Conflictis common not just in the nursing world but also in other workingplaces. It majorly arises when individuals with differing goals andpoints of views clash. As a result, an intense form of animosityoccurs pitting them against each other. Now as a nursing leader, manyfactors that can lead to conflict especially when a departmental headdecides to reshuffle employees without their consent. Below are thefactors that can lead to the conflicts and the accompanying ways tomanage them.
Thefirst factor is that the staff might feel uncomfortable with thepeople they are assigned to work with or the areas they are assignedto work. When working, building chemistry with coworkers isimportant. However, some employees might feel uncomfortable workingwith others that might reduce workflow and slow down the workprocess. To manage this, employees have to be given a chance todecide who and where they would like to work.
Secondly,the nursing staff might feel that the director does not quiteunderstand the implications of the reshuffling (Fox,2002).They might feel like the director has no idea how the climate andworking conditions change on the ground. In most cases, leaders arecompelled to do staff reshuffling in a bid to realign service outputfor the best. However, at times, the changing climates in theworkplace might not necessarily improve services because employeesare sidelined during the decision-making process (Fox,2002).To manage this, the director should brainstorm with the employees onthe implications and weigh out options of the reshuffling. In theend, the transition will be smooth.
Lastly,conflict can also increase if the employees are not educated onconflict management and resolution. When the employees are notproperly trained on conflict, they might flip out during situationsthat could be solved din an amicable manner. To manage this,enlightening them on conflict, its causes and how to solve it isimportant.
Inconclusion, conflict during a reshuffling within the workplace can beresolved. Some of the major causes include employees failing to havea say on where and who they work with, employees feeling the directorfails to comprehend the implications on the reshuffle and failing toeducate them on conflict resolution. As a solution, all the employeesshould be brought to the table when the plans to rearrange theirdepartment are underway. That way, they get to have a say in thedirection of the rearrangement. Additionally, a through education onconflict resolution should also come in handy.
Fox,A. (2002). Managingconflict.London: Spiro.