NR 447 Week 3 Conflict Resolution Paper

Student Name

Chamberlain University

NR-447: RN Collaborative Healthcare

Prof. Name:

Date

Introduction

In a statewide survey conducted in South Carolina, over 85% of nurses reported experiencing horizontal violence, with seasoned nurses often identified as the perpetrators (Dulaney & Zager, 2010). Similarly, Wilson et al. (2011) discovered that 85% of nurses faced horizontal or lateral violence, an observation echoed by Lachman (2015, p. 39). Nursing can be an incredibly stressful field, especially for new nurses who join the workforce with the hope of contributing meaningfully to patient care. However, many nurses encounter a competitive and hostile environment where mentoring and support are lacking. This problem is not limited to novice nurses but also affects those transitioning between units or organizations, as colleagues may be unwilling or unable to provide necessary guidance.

Conflict in My Unit

In my unit, the prevalence of this behavior is evident. Tensions among veteran nurses create a hostile atmosphere, leaving new staff uncertain about whom they can trust. This behavior is commonly described as “nurses eating their young,” reflecting senior nurses’ tendency to mistreat less experienced colleagues. A common conflict in my unit arises from nurses speaking negatively about each other and criticizing performance behind closed doors. This lack of teamwork disrupts patient care. Simple tasks such as monitoring vital signs or covering for colleagues go unattended, as no one is willing to help. The resulting lack of collaboration compromises both staff relationships and the quality of patient care.

Impact on Patient Care

The adversarial environment significantly impacts patient care. Patients can sense staff discord, which undermines their trust in the facility. When healthcare teams work harmoniously, patients feel more secure and confident in the care they receive. Conversely, visible disagreements among staff or dismissive behaviors diminish patient trust and satisfaction. A specific incident highlighted this issue when two nurses argued loudly at the nurses’ station. Patients were distressed by the senior nurse’s dismissive behavior toward her newer colleague. This hostile environment discourages professional growth, contributes to staff turnover, and affects patient outcomes.

Aspect	Observations	Proposed Solutions
Conflict in the Unit	– Veteran nurses create tension. – Gossip and backbiting among staff. – Lack of collaboration impacts teamwork.	– Mandatory meetings to discuss issues. – Promote open communication among staff.
Impact on Patient Care	– Patients sense discord, reducing trust. – Visible disagreements among staff upset patients.	– Encourage harmonious teamwork to reassure patients. – Monthly team-building sessions.
Resolving Conflict	– Latent conflict persists as issues are ignored. – Negative emotions like anger and stress are common.	– Combine accommodation and collaboration strategies. – Reduce patient loads for precepting nurses.

Conclusion

Addressing conflicts in nursing units requires structured interventions. By fostering teamwork, communication, and mentorship, a more supportive and collaborative environment can be cultivated. Solutions such as teambuilding activities, mentorship programs, and reduced workloads for new staff can improve morale and patient outcomes. Managing conflict effectively ensures a healthier work atmosphere and better care delivery.

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.