The document describes a conflict scenario involving three nurses assigned to write a new policy. One nurse, Agnes, had not done her part of the assignment due to work demands. At a meeting to discuss the situation, one nurse suggests ways for Agnes to better manage her time, such as planning ahead and delegating tasks. They agree to make the new policy about time management strategies. The leadership style used was transformational leadership through open communication and motivation. The conflict was resolved through collaboration where each nurse contributed ideas to find a shared solution.

1. Discussion: 3rd nursing leadership
Discussion: 3rd nursing leadershipDiscussion: 3rd nursing leadershipAssignment: submit a
written conflict scenario utilizing the Rubric. Please ensure that you review the Rubric as it
will be utilize to grade the assignment. The assignment must show the agreed upon
solution. FOLLOW THE RUBRIC!!As a nurse manager/leader, you will be confronted with
conflict situations with team members, physicians, patients and families. The nurse
manager is often required to respond to critical incidents among employees or to make a
decision about a difficult disciplinary situation. Through role-play and discussion, this lab
simulation will help students practice problem solving skills, communication techniques
and effective conflict resolution management. Submit a write-up of the scenario with at
least one peer-reviewed reference that s conflict resolution method(s) utilized in the
simulation.Example of Conflict Scenario (THIS IS AN EXAMPLE AND CAN NOT BE
USED)Four nurses are assigned to write a new policy together. It soon becomes obvious
that one team member has not been doing his/her part of the assignment due to increasing
work demands. One of the members has called this meeting to discuss and resolve the
situation.Please let me know if you have any questionsORDER NOW FOR CUSTOMIZED,
PLAGIARISM-FREE PAPERSConflict Management Rubric Excellent PROBLEM SOLVING
SKILLS Uses past knowledge to successfully resolve a conflict, collect facts and data,
determine available options, pick a solution and implement, and modify or change if
required. Average Poor Total Uses past knowledge, collects facts and data, no available
options identified, solution not determined No past knowledge used, no facts or data
collected, no available options identified, no solution and no modification or changes. of 30
COMMUNICATION TECHNIQUES Uses therapeutic communication techniques, active
listening, open ended questions, reflecting, summarizing etc. Uses some therapeutic
techniques, unaware of non verbal communication techniques. Makes accusations Does not
use any therapeutic communication skills, does not allow other party to present their
argument, use of defensive body language, non verbal cues that are threatening. of 30
EFFECTIVE CONFLICT RESOLUTION MANAGEMENT Review the agreements made for the
project by all parties. Review the roles of each team member and responsibilities of each
member. Review discussions for potential issues and agreements made Reviews the roles
but not responsibilities. Due dates not clearly established. Team members unclear of their
participation in the project. Argumentative with responsible party, no discussion was
established prior to start of the project of each member’s role and responsibility and need
for assistance in light of potential issues. Total for project of 40 of 100 7 Conflict

2. Management NURS 412 Transition into Professional Nursing Practice – Clinical Bowie State
University Dr. Birthale Archie DMP, MSN, BS, RN Assignment # 1 – Conflict Negotiation –
Lab Simulation Through role-play and discussion, this lab simulation will help students
practice problem-solving skills, communication techniques and effective conflict resolution
management. Scenario: Three nurses are assigned to write a new policy together. It soon
becomes obvious that one team member has not been doing his/her part of the assignment
due to increasing work demands. One of the members has called this meeting to discuss and
resolve the situation to write the policy. Roles: Nurse 1: Joyce Nurse 2: Chiomsy Nurse 3:
Agnes Scene 1: Joyce and Chiomsy are in the conference room about to commence with the
meeting on the formation of a new policy. Agnes attends the meeting late and has not yet
done her part of the assignment. Dialogue Joyce: Agnes this meeting was supposed to have
started 30 minutes ago. Why are you late ?. Agnes: I’m sorry I had a very difficult patient
that made me spend more time, hence my late arrival to the meeting. Chiomsy: Ok that’s
understandable. However, have you done your portion of the assignment. Discussion: 3rd
nursing leadershipYou know it is due before Friday. Agnes: I actually have not started my
own part of the assignment, I have been quite busy with work demands. I barely have time
off during my shifts. And when I get home I can’t continue clinical activities because I have
family and other demands that I have to worry about. Chiomsy: Agnes you really have to
manage your time properly in order to be productive towards your input in writing this
new policy. Each person’s input is very necessary here. Agnes: Do you have any suggestions
on how I manage my time ? Chiomsy: I Suggest you plan your day out in advance. Make a list
of everything you must get done today. Then, make a note of how long it will take and rank
the jobs in order of importance. Start looking at tasks and seeing when you have time in
your day to get one or two items done. When you have a few minutes, complete a task that
you can get done in that time. You can also ask for help from another nurse, to reduce the
workload and save time. Lastly be sure to delegate tasks appropriately. Remember that you
can’t do it all, nor should you have to. Remember the five rights of delegation in nursing;
right orders, right instructions, right skills, right tools, and the right time frame. By doing
these, you are most certainly going to have time to do your portion of the assignment.
