How to Handle a Conflict and Enhance or Hinder Effective Leadership?

According to Huber (2013), a conflict is a scenario in which two or more parties dispute on an issue that connects the individuals involved. Disputes in healthcare, particularly among nurses, generally end in bad outcomes that are unconstructive among those involved. To resolve a disagreement, one must adapt the issue at hand in order to maintain peace and connections, especially if one believes that he or she is responsible for the issue at hand. Another method that can be used in conflict situations is to flee the situation, leaving opportunity for tenacity. According to Huber, (2013), having a clear communication and a level of understanding of the perceived areas of disagreement is significant as it ascertains that those in conflict attain better results in handling the issues at hand. Thus, understanding theories associated with conflicts helps nurses to better manage conflicts in the healthcare sector.

Change theory: The change theory or Lewin’s change theory was instigated by Kurt Lewin with the objective of implementing three major concepts. Ziegler (2009), shows that the concepts under the change theory are driving force, restraining forces and equilibrium force. The driving forces of the theory of change are premeditated to impulse an issue in a route that makes certain that alteration is noticed. The driving forces of the theory of change further cause a modification in the steadiness towards possible adjustment. The restraining force of the theory of change entails disputing the driving forces. The purpose of the aforementioned force in this perspective is to impede conversion by pushing the individual in question in the contrary route. Lastly, there is the equilibrium force, which acts as an entity of being where driving forces equal restraining forces, and no variation arises. From the three forces of change theory, it is apparent that theory focuses on changing and influencing the atmosphere, so as to put the patient in the best possible condition.

Conflict Theories: The conflict theory focuses on the undesirable aspects of the social order whereas the social conflict relates to each person continuing their own attention, contradicting with the benefits of others. There is also the contemporary theory which indicates that skirmishes are predictable between characters, valuable and are associated with the conclusion of modification. The conflict theories indicate that conflicts often progress from two individuals in need of the same thing. Social conflict theory in its part is multifaceted in terms of discrimination and conflict that cause shared transformation (Cherry & Jacob, 2013). Lastly, there is the organizational conflict theory which develops efficiency, decision making, interaction and employees who work as a team.

Leader as a change agent: Hillman, (2011), entails that a change agent is an individual tasked to bring a positive change to the health care atmosphere. In healthcare, nurses often play the role of a change agent by bringing out developed results, that lack possible conflicts among parties involved. A nurse leader, as a change agent is involved in solving conflicts by integrating communication with engagement firmness, so as to get the needed results. An example is where when a family requires a second opinion, they would look for a nurse leader who would recommend a nurse who would listen to the needs of the family before making a conclusion. The indication here is that a leader as a change agent is meant to better help patients solve the conflict affecting them in a manner that is associated with professionalism.

How to Handle a Conflict and Enhance or Hinder Effective Leadership?

My ability to handle a conflict often entails listening to those conflicting before coming up with a solution. Listening to a conflict offers me an opportunity to better understand the situation and weigh on both sides before coming up with a solution. The move usually permits me to relate with how each party is feeling. Thus, I can relate my approach to a nurse as a change agent based on the way I approach a conflict within the healthcare sector (Yoder-Wise, 2013). An example of how I resolve an issue is where when two patients are arguing on how patient should take care of his or her wound, the best approach is to involve a nurse.

As a nurse, I will permit those involved to relate the issue to me with reasons as to why they perceive their answers are right and why the other party is wrong. To solve the issue, I will offer them an example based on their thinking before coming up with a resolution. Thus, my conclusion will be based on facts as opposed to their personal thoughts that lack professional point of view. As a leader, l believe that I will have acted well in the area of conflict resolution (Dinkin, Filner & Maxwell, 2012). My move would be based on communication, understanding and drafting of solution that satisfies the needs of the parties concerned. Essentially, I often act as a nurse leader with the capability to draft solutions in the healthcare sector.

Part B

How EI level can enhance or hinder effective leadership in health care environment

I was able to score 16/20 which indicates that I am not well off when it comes to the issue of identifying the facial look of an individual. The score portrays that I would deliver positive results while solving issues through the face interpretation. According to the contents of EI, practice makes perfect. I am naturally skilled when it comes to identifying a person’s perception through his or her facial expression. Having been around a number of people in the field of healthcare, I have learnt to understand what someone is thinking by looking at them. My manner of identifying what someone is thinking by looking at their facial look indicates that I can be a good nurse leader, especially when it comes to issues associated with solving conflicts (Ciarrochi, Forgas & Mayer, 2009). It is true as a nurse has to be ready for anything to ascertain that patients and other healthcare practitioners are in line with what is expected in healthcare.

