Running head: CONFLICTS IN CARE DELIVERY 1 CONFLICTS IN CARE DELIVERY 7 Conflict in Care Delivery Student Name Professor Name January 5, 2016 Introduction Conflict is one of the issues that happens in any association uniquely hospitals where persistent human connections happen. Nurses assume distinctive parts, for example, mind supplier, instructor, and supervisor. These parts prompt to different sorts of cooperation among attendants and other human services colleagues, which fundamentally increment the likelihood for conflict to emerge in clinic settings among medical nurses. Conflict is a dynamic procedure that can be certain or negative, or healthy, inside workplace. Conflict is the results of experienced or saw varieties in like manner objectives, values, thoughts, states of mind, convictions, emotions, or activities. Conflict emerge for some reasons: it can start given rivalry among experts and varieties in monetary and expert qualities. Rare assets, change, ineffectively characterized parts and desires, the capacity to function as a group, interpersonal relational abilities, and assumptions about the level of execution in different attendants' parts are all wellsprings of conflict in health care associations. Type of Conflict The nurses in the health care organization face three type of conflicts: Organisational, Interpersonal, and, individual conflict. I have encounter the interpersonal conflict. Interpersonal conflict happens between people in the workplace. On the off chance that two individuals are on an identical power level, interpersonal differences may bring about the inconvenience. In any case, on the off chance that one individual has genuine or seen power over the other, the circumstance can prompt to struggle. Interpersonal conflict is strife that happens between people. Interpersonal conflicts happen when strain comes about because of contrasts between two or more individuals; frequently individuals dared to progress in the direction of shared objectives. Regular reasons for interpersonal conflict incorporate contrasts in social back- ground, sex, race, and qualities (Esther Chang, 2015). Section level staff nurture often experiences interpersonal conflict as they manage the work of authorized pragmatic medical caretakers or nursing colleagues who hold a diverse impression of customer care needs and how they accommodated. Section level staff attendants are relied upon to distinguish and attempt to determine these contentions by elucidating parts and capacities. Struggle determination methods regularly incorporate communication with the managerial staff to deal with the struggle and work toward distinguishing issue arrangements. These collective interchanges may prompt to a framework change through a quality change prepare (Jerry M. Suls, 2010). Stages of Conflict 1 Latent conflict. This stage includes the reckoning of contention. Rivalry for assets or insufficient correspondence can be indicators of c ...

1. Running head: CONFLICTS IN CARE DELIVERY 1
CONFLICTS IN CARE DELIVERY 7
Conflict in Care Delivery
Student Name
Professor Name
January 5, 2016
Introduction
Conflict is one of the issues that happens in any association
uniquely hospitals where persistent human connections happen.
Nurses assume distinctive parts, for example, mind supplier,
instructor, and supervisor. These parts prompt to different sorts
of cooperation among attendants and other human services
colleagues, which fundamentally increment the likelihood for
conflict to emerge in clinic settings among medical nurses.
Conflict is a dynamic procedure that can be certain or negative,
or healthy, inside workplace. Conflict is the results of

2. experienced or saw varieties in like manner objectives, values,
thoughts, states of mind, convictions, emotions, or activities.
Conflict emerge for some reasons: it can start given rivalry
among experts and varieties in monetary and expert qualities.
Rare assets, change, ineffectively characterized parts and
desires, the capacity to function as a group, interpersonal
relational abilities, and assumptions about the level of
execution in different attendants' parts are all wellsprings of
conflict in health care associations.
Type of Conflict
The nurses in the health care organization face three type of
conflicts: Organisational, Interpersonal, and, individual
conflict. I have encounter the interpersonal conflict.
Interpersonal conflict happens between people in the workplace.
On the off chance that two individuals are on an identical power
level, interpersonal differences may bring about the
inconvenience. In any case, on the off chance that one
individual has genuine or seen power over the other, the
circumstance can prompt to struggle. Interpersonal conflict is
strife that happens between people. Interpersonal conflicts
happen when strain comes about because of contrasts between
two or more individuals; frequently individuals dared to
progress in the direction of shared objectives. Regular reasons
for interpersonal conflict incorporate contrasts in social back-
ground, sex, race, and qualities (Esther Chang, 2015).
Section level staff nurture often experiences interpersonal
conflict as they manage the work of authorized pragmatic
medical caretakers or nursing colleagues who hold a diverse
impression of customer care needs and how they accommodated.
Section level staff attendants are relied upon to distinguish and
attempt to determine these contentions by elucidating parts and
capacities. Struggle determination methods regularly
incorporate communication with the managerial staff to deal
with the struggle and work toward distinguishing issue
arrangements. These collective interchanges may prompt to a
framework change through a quality change prepare (Jerry M.

