Posted: April 3rd, 2022

Change and Conflict Management in Nursing

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• Jon Teegardin

Change and Conflict

Change and battle happen in all elements of our society. In nursing, you will need to establish and embrace change, handle and resolve battle, and achieve this in an efficient and environment friendly method. This paper will current descriptions of change theories, battle theories, and how a nurse’s capability to deal with each can improve or hinder efficient management. Moreover, the chief as a change agent will likely be mentioned.

Change Theories

Whereas there are quite a few theories of change that exist, in the career of nursing there are three important theories which might be persistently seen all through the healthcare business. These theories are Lewins idea of change, Rogers change idea, and Spradley’s change idea.

Lewins change idea

Most likely essentially the most recognizable idea of change is that introduced by Kurt Lewin. His idea entails three levels to vary: unfreezing, shifting, and refreezing (Stolley, 2005). Two forces are current in this idea, the driving power, or these pushing for a specific change, and the resistant power, those that are proof against the change. For change to happen the driving power or brokers for change, have to be stronger than the resistant power. Within the unfreezing stage, the driving power develops a technique that enables individuals to let go of the present, unproductive method of doing one thing. By discovering this technique, particular person resistance to the change is overcome. Within the shifting part, people are inspired to vary their mind-set, feeling, or habits to the brand new technique. Lastly, in the refreezing stage, this transformation turns into the brand new behavior and in the end the usual working process.

Lewins idea can also be known as the power subject idea that states a company makes an attempt to keep up a state of equilibrium between change forces and restraining forces (Swanson, & Creed, 2014). Change brokers are the forces for change and should overcome the restraining forces to make the change profitable.

Rogers change idea

Everette Rogers’s idea is a modification of Lewin’s change idea and entails 5 levels. The levels are consciousness, curiosity, analysis, implementation and adoption (Boston College Faculty of Well being, 2013). Roger’s idea is often utilized to long run tasks. Within the consciousness stage, people are uncovered to the brand new thought or course of however lack the entire details about it. Within the curiosity stage, the person is in the brand new thought and seeks out extra info. The subsequent stage is the analysis stage the place the person determines apply the concept or course of to their state of affairs and decides whether or not or not they wish to attempt it. The implementation stage happens when the person decides to make full use of the concept or course of. Lastly, in the adoption stage, the person decides to proceed to make use of the brand new thought or course of.

Roger’s idea is an instance of social cognitive idea. Change doesn’t happen instantly amongst all these introduced with the change. There are literally 5 teams of those that implement the change over time. These teams are innovators who’re leaders that embrace the change instantly, early adopters who’re additionally leaders however will observe innovators, the early majority who’re the majority of the followers, the late majority who embody skeptics of the change, and lastly laggards who’re resistant to vary (Kaminski, 2011).

Spradley’s change idea

Spradley’s change idea can also be a by-product of Lewins idea of change that entails an eight step course of. The distinction in Spradley’s idea is that it offers for fixed analysis of the change throughout implementation to make sure it’s profitable. The eight steps are recognition of a necessity for change, prognosis of the issue, Assessment of other options, choice of the change to be carried out, plan the change, implement the change, consider the implementation, and stabilize the change (Stolley, 2005). Spradley’s idea additionally permits for the investigation of a number of options to the issue. The change agent initiates the method by recognizing an issue, defining the issue, and growing completely different options to the issue. All through the method, there may be the fixed analysis that improves the possibilities for implementing a related, and efficient resolution. Spradley’s idea may be an instrument of social change (change from the underside up) or company change (from the highest down).

Conflict theories

The fixed change that nurses encounter in the healthcare business causes battle. There are 4 important battle theories: organizational battle idea, social battle idea, social cognitive idea, and social trade idea.

Organizational battle idea

Organizational battle idea identifies battle on a number of ranges. Interpersonal battle is between employees in a company. Conflict may happen between departments inside a company. Lastly, battle can happen between organizations. Some battle is taken into account wholesome for the group because it promotes creativity and in the end, productiveness (Deutsch, 2000). The important thing to administration of this sort of battle is communication to handle the battle and develop cooperative options.

Social Conflict Principle

This idea contends that battle exists between individuals as a result of people are motivated to behave based mostly on their very own needs slightly than the needs of others. This may be utilized to courses of individuals. For instance, social battle idea says that the rich act to keep up their wealth, whereas the poor act to extend their wealth. Karl Marx is commonly cited as growing social battle idea by way of his writings the place he mentioned the fixed wrestle between manufacturing unit house owners and manufacturing unit employees through the industrial revolution in Europe (Segal, & Smith, 2015).