Agnes: Thank you so much, I will definitely implement this when I get back to the unit. By
the next meeting, I will have my assignment ready. Thanks. Joyce: Agnes do you feel that
Chiomsy’s suggestion will help you in managing your time ? Agnes: Yes I feel it will be very
helpful. Joyce: In that case I think our new policy should be on time management. I greatly
believe that it is a challenge and a lot of nurses in the hospital are experiencing difficulty in
managing time. During the next meeting the three nurses agree upon and come up with a
policy to be implemented in their unit Policy Solutions ? Implement teamwork and
Collaboration; always voice out when you need help. ? Prioritize and focus on the most
important task first. ? Plan your day out in advance ? Learn how to cluster care ? Take a
break when needed ? Discussion: 3rd nursing leadershipHave at least two days to rest and
do other things ? Learn how to delegate tasks Leadership Style Transformational
Leadership- The transformational leadership style is similar to the coach style in that it
focuses on clear communication, goal-setting and employee motivation. However, instead of
placing the majority of the energy into each employee’s individual goals, the

3. transformational leader is driven by a commitment to organization objectives.
Communication is the key to getting work achieved. Transformational leadership was
implemented in this scenario through the ability of the nurse leader to recommend a
solution to the other nurse’s problem whilst focusing on both the achievement of a
communal vision and personal development on the long-run. The solutions that were
recommended do not just solve the immediate problem at hand, but also helps to
encourage, inspire and motivate the employee to innovate and create change that will help
grow and shape the future success of the company. Transformational leaders have to be
purposely driven. They identify the needed change, guides the change through inspiration,
and executes the change with follower commitment. Conflict Resolution Strategies
Collaborating Collaborating is the method used when people are both assertive and
cooperative. A group may learn to allow each participant to make a contribution with the
possibility of co-creating a shared solution that everyone can . A great way to collaborate
and overcome conflict is to reach out and touch them. Discussion: Effective communication
is vital to therapeutic nurse-patient relationships. The nurse has an instrumental role in
content delivery of a message due to the huge responsibility of relaying accurate, clear, and
concise information to the multidisciplinary team as well as to the client. Consequently,
conflict happens between clients, colleagues, and even intrapersonal conflict relating to
issues of ethical concern. During clinical, conflict management techniques were presented
and analyzed to determine which techniques were appropriate based upon hypothetical
Circumstances. Overton & Lowry stated that frequent causes of conflict include “a lack of
clarity of expectations and guideline, poor communication, lack of clear jurisdiction,
personality differences, conflicts of interest, and changes within the organization” (2018).
The aforementioned scenario involves conflict caused by an organizational change.
