Discussion 6.1 Conflict Self Assessment
Take the Conflict Self-Assessment. For each statement, record a score from 1 to 5 of how you typically act during a conflict. The statements correspond to the following conflict styles:
At the end, you will get a score for each of the styles. The style with the highest score is your preferred way of dealing with conflict. Your lowest score is the way that you least frequently deal with conflict.
In your initial discussion response, include answers to the following:
Post your self-assessment results. Do you agree that the results reflect how you deal with conflict in your practice? Why or why not?
For the conflict style in which you scored the highest, provide an example of how you have used this in your practice. To what extent was it effective or ineffective? What could you have done differently to make it even more effective?
For the conflict style in which you scored the lowest, provide an example of how you have used this in your practice. To what extent was it effective or ineffective? What could you have done differently to make it even more effective?
After completing the self-assessment test, the results reflect the way I deal with conflict in the facility. This is because when completing the assessment, the scores were given according to ways preferred when dealing with conflict. The most typical or least used methods of dealing with conflict were scored appropriately, thus the overall results reflect my conflict resolution method.
The conflict style with the highest score is collaboration. This style involves working and partnering with others to resolve a conflict until the appropriate solution is found (Elmasry & Wang, 2022). An example of how collaboration was used for conflict resolution is during a time when I disagreed with a team member on the appropriate treatment plan for a patient. Since each party had a differing opinion on the clinical judgment, it was hard to agree on the treatment plan for the patient. The conflict was resolved by involving the other team members to discuss the best treatment option and looking for evidence to support the chosen option. In the end, the disagreement was settled and everyone was satisfied with the decision made. Collaboration was an effective method of resolving the conflict. To make the collaboration method more effective, it would have been good if teamwork was practiced from the start of assessing the patient, which would have helped avoid the occurrence of the conflict.
Competing is the conflict style with the lowest score. This involves arguing or fighting with the other party until either party wins or loses (Piryani & Piryani, 2019). This style has been least used since it one of the parties unsatisfied with the outcome. An example of when competing was used is a time I argued with a colleague over who was to take an extra shift to cover for another absent colleague. Due to fatigue and long working hours, neither of us wanted to take the extra shift. The argument went on to justify who would take the shift. At the end the colleague ended up taking the shift. Competing in this method was not effective since the outcome was not satisfying. This could have been avoided by agreeing to work together during the extra shift or each work half the time. From the experiences with conflict resolution, it is important to consider methods that would effectively resolve the problem and leave the conflicting parties satisfied.
Elmasry, K., & Wang, Y. (2022). How to improve conflict management in hospitals in the healthcare industry. Lecture Notes in Electrical Engineering, 495-499. https://doi.org/10.1007/978-981-19-0572-8_63
Piryani, R. M., & Piryani, S. (2019). Conflict management in healthcare. Journal of Nepal Health Research Council, 16(41), 481-482. https://doi.org/10.33314/jnhrc.v16i41.1703