3. Suls, 2010).
Stages of Conflict
1 Latent conflict. This stage includes the reckoning of
contention. Rivalry for assets or insufficient correspondence
can be indicators of contention. Expecting strife can expand
pressure. It is when staff may verbalize, "We know we will have
a bother with this" or may feel this inside. The foresight of
contention can happen between units that acknowledge each
other's patients when one unit does not imagine that the staff
individuals on the other unit is extremely skillful but then they
should acknowledge requests and patient arrangements from
them.
2 Perceived conflict. This stage requires acknowledgment or
mindfulness that contention exists at a specific time. It may not
examine but rather just felt. Observation is critical as it can
influence regardless of whether there truly is a contention, what
thought about the contention, and how it settled.
3 Felt conflict. It happens when people start to have sentiments
about the contention, for example, tension or outrage. Staff
feels worried right now. On the off chance that evasion utilized
right now, it might keep the contention from moving to the
following stage. Evasion might be proper in a few conditions,
yet occasionally it just covers over the contention and does not
resolve it. For this situation, the contention may come up again
and be more entangled. Trust assumes a part here. What amount
does staff assume that the circumstance settled adequately? How
agreeable do staff individuals feel in opening up to their
sentiments and assessments?
4 Manifest conflict. In the Manifest Conflict organize, the move
is made to determine the contention. The objective is for the
activity to bring about a positive development encounter.
Whether a positive or negative result happens relies on upon the
conflict determination strategy utilized and the ability of the
general population utilizing the methodology. Different
procedures utilized amid this stage. These procedures
incorporate collaboration, competition, accommodation,

4. compromise, and avoidance. Not one system works for all
contentions. The strategy picked ought to coordinate the
contention circumstance (Kelly, 2011).
Conflict Resolution
The work of effective managers and nurses on the capacity to
negotiate. Nurses ready to understandable needs, positions, and
defense for assets. The diverse methods of conflict resolution
and impacting in nursing incorporate bargaining and, the
transaction as one technique for picking up power and
convincing others to concede self-sufficiency by utilizing
individual and aggregate activity. The utilization of aggregate
activity at work group as well as the bigger calling levels can
have any effect as far as independence in expert practice, work
fulfillment, and a general positive feeling about the calling of
nursing.
Both negotiation and conflict resolution procedures and ought
to be utilized to oversee change. As nurses gone up against with
the effect of mergers, cutting back, rebuilding and re-
engineering, and changes in expertise blend, transaction
attitudes are required.
These abilities can enhance connections and help supervisors to
work in their assigned parts. The arrangement is utilized to
instruct customers and Other experts about nurses' parts and
commitments, to get a more pleasant trade in basic leadership
independence, to associate to sellers. Manage customer
dissensions, to associate with incorporated wellbeing
frameworks and gathering human services buyers, to manage
unionized workers, to react to the media, and to arrange with
restorative staff and oversaw mind gatherings to unite contracts.
Collaboration: With collaboration, the parties set their unique
objectives and cooperate to set up a need shared objective. The
individual is isolated from the issue. Every individual takes
common duty regarding achieving - the new objective with the
emphasis on taking care of the issue, not overcoming each
Other. Collaboration is additionally called an overhauled system
since it upgrades the issue and employments a win/win

5. approach, so all gatherings are happy with the result, Conflict
viewed as positive and a spark for change. All gatherings
cooperate with a positive, open disposition where every
individual is heard and regarded. Collaboration breeds new and
dynamic practices. It requires investment because the gatherings
work through emotions that are meddling with the relationship.
It is a great system to utilize when there is a noteworthy
requirement for the relationship between the gatherings to
develop, what's more, reinforce (Borkowski, 2009).
Accommodation: In accommodation one individual takes a non-
assertive position and permits the opposite side to win. The
distinctions are minimized and never recognized, so no solution
found. The pleasing individual is collaborating on one hand, yet
is surrendering duty for giving an important contribution to
issue resolution on the other. The conflict is most certainly not
settled and may rise again later.
Compromise: In the compromise, both parties pick up
something, yet in the meantime, surrender something. The
downside of the compromise is that there might be resulting
questions. About the reasonableness of the result. Every
gathering may scrutinize the uniformity of their concessions. It
is useful to distinguish a shared objective which supports a
determination, to stay away from this negative result, by shared
assent. That way both sides feel effective and a dish of the
arrangement (Huber, 2014).
Competition: The competition places people or gatherings
indirect restriction. Every gathering tends to win, what's more,
spotlights all alone concerns. At the point when the competition
utilized, there is much self-intrigue with low enthusiasm for the
other party's perspective. The accentuation is on individual
objectives and wants. Every gathering should be the champ.
Conclusion
The basic supposition about conflict is that it is ruinous, and it
unquestionably can be. There is, nonetheless, another
perspective of the conflict. And despite its unfriendly impacts,
strife is seen by most specialists today as conceivably valuable

