Organizational conflict is the type of conflict describe in the case study. Accordingly, this conflict occurs when two or more units in one facility compete for resources such as equipment, money and staff (Katz & Kahn, n. d. ). In the case study above, Nurse Menovich and Nurse Salee are competing for increase in staff members for their respective departments. Organizational conflict is considered to be detrimental to the entire facility, since constant competition for resources can result to poor patient service (Katz & Kahn, n. d. ).
What conflict strategy is Nurse Menovich using to get all of the RN positions? Nurse Menovich is using the conflict strategy of competing to get all of the 5 RN positions available. Competing, as a type of conflict strategy, is described as dictating or imposing a decision, and its main goal is to “win. ” In this situation, a group, party or an individual attempts to get complete dominance in order to win (Kelly, 2006). In the case study, Nurse Menovich provides a report stating that all the available positions are needed for her department.
Since, her goal is to “win,’ she even made an appointment with the vice-president to follow-up on her memorandum. This only proves that she is using competing as a conflict strategy to get all of the positions available. What type of conflict resolution outcome will this be if Nurse Menovich is successful in obtaining all the RN positions for her unit? If Nurse Menovich will be successful in her plans, the type of conflict resolution outcome will be “win-lose” approach. The win-lose is the common outcome of a competition (Fisher, 2000).
Since Nurse Menovich’s desires to win all the available RN positions, it is obvious that Nurse Salee will lose because she will not be able to get any of the RN positions into her department. However, this type of outcome can create a strained work relationship with other facility member (Fisher, 2000). Describe the three types of conflict resolution outcomes. The three types of conflict resolution outcomes include the following: win-lose; lose-lose; and win-win strategy.
The “win-lose” outcome is a strategy that forces the other competing side to capitulate. Therefore, what one person or party gains, the other loses. The “lose-lose” outcome is a way to talk over difficulties and explore possible solutions to solve a conflict, or otherwise, both the parties may strategically divide the limited resources to forestall the win-lose outcome. The “win-win” outcome is used to achieve the aims of both parties by collaborative problem solving.
In this regard, the conflict is viewed merely as a problem rather than a war that has to be won by both parties. In addition, the win-win outcome views the constraints and needs of both groups rather than focusing the strategies designed to engaged in a win-lose situation (Fisher, 2000). What conflict resolution strategies could Nurse Salee use to engage in a win-win situation? Collaborating is the best conflict resolution strategy that Nurse Salee could use to be engaged in a win-win situation.
In collaborating, a party or person views the problem with equal concern. It also identifies the areas of disagreement and agreement, and the selection of a solution to the conflict that views both of the groups’ perspectives (Kelly, 2006). In the case study above, Nurse Menovich stated that she will do everything to get all the available RN positions for her department. Nurse Salee must use collaborating to talk over the conflict and the best possible solution, so that both Nurse Menovich and her will engage in a win-win situation.
Once both parties have already devised a plan to solve the conflict, they could divide the available RN positions so that both of them could be benefited. References Fisher R. (2000). Sources of Conflict and Methods of Conflict Resolution. International Peace and Conflict Resolution School of International Service. The American University. Katz D. ; Kahn R. L. (n. d). The Social Psychology of Organizations. New York: Wiley. pp. 18–33. Open Computer Library Center. 225221. Kelly ? J.? (2006). ?An ? overview ? of ? conflict.? Dimensions ? of ? Critical ? Care ? Nursing: ? pp.? 22? 28.?