Conflict is common to all workplaces. But in nursing, studies have shown it's a particular source
of job stress and dissatisfaction. Among reasons for this is that nurses typically receive very
little training in conflict management but are extensively trained in therapeutic communication.
Nurses use therapeutic communication methods in response to workplace conflict. Although this
style of communication is useful in eliciting clinically relevant information from patients, among
coworkers, it can lead to a focus on feelings and positions, rather than on solutions. The
increasingly diverse health care workforce also contributes to tension for nurses. Sex, race and
ethnicity, age, and perspectives on power have all been shown to influence how individuals
perceive and respond to conflict. Northan identified three elements necessary for healthy work
environments: “effective communication, collaborative relationships, and promotion of nurses'
decision making” (2009, p. 73). These elements are also the building blocks of a successful
conflict resolution. As a professional skill, astute management of conflict should be valued no
less than cardiopulmonary resuscitation or other clinical capabilities (2009). Conflict
management is a means to establishing a cooperative learning and performance culture in which
all players know and understand their roles, support each other in them and learn from each
other.
“My dear brothers, take note of this: Everyone should be quick to listen, slow to speak and slow
to become angry, for man's anger does not bring about the righteous life that God desires”
James 1:19-20
References
Northam, S. ( 2009) Conflict in the workplace. American Journal of Nursing, 109(6), 70-73. doi:
10.1097/01.NAJ.0000352483.09112.b4
