Essay on Conflict Management Styles

Management of conflict in the place of work is time-consuming but an essential task for any physician. Conflicts may exist between the health care team and a patient or patients family, and between doctors (Marquis & Huston 2015). Physicians every so often assume conflict is unattractive as well as unhelpful. Nevertheless, well-controlled conflict can be fruitful, plus the transparency of outcomes can lead to wise resolution, and better patient, family, and medical fulfillment (Back & Arnold, 2005). Herein lays a conflict situation and the manner in which it was handled.

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I realized that a prescription of penicillin given to a patient by an attendant might be harmful due to the history of the patient. I had the knowledge that the patient had a history of severe allergic reactions from the use of penicillin. To solve this conflict, I went to the attending doctor asked him whether he could change the prescription given the patients penicillin allergy. After discussing, the doctor decided to give the patient a prescription of tetracycline which was safe to use in that situation. This conflict was resolved in an efficient and respectful manner.

Today, I am well versed with the Thomas-Kilmann Conflict Mode Instrument which gives five key styles of conflict management (Mossanen, Johnston, Green, & Joyner, 2014). I would implement all the techniques with the first being competing. It adopts that only a single individual can win at the expense of the other party or concerns of the patient. The second approach, avoiding, involves denial of the presence of conflict in the health care setup. Conflict avoidance may result to undermine of teamwork and disrespectful situations. It applied to my case since I consulted the doctor first instead of proceeding to administer the penicillin medication with the assumption that it would not cause an allergic reaction to the patient. The third approach is collaborating. It entails confronting the dispute as a team, and it provides the most possible and positive solutions. In this case, I consulted the attendant on the possibility of adjusting the prescription given the patients history. The fourth style is accommodating, and it takes place when individuals disregard their personal concerns so as to satisfy someone elses needs. The final approach to conflict management is compromising. This approach leads to an achievement of a solution that makes both parties satisfied.

Conclusively, employing these guidelines maintains the performance momentum at work as well as ensuring accountability. As an effective leader, I earn respect by being responsible. Therefore, successful conflict resolution would require that the involved parties demonstrate a willingness to fully listen to the concerns of each other without interjecting (Adams, et al., 2013). The conflict witnessed in the scenario discussed was well approached, and both parties were contented with the final decision. More importantly, the patient received the right medication.

References

BIBLIOGRAPHY Adams, J. G., Barton, E. D., Collings, J., DeBlieux, P. M., Gisondi, M. A., & Nadel, E. S. (2013). EMERGENCY MEDICINE: Clinical Essentials (Second Edition ed.). Saunders.

Back, A. L., & Arnold, R. M. (2005, March 16). Dealing with Conflict in Caring for the Seriously Ill. JAMA, 293(11), 1374.

Marquis, B. L., & Huston, C. J. (2015). Leadership roles and management functions in nursing: Theory and application (8th ed.). Philadelphia, PA: Lippincott, Williams & Wilkins.

Mossanen, M., Johnston, S. S., Green, J., & Joyner, B. D. (2014, June). A Practical Approach to Conflict Management for Program Directors. Journal of Graduate Medical Education, 6(2), 345-346.