6. since it can, if legitimately directed, be a motor of development
and change. This view expressly energizes a specific measure of
controlled conflict in associations since the absence of dynamic
open deliberation can allow the present state of affairs or
average thoughts to win." in actuality, the staff truly can't keep
away from conflict since a few conflicts are unavoidable. The
accompanying quote addresses the need to perceive most
conflict as an opportunity. The part of the pioneer is to utilize
clashing points of view to highlight and sharpen the rich
assorted qualities, are available inside the group.
The conflict additionally gives chances to people to display
dissimilar yet similarly legitimate perspectives that permit all
colleagues to pick up a comprehension of their commitments to
the procedure. Regard for every colleague's angle comes simply
after the group has investigated completely and figured out how
to welcome the assorted qualities of its participation." It is an
extremely positive perspective of conflict, which at first glance
may seem negative. On the off chance that one inquired as to
whether they needed to experience strife, they would state no.
Most likely behind their reaction is the way that they don't
know how to handle conflict and feel uncomfortable with it. Be
that as it may, on the off chance that you asked staff, " 'Might
you want to work in a domain where staff by any stretch of the
imagination levels could be immediate without worry of
repercussions and could effectively exchange about issues.

7. References
Borkowski, N. (2009). Organizational Behavior in Health Care.
Jones & Bartlett Learning.
Esther Chang, J. D. (2015). Transitions in Nursing: Preparing
for Professional Practice. Elsevier Health Sciences.
Huber, D. (2014). Leadership and Nursing Care Management.
Elsevier Health Sciences.
Jerry M. Suls, K. W. (2010). Handbook of Health Psychology
and Behavioral Medicine. Guilford Press.
Kelly, P. (2011). Nursing Leadership & Management. Cengage
Learning.
Running head: HEALTH CARE 1
HEALTH CARE 3
HEALTH CARE
Student’s Name
Course Name

8. July 19, 2016
HEALTH CARE
INTRODUCTION
Overseeing conflict in the work environment is a period
extending, however, important assignment for the physician
leader. Conflicts may exist between doctors, amongst physicians
and staff, and between the staff or the human services group and
the patient or patient's family. The contentions may run from
differences to significant debates that may prompt suit or
savagery. Clashes adversely affect profitability, spirit, and
patient consideration. They may bring about high representative
turnover and restrict staff commitments and hinder proficiency.
The prosecution is presently promptly accessible for the
individuals who feel that they are working in a hostile
workplace. The threatening environment might be the after
effect of oppressive conduct by different representatives,
managers, or doctors. The misuse may take the type of a
disparaging state of mind, scorn, offensive jokes, lewd
behavior, or even physical savagery. Social orders have
altogether diminished their resilience of troublesome conduct. A
gathering or association can now hold vicarious risk for
excusing a hostile workplace on the off chance that it neglects
to act when a complaint is made.
The conflict which is faced by me is the disruptive physician,
i.e., the wrong behavior. Physicians, both male, and female,
frequently have hard-driving, sort An identities and small
preparing in interpersonal aptitudes. They may have high IQs,
however, need passionate insight. Before, doctors were
worshiped as magnetic individuals who could do no wrong; now

