Nurse educators'/administrators' ways of handling conflict

Personality Traits, Interpersonal Conflict Resolution Strategies and Coping Skills Among X, Y, Z Generations

“…However, there were no significant differences among the three generations in terms of conflict approach/avoidance and public/private behavior. Consistent with the findings of this study, a study conducted with executive and instructive nurses who might be considered as Generation X based on their age and work experience revealed that the most frequently used conflict resolution strategies were confrontation and avoidance (Valentine, Richardson, Wood, & Godkin, 1998). In a similar vein, another study conducted with managers, confrontation was the most frequently used conflict resolution strategy (Yılmaz & Öztürk, 2011).…”

A Gender Perspective on Conflict Management Strategies of Nurses

“…Lachter & Mosek's (1995) study that showed comparisons of responses of students in social work and medicine showed that the more socialized they became to their respective roles the more social work students (predominantly women) agreed to less than they ideally wanted (compromising) instead of engaging in giving and taking (collaborating). One party wins, one party loses; power oriented; high concern for self, low concern for others Uses: Quick decisions; unpopular causes; issues vital to organization; defence against people who exploit noncompetitive behaviors; knowledgeable person able to make decision Used as fifth strategy by majority of nurses Not-competing was strategy of choice in one study of nurse educators and administrators Sources: Thomas & Kilmann, 1974Valentine, 1999;Valentine et al, 1998 Collaborating Infrequent use of this strategy indicates that differences in opinion may not be considered as opportunities to learn and to solve problems, and significant concerns may not be incorporated into decisions. It may result in lack of commitment by subordinates and lack of recognition of collaborative situations.…”

“…This problem may occur particularly in situations with physicians and other health professionals when working collaboratively is crucial to ensure quality patient care. Although collaborating is considered the most efficacious conflict-management strategy (Marriner, 1982;Tomey Marriner, 1995;Tomey Marriner & Poletti, 1991), two studies of nurse educators and administrators indicated it was used on only two occasions in those studies, once to deal with a major issue (Valentine, 1995a;Valentine et al, 1998). Although collaborating was used as the second strategy in Woodlti's (1987) study of 158 American nursing deans, they collaborated far less than did managers, mostly male, who were used to standardize the TKI.…”

“…It may also relate to nurses' focus on affiliative needs of others. Several studies of nursing organizations (Harr, 1990;Valentine, 1995b;Valentine et al, 1998) and other gender studies (Helgeson, 1990;Miller, 1986) have indicated that women's focus on socioemotive aspects of relationships obviates against the use of power (competing). By putting the concerns of other health care professionals first, nurses may hinder their effectiveness in advocating for themselves and for patients.…”