NUR 514 Discuss potential causes of conflict occurring within health care organizations

NUR 514 Discuss potential causes of conflict occurring within health care organizations

NUR 514 Discuss potential causes of conflict occurring within health care organizations

There are many potential causes of conflict occurring within health care organizations. Some of the most common include: differing opinions on how to provide care, competing interests between different departments or caregivers, and lack of communication or miscommunication between caregivers (Haar et al., 2021). The conflicts may also arise due to the existence of bureaucracy and red tape hampering efficient workflow, inefficient systems or protocols causing delays and leaving patients stuck in limbo, and rivalry between caregivers or teams vying for recognition or better outcomes.

There are a number of negotiation and conflict resolution principles that can be used by the nurse leader to address conflict. Some common principles of negotiation and conflict resolution include: focusing on interests, not positions, using objective criteria as much as possible, looking for creative solutions, being transparent and honest, giving and seeking feedback, and preparing thoroughly. Each of these principles can be useful in resolving conflicts within the nursing staff (Haar et al., 2021). By focusing on the interests of all parties involved, using objective criteria, looking for creative solutions, and assuming good intent, nurse leaders can work towards resolving conflicts in a more positive manner.

The most effective model or leadership theory to use in addressing conflict will vary depending on the specific situation and context. However, some general models and theories that could be effective in addressing conflict include servant leadership, transformational leadership, and collaborative problem solving. Transformational leaders inspire their followers to do more than they thought possible (Borkowski & Meese, 2020). They tap into their followers’ emotions and dreams, and provide a sense of purpose. This can be very motivating in times of conflict, when people may feel angry or frustrated. A transformational leader can help to redirect that energy towards productive goals. Servant leaders put the needs of their followers first. They are humble and listen carefully, seeking to understand the other person’s perspective. This creates a sense of trust, which can be instrumental in resolving conflict.


Borkowski, N., & Meese, K. A. (2020). Organizational behavior in health care. Jones & Bartlett Learning.

Haar, R. J., Read, R., Fast, L., Blanchet, K., Rinaldi, S., Taithe, B., … & Rubenstein, L. S. (2021). Violence against healthcare in conflict: a systematic review of the literature and agenda for future research. Conflict and health15(1), 1-18.

While I do not believe that leadership style is a “one-size fits-every situation”, transformational leadership is the best style for my personal beliefs and values. Transformational leadership can be described as a relationship where the leader and followers equally elevate each other and must possess qualities such as self-awareness, humility, empathy, and authenticity. This style has been found to be effective in business situations (Mind Tools, n.d.). I believe that the most effective skill for an innovative leader is inspiring followership by example. This is another quality of a transformational leader. Transformational leaders require excellent conflict resolution skills and must inspire and motivate their staff to become better. They are forward and futuristic thinkers and communicate well. I think that this style would be effective in many leadership situations, including the nurse manager role. However, not every style is suitable for every situation and every good leader should have the flexibility to change their approach in order to adapt to every situation.


Mind Tools. (n.d.). MindTools | Home. Retrieved November 27, 2022, from

Click here to ORDER an A++ paper from our Verified MASTERS and DOCTORATE WRITERS NUR 514 Discuss potential causes of conflict occurring within health care organizations:

The Transformational style of leadership aligns most closely to my values. James McGregor Burns (1978) defined transformational leadership as occurring “when two or more persons engage with others in such a way that the leader and followers raise one another to higher levels of motivation and morality” (as cited in DeNisco & Barker, 2019, p. 137). Having experienced a manager who was more autocratic, I saw firsthand how little she was able to motivate people and job satisfaction and morale took a beating. As a clinical manager, I met with my team regularly, listened to their ideas and encouraged their input. We learned from each other as a team. Because they trusted me they were able to accept that sometimes, while I listened to their ideas, I had to guide them in a different, less agreeable direction. I believe that while conflict is normal and expected, we had less conflict in our team because all members felt valued. DeNisco & Barker stated that “transformational leadership is based on empowering the team to work together toward a common vision versus power over others and imposing one’s ideas and will” (2019, p. 138). I will also use this style of leadership as a nurse educator, with the goal of motivating my students to be life long learners and to encourage them to be agents for change and to have the courage to question how things are done.