9. they are seen as one a player in the human services group.
Temper upheavals—with the tossing of instruments and
boisterous irreverence coordinated at any shocking individual
who happens to be close within reach—are no more endured.
Medical attendants and experts have the privilege to be
approached with deference, and they know it (Gallo).
The dysfunctional physician exhibits a treacherous expense to
any practice or therapeutic services association. It expands the
anxiety in the workplace and the going with the loss of
productivity. In a distressing working environment, for
example, the working room with a chiding doctor, resolve and
solidarity endure, which results in an expanded turnover of staff
and a broken group. When this stage is achieved, different
harmful elements start to interaction. Correspondence is poor,
and staff withholds data due to the dread of an upheaval. The
data withheld might be essential for patient prosperity. The
doctor loses staff bolster and may get to be secluded. If the
issue is serious, countering may happen, and this may take
numerous structures: inability to appropriately help, the start of
claims, the backing of the offended party in a misbehavior suit
against the doctor, or even malicious harm of the practice.
The peoples affected by such type of behavior
These are a few cases of disruptive practices. The American
Medical Association (AMA) characterizes troublesome practices
as "Behavior, whether verbal or physical that adversely
influences or that conceivably may contrarily change persistent
consideration. ".1 Anger upheavals, remarks or feelings by
different individuals from a therapeutic services group that are
stifled by scaring conduct, striking back against a human
services colleague who has reported an infringement of a set of
accepted rules, and remarks that debilitate a guardian's
fearlessness inpatient consideration are a different case of
problematic practices. "The American College of Physician
Executives (ACPE), 2004 overview of 1600 doctor
administrators, uncovered that questionable practices among

10. going to doctors, medical caretakers, inhabitant doctors, and
other social insurance individuals are a broadly perceived
problem.2 More than 95% of 1600 doctor officials studied by
the ACPE expressed that troublesome practices are experienced
on a common basis. This incessant presentation of disturbing
practices has been appeared to affect negatively fixation,
correspondence, joint effort, and working workplace
relationships (Brahm, 2003).
Conflict resolution
To prevent conflicts, an expert code of principles ought to be
built up, in the doctor's facility as well as a significant aspect of
gathering practice strategies and therapeutic staff local laws.
Standard procedures make it less demanding to train, as they
take identity out of the condition. A disciplinary structure ought
to be created so that the components and the referral example to
a higher power are surely known. General learning of this order
pathway can regularly encourage determination at a lower level.
Everybody needs to comprehend that there are fixed points of
confinement on improper conduct.
Seeing how conflicts emerge is critical in their anticipation.
From a representative's point of view, triggers incorporate
absence of correspondence, partners who don't pull their weight,
uncalled for feedback, senseless principles, appropriate
treatment, sexism or racial imbalance, being put down,
nonsensical desires, and verbal misuse. On the administration
side, issues emerge from poor correspondence, improper
reactions, poor organizing, and individual work meddling with
expert work, and clock-viewing. Pitfalls that leaders ought to be
mindful so as to stay away from incorporate underestimating
individuals neglecting to keep guarantees, neglecting to assume
liability for one's particular blunders, and ignoring to try to do
one says others should do. The way to survival as a pioneer is to
create passionate insight and to cause it in the workplace.
Four stages of conflict

11. (i) Latent Conflict: The principal phase of contention is inert
conflict in which the components that could turn into a reason
for potential conflict exist. These are dry for self-rule,
difference of objectives, part strife and the opposition for rare
assets.
(ii) Perceived conflict: Sometimes a conflict emerges
regardless of the possibility that no inactive clash is available.
In this stage, one gathering saw the others be prone to foil or
baffle his or her objectives. The case, in which strife is seen
when no dormant conflict emerges, is utilized to come about
because of the gatherings misjudging each other's actual
position. Such conflict can be determined by enhancing
correspondence between the groups.
(iii) Felt Conflict: Felt conflict is the phase when the
contention is seen as well as felt and cognized. For instance, A
might know that he is in genuine dispute with B over some
approach. In any case, this may not make. A strained or on edge
and it might have no impact, at all, on A's friendship towards B.
The personalization of conflict is the system which causes
numerous individuals to be worried about dysfunctions of
conflict.
(iv) Manifest Conflict: Manifest conflict is the phase when
the two gatherings participate in conduct which summons
reaction from each other. The clearest of these results are open
hostility, disregard, damage, withdrawal and immaculate
submission to rules. Aside from jail riots, political insurgencies,
and great work turmoil, brutality as a type of show strife is
uncommon. The thought processes towards savagery may
remain they have a tendency to be communicated in less fierce
structures.
The given four stages of conflict as described by Winkleman
relate to the Disruptive behavior of physicians stage by stage.
Conflict starts at the latent conflict stage, and it ends at the last
stage that is a manifest stage.
Issue of Delegation
Also, we can relate the dispute easily to the delegation as

