Many workplace conflicts are best handled by compromise.
This approach involves elements of collaboration, in that those who are involved in the decision must reach an agreement on the decision.
The end result is a workable solution that partially meets the needs of everyone who is involved.
Many experts have studied the ways in which people respond to conflict.
However, it does not have the win-win element of collaboration.
Instead, compromising involves an element of accommodation, in that everyone who is involved gives up part of what they want and an element of competition, in that everyone gets part of what they want.
Part One detailed the causes of conflict in health care, explored the hidden costs of conflict, and explained the three stages of the conflict model. Nursing managers spend between 25 and 40 percent of their time dealing with conflict, according to various surveys and estimates.
Doesn’t it make sense that your organization would actively seek out and promote those individuals that demonstrate early in their careers the ability to address conflict in productive ways?