Positive Outcome of Conflict
This essay discusses the positive outcomes of conflict and the appropriate conflict negotiation process to provide positive results from conflict. Conflict is often viewed as a source of setbacks in the workplace, and it is usually stated that if conflicts are managed correctly, they can provide a positive impact on productivity and bring beneficial results to the organization (Huan & Yazdanifard, 2012).
Similar to any work environment, conflict is inevitable in the healthcare workplace environment. However, some of the conflicts experienced in my workplace have provided benefits for my organization in the long run. An example of a conflict that brought a positive impact on my organization was regarding shift woes. While it is true that no two nurses that work the same way, there was conflict arising from nurses at different shifts due to dissatisfaction and disagreement between the two shifts of nurses in my organization. This led to conflict between the two shifts, which after some discussion, some standard ways of carrying out specific tasks which each team was dissatisfied with were addressed. In the address, the choice of the way to follow was determined by the effectiveness of the way. After the resolution, the effective means of each team has adopted, and thus this led to improved.
Effective communication has been the key to successful negotiations during times of conflict. When I’m mediating conflict process, I’m always keen and actively willing to understand the issues that are presented by each of the parties of the conflict. I strive to ensure that I do not take the information given by each of the parties personally and always have an open mind to listen to each of the parties so that I can determine the core of the actual problem. Being aware of my emotion that I have learned through my emotional intelligence will help me stay in control of emotions that run during the time of conflicts such as anger and welcoming positive criticism (Petrung, 1976). This will enable me to stay in focus of the unmet need so that I can effectively negotiate to find a solution.
References
Huan, L. J., & Yazdanifard, R. (2012). The difference in conflict management styles and conflict resolution in the workplace. Business & Entrepreneurship Journal, 1(1), 141–155.
Petrung, A. (1976). Why continuing education for nurses? Nursing News, 49(7), 1–2.