Social Cognitive Principle

Social cognitive idea states that studying happens in a social context and most studying relies on observations (Denler, Wolters, & Benzon, 2014). It’s also utilized to classroom motivation and achievement. It states that individuals have a capability to affect their habits and their setting in a fashion that’s in alignment with their targets.

Social Change Principle

Social trade idea states that relationships have give and take, however the steadiness of those exchanges aren’t all the time equal (Altering Minds, 2014). This idea explains how we really feel a couple of relationship based mostly on our notion of what we put into the connection versus what we get out of it, what sort of relationship we predict we deserve, and whether or not we will have a greater relationship with another person.

Dealing with Conflict

It is necessary as a healthcare chief to rapidly establish battle and reply to it in a constructive method. Step one to resolving battle is to acknowledge that battle arises out of variations between people, departments, or organizations (Segal, & Smith, 2015). Whether or not these variations are actual or perceived, they’re equally necessary to each events. How a pacesetter responds to battle can both result in a decision, or create extra battle.

Examples of unhealthy responses to battle embody: failure to acknowledge the significance of the main points of the battle, explosive, offended, or resentful reactions, incapability to compromise, and worry or avoidance of battle. These responses will erode the respect your subordinates have for you and hinder your capability to be a pacesetter (Deutsch, 2000).

Examples of wholesome responses to battle embody calm and respectful reactions, a readiness to forgive and neglect animosity associated to the battle and transfer ahead with out harboring emotions of resentment or anger, braveness to face battle head on, and looking for compromise whereas avoiding punishing.

Chief as a change agent

The nurse chief makes use of their energy sources to behave as a change agent. They need to use their picture of energy to advertise involvement of workers in the undertaking to realize help and dedication (Daly, Speedy, & Jackson, 2015). The nurse chief should reveal their information and competency by way of their professional energy. They need to additionally use their connection energy to speak with others to relay the weather of change in addition to obtain suggestions of opinions and doubts of others (Daly, Speedy, & Jackson). Their use of referent energy to realize the respect of others helps the nurse chief to influence and inspire others to just accept change as nicely. By approaching change in a constructive method, the nurse chief has the flexibility to realize help for the change amongst subordinates all through the division and group.

Conclusion

Conflict and change are ever current in the healthcare setting, because of the dynamic nature of the business. The flexibility of the nurse chief to successfully promote change, whereas recognizing and resolving battle amongst workers are important expertise that the profitable chief will need to have. Recognizing that battle and change are mandatory to enhance care and spark creativity is the necessary first step in the direction of successfully managing each.

References

Boston College Faculty of Well being. (2013). Diffusion of Innovation Principle. Retrieved March 31, 2015, from http://sphweb.bumc.bu.edu/otlt/MPH-Modules/SB/SB721-Models/SB721-Models4.html

Altering Minds. (2014). Social Change Principle. Retrieved March 31, 2015, from http://changingminds.org/explanations/theories/social_exchange.htm

Daly, J., Speedy, S., & Jackson, D. (2015). Management & nursing: Modern views (2nd ed.). Elsevier Well being Sciences.

Denler, H., Wolters, C., & Benzon, M. (2014). Social Cognitive Principle. Retrieved March 31, 2015, from https://homeworkacetutors.com//write-my-paper/education.com/reference/article/social-cognitive-theory/

Deutsch, M. (2000). The handbook of battle decision idea and observe. San Francisco, Calif.: Jossey-Bass.

Kaminski, RN MSN PhD(c), J. (2011). Diffusion of Innovation Principle. Retrieved March 31, 2015, from http://cjni.net/journal/?p=1444

Segal, Ph.D., J., & Smith, M.A., M. (2015). Conflict Decision Abilities. Retrieved March 31, 2015, from https://homeworkacetutors.com//write-my-paper/helpguide.org/articles/relationships/conflict-resolution-skills.htm

Stolley, Okay. (2005). The fundamentals of sociology. Westport, Conn.: Greenwood Press.

Swanson, D., & Creed, A. (2014). Sharpening the Focus of Pressure Subject Assessment. Journal of Change Management, 14(1), 28-47.