NR 447 Week 3 Conflict Resolution Paper

Student Name

Chamberlain University

NR-447: RN Collaborative Healthcare

Prof. Name

Date

NR 447 Week 3 Conflict Resolution Paper

Introduction

Research consistently demonstrates that horizontal or lateral violence in nursing is widespread and highly detrimental to workplace culture. In a survey of South Carolina nurses, over 85% reported being victims of horizontal violence, with senior nurses most often identified as aggressors (Dulaney & Zager, 2010). Similarly, Wilson et al. (2011) found that nearly 85% of nurses had encountered workplace hostility (Lachman, 2015). Nursing, while deeply rewarding, is also highly stressful—especially for novice nurses who enter the field eager to provide care but are often met with hostility, lack of mentorship, and insufficient support. Importantly, this is not only an issue for new graduates but also for nurses transitioning between units or healthcare facilities, where they may face resistance from existing staff.

Conflict in My Unit

Within my own unit, conflict among nurses is common and has created an atmosphere of mistrust and discomfort. Senior nurses often exhibit tension in their interactions, which makes it difficult for new staff to determine whom they can rely on. This situation exemplifies the well-known phrase in nursing culture: “nurses eat their young.”

A recurring conflict involves gossiping and criticism behind colleagues’ backs. Nurses frequently express dissatisfaction with others’ performance rather than addressing issues directly. The lack of team spirit is evident when nurses refuse to help with simple tasks, such as taking vital signs or covering for breaks. While all staff members experience heavy workloads, the refusal to collaborate results in poor teamwork and, ultimately, diminished patient outcomes.

Impact on Patient Care

An environment of hostility undermines the delivery of safe and effective care. Patients are often sensitive to staff dynamics and may perceive conflict as a sign of poor-quality care. When nurses argue in front of patients or dismiss each other’s concerns, patient trust in the healthcare team erodes. Conversely, when staff operate as a cohesive unit, patients feel reassured and confident in the care they receive. Thus, professional collaboration is not only essential for nurse satisfaction but also for maintaining patient safety and trust.

A Real-Life Incident

I personally witnessed a conflict at the nurses’ station involving two colleagues. One senior nurse accused a newer nurse of not carrying enough workload and demanded that she take on additional patients. The confrontation escalated, with the senior nurse belittling her colleague and dismissing her explanation that she was still learning the unit and its documentation system.

Patients nearby observed this altercation, which caused visible discomfort and led some to express sympathy for the newer nurse. As a novice myself still in orientation, the event heightened my concern that I too might face similar treatment in the future. This culture of hostility contributes to the unit’s high turnover rate, as newer staff either transfer or leave altogether. Lachman (2015) emphasizes that such incivility and bullying diminish job satisfaction and suppress opportunities for learning and professional growth.

Resolving the Conflict

At present, the conflict has not been effectively resolved. To address it, a structured and non-threatening approach is needed. A mandatory meeting should be organized to provide staff the opportunity to discuss concerns, expectations, and strategies for improved collaboration. Open dialogue could help shift the workplace culture from hostility toward respect and teamwork. Felblinger (2009) emphasizes that cultivating civility in the workplace benefits both staff and patients, fostering productivity and well-being.

Stages of Conflict

The stages of conflict within my unit can be categorized as follows:

Suggested Solutions

To manage this ongoing conflict, I would recommend collaborating with nurse leadership to apply a blend of accommodation and collaboration strategies. Key steps could include:

• Reduced workload for preceptors: Allowing experienced nurses to focus on mentoring rather than bearing a heavy patient load would reduce stress.

• Monthly team-building sessions: Creating structured opportunities for open communication can help break down barriers and foster unity.

• Recognition of teamwork: Highlighting positive examples of collaboration can motivate staff and reinforce desirable behaviors.

• Mentorship program: Establishing formal mentorship ensures new nurses receive consistent support, reducing turnover.

These strategies would help create a culture of mutual respect, thereby improving patient care outcomes.

Combining Strategies

Addressing conflict through both accommodation and collaboration provides a balanced approach. Accommodation acknowledges the concerns of senior nurses while collaboration promotes shared decision-making and team cohesion. Finkelman (2016) notes that conflict is an inevitable component of organizational life, but through communication and collaboration, it can be transformed into an opportunity for growth. Implementing mentorship programs and fostering supportive interactions would lead to lower turnover, improved morale, and enhanced patient care.

References

Felblinger, D. M. (2009). Bullying, incivility, and disruptive behaviors in the healthcare setting: Identification, impact, and intervention. Frontiers of Health Services Management, 25(4), 13–23.

Finkelman, A. (2016). Leadership and management for nurses: Core competencies for quality care (3rd ed.). Pearson.

NR 447 Week 3 Conflict Resolution Paper

Lachman, V. D. (2015). Ethical issues in disruptive behaviors of incivility, bullying, and horizontal/lateral violence. Urologic Nursing, 35(1), 39–42.