Conflict Resolution Dissertation

There are many potential strategies for conflict resolution in teams. One of them is positional bargaining: each party opens with their position on an issue, and reaching a solution requires give and take from both sides. However, this conflict resolution technique has been frequently criticized on the grounds that compromise is hard to achieve, and interests of both parties are only partially satisfied. Some commentators also deem positional bargaining to be detrimental to the further relationship between the sides. The advantage of positional bargaining is the speed of negotiation.
 

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Another strategy for resolving conflicts in groups is direct approach when the team leader intervenes and solves the conflict. He or she should be as objective as possible and voice criticism which is constructive and impartial. This method is likely to be most successful if the manager likes to be involved in every decision.

The third possible way out is mediation. Mediation is a powerful dispute resolution tool that is often employed in cases of deadlock when parties fail to agree upon basic premises of conflict resolution, so an outside mediator steps in to help parties achieve common ground. It is important to keep in mind that mediators are only facilitators of the resolution process; they cannot force any opinions or decisions upon parties.

The fourth strategy is consensus-based conflict resolution. This process is very time-consuming, yet decisions reached in such a way usually enjoy the greatest degree of support from all parties.

Finally, enforcement of team rules is another option. If these rules are laid out at the beginning of teamwork, their application can help solve conflicts on terms which are considered just and fair.

Ramjan, L. M. (2004). Nurses and the 'therapeutic relationship': Caring for adolescents with anorexia nervosa. Journal of Advanced Nursing, 45(5), 495-503.

This research was prompted by the fact that hospitals treating adolescents with anorexia nervosa have high readmission rates. This suggests that nurses caring for these patients encounter problems in establishing a therapeutic relationship. Difficulties and obstacles hindering the formation of therapeutic relationships between pediatric nurses and teenagers with anorexia nervosa are numerous: in semi-structured interviews, nurses listed many problems which can be classified into three distinct categories such as ‘Struggling for understanding’, ‘Struggling for control’, and ‘Struggling to develop therapeutic relationships’. Problems in the first category were caused by lack of education in mental health among nurses or knowledge about how recovery from anorexia takes place. They perceived other patients with more ‘real’ health problems as deserving their attention, while teenagers with anorexia nervosa were often seen as guilty for their own condition. Problems in the second category were associated with the extremely controlling nature of recovery programs. Rather than developing mutual trust, patients saw nurses as jailers having to impose ‘punitive’ measures such as nasogastric feeding, while nurses experienced manipulation and absence of cooperation from the side of the patients. Problems in the first and second categories together led to the emergence of the third category of problems, problems in establishing a therapeutic relationship. Blaming the victim, negative labeling and favoritism towards more cooperative patients prevented nurses from providing adequate support and care to adolescents with anorexia.         

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