DeNisco, S. M., & Barker, A. M. (Eds.). (2019). Advanced Practice Nursing: Essential Knowledge for the Profession4 (4th ed.). Jones & Bartlett Learning. ISBN-13: 9781284176124

Emerald Works Limited. (2022). Leadership Styles Choosing the Right Approach for the Situation. Mind Tools. Retrieved November 25, 2022, from

I have to agree with Megan when she says, “I do not believe that leadership style is a “one-size fits-every situation.” After reading about each style of leadership and reflecting on my experiences, I tend to use elements of three leadership styles: transformational, bureaucratic, and servant leadership. After spending years in critical care, I am an avid follower of policy and was even “lovingly” labeled the Policy Nazi for a time. Since we literally deal with life and death situations, it is crucial that nurses follow policy and procedure exactly as written. With that said, I also want to encourage my fellow nurses or students to seek opportunities for personal and facility improvement. For example, our Pediatric DKA protocol was horribly outdated and dangerous. Rather than blindly following the existing protocol, I spoke with our providers and formed a small team of ICU nurses to update the policy based on new EBP. As a transformational leader, I encouraged and motivated my team toward the common goal. Finally, I always attempt to use elements of servant leadership, although this is not my strong suit. I am willing to take on tasks if a fellow nurse is struggling, however I am an advocate for guiding and teaching them to over come the struggle rather than removing it from the equation.


Mind Tools Content Team. (n.d.). Leadership Styles. MindTools. Retrieved November 28, 2022, from

I have incorporated two leadership styles in my current position. Servant and Transformational leadership both styles both align with my values and beliefs. We should lead by example and do our best to be uplifting to those who work with us. If someone has the talent, drive, and dedication as a leader I feel as though it is my role to do my best to get them there. in the course of my career I have seen many leaders hold back individuals with strong potential, all they did was leave the organization. By having supportive leadership who have encouraged and guided me I am where I am today. I believe in the concept of team, your team is only as strong as it’s weakest member. I appreciate that we all have certain talents and growth areas and that as a collective we a stronger then any individual. Team development is crucial and in my opinion the best way to develop a team is through respect, honesty, and elevating each member to their highest potential. Servant and transformational leadership support these values. Interestingly enough I have implemented this approach to leadership and it has been very fruitful. The people I work with are independent, thoughtful, and have a sense of ownership with our department. Since we have improved our work environment. Sick calls have down, staff and patient satisfaction have gone up. 

I often wonder if this type of leadership is supported by data, why don’t more employers implement this?

I believe that good leaders can often possess multiple types of leadership styles, however two styles that I feel best fit my values and beliefs are transformational and servant leadership. Transformational leadership was defined by James McGregor Burns (1978), as “two or more persons engage with others in such a way that the leader and followers raise one another to higher levels of motivation and morality” (as cited in DeNisco & Barker, 2019, p. 137). I personally think a motivated team is one that works together to achieve a common goal. As a leader, if you empower this and encourage this, you will see excellent results. Servant leadership for me is personal and something I continuously strive to be, as it truly fits my values and beliefs thanks to my faith and Christian upbringing. The values and key to being a servant leader includes: prioritizing service-helping those with the highest need, sharing power, demonstrate care, develop others, eschew wealth, build trust, and create a safe space (Montgomery, n.d.). As an educator, these styles of leadership, are so important, especially when working with new graduate nurses to help them to be successful.

DeNisco, S. M., & Barker, A. M. (2019). Advanced practice nursing: Essential knowledge for the profession (4th ed.). Burlington, MA: Jones & Bartlett Learning. ISBN-13: 9781284072570

Montgomery, A. (n.d.). Servant leadership style: 7 lessons for developing leaders. Servant Leadership Style: 7 Lessons for Developing Leaders. Retrieved November 27, 2022, from,ethics%204%20Drive%20to%20support%20others%20to%20success