Discussion: 3rd nursing leadershipBehaviors influenced by the results of conflict can
include bullying, limited communication, and violence whether it be verbal threats or
physical assaults (Overton & Lowry, 2018). The article, “Conflict Management: Difficult
conversations with Difficult People”, the authors summarized some common ideologies
linked to conflict management models. Firstly, conflict is inevitable with pros and cons
resulting depending on how conflict was managed. Secondly, with active engagement
instead of avoidance, positive outcomes result. Thirdly, motivation is a key element in all
parties involved—to address conflict. Additionally, self-awareness of one’s own reactions
should be acknowledged and the environment to resolve conflict should feel safe and
remain Unbiased. The nursing managers recognized conflict early instead of avoiding the
situation between staff members. They consulted with their team members whilst
providing a safe, confidential, and neutral environment. After conversing with their team
members individually, each manager engaged their staff to brainstorm ideas to present to
the hospital administration with alternative solutions. Brainstorming with team members
helps aid in unification of members, finding commonalities and helping one to feel like their
needs are being heard (Overton & Lowry, 2018). Once everyone has shared their preferred
solutions, the managers present the agreed notion to the administration. The plan included
a timeline and a follow-up plan to help aid the administration to consider their alternative
solution. Since a plan without a timeline and or follow-up plan isn’t implemented, behaviors

4. will only change for a period; thus, returning to old patterns (Overton &Lowry, 2018) and
the goal/result wouldn’t be accomplished successfully. Discussion: 3rd nursing
leadershipConsequently, an unsuccessful result could potentially alter any future
consideration from the administration if another policy change were implemented where
collaboration would cease to exist. During clinical, conflict management techniques were
presented and analyzed to determine which techniques were appropriate based upon
hypothetical circumstances. Effective communication is vital to therapeutic nurse-patient
relationships. The nurse has an instrumental role in content delivery of a message due to
the huge responsibility of relaying accurate, clear, and concise information to the
multidisciplinary team as well as to the client. Consequently, conflict happens between
clients, colleagues, and even intrapersonal conflict relating to issues of ethical concern. The
nursing managers replicated an effective conflict management model that recognized and
consulted with the staff immediately. Provided a neutral environment, brainstormed, and
collaborated with team members to help find an alternate solution. p.9 Reference Overton,
A., & Lowry, A. (2018). Conflict Management: Difficult Conversations with Difficult People.
Clinics in Colon and Rectal Surgery, 26(04), 259264.doi:10.1055/s-0033-1356728 Running
Head: CONFLICT NEGOTIATION Conflict Negotiation: Assignment #1 NURS 412 Transition
into Professional Nursing Practice – Clinical Prodencia Andongcho Brittanie Bartz Annia
Bastien Christian Ngale Joveninena Ojong Sandrine Socktchamba Bowie State University Dr.
Denise Jarboe DNP, RN, CCRN 1 CONFLICT NEGOTIATION 2 Assignment # 1 – Conflict
Negotiation – Lab Simulation Through role-play and discussion, this lab simulation will help
students practice problem-solving skills, communication techniques and effective conflict
resolution management. Scenario: Conflict between the nursing staff and the Hospital
Administration has risen due to a new policy change. The nursing managers notice the
staff’s change in behavior, she/he decides to schedule a meeting to discuss the new changes
with the staff. She/he wants the staff to share their feelings regarding the policy change.
Roles: Christian (Morning Shift Nursing Manager), Prodencia (Morning Shift Nurse 1),
Sandrine (Morning Shift Nurse 2), Joveninena (Evening Shift Nursing Manager), Annia
(Night Shift Nurse 1), Brittanie (Night Shift Nurse 2). MEMO To: All Nursing Staff From:
Bowie State Hospital Administration cc. CEO; Human Resources Date: 2/14/19 Re: Policy
Change Effective April 1st, 2019, all nursing staff using Electronic Health Records will be
required to type an average of 60 words per minute. Evidenced based studies have proven
that nurses whose typing speed averages are above 60 words per minute spend more time
with patients and less time with documentation Discussion: 3rd nursing leadership