Conflict Resolution in Pediatric Healthcare

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Table of Contents

Introduction
Conflict in Healthcare
Overview of the Case Study
Objectives of the Study
Results from the Training Done on Paediatric Staff
Conflict Types in Healthcare Institutions
Resolving Conflicts in Nursing
Conclusion
Reference

Introduction

When two people hold opposing viewpoints, a conflict results; conflict is essentially a quarrel, whether between two people or a group of people.

There are differences in the way that different people think and interpret things, and no two people can possibly think in the same way. Individual disagreements result in battles and disputes.

Conflicts may develop not only between people but also between nations, political groups, and governments. A minor disagreement not resolved at the right moment might escalate into a big conflict, rifts between nations, and general discontent and disturbance.

Conflict in Healthcare

The medical leader must spend a lot of time managing disputes in the workplace. There may be disagreements between medical professionals, medical professionals, and other staff, and between the staff or the medical team and the patient or the patient’s family. Conflicts can vary from minor disputes to significant debates that could result in legal action or physical violence. Conflicts have a negative impact on patient care, morale, and productivity (Forbat et al., 2017). They most definitely restrict staff contributions and inhibit efficiency, and they may lead to significant employee turnover.

Overview of the Case Study

Self-report assessments were made at the beginning, after the program, and six months afterward. Survey results on the training experience and the capacity to identify and de-escalate conflict were quantified and qualitatively evaluated. Over 18 months, starting in June 2013, the training was offered in a tertiary teaching pediatric hospital in England (Forbat et al., 2017).

Leaders should be wary of taking people for granted, breaking pledges, refusing to own up to mistakes made, and failing to follow through on promises. The secret to thriving as a leader is to cultivate emotional intelligence inside the workplace.

Objectives of the Study

To present the results of an innovative training program designed to help pediatric staff recognize conflict warning signals, comprehend them, and put conflict resolution techniques into practice.

To present effective methods for managing conflict that managers and team leaders may use to handle conflict in the workplace. The ideal conflict management training would enhance existing knowledge, abilities, and training in efficient performance management.

A successful leader will be able to handle challenging individuals and tense circumstances with tact and diplomacy. If at all feasible, a win-win solution should be sought, where the doctor can understand how it will benefit his practice and the care of his patients (Forbat et al., 2017). But those who have a negative impact on the workforce ought to be urged to quit before they do any harm.

Results from the Training Done on Paediatric Staff

All 711 trained staff members had their baseline data gathered, and 313 (44%) had their follow-up data taken after six months. The staff was successfully equipped with the training to identify and de-escalate the conflict. 57% of respondents reported having faced conflict six months following the training, and 91% of those said the training had helped them defuse the situation. Staff members were better at handling conflict situations (Pearson’s 2 test, p=0.001) and recognizing conflict triggers than they were at baseline after learning the material for six months.

Conflict Types in Healthcare Institutions

These conflicts are categorized into three:

Task-based conflict.
Value-based conflict.
Interpersonal-based conflict.

The aforementioned are the major types of conflicts that can occur in a healthcare institution.

Most organizations can have conflict, particularly in a healthcare business that operates quickly. As healthcare workers, employees spend a significant portion of their day working and interacting with people in challenging circumstances that can occasionally get tense.

One may utilize effective conflict-resolution abilities to address problems as they arise and become a successful nurse. In this slide, we discuss three different types of disputes, their importance in nursing, and some resolution techniques you may use to assist them in getting resolved (Forbat et al., 2017). To establish a successful and secure workplace, nurse conflict resolution is required.

Task-Based Conflict

Conflict over the completion of a particular work is a form of conflict that can arise between two or more persons. This disagreement may result from differing perspectives on how the task ought to be carried out or from varying degrees of commitment to getting the job done. Conflict over a job can also arise when one person thinks they are working harder than the other(s) on the assignment. Conflicts over organizational policies and procedures, disagreements over the best way to execute a task, and disagreements regarding the distribution of resources are a few examples of task conflicts. Note that personal ideological disagreements over issues like religion are not regarded as task conflicts (unless they intrinsically prevent or delay the accomplishment of a work).

Value-Based Conflict

When two nurses hold disparate personal views, there will be conflict based on values. For instance, you overhear another nurse discussing personal ideas that conflict with your own.

Despite the fact that disagreements, overviews, and values can be tense, the aim of conflict resolution should be to bring about a mutually beneficial change. Try to be sympathetic while speaking with a coworker whose ideals you don’t share while keeping in mind your shared interests. To make the chats more fruitful, you might concentrate on the things you share in common, such as your patients and medical procedures.

Interpersonal-Based Conflict

Interpersonal conflict results when two persons have very different personalities or communication styles. Some of these issues may be resolved with the aid of strong interpersonal abilities, including tolerance, adaptability, and collaboration.

Competition for real or imagined contradictory needs leads to interest conflicts. These disagreements may be related to matters of money, resources, or time. It is a common fallacy for parties to think that in order to meet their own wants, those of their adversary must be sacrificed. A mediator can assist in finding methods to align interests and develop chances for mutual benefit.

Resolving Conflicts in Nursing

Before one starts talking about the other party, it is necessary to pause and consider whether the conflict affects the workplace and understand what changes will be achieved through resolving the conflict.

Asking oneself what they want from the talk and why might help them identify their main issues and the desired result. Consider the dispute from the opposing viewpoint and the shared objectives, such as effective patient care.

The conflict is required to be addressed promptly by seeking opinions from different parties and clearly stating the concerns of the people involved.

Actively listen when the other person is speaking. They could bring to light a fresh viewpoint. Nod and retain neutral, open facial expressions while maintaining eye contact. If you want additional details or a clarification on something, ask a question.

Conflict management in nursing can be facilitated by honing one’s interpersonal abilities, such as empathy and active listening. A person could avoid certain disagreements if they have better communication skills (Forbat et al., 2017).

The person solving the conflict should have proper understanding skills and open minds and should be willing to collaborate with the parties involved through dialogue to bring a solution to the already happened conflict.

Conclusion

One may become a successful nurse by using excellent conflict-resolution skills to handle issues as they arise in the workplace. In conclusion, the three different sorts of disagreements that are likely to happen in healthcare and their significance in nursing are discussed together with several methods for resolving them. The settlement of nurse conflicts is necessary to provide a successful and secure workplace.

A competent leader will be able to deal diplomatically and tactfully with difficult people and tough situations. A win-win solution should be explored whenever possible so that the doctor can see how it will enhance his practice and the treatment of his patients.

Reference

Forbat, L., Simons, J., Sayer, C., Davies, M., & Barclay, S. (2017). Training Paediatric Healthcare Staff In Recognising, Understanding And Managing Conflict With Patients And Families: findings from a survey on immediate and 6-month impact. Archives of disease in childhood, 102(3), 250-254. Web.

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