Interpersonal conflict between stakeholders Essay

Interpersonal conflict between stakeholders - Essay Example Three per cent of nurses reported verbal threats (Whitworth, 2008). Distress was experienced by 66%. Females were the main perpetrators. Conflict had been described as a social behavior between individuals who attempted to gain something both could not have (Moss, 2002). Nursing conflicts had been termed as role conflict (Cooper, 2003), burnout (Poncet, 2007), horizontal violence (Abu Alrub, 2004) and intergenerational conflict (Swearingen & Liberman, 2004).Reflection and the impact on work practices and stakeholders  Conflict constituted most of the management problems in nursing. The hospital environment or primary care or community centers worked well and efficiently partially due to the efficacy of conflict management. The variety of people with diverse â€Å"perceptions, personalities and behaviors† could ignite a problem at any moment (Sikes, 2010). The common goals were what brought them together. Barriers were inevitable but efforts to prevent conflicts needed to com e from the right quarters. The idea was not to totally prevent the conflict but to manage it well so that a creative style with classic decision-making produced improved outcomes. Cohesion of the group was ensured through the efficient management of conflict. Too much conflict was conducive to frequent sparring and a decrease in performance; group cohesion suffered in the long run. Conflicts could arise between any of the stakeholders in a health environment: between nurses, nurses and doctors, nurses and patients.... Nursing conflicts had been termed as role conflict (Cooper, 2003), burnout (Poncet, 2007), horizontal violence (Abu Alrub, 2004) and intergenerational conflict (Swearingen & Liberman, 2004). Reflection and the impact on work practices and stakeholders Conflict constituted most of the management problems in nursing. The hospital environment or primary care or community centers worked well and efficiently partially due to the efficacy of conflict management. The variety of people with diverse â€Å"perceptions, personalities and behaviors† could ignite a problem at any moment (Sikes, 2010). The common goals were what brought them together. Barriers were inevitable but efforts to prevent conflicts needed to come from the right quarters. The idea was not to totally prevent the conflict but to manage it well so that a creative style with classic decision-making produced improved outcomes. Cohesion of the group was ensured through the efficient management of conflict. Too much confl ict was conducive to frequent sparring and a decrease in performance; group cohesion suffered in the long run. Conflicts could arise between any of the stakeholders in a health environment: between nurses, nurses and doctors, nurses and patients, nurses and the patients’ families, doctors and patients’ families, nurse manager and staff nurses, staff of different categories and between policy makers and the hospital industry. The nursing profession needed to handle conflicts with confidence and evoke the best results. The resolution of the conflict The nurse manager had to use her skills of communication and interpersonal skills to identify the main problem of the conflict by