Author(s): Chris Thomas

Email(s): christhomas0002@yahoo.com

DOI: 10.5958/2454-2652.2015.00015.3   

Address: Mr. Chris Thomas
Lecturer, Saroj Lalji Mehrotra Global Nursing College, Aburoad, Rajasthan
*Corresponding Author’s

Published In:   Volume - 3,      Issue - 3,     Year - 2015


ABSTRACT:
Background: Conflict is a situation where the concerns of two people appear to be incompatible. Conflict management is an administrative process that becomes an integral and essential aspect of organizational activity . There are five conflict resolution strategies includes Avoidance, Accommodation, Competition, Compromise and Collaboration. Objectives: (1) To identify the predominant conflict resolution styles used by nursing professionals working in clinical and academic settings. (2) To determine the significant difference in conflict resolution style between clinical and academic settings. (3) To determine the association of conflict resolution styles with their selected demographic variables. Material and Methods: A Non-experimental, Descriptive cross sectional survey approach was used for the study. Data was collected from 100 Nursing Professionals who were working in both clinical and academic settings by Non-probability purposive sampling technique. Standardized Thomas–Kilmann Conflict Mode Instrument(TKI) was used for data collection. Results: Distribution of mean, SD and mean% of conflict resolution styles used by Nursing Professionals showed that the highest mean score (7.17±1.94) which is 60% of the total score was obtained in the area of Accommodation and lowest mean score(4.94±1.53) which is 41% was obtained in area of Competition. Accommodation conflict style was used more in age group of more than 44 years and age group of 25-34 years. Nurses in clinical area and academic area used accommodation style most frequently. There was much difference in collaboration style (53.6% clinical vs. 36.6% academic).Conclusion: Accommodation style was most predominantly seen conflict resolution styles used by Nurses. It is used when a person ignores his or her feeling about an issue in order to agree with the right side.


Cite this article:
Chris Thomas. Identify Conflict Resolution Styles used by Nursing Professionals working in Clinical and Academic settings of selected Hospitals and Nursing Colleges of Southwestern Rajasthan. Int. J. Adv. Nur. Management 3(3): July- Sept. 2015; Page 273-277 doi: 10.5958/2454-2652.2015.00015.3


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International Journal of Advances in Nursing Management (IJANM) is an international, peer-reviewed journal devoted to nursing sciences. IJANM's aim is to promote..... Read more >>>

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DOI: 10.5958/2454-2652 

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