BHA-FPX4102 Assessment 4: Conflict Resolution

Capella University BHA-FPX4102 Assessment 4: Conflict Resolution– Step-By-Step Guide

This guide will demonstrate how to complete the Capella University BHA-FPX4102 Assessment 4: Conflict Resolution assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.

How to Research and Prepare for BHA-FPX4102 Assessment 4: Conflict Resolution

Whether one passes or fails an academic assignment such as the Capella University BHA-FPX4102 Assessment 4: Conflict Resolution depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.

After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.

How to Write the Introduction for BHA-FPX4102 Assessment 4: Conflict Resolution

The introduction for the Capella University BHA-FPX4102 Assessment 4: Conflict Resolution is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.

How to Write the Body for BHA-FPX4102 Assessment 4: Conflict Resolution

After the introduction, move into the main part of the BHA-FPX4102 Assessment 4: Conflict Resolution assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.

Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.

How to Write the Conclusion for BHA-FPX4102 Assessment 4: Conflict Resolution

After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.

How to Format the References List for BHA-FPX4102 Assessment 4: Conflict Resolution

The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.

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Sample Answer for BHA-FPX4102 Assessment 4: Conflict Resolution

Conflict Resolution Strategies and Practice 

What is conflict?  

When working with a team, conflict is any disagreement or opposing beliefs that arise within members of your team.  

Conflict can be healthy and help the team move towards their goals, but in the cases where conflict hinders progress, resolution strategies must implemented.  

Conflict Resolution Strategies 

Review each of these conflict resolution strategies before moving on to the scenario.  

Source: Dowd, K. O., de Janasz, S., Schneider, B., & de Janasz, S. (2014). Interpersonal Skills in Organizations (5th ed.). 

Accommodation 

– 

Let it lie, let one person win.  

This strategy is used when there’s more concern related to maintaining the relationship than with accomplishing a specific goal through the interaction.  

This strategy is appropriate when the issue is not that important or when harmony is of greater importance than “winning” on the issue. 

Avoidance 

– 

Ignore it and it will go away. 

This is a withdrawing strategy where an individual chooses not to deal with the issues, or the people involved. The individual retreats from the situation, hoping it either goes away or resolves itself. 

Compromise 

– 

We each give a little; no one wins. 

In this strategy, conflicting parties give up part of something of value on both sides in order to reach an agreement.  

This strategy is effective for achieving temporary solutions, when both parties are at a comparable level, when there are time pressures, or as a backup when collaboration or competing is neither possible nor successful. 

Also Read

BHA-FPX4102 Assessment 2: Emotional Intelligence

BHA-FPX4102 Assessment 3: Cultural Competence

Collaboration 

– 

Work together towards the best solution. 

The ultimate “win–win” strategy involving energy, commitment, and excellent skills in communication, problem solving, and negotiation. This is often the most time intensive strategy, but tends to yield the best results.  

Competition 

– 

I win, you lose.  

A strategy where you work to achieve your goals at all costs, even if it means sacrificing the relationship. This is seen as a power move by one party involving little-to-no cooperation. It can backfire and lead to uprising by other members of a group.  

Visual Representation of the Conflict Resolution Strategies 

Each strategy varies in how much assertiveness and cooperation are involved.  

The image below demonstrates that: 

• Competing is low in cooperation and high in assertiveness 
• Collaborating is high in cooperation and high in assertiveness 
• Avoiding is low in assertiveness and cooperation 
• Accommodating is low in assertiveness and high in cooperation 

Source: Adapted from M. Afzalur Rahim, “A Measure of Styles of Handling Interpersonal Conflict,” Academy of Management Journal 26, no. 2 (1983): 368–76. 

Sample Answer 2 for BHA-FPX4102 Assessment 4: Conflict Resolution

Introduction

Conflicts are common in any organization with people of diverse opinions. The strategies taken in resolving conflicts play a significant role in developing a cohesive team that can drive an organization to the desired success (Vandergoot et al., 2018). Conflict resolution is, therefore, a means of finding a peaceful solution to issues affecting one or two parties with divergent opinions.

The healthcare setting is not an exception when it comes to conflicts. The pressure emanating from the work environment or situations might sometimes force a disagreement between two parties. Therefore, the purpose of this presentation is to discuss conflict resolution as seen on the issue at Vila health. 

Background

The incident at Vila health features Donald and Gabriela in an argument over the issue of preparing a bed space for a kid who did not make it from the chemical cloud. Donald is the ICU nurse, while Gabriela is the housekeeper. Donald feels that preparing the room was the role of the housekeeper, while Gabriela feels that she was not assigned that task and could not just perform a task not assigned by the supervisor. The issue gets worse by both parties express their annoyance with each other. Brittany, a surgical nurse, comes in to try to solve the issues but in vain.

