Nokea
The conflict process flows in sequential stages that are
- A. Latent, Felt and Perceived conflict
- B. Latent, Perceived, Felt, Manifest and Conflict aftermath
- C. Latent, Manifest and Conflict aftermath
- D. Latent, Felt and Conflict aftermath
Correct Answer: B
Rationale: The correct answer is B because the conflict process typically unfolds in stages: latent (potential for conflict exists), perceived (individual becomes aware of the conflict), felt (emotional response to conflict), manifest (conflict is expressed through behavior), and conflict aftermath (outcome or resolution). Each stage builds upon the previous one, leading to the eventual resolution or escalation of the conflict. Choices A, C, and D are incorrect because they do not encompass all the necessary stages of the conflict process as outlined. A lacks manifest and conflict aftermath stages, C excludes perceived and felt stages, and D omits manifest stage.
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A third party is brought in to resolve a dispute between two parties in an organisational conflict. The parties agree to abide by the decision of the third party. This is known as
- A. Mediation
- B. Arbitration
- C. Intergroup conflict resolution
- D. None of the above
Correct Answer: B
Rationale: The correct answer is B: Arbitration. Arbitration involves a neutral third party making a decision that the disputing parties agree to abide by. This process is legally binding and the decision is usually based on evidence and arguments presented by both parties. Mediation (A) involves a neutral third party facilitating communication and negotiation between the disputing parties, but the decision is not binding. Intergroup conflict resolution (C) typically refers to resolving conflicts between different groups within an organization, not specifically involving a third party decision. "None of the above" (D) is incorrect as the situation described fits the definition of arbitration.
A nurse leader resolves a conflict by yielding to a staff demand. This is an example of...
- A. Compromising
- B. Accommodating
- C. Forcing
- D. Collaborating
Correct Answer: B
Rationale: The correct answer is B: Accommodating. Yielding to a staff demand without achieving a mutually beneficial solution is an example of accommodating. This approach prioritizes maintaining relationships over resolving the conflict effectively. Compromising involves finding a middle ground, forcing requires one party to give in to the other, and collaborating involves working together to find a mutually beneficial solution. In this scenario, the nurse leader's action of giving in without negotiation aligns with accommodating.
The nurse manager meets with the staff nurses to discuss ways to improve communication among the shifts. Which statement by the nurse manager best exemplifies the final stage of conflict management
- A. We need to clearly define the nature of the conflict
- B. I will evaluate the outcomes of our strategies on a monthly basis
- C. Let's create a time line for the implementation of our strategies
- D. Hopefully, each group can understand each other's perceptions of the issue
Correct Answer: B
Rationale: The correct answer is B because evaluating the outcomes of conflict resolution strategies on a monthly basis is characteristic of the final stage of conflict management, which involves assessing the effectiveness of implemented solutions. This step allows for ongoing monitoring and adjustment, ensuring sustained improvements in communication.
A: This choice focuses on defining the conflict, which is more aligned with the initial stages of conflict resolution.
C: Creating a timeline for implementation is important but pertains more to the planning phase rather than the final stage of conflict management.
D: Understanding each other's perceptions is crucial for resolving conflicts but does not specifically address the final stage of evaluating outcomes.
A nurse leader overhears gossip about a staffing decision. What is the best initial response?
- A. Confront the group immediately
- B. Investigate the source discreetly
- C. Ignore it as typical workplace behavior
- D. Announce a policy against gossip
Correct Answer: B
Rationale: The correct initial response in this situation is to choose option B: Investigate the source discreetly. This approach allows the nurse leader to gather accurate information before taking any action. By investigating discreetly, the leader can determine the validity and seriousness of the gossip without escalating the situation unnecessarily. Confronting the group immediately (option A) may lead to hostility and further rumors. Ignoring it as typical workplace behavior (option C) could result in the issue persisting and potentially causing harm. Announcing a policy against gossip (option D) may be premature without understanding the specifics of the situation. Overall, discreet investigation is the most effective way to address the issue initially.
When a nurse refuses to work with a specific colleague, the manager should first:
- A. Force them to work together
- B. Ask the nurse for the reason privately
- C. Transfer the nurse to another unit
- D. Discipline the nurse for insubordination
Correct Answer: B
Rationale: The correct answer is B: Ask the nurse for the reason privately. This approach allows the manager to understand the underlying issue causing the nurse to refuse to work with the colleague. By addressing the root cause, the manager can work towards a resolution that benefits both parties. Forcing them to work together (A) may escalate the conflict. Transferring the nurse (C) without understanding the issue may not solve the problem. Disciplining the nurse (D) without investigating further can harm morale and lead to further conflicts. Asking for the reason privately (B) promotes open communication and helps in finding a constructive solution.