Controling Conflict through Communication

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Conflict in any occupation is almost inevitable, and it can occur in any area at any time between groups or individuals when there is a distinction or a disagreement in their attitudes, values, expectations, needs or attitude additionally when there is lack of information or miscommunication. If the conflict is unresolved in a healthcare organization, it can lead to negative performance and in the process compromising the first-class of care given to patients. In her article “Who let the dogs out? Managing conflict with braveness and skill”, Lisa Pettrey, the director of Heart, vascular and critical care services in Ohio dug deeper in on how to manage conflict using the skills nurses have and courage.

The author of this article in the introductory part correctly points out that the ability to communicate effectively is significant in any job setting. Unresolved Conflict is what makes many nurses to enter the job market since they are usually frustrated or unhappy. As much as nurses think of clinical skills when debating over competence, Solid interpersonal communication skills are vital for nurses or other professionals to be effective enough. It is important for all health professionals to work together (Cahn & Abigail, 2014). Being humans, the health professional always gets into a conflict, and if they fail to solve the issue disturbing them, it can lead to negative and toxic working environment.

Conflict management as the author denotes very importantly and it entails working together to attain a common goal even when there are opposing views. There are different components of conflict management, and one of them is controlling emotional responses when one recognizes their personal bias when it comes to various issues and also having self-awareness. Despite the pressure that comes with the nursing profession, it’s important for the nurse to reflect on those issues that are making them react in ways that upset their fellow nurses. Another component of conflict management the author elucidates is seeking mutual benefit. This is where professionals build on mutual goals or needs looking for a win-win solution. The nurse should do their best to find solutions to the conflict they face. Also, the author also states the importance of identifying common interests and needs.

The article provides efficient details on conflict management, but it does not state how to prevent conflict from happening in the first place. Conflict in a healthcare setting can be prevented from happening by policy implementation where the organization’s code of conduct is respected and maintained (Abigail, 2011). Professional code of conduct, in this case, should be the order of the day. By professionals adhering to the code of conduct, they can reduce or prevent conflict from happening between them.

Commitment and courage are important to properly address various issues affecting an individual at their workplace. It is important to talk about the issues one feels it not best of their interest, and one should be bold enough articulate them to their fellow workers. The author developed a five-step key of conflict management where she said one should use these key to self-assess themselves. According to her, one should be competitive, compromising, accommodating, collaborating and avoidance.

Additional she suggest five things that one should do when approached an inevitable conflict. One is that conflict is signified only a small portion one life, two take the necessary step to resolve conflict, three conflict is never personal, four give conflict space, and five go through reviews for the future. Overall, this a very in-depth written article that significantly highlights how to manage conflict through communication. The paper is well written directly to the point and very resources for all healthcare professionals.


Abigail, R. A. (2011). Managing conflict through communication. Allyn & Bacon.

Cahn, D. D., & Abigail, R. A. (2014). Managing conflict through communication. Pearson.

Pettrey, L. (2003). Who let the dogs out? Managing conflict with courage and skill. Critical care nurse, 23(1), S21-S21.

July 24, 2021

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Myself HR Management

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Values Attitude Conflict

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