If you are preparing for a career in nursing, then you need to pick up this nursing management practice quiz!
A conflict that is disruptive to the work of the hospital
A competitive conflict that is positive to the work environment
An intragroup conflict that is not appropriate in health care
A felt conflict that will result in unresolved feelings of frustration
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Client care and satisfaction will suffer should it be allowed to continue.
The residents cannot be allowed to continue such unprofessional behavior.
Residents who do not answer pages do not get the most out of the experience.
Physicians do not know what is going on with clients if the residents do not tell them.
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Negotiation
Collaboration
Compromise
Forcing
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Intrapersonal conflict
Interpersonal conflict
Intragroup conflict
Intergroup conflict
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Negotiation
Accommodation
Forcing
Consensus
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“I’ve heard all I need to hear. I’ll have a decision tomorrow.”
“Once you have signed this informed consent, the issue will go to mediation.”
“This will all blow over if everyone just tries to get along better.”
“Both parties should come up with as many alternative solutions as possible before our next meeting.”
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Distancing
Suppression
Group withdrawal
Unification
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Conflict can stimulate more people to become involved in a situation, thus creating more innovative solutions to the issue.
When people are in conflict, they tend to work harder just to avoid the conflicting situation.
Groups in conflict spur competition, which is always beneficial to the units from which the groups emerged.
When there is conflict in an organization, people are more open to discussion, thus conflict can open the lines of communication.
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"We need to clearly define the nature of the conflict."
"I will evaluate the outcomes of our strategies on a monthly basis."
"Let's create a time line for the implementation of our strategies."
"Hopefully, each group can understand each other's perceptions of the issue."
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“Both parties need to grow up. They are so immature.”
“The problem is partially the fault of both parties.”
“I stopped the conversation frequently to have the parties summarize what was being said.”
“They just went on and on. I had to stop the discussion because I was out of time.”
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Address the conflict in the break room.
Make a timely decision regarding if and when to intervene.
Accept full responsibility for developing a solution.
Redirect expressions of disagreement between the participants.
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“We are never going to agree because I am from Generation X and you are a baby boomer.”
“I’m tired of this fight and I’m not going to argue with you anymore.”
“Even though we don’t agree on much, I do think you are correct about enforcing the length of lunch breaks.”
“I think everything is fine and that we can get along.”
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Competitive
Role
Perceived
Disruptive
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Confrontation
Resolution
Negotiation
Forcing
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How well the nurses know and trust each other
If the nurses are on the same job level
The congruence of the nurse’s values and beliefs
Whether or not the nurses perform the same roles
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Allow sufficient time for the problem to spontaneously resolve.
Motivate the participants to seek resolution.
Give the nurse manager time to identify problem-solving strategies.
Relieve the nurse manager of the time commitment necessary to intervene.
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Consensus
Win-win
Forcing
Win-lose
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The manager
The staff nurse
The supervisor
There should be equal concern for all participants.
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Task interdependencies
Distancing
Role
Incompatible goals
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Accommodating
Withdrawal
Avoiding
Smoothing
Negotiation
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Task interdependence
Resource competition
Structural conflict
Differences in values and beliefs
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Integrative decision making
Win-lose strategy
Accommodation
Consensus
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“I think it would be better for the client to stay another day.”
“This client needs an additional day to learn how to care for a complex wound.”
“It will help this client manage her diabetes more effectively if she is assigned a diabetic educator.”
“Research has shown that early ambulation helps to reduce the likelihood of pulmonary embolism.”
“Do you not remember what happened when you sent that other client home too early?”
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Accommodating
Compromising
Smoothing
Collaborating
Competing
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What is the anxiety level of the nurses in regard to the vacation schedule?
Have the nurses ever worked together before on a project?
Will the conflict decrease the efficiency of the unit while the nurses are self-solving the issue?
How intense is the conflict about vacation scheduling?
Are the nurses talking to the rest of the staff about the conflict?
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Conflict draws attention to an issue.
The administrators do not like conflict management.
Conflict can stimulate new ideas about how to manage the high-acuity unit.
Conflict about the unit will help to identify the compromises necessary to make it a viable part of the hospital system.
Conflicts about staffing may make current staff members reexamine their own performance.
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“I won’t stop until I have gotten her fired.”
“He doesn’t fight fairly.”
“I’ve almost forgotten what started this, I just focused on beating her.”
“I am going to win this argument.”
“He is so wrong, he just has to go.”
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Conflict assists change to occur more rapidly than it would otherwise.
It brings more attention to an issue in need of change.
People get involved because conflict breeds curiosity.
If there is an existing conflict, a change must occur to stop the conflict.
Change is inevitable, and some people refuse to change, which causes conflict.
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The nurse says, “You can’t talk to me like that.”
The nurse avoids the physician in the hallway.
The nurse refuses to care for the physician’s clients.
The nurse is no longer as careful in caring for this physician’s clients.
The nurse is apathetic about the care of clients.
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Quiz Review Timeline (Updated): Aug 18, 2023 +
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