NCLEX-PN

Nurses need to possess the skill to identify and report conflicts in order to prevent them from negatively affecting the team. Overlooking conflicts can result in issues, but effectively addressing and resolving them can promote both individual and group development. Conflicts typically progress through several stages, starting with frustration , moving to conceptualization , then to taking action , and ultimately resulting in resolution through methods like mediation or negotiation, with the participation of all involved parties. Kurt Lewin , the proponent of the Theory of Planned Behavior, identified four fundamental types of conflicts . These conflicts can be successfully addressed through various methods and approaches detailed below. Types of Conflicts ●​ Avoidance-Avoidance Conflicts : When none of the involved parties desire any of the potential alternatives to resolve the conflict. ●​ Approach-Approach Conflicts : When the involved parties want more than one alternative to resolve the conflict. ●​ Approach-Avoidance Conflicts : When all alternatives are perceived as neither completely satisfactory nor completely dissatisfactory. ●​ Double Approach-Avoidance Conflicts : When the involved parties are forced to choose among alternatives, each with both positive and negative aspects. Conflict Resolution Strategies ●​ Collaboration and Open Communication : Building trust and fostering open communication can lead to effective conflict resolution by promoting good working relationships, active participation among parties, and a deeper understanding of the issue. ●​ Compromise and Negotiation : These approaches encourage assertiveness rather than aggression and create a balance of power between conflicting parties. They focus on common goals and interests and use objective criteria to define problems and potential solutions. ●​ Mediation : This involves one-on-one discussions with each party to understand their concerns and opinions. Mediation aims to identify mutually beneficial actions to resolve the conflict. Ineffective and Unhealthy Conflict Resolution ●​ Avoidance and Withdrawing : Prolonged avoidance and withdrawal can hinder conflict resolution by preventing necessary discussions. ●​ Competition : Promoting a win-at-all-costs mentality, competition is inconsistent with group goals and can lead to power struggles and manipulation. ●​ Accommodating Others : Sacrificial accommodation doesn't promote negotiation or compromise and fails to meet the needs of the accommodating party.

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