12. disruptive behavior directly linked to the delegation of duties,
power, and responsibilities due to which conflict was raised.If
all the physicians became responsible do not delegate their
responsibilities, authorities the chances of happening conflict
will become very less.
Conflict resolution by nurses
Nurse supervisors who regulate attendants from various
generational gatherings frequently confront particular
difficulties. They require attention to the distinctive working
styles and ways to deal with correspondence that diverse staff
individuals utilize, and may need to change an administration
style in like manner. The millennial era is regularly singled out
in negative generalizations (e.g., they require steady acclaim,
can't acknowledge feedback, and so on.). However, this era has
qualities also. You may discover millennials are greatly
educated, community-oriented, or imaginative. Wherever
conceivable, it's best to take into account distinctive
correspondence inclinations (messaging versus email, for
instance), and to make substantial coaching opportunities
between medical attendants of various ages and ability levels.
Keep in mind that each era of medical attendants is searching
for a remunerating vocation, with open doors for expert
advancement and the opportunity to help other people. You can
discover shared objectives and spotlight on shared view
wherever conceivable (A.Michael).
Conclusion
The working environment is turning out to be more violent as
individuals can't deal with the anxieties of life. More than 1
million specialists are struck every year in the US work
environment, and the human services industry is no exemption
to this alarming measurement. Brutal frequencies have been
accounted for between doctors, as thechanging example of
medicinal practice makes enormous weight on both work and
family. If the notice signs are not regarded, unfortunate
outcomes can happen. Correspondingly, cooperations with

13. groups of incredibly wiped outpatients can turn physical as
feelings defeat objective thought.
The indications of approaching violence incorporate verbal
dangers, foulness, contentiousness, and scaring articulations.
Dangers ought to dependably be considered necessary. Physical
signs of a vicious showdown are the grasping of clench hands,
disturbed development, talking through held teeth, and a jumpy
gaze. The pioneer ought to attempt to defuse the circumstance
by being non-threatening and by taking verbal control: utilizing
a quiet, controlled voice, he or she ought to be bright and
aware. The pioneer ought to guarantee that no articles that could
be employed as weapons are promptly accessible. At the point
when a debilitating circumstance has all the earmarks of being
building up, the pioneer ought to consider it necessary and
summon help. Possibly helpless work ranges ought to have a
security assessment (typesofconflict).
Works Cited
A.Michael. (n.d.). Conflict in the health care workplace.
Retrieved from nih:
http://www.ncbi.nlm.nih.gov/pmc/articles/PMC1291328/
Brahm, E. (2003). Conflict Stages. Retrieved from
beyondintractability:
http://www.beyondintractability.org/essay/conflict-stages
Gallo, A. (n.d.). 4 Types of Conflict and How to Manage Them.
Retrieved from hbr: https://hbr.org/ideacast/2015/11/4-types-of-
conflict-and-how-to-manage-them
typesofconflict. (n.d.). Types of Conflict – Four Classifications.
Retrieved from typesofconflict:
http://www.typesofconflict.org/types-of-conflict/

14. Chamberlain College of Nursing NR447: RN
Collaborative Healthcare
Conflict Resolution Paper:
Guidelines and Rubric
Purpose
The purpose of this assignment is to learn how to identify and
effectively manage conflicts that arise in care delivery settings
resulting in better management of patient care, including
appropriate delegation. You will gain insight into conflict
management strategies and develop a plan to collaborate with a
potential nurse leader about the conflict and its impact in a
practice setting.
Course Outcomes
Completion of this assignment enables the student to meet the
following course outcomes.
CO 1: Apply leadership concepts, skills, and decision making in
the provision of high-quality nursing care, healthcare team
management, and the oversight and accountability for care
delivery in a variety of settings. (PO 2)
CO 3: Participate in the development and implementation of
imaginative and creative strategies to enable systems to change.
(PO 7)
CO 6: Develop a personal awareness of complex organizational
systems, and integrate values and beliefs with organizational
mission. (PO 7)
CO 7: Apply leadership concepts in the development and
initiation of effective plans for the microsystems and system-
wide practice improvements that will improve the quality of
healthcare delivery. (POs 2 and 3)
Due Dates
This assignment is to be submitted to the Dropbox by Sunday,
11:59 p.m. MT, end of Week 3.

