual solution (Baddar et al., 2016). This process often needs the assistance of a mediator and involves high amounts of cooperation from the conflicting parties (Baddar et al., 2016). Collaborating takes the time to communicate and seek to fix the small or underlying reasons to the conflict. As a nursing manager, promoting and teaching communication among team members is vital (Amestoy et al., 2014). In healthcare environments in which nursing managers include communication and interpersonal skills training in orientation sessions, nursing managers report a 10 percent improvement in how nursing co-workers handle difficult issues (Amestoy et al., 2014). This change has also made a significant impact on patient satisfaction and employee productivity (Amestoy et al., 2014). The authors also suggest listening, openly showing respect, and teaching democratic mediation skills as positive EBP conflict resolution strategies and management skills.

References:

Amestoy, S. C., Schubert-Backes, V. M., Thofehrn, M. B., Martini, J. G., Schlindwein-Meirelles, B. H., & De Lima Trindade, L. (2014). Conflict management: challenges experienced by nurse-leaders in the hospital environment. Revista Gaúcha de Enfermagem: Publication of The Federal University of Rio Grande do Sul, 35(2). Retrieved from http://www.scielo.br/scielo.php?script=sci_arttext&pid=S1983-14472014000200079Links to an external site.

Baddar, F., Salem, O. A., & Villagracia, H. N. (2016). Conflict resolution strategies of nurses in a selected government tertiary hospital in the Kingdom of Saudi Arabia. Journal of Nursing Education and Practice, 6(5), 91-99. Retrieved from http://www.sciedu.ca/journal/index.php/jnep/article/viewFile/8238/5269

Sample Answer 3 for NR 510 dq 2 Week 5: Conflict Resolution Strategies Discussion

Like stated in the last answer, there are many different strategies to help prevent work incivility. If work incivility is prevalent on a certain unit, this can cause issues with proper patient care. For example, on my floor, I have seen where a nurse and a PCA started arguing in front of the nurses station. It was a simple issue that quickly escalated into name calling and yelling. The call light had went on and the PCA told the nurse that the patient was requesting for the nurse. The nurse told the PCA to go see first before she goes in there that as charge, she is busy making the assignment. The PCA refused and told the nurse to go and this was where the argument ensued. Patient care was also delayed because either did not want to go into the room in the heat of the argument. Management did not directly deal with it but just let it simmer down. I also seen recently where two nurses got into it because of patient assignment in the middle of the hallway, right in front of management. I also seen where one nurses would try to engage staff into heavy gossiping and in turn, staff would come to not like her and act uncivil towards her because she was gossiping. However, management would attempt to turn a blind eye by mildly addressing when it was happening, but what I have come to find was that there is no set standard for how to prevent or stop workplace incivility. For the most part, the staff seems to get along, however, because of the high stress level of med-surg, sometimes, employees get besides themselves with stress. Now that I think of it, the unit as a whole should speak to management about preventing work incivility. The unit should work together to make a more productive and positive place as possible.

There should be a set standard or even protocol when it comes to workplace incivility. First and foremost, when it does occur, the parties involved should be taken out of patient care area and into a conference room/break room. If the argument or incident is becoming too heated, the parties should be separated to defer or cool off because this can help the employees involved to cool off and prevent escalation of the issue. Maybe the team members can talk thru the issue, right then and there with a mediator involved. If the situation is extremely tense, maybe management should consider temporarily separating staff till conflict/issue is resolved. Often, staff would rather not involve themselves in the work incivility incident and become a bystander. 95% of nurses report to have witnessed a work incivility incident but did not report it. However, being a bystander does not help the situation, rather enables for future issues to arise or occur. There should be a protocol. There should also be zero tolerance in constant arguments. For the first time, a warning, education and a personal meeting with the parties involved should take place. If it keeps happening, a write up and if it keeps going, higher consequences like suspension or termination should occur. Staff should work together to keep a positive flow and energy on the unit as this will help with proper patient care. Combating against workplace violence takes the whole unit to put in positive effort. (McNamara, 2016)

Referances:

McNamara, S. A. (2016). Column: Incivility in Nursing: Unsafe Nurse, Unsafe Patients. AORN Journal, 95535-540. doi:10.1016/j.aorn.2012.01.020

Sample Answer 4 for NR 510 dq 2 Week 5: Conflict Resolution Strategies Discussion

I agree that at work, sometimes one should pick and choose their battles that they want to fight or just leave alone. As nurses, maybe it might be hard for nurses to stop or leave a situation alone because they are used to solving situation and not just leaving them alone or leaving patients alone when there is an issue. However, I find that many situations that nurses find themselves getting into with nurses can easily resolved or left alone. In situations where a nurses tries to get an attitude or start a fight, I usually ignore the situation or speak firmly that this is not necessary. However, I have not experienced continual nurse incivility because I try to stay out of the drama. I mainly have experienced random occurrences of work incivility that did not escalate because I would deescalate the situation by walking away or just ignoring the situation. I honestly believe it would be hard to establish how to know when to pick or choose battles because everybody’s personality and character is different. I believe it would be more better suitable to just have a standard when it comes to work incivility as this alone would increase the chances of staff working together and doing their best to get along.