My ability to know how someone is thinking through their facial appearance would naturally contribute to my effectiveness as leader in healthcare atmosphere. According to Wong (2015), the healthcare atmosphere often has issues that hinder the success of recovery among patients. The fact that I can understand the contents of a person through the facial expression, I believe that I would generate better results. Understanding a situation would ultimately favor my skills in solving the issue on the basis of capability and know-how (Carthy & Jameson, 2016). The implication here is that understanding what one is saying especially when conversing with them generates essential results. Fundamentally, my ability to score 16/20 in my EI would contribute positively in the healthcare environment.

An example of how my abilities would help is when practitioners are having a conflict on how to undertake a surgery, my skills would help. I will be able to identify which practitioner is happy, angry, and one that is disgusted. Knowing how the practitioners are feeling would help me understand their situation before permitting them to take part in the operation. Moreover, illustrating to them the importance of understanding the situation at hand, will help them relate with the situation before partaking in the surgery with peace and understanding. The move will further permit me to illustrate to them the relevance of teamwork and communication as the primary strategies that will deliver positive results. Phifer (2007), shows that understanding the facial expression of practitioners in the healthcare atmosphere would help me communicate with the nurses, so as to better manage the situation in the hospital with ease and professionally.

Results of the EI Quiz

My score was 16/20 as illustrated in the above paragraphs in my EI, which indicates that I am naturally well-attuned to others’ emotions. The results signify that I have a vital skill for forming compassionate connections as I was able to score above average. I was able to recognize fear because it is an event that involves one feeling physically threatened. Furthermore, the contents of anger, fear, embarrassment, pride, surprise, contempt and Flirtatiousness were easy to recognize, thus the reason I scored 16/20. On matters associated with pain, compassion, interest, desire, politeness and love, I was also able to recognize when I looked at the facial expressions on the EI. The implication here is that I am in the right track when it comes to the issue of identifying the contents of facial expression. My score indicates that I have the capability to effectively understand how someone is thinking simply by looking at a person’s face (Beck, 2013). Thus, my ability is fundamental as I would easily solve a conflict affecting members involved.

I was unable to identify four types of facial expression, but I believe with practice, I would recognize them with ease. The four types of expressions were when one is disgusted, amused, sad and feeling shame. The rationale for my incapability to identify the facial expressions could be associated with their similarity in appearance. An example of how one can effectively understand the facial expression of another person is when an individual understands the contents of the situation at hand (Zeidner, Matthews & Roberts, 2012). Understanding a conversation helps one to better analyze how the parties in question are feeling, and thus, be able to interpret through the facial expression. On the other hand, when an individual does not understand the contents of the conversation, then interpreting the facial expression of another party will not work.

Conclusion

To sum up: facial expression is a fundamental entity, especially in the healthcare sector on matters associated with solving conflicts among patients and practitioners respectively. Facial expressions often have a lot to say before one voices out his or her perspectives. Therefore, attaining 16/20 is an indication of how my ability to interpret facial meaning is beneficial in solving a problem. From the above paragraphs, it is apparent that I am on the right track on matters associated with identifying the perception of an individual through their facial manifestation. The strategy is essential in my field as a nurse as it permits me the skills to effectively solve issues affecting those around me.

References

Beck, J. (2013). Emotional Intelligence in Everyday Life, Psychology Press.

Carthy, A., & Jameson, A. (2016). The Emotionally Intelligent College: Transforming Third Level Education to Help Students and Educators Reach their Maximum Potential, Cambridge Scholars Publishing.

Cherry, B., & Jacob, S. (2013). Contemporary Nursing, Issues, Trends, & Management,6: Contemporary Nursing, Elsevier Health Sciences.

Ciarrochi, J., Forgas, J., & Mayer, J. (2009). Emotional Intelligence in Everyday Life: A Scientific Inquiry, Psychology Press.

Dinkin, S., Filner, B., & Maxwell, L. (2012). The Exchange Strategy for Managing Conflict in Healthcare: How to Defuse Emotions and Create Solutions when the Stakes are High, McGraw Hill Professional.

Hillman, O. (2011). Change Agent: Engaging Your Passion to Be the One Who Makes a Difference, Charisma Media.

Huber, D. (2013). Leadership and Nursing Care Management, Elsevier Health Sciences.

Phifer, E. (2007). Boosting the Mind’s Eye: Visualizing for Social and Emotional Intelligence, Universal-Publishers.

Wong, C. (2015). Emotional Intelligence at Work: 18-year Journey of a Researcher, Routledge.

Yoder-Wise, P. (2013). Leading and Managing in Nursing - Revised Reprint, Elsevier Health Sciences.

Zeidner, M., Matthews, G., & Roberts, R. (2012). What We Know about Emotional Intelligence: How It Affects Learning, Work, Relationships, and Our Mental Health, MIT Press.

Ziegler, S. (2009). Theory-Directed Nursing Practice: Second Edition, Springer Publishing Company.