Inter&Intraprofessional Conflict

Chapter 24 of txtbook and slides

Understanding Conflict Types

• conflict is everyday reality

• master conflict management strategies

• identify conflict type accurately 

• types: intra, inter, organizational 

INTRApersonal Conflict Defined

• occurs within the individual

• conflicts with values or goals

• triggers emotional incongruence

• common in nursing roles

Sources of INTRApersonal Conflict

• ethical and priority dilemmas

• status quo vs. change

• fear of confrontation 

• truama and emotional transference 

INTERpersonal Conflict Overview

• occurs between individuals

• differences in opinion or values

• common in healthcare settings

• threats to esteem or belonging 

Managing INTERpersonal Conflict

• focus on communication

• understand different perspectives

• address emotional triggers

• seek collaborative solutions 

Organizational Conflict Explained

• related to policies or norms

• involves hierarchy and roles

• ethical dilemmas over resources

• impacts care quality and morale 

Factors in Organizational Conflict

• structure and empowerment

• leadership and communication

• work-life balance policies

• authenticity and diversity 

Promoting Conflict Resolution

• encourage nurse autonomy

• support leadership development

• foster collaborative environments

• engage in governance roles

Stages of Conflict

• four distinct conflict stages

• frustration starts the process

• conceptualization shapes perceptions 

• action drives resolution forward

• outcomes reflect chosen approach 

Frustration Stage

• blocked goals cause frustration

• emotions escalate quickly here

• clarify nature of differences

• frustration distracts from role 

Conceptualization Stage

• different interpretations emerge

• views shaped by experiences

• emotional transference influences views

• individual perspectives often differ

Action Stage

• behavioral response to conflict

• seek clarification and dialogue

• identify common uniting goals

• avoidance is also an action 

Outcomes Stage

• results from conflict actions

• can be tangible or intangible 

• resolution or avoidance matters

• approach determines consequences

Cycle of Conflict

• stages may repeat themselves

• new insights change perspectives

• resolution can reshape frustration

• conflict is dynamic and fluid 

Managing Emotions

• emotions influence conflict stages

• recognize emotional triggers early

• address feelings constructively

• emotional clarity aids resolution

Effective Conflict Resolution

• understand each conflict stage

• clarify goals and priorities

• encourage open communication

• adapt actions to conflict type 

Conflict Categories Overview

• define root cause clearly 

• four main conflict areas

• facts, goals, approaches, values

• guide resolution sstrategies

Fact-based Conflicts

• discrepancies in information

• external written sources

• policies and job descriptions

• resolved with objective data 

Goal Conflicts

• competing priorities arise

• focus on common goals

• quality care as example

• align team objectives

Approach Conflicts

• different methods suggested

• same goal, varied paths

• budget cuts example

• need for compromise

Value-Based Conflicts

• personal beliefs differ

• subjective and emotional 

• threatening disagreements possible 

• agree to disagree sometimes

Conflict Resolution Approaches

• five distinct strategies

• assertiveness and cooperation

• choose based on situation

• self-assessment helps 

Avoidance Strategy

• fear-based response

• passive and unproductive

• delays resolution process

• sometimes postponement helps

Balancing Conflict Responses

• combine strategies wisely

• match response to conflict

• assertive and cooperative mix

• timely resolution preferred

Accommodating via Obliging

• neglect own needs

• serve others’ concerns

• self-sacrificing behavior

• risk emotional incongruence 

Strategies Use of Accomodation

• effective in some cases

• requires self-awareness

• avoid habitual patterns

• balance personal needs

Competing via Dominating

• assert own goals

• scarcity mindset

• pursue superiority

• win at other’s expense 

When Competing in Useful

• defend key principles

• stand up for rights

• use sparingly

• avoid workplace harm 

Compromising Approach

• assertive and cooperative

• exchange concessions

• middle-ground solution

• build relationships

Benefits of Compromise

• supports team building

• respects all viewpoints

• encourages collaboration

• fosters mutual respect

Negotiation in Compromise

• learned skill

• trade-offs involved

• balance of power

• effective for managers 

Choosing the Right Approach

• assess conflict nature

• match response style

• avoid default habits

• promote healthy outcomes 

Collaborating via Integrating

• groups work towards goal

• shares ideas and experiences

• creative and time-consuming

• assertive and cooperative approach 

Benefits of Collaboration

• defines conflict clearly

• identifies shared goals

• generates mutual commitment

• improves decision-making process

Collaborative Conflict Example

• staff nurse disagrees

• charge nurse responds differently

• discussion leads to agreement

• plan of care supported

Alternative to Collaboration

• competing for control

• power-based decision making

• less desirable outcomes

• limits mutual understanding

Conflict Styles in Nursing

• avoidance and accommodation common

• managers prefer compromise

• collaboration less frequent

• styles unchanged over year 

Impact of Nursing Culture

• homogenizing environment

• diversity seen as threat

• fear of conflict grows

• differences become divisive

New Nurses and Conflict

• strive for acceptance

• unprepared for conflict

• prefer avoidance strategies

• emotional dissonance results

Improving Collaboration

• enhances job satisfaction

• reduces nurse turnover

• strengthens relationships

• promotes patient safety

Nurses as Informal Leaders

• all nurses are leaders

• informal leadership impacts culture

• encourage positive relations

• conflict management is essential

Empowering Front-Line Nurses

• front-line nurses need support

• education enhances leadership

• coordinate interprofessional teamwork

• ensure quality patient care

Traits of Nurse Leaders

• strong communication skills

• emotional intelligence matters

• embrace diverse opinions

• be appropriate and organized

Modeling Conflict Resolution

• promote respectful communication

• coach strategic responses

• address conflict promptly

• avoid triangulated communication

Generational Differences in Teams

• four generations in workforce

• different values and styles

• tensions may cause conflict

• highlight strengths and goals 

Creating Safe Work Environments

• promote authenticity and diversity

• empower respectful conflict

• avoid shaming behaviours

• support emotional safety

LEader’s Role in Mediation

• use trained third party

• focus on mutual interests

• separate people from problem

• ensure fair negotiation

Improving Collaboration in Practice

• address power imbalances

• clarify overlapping roles

• enhance nurse-physician relations

• promote mutual understanding  

Understadning Social Dominance

• lateral violence in nursing

• forms include bullying, exclusion

• stems from insecurity projections

• impacts care and morale 

Common Forms of Violence

• Criticism and belittling

• complaints and eye-rolling

• ignoring and exclusion

• verbal abuse incidents 

Impacts of Bullying

• stress and underperformance

• disengagement and turnover

• quality of care declines

• cycle of hostility grows

Cycle of Victom-Perpetrator

• novice treated poorly

• cycle repeats with promotion

• social capital influences behavior

• culture of hierarchy persists

Burnout and Hostility

• emotional exhaustion effects

• ripple impacts on teams

• perpetuates lateral violence

• quality of care suffers

Compassionate Response Strategy

• address insecurity roots

• promote mutual respect

• support vulnerable nurses

• encourage diversity acceptance

Conflict Resolution Practices

• avoid triangulated communication

• support direct dialogue

• enable confidential reporting

• foster emotional safety

Promoting Healthy Environments

• practice self-compassion daily

• train leaders in conflict

• support emotional intelligence

• commit to respectful culture