Q Assignment for Conflict Resolution Strategies between nurses working in your current or previous work environment Home, - Conflict Resolution Strategies Conflict Resolution Strategies Introduction Nurses are responsible for playing a variety of roles in a healthcare setting, such as an educator, a care provider and even a manager. In case of an ER or Emergency Room in a healthcare or hospital setting, conflicts may arise as a result of miscommunication among nurses. Conflict scenario Conflict is a common and dynamic process, which may be identified as healthy or disruptive depending on its nature. This paper discusses a scenario wherein a conflict had arisen in the ER of a healthcare setting among nurses, owing to the intrapersonal conflicts. This scenario considers Nurse A and Nurse B, who have been working in the ER for over 3 years and demonstrate a conflict as a result of the working relationship. Nurse A has been promoted to charge nurse. Nurse B, on the other hand, exhibits no interest in being charge nurse, and is content with his job profile of a scrub nurse. However, Nurse B complains that Nurse A exhibits immature attitude towards her fellow nurses. On the contrary, Nurse A explains that she faces bullying behaviour from Nurse B, stating that his opinion that the lack of experience of Nurse A does not make the individual eligible for promotion. Though each of them are dependent on each other for their professional skills, a conflict is visible and Nurse A wills to eliminate the conflict and establish a healthy working relationship with Nurse B. Cause of conflict The primary cause of conflict has been, thus identified to be professional and intrapersonal issues prevailing between Nurse A and Nurse B. The conflict is noted to escalate and therefore may cause disruptions in the work environment. Conflict resolution strategies and justification A professor of pastoral care, David Augsburger, had coined the term ‘carefronting’ in the 1980s, to refer to ensuing tension among nurses in a professional healthcare setting. Confrontation with the goal of achieving and establishing a significant working and productive relationship among the individuals is the key to carefronting (Santos et al. 2016). In addition to that, carefronting is dependent on the communication between the employees in order to ease the process of confrontation, wherein the individual is likely to feel personally violated. The principles for carefronting may be listed as identifying the truth from the varied viewpoints involved in the issue. Furthermore, owning anger and acknowledging it in a positive manner may yield productive results (Dameron, 2018). Additionally, inviting change and establishing trust between the individuals is another step to be considered. The stages are followed by making decisions which are respectful towards the opponent, and peacemaking is the final stage in the overall process. Moreover, working on the personal communication skills, as well as apologising when deemed appropriate is essential in this regards (Johansen and Cadmus, 2016). Conclusion This study focuses on strategies involved with dealing with conflict management prevalent among nurses in a healthcare setting. Carefronting was identified as one of the chief methods of resolving conflict in this particular scenario. Furthermore, the consideration of viewpoints is also to be taken into account for conflict resolution.