Analysis of the Situation

The basis of the conflict between Donald and Gabriela is communication. The situation of the upsurge of patients caused by accidents has resulted in an increased speed of operation to save many lives (Vandergoot et al., 2018). In such cases, workers affected feel the pressure that could affect the teamwork and collaboration to meet the desired goal. However, in this case, both Donald and Gabriela lack the skill of cultural competence that could have allowed them to cooperate amidst the stressful situation. While Donald feels the need for each worker to go out of their assigned duties to save patients, Gabriela feels that her work must e assigned by her supervisor.

The communication between Donald and Gabriela did not avoid the 7Cs that could aid in approaching a conflict between two parties. The 7Cs violated in this scenario include commanding, comparing, condemning, challenging, and condescending (Wei et al., 2022). For instance, Donald commanded Gabriela to clean the room as soon as he knew she was from housekeeping. Gabriela commanded Donald to call someone else. Donald condemned Gabriela for picking up the linens instead of cleaning the room. Both were condescending when they called each other names. Donald was again condescending (and was comparing) when he indicated he was a nurse, not a housekeeper. Both challenged each other throughout the exchange.

Communication Strategies

Solution of conflicts in any setting starts from the communication strategies adopted by the parties involved or the leader tasked with the role of solving conflict between two parties. Such a leader must inculcate the right choice of words that would not make one party feel biased but allow each party to understand the need to work as a team. The leaders should be empathetic and not judgmental. The situation that Vila health is going through affects all the healthcare workers, and such might have affected the ability of the employees to communicate properly (Wei et al., 2022). The leader should as well avoid overacting even if they find one employee to because of the conflict. Again, the leader needs to focus on the feeling of both employees and be able to be in the situation of both parties to give an effective solution to the issue facing the two employees.

Role of Relationships in Communication

Communication plays an imperative role in the unity between two people. The employee working in a similar healthcare unit needs to develop a culture of communication that is bounding. Such communication styles aim to reduce the differences between employees and bind them to meet a common goal. The solution to issues affecting employees in the healthcare setting starts from the appreciation of the diverse nature of the workforce and incorporating the opinions of all employees to increase their relationship with the leaders and colleagues (Elmasry & Wang, 2021). A good relationship created between the employees and the leaders would reduce fear and promote conversation among employees that aid in solving and understanding various issues affecting the workforce.

Role of Relationships in Teamwork and Collaboration

The level of communication developed between colleagues and leaders results in the formation of a strong team geared towards meeting the common goal. A healthcare leader would find their leading roles effective when the team is united (Elmasry & Wang, 2021). However, they would find the task hectic when the team is not united. The communication strategies developed between a leader and the follower would allow the leader to understand the emotions, feelings, and boundaries of their workers. Again, the communication style would as well allow employees to understand the emotions of their fellow colleagues. These methods are significant in improving teamwork and collaboration.

Application of Literature

One of the strategies that could be implemented to improve the relationship between nursing and housekeeping is to train housekeepers on their role in improving patients at the clinic. They need to understand the need to go extra effort when it comes to saving lives (Elmasry & Wang, 2021). Again, the nurse leader at Vila health should be able to communicate the roles of nurses and other workers in response to any emergency. Both nurses and housekeepers need training or an organized seminar on cultural competence where they would learn the value of communication in developing a better team motivated to deliver quality care.

Summary

Vila’s health situation happened because of the compromised communication between the two nurses at the center of the conflict. The solution could have been better if Donald had approached Gabriela with the right choice of words to allow her to see the sense of preparing the room. The first approach she has to Gabriela affects the entire issue leading to a conflict. Communication is an imperative tool for conflict resolution (Wei et al., 2022).

References

™Elmasry, K., & Wang, Y. (2021, October). How to Improve Conflict Management in Hospitals in the Healthcare Industry. In International Workshop of Advanced Manufacturing and Automation (pp. 495-499). Springer, Singapore. DOI: 10.1007/978-981-19-0572-8_63

™Vandergoot, S., Sarris, A., & Kirby, N. (2018). Factors That Influence the Training Transfer and Maintenance of Conflict Resolution Programs of Healthcare Training and Development Units: A Retrospective Study. In Applied Psychology Readings (pp. 103-121). Springer, Singapore. DOI: 10.1007/978-981-10-8034-0_7

™Wei, H., Horns, P., Sears, S. F., Huang, K., Smith, C. M., & Wei, T. L. (2022). A systematic meta-review of systematic reviews about interprofessional collaboration: facilitators, barriers, and outcomes. Journal of Interprofessional Care, 1-15. https://doi.org/10.1080/13561820.2021.1973975