15. Points
This assignment is worth 200 points.
Directions
1. Read Finkelman (2012), pp. 361–376.
2. Observe nurses in a care delivery setting. Identify a recurring
conflict with the potential to negatively impact patient care.
Decide if delegation was an issue in the conflict. This should be
from your practice setting or prelicensure experiences.
3. Provide details of what happened, including who was
involved, what was said, where it occurred, and what was the
outcome that led you to decide the conflict was unresolved.
4. Identify the type of conflict. Explain your rationale for
selecting this type.
5. Outline the four stages of conflict, as described in our text,
and how they relate to your example.
6. Propose strategies to resolve the conflict. Search scholarly
sources in the library and the Internet for evidence on what may
be effective.
7. Discuss if delegation was an issue in the conflict. Be
specific.
8. Describe how you would collaborate with a nurse leader to
reach consensus on the best strategy to employ to deal with the
conflict.
9. Describe the rationale for selecting the best strategy.
10. Provide a summary or conclusion about this experience or
assignment and how you may deal with conflict more
effectively in the future.
11. Write a 5–7 page paper (not including the title or
References pages) using APA format that includes the
following.
a. Describe an unresolved (recurring) conflict that you
experienced or observed. Identify the type of conflict.
b. Provide details of what happened, including who was
involved, what was said, where it occurred, and what was the
outcome that led you to decide the conflict was unresolved.
c. Outline the four stages of conflict, as described in Finkelman,

16. and how the stages relate to your example. Decide if delegation
was an issue in the conflict. Be specific.
d. Describe the strategies for conflict resolution and how you
would collaborate with a nurse leader to resolve the conflict.
Cites resources.
e. Provide a conclusion or summary about this experience and
how you may deal with conflict more effectively in the future.
f. Submit to the Dropbox by the end of Week 3.Grading
Criteria: Conflict Resolution Paper
Category
Points
%
Description
Detailed description of conflict, including type of conflict
60
30 %
Describes the conflict, providing details and type of conflict
Four stages of conflict and relationship to identified conflict,
including delegation issues
40
20%
Describes stages and their relationship to identified conflict and
delegation
Strategies for conflict resolution and collaboration with a
leader, including resources
60
30%
Various strategies for resolution of identified conflict;
discusses collaborative efforts with a nurse leader to resolve
conflict; includes resources
Conclusion or summary
20
10%
Provides a conclusion about the learning experience and how
this assignment will provide guidance for future conflict
resolution skills

17. Clarity of writing
20
10%
Content is organized, logical, and with correct grammar,
punctuation, spelling, and sentence structure are correct. APA
formatting is apparent and CCN template is utilized. References
are properly cited within the paper; reference page includes all
citations; proper title page and introduction are present, and
evidence of spell and grammar check is obvious.
Total
200 points
100%
A quality paper will meet or exceed all of the above
requirements.
Grading Rubric Conflict Resolution Paper
Assignment Criteria
A (100%)
Exceptional
Outstanding or highest level of performance
B (88%)
Exceeds
Very good or high level of performance
C (80%)
Meets
Competent or satisfactory level of performance
NI (38%)
Needs Improvement
Poor or failing level of performance
F (0%)
Developing
Unsatisfactory level of performance
Detailed description of conflict, including type of conflict

18. 60 points
After an introduction paragraph, paper thoroughly provides
observations of conflict in practice setting.
The paper thoroughly states if negative outcomes were observed
and identifies the specific type of conflict observed. It provides
details of what happened, including who was involved, what
was said, where it occurred, and what was the outcome that led
you to decide the conflict was unresolved.
60 points ☐
After an introduction paragraph, paper clearly provides
observations of conflict in practice setting.
It clearly states if negative outcomes were observed and
identifies the specific type of conflict observed. It provides
some details of what happened, including who was involved,
what was said, where it occurred, and what was the outcome
that led you to decide the conflict was unresolved.
53 points ☐
After an introduction paragraph, the paper provides
observations of conflict in practice setting.
It briefly states if negative outcomes were observed and
identifies the specific type of conflict observed. It provides few
details of what happened, including who was involved, what
was said, where it occurred, and what was the outcome that led
you to decide the conflict was unresolved.
48 points ☐
After an introduction paragraph, the paper provides
observations of conflict in practice setting.
It does not state if negative outcomes were observed or
identifies the specific type of conflict observed.
It provides few details of what happened, including who was
involved, what was said, where it occurred, and what was the
outcome that led you to decide the conflict was unresolved.
23 points ☐
After an introduction paragraph, the paper does NOT provide
observations of conflict in practice setting.
It does not state if negative outcomes were observed or

