Conflict Resolution in Nursing

Presented by:
Yetti Fauziah Silalahi
Sukma Yunita
Fitriani Fadillah
Conflict Resolution in Nursing

Conflict Resolution in Nursing

Conflict in nursing can arise from various sources,
including differences in values, communication
breakdowns, and resource allocation. Effective conflict
resolution requires skills such as active listening and
empathy, negotiation and Compromise, and effective
Communication. It is essential for maintaining
teamwork, reducing stress, and improving patient
outcomes
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 Negotiating at an Uneven Table
In the nursing profession, negotiating at an uneven table often
reflects power imbalances influenced by hierarchical
structures, gender dynamics, and cultural norms.
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Power Imbalances Gender Dynamics Cultural Norms
Nurses frequently find themselves
The nursing profession has Societal and organizational
negotiating with physicians,
traditionally been female- cultures that value
administrators, and other
dominated hierarchy and seniority
healthcare professionals who hold
more institutional power
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A Traditional Roles of Women

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 Nurturing • they can also reinforce expectations
and that women should be more
Caregiving empathetic and less confrontational

• female nurses might feel less

Subservience empowered to challenge authority
or demand equitable treatment

Balancing • Female nurses often juggle

Multiple multiple roles, including caregiving
Roles responsibilities at home

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Implications For Practice

Empowerment and Training

Supportive Leadership

Policy and Structural Changes

Cultural Shift
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B Conflict Resolution Among Nursing
Faculties

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Conflict resolution in nursing is
essential for creating a
harmonious work environment
and ensuring effective patient care

This reflection focuses on conflict

resolution among nursing faculties and
service staff, examining the implications
of negotiating at an uneven table and
suggesting strategies for effective conflict
management
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Conflict Resolution Among Nursing Faculties
Differences in
1 Teaching
Philosophies

Resource
Allocation
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Nursing faculties often face
conflicts related to :
Workload
3 Distribution

Interpersonal 4
Relationships

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Conflict Resolution Among Service Staff
1 Role Expectations
Conflicts can arise when there is a lack of clarity or agreement about job roles and
responsibilities

2 Communication Barriers
Ineffective communication can lead to misunderstandings, errors, and conflicts among
service staff

3 Power Dynamics
Service staff often operate within hierarchical structures where power imbalances can
influence conflict resolution
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Negotiating at an Uneven Table

Hierarchical Gender and

Power Imbalances
Structures Diversity Issues
Faculty members with Traditional
tenure, seniority, or Gender dynamics
hierarchical
administrative roles and lack of
structures in
may hold more power academia and diversity can further
in decision-making healthcare can complicate conflict
processes perpetuate power resolution
imbalances
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Strategies for Effective Conflict Resolution
Empowerment and Inclusive Clear
Training Leadership Communication
Providing conflict resolution Leaders and administrators Establishing clear and open
should promote an inclusive lines of communication can
training can empower faculty
culture where all voices are help prevent
and service staff to negotiate
heard and valued misunderstandings
effectively
Conflict
Equitable Policies
Mediation
Implementing policies that promote equity Involving neutral third-party mediators can
and fairness can help mitigate the impact of help resolve conflicts impartially
power imbalances
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C Reflections on Conflict Resolution in
Nursing Centers

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Conflict resolution in nursing is
essential for maintaining a healthy
work environment and ensuring
high-quality patient care

This reflection focuses on conflict

resolution within nursing centers ,
exploring when these conflicts
typically arise and what strategies are
employed to address them
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 Nursing Centers : When Conflicts Arise and Their Roles
Interprofessional Conflicts between nurses and other
Disputes healthcare professional

Conflicts in these Intraprofessional

Conflicts Disagreements among nursing staff
settings can arise
for several
reasons:
Management and Issues between nursing management
Staff Conflicts and staff nurses

Patient and Family

Interactions Conflicts with patients or their families

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 Negotiating at an Uneven Table
1. Power Imbalances
• Nurses often negotiate with higher-ranking healthcare professionals and
administrators who have more authority and influence

2. Hierarchical Structures
• Traditional hierarchical structures in healthcare often prioritize seniority and
administrative roles over frontline staff

3. Gender Dynamics
• As a predominantly female profession, nursing may face additional challenges
related to gender dynamics

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Strategies for Conflict Resolution in Nursing Centers

The following strategies can help in navigating the uneven table of negotiations:

1. Empowerment and 3. Effective

Training Communication
2. Inclusive Leadership

6. Support Systems
4. Equitable Policies
5. Conflict Mediation
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Case Examples of Conflict Resolution in Nursing
Centers
Interprofessional
Collaboration Program
A hospital implemented an interprofessional
collaboration program to address conflicts between
nurses and physicians. The program included joint
training sessions, team-building activities, and regular
interprofessional meetings to improve communication
and understanding

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 A long-term care facility introduced a leadership
development program for nurses, focusing on
Nursing Leadership conflict resolution and negotiation skills. The
Development
program empowered nurses to take on
leadership roles and participate in policy-making
processes

A community health center established mediation

services to address conflicts between staff members.
Mediation Services Trained mediators facilitated discussions and helped
staff find mutually acceptable solutions, reducing
workplace tension and improving morale

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D Conflict in Shared Governance Models in Nursing

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Shared governance is a model of
organizational management that
empowers nurses and other healthcare
professionals to participate in decision-
making processes

This reflection explores the nature

of these conflicts and strategies to
manage them effectively

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 Nature of Conflict in Shared Governance
Models
1. Role Ambiguity and Overlap
2. Power Dynamics

3. Divergent Goals and Priorities

4. Communication Barrier
5. Resistance to Change
6. Time Contraints
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Strategies for Managing Conflict in Shared
Governance
Clear Role Equitable Shared Goals
Definitions Participation and Vision

Effective Change Time

Communication Management Management
Channels Support and Scheduling

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