Leadership

Resolve Conflict/Promote Collaboration Student’s Name Institutional Affiliation Course Professor Date Resolve Conflict/Promote Collaboration In one way or another, we might all have heard about experienced nurses being tough on newcomers, and unfortunately, I have witnessed this happen firsthand. By the time I completed my nursing program, I was already employed as a Student Nurse Apprentice (SNAP). My transition from student to professional nurse was marked by both challenges and significant opportunities for growth. This experience was shaped pointedly by the changing aspects of the nursing team and the management styles I came across. Such a backdrop sets the stage for a certain event that stands out in my nursing career concerning a disagreement with a coworker regarding the best course of treatment for a patient and who might be the most suitable caregiver. The purpose of this paper is to critically examine the case and to offer a plan that would have best resolved the conflict to promote collaboration among the team. Comprehension The details within the provided case are nothing new but events that might occur in healthcare settings. However, such events can still be rectified. Research shows that conflicts in healthcare are common, but finding the best resolution is key to ensuring effective teamwork and productivity (Angelo, 2019). As a leadership consultant, handling conflict honestly and successfully can help advance respect and grow as a leader. Conflict resolution in nursing leadership classifies fundamental issues and develops better resolutions. Through listening and cooperating, team members can address conflicts positively to preserve a positive work setting. In this scenario, a middle-aged patient with an exclusive set of symptoms and a complicated medical history needed a personalized treatment plan. However, a disagreement arose between me and a more experienced coworker concerning the best course of action. In my case, a patient-centered, holistic approach, which emphasizes the significance of addressing the patient's comprehensive needs, was necessary. However, my coworker chose a medication-focused intervention, which adhered to more traditional principles. Such a clash in differing ideas results in a heated exchange between us, underscoring the intensity of our distinctive interpretations of the case. The nurse manager had to intervene to ensure a productive conversation that eventually solved the issue and disagreement between me and my coworker. The conflict between us was interpersonal, where two or more individuals engaged in disagreement founded on distinctive professional perspectives about something. Research identifies that individuals have very diverse personalities, values, expectations, and behaviors toward solving problems (Angelo, 2019). When one works or interacts with others who do not share their perspectives or goals, conflict might arise. This was the case with my colleague; we only disagreed because each of us had a different opinion. Our conflict mainly focused on the particular task of determining the suitable treatment plan for a patient. Research shows that such conflict might have a negative effect on the work environment because it might create a toxic work setting, reduce drive, and possibly compromise patient care if not resolved (Angelo, 2019). However, if the conflict is managed effectively, it might underscore the value of effective conflict resolution in the workplace and reinforce the necessity for strong communication among nursing staff. Application Research shows that disruptive conduct generates a dysfunctional culture that has an adverse influence on work relationships and might affect the value of care and patient safety (Moreno-Leal et al., 2021). Some of the key qualities of disruptive behavior include psychological violence and lack of civility, as well as other consequences of moral and psychiatric problems and broken communication. Research shows that in most cases, important information needs to be shared, leading to submission and more autonomy (Moreno-Leal et al., 2021). Healthcare professionals or leadership cannot protect or disregard such threatening or disturbing attitudes so that they can stop the diffidence of patients in work settings that are not good for the whole team. Therefore, how do we address such cases and employ evidence-based approaches to inspire active communication and rise positive interactions between colleagues in work settings? Delegation Research describes delegation as an important and fundamental skill and leadership function, and when utilized appropriately, can positively improve patient care and results (Crevacore et al., 2022). However, when delegation is inadequate, it might negatively impact patients and lead to conflict among team members. In nursing, delegation is a skill that requires sound judgment from leaders. It occurs at every level and several times in a shift and originates from specialists and accountability, which can comprise multifaceted examination and decision-making processes. Effective delegation is founded on one's state nurse practice act and the recognition of the concepts of responsibility, authority, and accountability. In this case, the nurse manager had a chance to delegate the development of the patient’s treatment plan, which should have comprised both nurses involved in the conflict. Such initiative ensured that the nurse manager leveraged the holistic approach of one nurse and the traditional medication-focused expertise of the other. Such a collaborative approach ensures that the patient benefits from a comprehensive care plan that reflects on both...