The purpose of this assignment is to learn how to identify and effectively manage conflicts that arise in care delivery settings resulting in better management of patient care, including appropriate delegation. You will gain insight into conflict management strategies and develop a plan to collaborate with a potential nurse leader about the conflict and its impact in a practice setting.


Conflicts are an inevitable part of any care delivery setting, as individuals with varying perspectives, goals, and interests come together to provide patient care. Managing conflicts effectively is crucial for ensuring the delivery of quality care and maintaining positive working relationships within the healthcare team. This assignment aims to develop an understanding of how to identify and manage conflicts in care delivery settings, with a particular focus on appropriate delegation and its impact.

Identifying Conflicts in Care Delivery Settings

The first step in effectively managing conflicts is to identify them in the care delivery setting. Conflicts can arise from a variety of sources, including differing opinions on the best course of action, conflicts of interest, communication breakdown, power struggles, and resource constraints (Sherman & Eggenberger, 2016). It is essential for healthcare professionals to recognize and address conflicts promptly to prevent negative impacts on patient care and teamwork.

One effective strategy for identifying conflicts is through open communication and active listening. By actively engaging with colleagues and patients, healthcare professionals can gather information about the different perspectives, concerns, and needs that may lead to conflicts. Additionally, being proactive in recognizing potential conflicts, such as identifying power imbalances or resource constraints, can help in preventing conflicts from escalating (Parker, Suliman, & van Wyk, 2017).

Managing Conflicts in Care Delivery Settings

Once conflicts are identified, healthcare professionals can utilize various conflict management strategies to address and resolve them. It is important to approach conflicts in a collaborative and respectful manner, focusing on finding mutually beneficial solutions that promote patient safety and well-being.

One commonly used conflict resolution strategy is negotiation. Negotiation involves engaging in a conversation with the individuals involved in the conflict to understand their perspectives and find common ground (Kim & Thompson, 2018). By actively listening and empathizing with others, healthcare professionals can foster an environment of open communication and build trust, leading to successful resolution of conflicts.

Another approach to conflict management is mediation. In this process, a neutral third party, such as a nurse leader or an employee from the organization’s conflict resolution team, facilitates a conversation between the parties involved in the conflict (Sherman & Eggenberger, 2016). Mediation provides a structured platform for addressing conflicts, allowing individuals to express their concerns and work towards a mutually agreeable resolution.

In situations where conflicts are more complex or deeply entrenched, healthcare professionals may need to employ a more formalized conflict resolution process. This could involve involving higher-level leadership, such as nurse managers or administrators, to help facilitate a resolution. These individuals can offer guidance and support in navigating the conflict and ensuring a fair and equitable outcome (Parker et al., 2017).

Impact of Conflict on Delegation in Care Delivery Settings

Efficient delegation of tasks is essential in care delivery settings to optimize resources and ensure the provision of comprehensive patient care (Aydin & Toker, 2019). However, conflicts can significantly impact the delegation process, leading to unclear roles, lack of trust, and decreased efficiency.

Conflicts can arise when there is a mismatch of expectations and responsibilities between the delegator and the delegatee. For example, conflicts may occur when there is a perception of unfair workload distribution, inadequate training, or lack of clarity regarding the scope of delegated tasks (Timmons, 2017). These conflicts can undermine the effectiveness of delegation and negatively impact patient care outcomes.

Furthermore, conflicts can erode the trust between the delegator and delegatee, making it challenging to establish a collaborative working relationship. Trust is crucial for effective delegation, as it allows the delegator to have confidence in the delegatee’s abilities and judgment. When trust is eroded, healthcare professionals may hesitate to delegate important tasks, leading to increased workload and decreased efficiency (Aydin & Toker, 2019).

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