Retaining nurses through conflict resolution. Training staff to confront problems and communicate openly can improve the work climate.
The way nurses resolve conflict may be leading them to quit their jobs or leave the profession altogether. Conflict is inevitable in a dynamic organization. What is important is not to avoid conflict but to seek its resolution in a constructive manner. Organizational conflict is typically resolved through one of five strategies: withdrawal, force, conciliation, compromise, or confrontation. A recent study of nurses in three different hospitals showed that the approach they use most is withdrawal. This might manifest itself in a request to change shifts or assignments and may lead to a job change and, eventually, abandonment of the field altogether. Given this scenario, changing nurses' conflict resolution style may help administrators combat the nursing shortage. Healthcare organizations must examine themselves to determine why nurses so frequently use withdrawal; then they must restructure work relationships as needed. Next, organizations need to increase nurses' awareness of the problem and train them to use a resolution style more conducive to building stable relationships: confrontation. Staff should also be trained in effective communications skills to develop trust and openness in their relationships.
Fowler
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Department of Management, Youngstown State University, OH.
Bushardt
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Jones
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MA
D003142:Communication; D003220:Conflict, Psychological; D004651:Employment / Q000523:psychology; D007318:Inservice Training; D007400:Interprofessional Relations; D009741:Nursing Staff, Hospital / Q000523:psychology* / Q000600:supply & distribution; D010563:Personnel Turnover; D011209:Power, Psychological; D011340:Problem Solving; D017009:Professional Autonomy; D014481:United States; D017132:Workplace / Q000523:psychology