Sample Answer 5 for NR 510 dq 2 Week 5: Conflict Resolution Strategies Discussion

Conflict and disagreement will happen when people work in a team oriented setting (Kumar, Adhish, & Chauhan, 2015). Co-workers handle conflict differently because people have different viewpoints (Kumar et al., 2015). While a person’s openness to accept different viewpoints is a positive interpersonal attribute, not every co-worker sees it this way. Whenever there is a disagreement and a co-worker chooses to ignore it and the other to complain about it, management must get the two workers on the same page to find some sort of resolution. The first thing is to approach the party who feels the issue is minor and ask that person if he or should would join in the conversation. Openly communicating with the employee and letting him or her know that the other party still wants to talk is the most direct way to handle the situation (Kumar et al., 2015). You don’t want the employee to feel ambushed or plotted against. Most people don’t want to talk because they feel the other parties won’t listen (Kumar et al., 2015). As the nursing supervisor, I can only assure the employee that I will mediate the conversation and encourage open, non-accusatory or derisive speech (Kumar et al., 2015). No one likes to be lectured or bullied, especially during tense conversations, so I will do my best to help both employees to communicate with each other openly and calmly.

Reference:

Kumar, S., Adhish, V. S., & Chauhan, A. (2015). Managing bosses and peers. Indian Journal of Community Medicine : Official Publication of Indian Association of Preventive & Social Medicine, 40(1), 14–18. Retrieved from http://doi.org/10.4103/0970-0218.149263

APA Writing Checklist

Use this document as a checklist for each paper you will write throughout your GCU graduate

program. Follow specific instructions indicated in the assignment and use this checklist to help ensure correct grammar and APA formatting. Refer to the APA resources available in the GCU Library and Student Success Center.

☐ APA paper template (located in the Student Success Center/Writing Center) is utilized for the correct format of the paper. APA style is applied, and format is correct throughout.

☐ The title page is present. APA format is applied correctly. There are no errors.

☐ The introduction is present. APA format is applied correctly. There are no errors.

☐ Topic is well defined.

☐ Strong thesis statement is included in the introduction of the paper.

☐ The thesis statement is consistently threaded throughout the paper and included in the conclusion.

☐ Paragraph development: Each paragraph has an introductory statement, two or three sentences as the body of the paragraph, and a transition sentence to facilitate the flow of information. The sections of the main body are organized to reflect the main points of the author. APA format is applied correctly. There are no errors.

☐ All sources are cited. APA style and format are correctly applied and are free from error.

☐ Sources are completely and correctly documented on a References page, as appropriate to assignment and APA style, and format is free of error.

Scholarly Resources: Scholarly resources are written with a focus on a specific subject discipline and usually written by an expert in the same subject field. Scholarly resources are written for an academic audience.

Examples of Scholarly Resources include: Academic journals, books written by experts in a field, and formally published encyclopedias and dictionaries.

Peer-Reviewed Journals: Peer-reviewed journals are evaluated prior to publication by experts in the journal’s subject discipline. This process ensures that the articles published within the journal are academically rigorous and meet the required expectations of an article in that subject discipline.

Empirical Journal Article: This type of scholarly resource is a subset of scholarly articles that reports the original finding of an observational or experimental research study. Common aspects found within an empirical article include: literature review, methodology, results, and discussion.

Adapted from “Evaluating Resources: Defining Scholarly Resources,” located in Research Guides in the GCU Library.

☐ The writer is clearly in command of standard, written, academic English. Utilize writing resources such as Grammarly, LopesWrite report, and ThinkingStorm to check your writing.

Sample Answer 6 for NR 510 dq 2 Week 5: Conflict Resolution Strategies Discussion

Referances:

McNamara, S. A. (2016). Column: Incivility in Nursing: Unsafe Nurse, Unsafe Patients. AORN Journal, 95535-540. doi:10.1016/j.aorn.2012.01.020

NR 510 dq 2 Week 5: Conflict Resolution Strategies Discussion