Discuss which of the six sources could be identified and explain the best approach to resolve the conflict in the identified source(s).

Nurs435w2promt.the dynamics of trust model

The six sources of conflict in nursing are interpersonal, intergroup, intragroup, organizational/structural, role-related and value-based. In this situation the best approach to resolving the identified source (or sources) of conflict is to first focus on understanding what the root cause of the conflict is and then employ a collaborative problem-solving approach. An interpersonal source of conflict could stem from disagreements between two individuals over how to approach a certain task or situation. The best way to resolve this type of conflict would be for both parties to listen carefully to each other’s perspective and work together in order identify a mutually beneficial solution that satisfies both sides. Intergroup conflicts occur when different groups within an organization have opposing interests or goals regarding an issue which can lead them into competition with one another. To resolve such conflicts it’s important recognize all stakeholders involved and create an open dialogue where everyone has a chance to express their ideas concerning the issue while being respectful towards one another’s views. Intragroup conflicts arise when members within a group disagree on how something should be done leading to disharmony among its members; here good leadership skills are essential as managers must intervene by mediating between conflicting parties and helping them work together in order find common ground that works for all involved individuals or teams. Organizational/structural conflicts result when issues related to policies, procedures or job descriptions prevent people from getting their jobs done efficiently; these types of problems can often be solved through better communication channels between management personnel and front line staff so they can devise solutions that don’t just improve productivity but also keep everyone satisfied with the outcome.

Role-related disputes come up when people feel either undervalued or overworked due their roles not being clearly defined; addressing these disagreements requires finding ways make sure everyone feels their contributions are recognized without leaving anyone feeling like they’re carrying too much weight compared others who may not be working as hard as them. Finally, value-based disputes occur when personal beliefs interfere with someone else’s leading them into direct opposition; if possible it is best avoid such confrontations however if necessary it maybe helpful try reach some form compromise by understanding why each person holds those values dear while still forming an agreement that works for both parties even if only partially satisfying each individual’s needs.