19. identifies the specific type of conflict observed.
It provides NO details of what happened, including who was
involved, what was said, where it occurred, and what was the
outcome that led you to decide the conflict was unresolved.
0 points ☐
Four stages of conflict and relationship to identified conflict,
including delegation issues
40 points
Paper thoroughly outlines the four stages of conflict, as
described in Finkelman, and how the stages relate to the
example. It states if delegation was an issue in the conflict.
40 points ☐
Paper clearly outlines the four stages of conflict, as described in
Finkelman, and how the stages relate to the example. It states if
delegation was an issue in the conflict.
35 points ☐
Paper generally outlines the four stages of conflict, as described
in Finkelman, and mostly how the stages relate to the example.
Does not state if delegation was an issue in the conflict.
32 points ☐
Paper briefly outlines the four stages of conflict, as described in
Finkelman, and minimally how the stages relate to the example.
Does not state if delegation was an issue in the conflict.
15 points ☐
Paper does not outline the four stages of conflict as described in
Finkelman. It does not state how the stages relate to the
example. It does not state if delegation was an issue in the
conflict.
0 points ☐
Strategies for conflict resolution and collaboration with a
leader, including resources
60 points
Paper describes in detail strategies for conflict resolution and
collaboration with a nurse leader to resolve conflict.
Besides the course textbook, the paper cites two scholarly
articles and thoroughly summarizes all resources.

20. 60 points ☐
Paper generally describes strategies for conflict resolution and
collaboration with a nurse leader to resolve conflict.
Besides the course textbook, the paper cites one scholarly
article.
It generally summarizes both of them.
53 points ☐
Paper briefly describes strategies for conflict resolution and
collaboration with a nurse leader to resolve conflict.
It only cites the course textbook. It cites an additional source
but NOT a scholarly article. The summary lacks detail.
48 points ☐
Paper minimally describes strategies for conflict resolution and
collaboration with a nurse leader to resolve conflict.
It only cites the course textbook and no additional sources. The
summary lacks detail.
23 points ☐
Paper describes NO strategies for conflict resolution and
collaboration with a nurse leader to resolve conflict.
It does NOT cite the course textbook or other sources. The
summary is missing.
0 points ☐
Conclusion and summary
20 points
Paper provides a thorough conclusion or summary and
description of plans for dealing with conflict in the future.
20 points ☐
Paper provides a general conclusion or summary and description
of plans for dealing with conflict in the future.
18 points ☐
Paper provides a brief summary and description of plans for
dealing with conflict in the future.
16 points ☐
Paper provides a minimal summary and description of plans for
dealing with conflict in the future
8 points ☐

21. Paper does not provide a conclusion or summary and NO future
plans for dealing with conflict.
0 points ☐
Clarity of writing
20 points
Content is organized, logical, and grammar, punctuation,
spelling, and sentence structure are correct. APA formatting is
apparent, utilizing CCN template. References are properly cited
within the paper. Reference page includes all citations; proper
title page and introduction are present and evidence of spell and
grammar check is obvious. Less than three errors are noted.
20 points ☐
Content is mostly organized, logical, and grammar, punctuation,
spelling, and sentence structure are correct. APA formatting is
apparent, utilizing CCN template. References are properly cited
within the paper. Reference page includes all citations; proper
title page and introduction are present and evidence of spell
check and grammar check is obvious. Four to six errors are
noted.
18 points ☐
Content is somewhat organized, logical and grammar,
punctuation, spelling, and sentence structure are correct. Minor
APA formatting errors exist. References are properly cited
within the paper. Reference page includes all citations; proper
title page and introduction are present and evidence of spell
check and grammar check are not obvious. Seven to 10 errors
are noted.
16 points ☐
Content is somewhat organized, but may lack logic. Several
errors occur in grammar, punctuation, spelling, and sentence
structure. Major APA formatting errors exist. Reference page
does not match up with in-text citations, i.e., references may be
missing for in-text citations, or references appear with no
comparable in-text citation.
Eleven to 15 errors are noted.
8 points ☐

22. Content is disorganized and writing has numerous grammar,
spelling, or syntax errors. APA formatting was not used. Spell
check and grammar check are not obvious. More than 15 errors
are noted.
0 points ☐
Total Points Possible= 200
NR447_Conflict Resolution.docx
Rev. 11/2/16 LMD
5