question archive Requirement   APA format with intext citation Word count minimum of 150 words per post References at least one high-level scholarly reference per post within the last 5 years in APA format

Requirement   APA format with intext citation Word count minimum of 150 words per post References at least one high-level scholarly reference per post within the last 5 years in APA format

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APA format with intext citation

Word count minimum of 150 words per post

References at least one high-level scholarly reference per post within the last 5 years in APA format.

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Conflict will be encountered by all nurses during their practices, effectively developing strategies to deal with conflict will be an ongoing part of being an advanced practice nurse. Conflict in healthcare is inevitable(Joel, 2018). Some effective strategies for conflict management include: Set ground rules for polite communication before you start talking, Request that everyone engaged put their past ideas about one another aside, Request that all parties participate in uninterrupted active listening, Request that everyone involved write down the issue. Then express the issue again openly. This allows for a better understanding and agreement on the issue that is creating the disagreement, Solicit a solution from each party, Discuss each solution, as well as the benefits and drawbacks of each option (Ronquillo et al., 2021).


An example of conflict we are seeing more often during this time of a pandemic is often over the goals of care of a patient when visitors are being restricted by their loved ones. Because of this family members often do not have the opportunity to meet with all specialists in order to get the information they desire to make a plan of care for their loved ones. In this instance, it is often up to the nurse to advocate for the patient and family.

Conflict resolution: In this situation, it may be necessary for the collaborative care team to seek permission for the administration to hold care with all important members of the patient's family and physician team. For this situation, it would be appropriate to utilize Weissman’s 10 step method “family goal and setting conferences”(Joel, 2018 p. 331).

In times of COVID, these large meetings may go against hospital policy, but the nurse must maintain courage and uphold the Code of ethics for nurses. Doing what is right for the patient and their families in these situations is not always popular, but the nurse must understand that conflict is inevitable, and learning to more effectively manage situations will come with time and practice (Joe, 2018)



In healthcare, conflict is a common occurrence. According to JOEL (2018), conflicts often stem from differences in personality, role assumptions, relationships, and communication styles. Conflict in the nursing workplace is complex. It can be between providers and nurses over the scope to perform specific tasks, orders or it can be across the multidisciplinary team. Nursing requires teamwork for effective patient treatment. Nurses communicate daily with doctors, patients, and other healthcare professionals. Interpersonal conflict can occur at any level and challenge collaboration among teams. With strong resolution skills, a healthcare team can communicate and work together better. Healthcare teams who communicate effectively could reduce patient errors. A common conflict observed on our unit was between nurses and patient care technicians. As both Nurses and Patient Care Technician (PCT) shifts start at the same time, so everyone is doing bedside shift reporting. As with pandemics, there is frequent turnover for staff resulting in understaffed, and increased patient acuity, and a lot of new nurses and PCT training on the unit. The floor was understaffed and increased acuity of difficult patients, request for pain medications, toileting, and other need like blood sugar check. PCT after finishing the report of each room, disregard to address incontinent patient, leaving the patient wet for the primary nurse to clean as reported by nurses to the manager. Since that incident, I noted increased tension between the nurses and PCT. The unit meeting was arranged everyone was involved in reviewing the unit protocol and policies. As everyone feels the issue was the timing as both Nurses and PCT shifts start together at the same time, leading to conflicts as PCT would prefer to complete the vitals signs and blood sugar check before starting helping the nurses and nurses get busy in the morning in passing the morning meds, rounding with doctors. Unit Policy was reevaluated and a decision was made to start the PCT shift 1 hour early before the RN shift started, so while PCT is in bedside report, nurses at that time can answer call lights and vice-versa. To address conflicts policies should be in place and should clearly define the process to resolve the conflicts. It can worsen the situation if it's not handled appropriately. Another dysfunctional conflict I witnessed at my job was when a travel nurse approached a surgeon to double-check a medication order before administrating it to the intended patients. The surgeon took the question as a sign of distrust in his own expertise, criticized the nurse, and reported the event to the charge nurse also and want none of his surgical patients to assign to travel nurses. This is clearly a misunderstanding between the nurse and the doctor. A high level of tension and hostility can affect collaboration and teamwork that affect patient care. It is important to address the conflict immediately.


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