Resolution and Collaboration
Individuals must explore different resources to appropriatelyconfront recurring issues within the workplace. Kathy Baker, author of Improving Staff Nurse Conflict Resolution Skills, asserted that "staff nurses must receive an education and training in conflict resolution techniques; nurses managers must model collaborative conflict resolution methods to their staff; and nurse managers must mentor and coach their staff in using a collaborative conflict resolution style on ongoing basis". Nurses must continue to examine different factors that may determine a nurse manager's ability to provide the support necessary to develop conflict resolution behaviors among the nursing staff members (Baker, 1995). The nurse manager in the situation stated above should conduct a conference and have a proper training for the staff on how to handle recurring conflicts from time to time. This will not only lessen the negative consequences of a conflict in the future, but will also improve patient care.
Another way to solve the issue is to approach the management. Instead of avoiding the conflict, confronting the management and bringing issues of concern to the attention will more likely to lead to a positive outcome in solving the conflict. It's critical to provide an overview and explain the potential risks and implications of the recurring conflict. In the article, Conflict Resolution Strategies and Organizational Citizenship Behavior, written by Samuel Salami, he stated that "the confronting/collaborating strategy ranks high on both assertiveness and cooperativeness; it has the highest level of win/win orientation that involves information sharing opens and clarification of issues on the point of conflict to reach a solution acceptable to both parties". By suggesting to hire per diem or on call nurses to the management will assuage the issue regarding the staff shortage. Confrontation will not only resolve the conflict, but will also improve the relationship and communication within the organization.