This is to make them feel that their work is important and is appreciated. In addition, I would request the leaders of the conflicting groups to represent the rest of the employees. This is important in saving time. This is because the initial strategy took a lot of time before a conclusion was reached. This had major implications for service delivery (Eagar, Cowin, Gregory, & Firtko, 2010). Lastly, I would implement an open office policy in order for all employees to get access to my office at any time without the use of the intermediaries. This would enable me to save individual problems before they get out of hand. A leader is a person who is able to unite all the people irrespective of their personal ideologies (Marquis & Huston, 2012). A Conflict is one of the major aspects that affect the unity of the employees. Therefore, the ability to manage conflicts makes me an effective leader who ensures that all employees remain focused towards the organizational roles and objectives. Conflict Management in Nursing.
Eagar, S. C., Cowin, L. S., Gregory, L., & Firtko, A. (2010). Scope of practice conflict in nursing: A new war or just the same battle? Contemporary Nurse, 36(2), 8695.
Marquis, B. L., & Huston, C. J. (2012). Leadership roles and management functions in nursing: Theory and application. Philadelphia: Wolters Kluwer Health/Lippincott Williams & Wilkins.
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