Write a short scenario as a nurse that illustrates a particular type of dysfunctional conflict. Provide the who and what of the conflict. Discuss the components of the scenario that characterize the particular type of dysfunctional conflict. From your readings, identify and explain two strategies to effectively deal with the conflict.
Scenario: A Dysfunctional Conflict in a Healthcare Setting
In a bustling hospital, the night shift nurses on a busy medical-surgical unit find themselves embroiled in a dysfunctional conflict regarding the distribution of workload. The conflict arises primarily between two senior nurses, Mary and Jane, who have worked together for several years.
The source of the conflict lies in their divergent work styles and personality traits. Mary is an assertive and outspoken individual who prefers to take charge and make decisions quickly. She believes in efficiency and tends to delegate tasks in a directive manner. On the other hand, Jane is more laid-back and prefers a collaborative approach to decision-making. She values team consensus and consultation before taking action. These contrasting work styles have created tension between the two nurses, leading to a perpetual state of conflict.
The components of this scenario that characterize the particular type of dysfunctional conflict can be identified as follows:
1. Incompatible Communication Styles: Mary’s assertiveness and direct approach clash with Jane’s more collaborative and consultative communication style. Mary may perceive Jane’s approach as indecisive, while Jane may find Mary’s assertiveness overbearing.
2. Differences in Decision-Making Styles: Mary’s preference for making quick decisions without collaborative input clashes with Jane’s desire for a team consensus. This conflicting style can lead to a sense of power imbalance, as Mary’s decisions may override Jane’s ideas.
3. Inequality in Work Distribution: Both nurses feel that they are burdened with an unfair workload. Mary believes that Jane shirks her responsibilities and expects others to pick up the slack, while Jane feels that Mary fails to consider her perspective when distributing tasks.
Based on extensive research and expert opinions, two strategies to effectively deal with this type of dysfunctional conflict can be identified:
1. Open Communication: Encouraging open and honest communication between the involved parties is crucial in resolving this conflict. Establishing a safe and non-judgmental environment for discussion allows for the expression of individual perspectives and concerns. In this scenario, facilitating a conversation between Mary and Jane would provide an opportunity for both nurses to communicate their work style preferences and frustrations. Active listening and empathy should be promoted to foster understanding and resolution.
2. Mediation and Collaboration: Engaging a neutral third party, such as a supervisor or a trained mediator, can help facilitate a constructive dialogue and foster collaboration. This third party can act as a mediator, guiding the conversation, ensuring fairness, and encouraging compromise and problem-solving. By focusing on shared goals and finding a middle ground, Mary and Jane can develop a mutual understanding and agreement on how to distribute the workload in a manner that suits both of their work styles.
In conclusion, the dysfunctional conflict portrayed between Mary and Jane in this scenario is a result of their incompatible communication and decision-making styles, as well as their perceived inequality in work distribution. Open communication and mediation and collaboration are two effective strategies to address this conflict. By utilizing these strategies, the nurses can resolve their differences, improve team dynamics, and enhance the overall functioning of the healthcare unit.