The application of collaborative or competitive strategy

• Conflict between nurses and management over staffing levels: A collaborative conflict resolution strategy in this situation could involve nurses and management meeting to discuss the concerns of both parties and to try to develop a solution that meets the needs of both groups. This could involve developing a new staffing plan, or it could involve other measures, such as providing nurses with more training or giving them more flexibility in their schedules.

Competitive conflict resolution

Competitive conflict resolution is a process in which one party attempts to win the conflict at the expense of the other party. This strategy is sometimes necessary in healthcare organizations, but it should be used sparingly, as it can damage relationships and lead to a less inclusive work environment.

Here are two examples of situations where the application of a competitive conflict resolution strategy might be beneficial in managing conflict in a healthcare organization:

• Dispute between two departments over resources: If two departments are disputing over resources, such as budget or staff, a competitive conflict resolution strategy could involve having a supervisor or administrator make a decision about how to allocate the resources.
• Employee who is refusing to follow a supervisor's instructions: If an employee is refusing to follow a supervisor's instructions, a competitive conflict resolution strategy could involve the supervisor disciplining the employee, up to and including termination of employment.

Inclusivity

Both collaborative and competitive conflict resolution strategies can reflect the value of inclusivity in healthcare organizations.

Collaborative conflict resolution reflects the value of inclusivity because it involves all of the parties involved in the conflict in the process of finding a solution. This helps to ensure that all of the parties have a voice and that their perspectives are considered.

Competitive conflict resolution can also reflect the value of inclusivity if it is used in a way that is fair and impartial. For example, if a supervisor is making a decision about how to allocate resources, they should consider the needs of all of the departments involved. Similarly, if a supervisor is disciplining an employee, they should do so in a way that is consistent with the organization's policies and procedures.

Examples

Here are some detailed examples of how collaborative and competitive conflict resolution strategies can reflect the value of inclusivity in healthcare organizations:

• A hospital is implementing a new electronic health record system. There is some disagreement among the staff about the best way to implement the system. The hospital's management team decides to use a collaborative conflict resolution strategy. They hold a meeting with the staff to discuss their concerns and to develop a plan for implementing the system. The plan includes input from all of the staff involved, and it is designed to address the concerns of everyone.
• A nursing unit is short-staffed. The nurses are concerned that they are not able to provide safe and adequate care to their patients. They meet with the unit manager to discuss their concerns. The unit manager works with the nurses to develop a plan for dealing with the staffing shortage. The plan includes measures to improve efficiency and to reduce the nurses' workload.

These examples show how collaborative and competitive conflict resolution strategies can be used to reflect the value of inclusivity in healthcare organizations. By involving all of the parties involved in the conflict in the process of finding a solution, and by using these strategies in a fair and impartial way, healthcare organizations can create a more inclusive work environment where everyone feels valued and respected.

Collaborative conflict resolution

Collaborative conflict resolution is a process that emphasizes open communication, active listening, and cooperation among the parties involved in the conflict. This strategy is often beneficial in healthcare organizations because it can help to build trust and relationships between employees, and it can also lead to more creative and mutually beneficial solutions.

Here are two examples of situations where the application of a collaborative conflict resolution strategy might be beneficial in managing conflict in a healthcare organization:

• Disagreement between two physicians about the best course of treatment for a patient: A collaborative conflict resolution strategy in this situation could involve the two physicians meeting to discuss their different perspectives and to try to find a common ground. They could also involve a third party, such as a mediator or supervisor, to help facilitate the discussion.