Conflict Resolution in Advanced Practice Leadership in Healthcare

Posted: May 5th, 2020

Conflict is a normal process that can be constructive or destructive depending on how it is managed and resolved. Conflict occurs at all levels within an organization. The dynamic nature of health care offered by diverse health care providers caring for a diverse population may promote a higher level of conflict. A leader understands how to recognize conflict and engage in strategies for effective positive resolution. For this paper the following sections will be addressed
Define an area of conflict in current practice or a potential conflict situation you may face as an advanced practice leader including background evidence to demonstrate it is a problem
Identify potential or real barriers that create the conflict and how this particular conflict impacts quality outcomes and care including literature evidence that demonstrate it as a barrier to conflict resolution.
After reviewing the Thomas-Kilmann Instrument (TKI) categories from the lesson, identify, what you believe to be, your most common reaction mode to conflict and provide an example of how this reaction mode has been utilized in a conflict along with the outcome of the conflict. Address whether your reaction mode is assertive or cooperative in focus as demonstrated on the TKI model. Please note that you are not required to complete the TKI assessment.
Your reaction mode may not be the most appropriate and that is perfectly fine. It is important to be self-reflective in this assignment.
Identify the most appropriate reaction mode from the TKI model that should be utilized to promote resolution to this paper’s conflict topic. Why would this reaction mode be the most appropriate reaction to promote resolution? Give a brief example of how this reaction mode would support the conflict topic and promote resolution
Reflect on your learning about reaction modes to conflict during the process of writing this assignment. How you will apply this learning in your role as an advanced practice leader to resolve conflict.
Summary of key points
Assignment Instructions
Abide by the Chamberlain College of Nursing Academic Integrity Policy.
Sources older than five years may not be used without the permission of the class professor.
Title page, pagination, subheadings, body of paper, citation of sources, and reference page must follow APA guidelines as found in the most current edition of the manual.
Rules of grammar, spelling, word usage, punctuation, sentence and paragraph structure are followed and consistent with formal, scholarly writing as noted in the most current edition of the APA Manual.
Please note: If you do not receive a proficient rating in any major content category, you can re-submit your assignment with revisions in those content categories to receive a better grade. You have one additional opportunity to revise after the initial submission in order to make improvements. The initial submission must be a complete paper, rough drafts will not be graded. All revisions must be submitted no later than Sunday of Week 7 at 11:59pm. (You cannot revise your APA for a higher grade in that category)
Length:
Four to six pages (not including title and reference page)
Scholarly literature is required
A minimum of three (3) scholarly literature references must be used.
Submission: Submit your files via Dropbox: Last name_First initial_Module 6: Conflict Resolution
Title page
Body of paper (headings for each section)
Define an area of conflict in current practice or a potential conflict as an advanced practice leader including background evidence to demonstrate it is a problem
Identify potential or real barriers that create the conflict and how this particular conflict impacts quality outcomes and care including literature evidence that demonstrate it as a barrier to conflict resolution.
Based upon the Thomas-Kilmann Instrument (TKI) identify your most common reaction mode to conflict and provide an example of how this reaction mode has been utilized in a conflict along with the outcome of the conflict. Address whether your reaction mode is assertive or cooperative in focus as demonstrated on the TKI model. Please note that your reaction mode may not be the most appropriate and that is perfectly fine. It is important to be self-reflective in this assignment.
Identify the most appropriate reaction mode from the TKI model that should be utilized to promote resolution to this paper’s conflict topic. Why would this reaction mode be the most appropriate reaction to promote resolution? Give a brief example of how this reaction mode would support the conflict topic and promote resolution
Reflect on your learning about reaction modes to conflict during the process of writing this assignment. How you will apply this learning in your role as an advanced practice leader to resolve conflict.
Reference page

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Conflict Resolution in Advanced Practice Leadership in Healthcare

Introduction
Conflict is a common process that can have both constructive and destructive outcomes depending on how it is managed and resolved. In the healthcare sector, the dynamic nature of care delivery provided by diverse healthcare providers for a diverse population often leads to a higher level of conflict. As an advanced practice leader, it is crucial to understand how to recognize and effectively resolve conflicts. This paper will address an area of conflict in current practice or a potential conflict situation an advanced practice leader may face, identify barriers that create the conflict, analyze the impact on quality outcomes and care, explore personal reaction modes to conflict, propose the most appropriate reaction mode for resolution, and reflect on the learning process.

Define an area of conflict in current practice or a potential conflict situation:
One potential conflict area in current practice is the disagreement between physicians and nurse practitioners regarding scope of practice. This conflict arises from differences in education, training, and professional autonomy between these two groups. Nurse practitioners (NPs) are advanced practice registered nurses (APRNs) who have obtained additional education and training to provide comprehensive healthcare services, including diagnosing and treating common medical conditions. However, some physicians may view NPs as encroaching on their territory, leading to conflicts over the scope of practice.
Background evidence: Studies have shown that conflicts related to scope of practice between physicians and nurse practitioners can hinder effective teamwork, collaboration, and patient-centered care (Xu et al., 2020). These conflicts can create barriers to the optimal utilization of NPs’ skills and expertise, resulting in fragmented care delivery and compromised patient outcomes.

Identify potential or real barriers that create the conflict and their impact on quality outcomes and care:
a. Professional hierarchies and power differentials: The hierarchical structure and power dynamics within healthcare organizations contribute to conflicts between physicians and nurse practitioners. Physicians often hold more authority and decision-making power, which can lead to challenges in collaborative decision-making, hindering the delivery of high-quality, patient-centered care (Bauer et al., 2018).
b. Limited understanding and misperceptions: Lack of understanding and misperceptions about each profession’s capabilities and roles can fuel conflicts. Physicians may hold biases or stereotypes about nurse practitioners’ education and competence, leading to resistance in accepting their expanded role. These misperceptions can impede effective communication and collaboration, negatively affecting patient care outcomes (Bauer et al., 2018).

Personal reaction mode to conflict:
My most common reaction mode to conflict is assertiveness. In conflicts, I tend to express my concerns and perspectives openly while advocating for my viewpoint. This reaction mode focuses on standing up for one’s own needs and asserting one’s rights while remaining respectful of others. An example of this reaction mode in a conflict is when I engaged in a discussion with a colleague regarding the implementation of a new treatment protocol. I presented evidence-based research supporting my viewpoint and shared my concerns about the potential impact on patient safety.
Outcome: The conflict was eventually resolved through a collaborative discussion. My assertive approach facilitated a constructive dialogue, leading to a mutual understanding of each other’s perspectives. We agreed to modify the treatment protocol based on the evidence I presented, ensuring patient safety while addressing my colleague’s concerns. In this case, assertiveness helped in achieving a resolution that considered the best interests of the patients.

The most appropriate reaction mode from the TKI model for resolution:
The most appropriate reaction mode from the TKI model to promote resolution in the conflict between physicians and nurse practitioners regarding scope of practice is collaboration. Collaboration is a mode that combines assertiveness and cooperativeness, aiming for a win-win solution where the concerns and interests of all parties are addressed. This mode encourages open communication, active listening, and shared decision-making.
Example