Conflict management styles of nurse managers and influencing factors in children’s hospital, Vietnam

Objective:This study aimed to describe the conflict management styles and identify factors affecting the conflict management styles of nurse managers.Materials and Methods:A cross-sectional study was conducted by interviewing nurse managers with a questionnaire,including the Rahim Organizational Conflict Inventory-II Form B,used to assess an individual’s approach to conflict management across five styles:cooperating,competing,compromising,obliging,and avoiding.Results:A total of 30 nurse managers participated in this study.The mean scores of the cooperating style were the highest at 4.3±0.4,followed by a compromising style at 3.4±0.5,an avoiding style at 3.1±0.6,an accommodating style at 2.9±0.7,and a competing style at 2.8±0.8(χ^(2)=66.624,P<0.001).The mean scores for avoiding style among bachelor’s degree nurse managers(3.2±0.6)were higher than those of master’s degree nurse managers(2.7±0.6)(P=0.036).Nurse managers over 40 years old,holding a managerial position for≥10 years,and frequent conflict handling rated higher mean scores for the cooperating style than their counterparts(P<0.05).Conclusion:The cooperating style was the most commonly used conflict management style among nurse managers.Factors affecting the conflict management style were age,education level,and experience in management and conflict handling.These findings are useful for developing interventions that enhance the competencies of nurse managers in conflict management.

Conflict management and perceived team cohesion of nurses in university hospitals

Objective Team cohesion is an essential component in a multidisciplinary team and can inspire the team to perform creative and complex works.This descriptive correlational study aimed to determine the styles of conflict management,levels of team cohesion,and the relationship between each style of conflict management and perceived team cohesion among nurses at affiliated hospitals of Dali University.Methods The sample consisted of 336 nurses from two university hospitals in Yunnan province,selected using the proportionate sampling method.Research instruments included demographic data form,Dutch Test for Conflict Handling(DUTCH)and Group Cohesion Scale.The Cronbach’s alpha coefficient for the five subscales of DUTCH were the following:forcing(0.83),yielding(0.81),avoiding(0.88),problem-solving(0.85),and compromising(0.84).The Cronbach’s alpha coefficient of Group Cohesion Scale was 0.83.Data were analyzed using descriptive statistics and Spearman’s rank-order correlations.Results The results of this study revealed that nurses were most likely to use avoiding conflict management style to deal with conflict situations,followed in rank order by problem-solving,compromising,forcing and yielding conflict management style.Nurses perceived team cohesion at a moderate level(x=4.43,SD=2.01).Additionally,conflict management associated with team cohesion.Conclusion The study findings revealed that avoiding was the conflict management style most frequently utilized by nurses,and nurses perceived team cohesion was at a moderate level.It is required to identify various strategies to improve team cohesion in multidisciplinary teams and develop a support system for nurses.

Research of Conflict Situation Management in Medical Organizations

Introduction: Conflicts are as natural a phenomenon in society as the seasons. It is difficult for a person to avoid them, but he can choose to take part in them or not. In any organization, including medical, this is a normal phenomenon inherent in the work of the workforce. The objective of the study was conflicts in the field of healthcare in the system “medical personnel of a healthcare institution, patients and relatives of patients”. Materials and Methods: The study of conflict in the team was conducted by medical and sociological methods using an anonymous questionnaire developed by us. Results: A study was conducted aimed at identifying the socio-psychological causes of conflicts and methods for their resolution in the organization of health care using the example of medical personnel. Conclusions: Conflict is an integral part of the functioning of any organization. The study confirmed the hypothesis that the conflict management process will be more effective when changing organizational processes as a whole.

The Relationship Between Cross-Cultural Conflict Management Levels and Employee Organizational Performance in Cross-Border E-Commerce Corporations in China

This research focuses on the cross-cultural conflict management of cross-border e-commerce corporations in companies on employee organizational performance under conflict management such as power distance conflict,individualism,long-term orientation,indulgence and avoidance of uncertainty as the independent variables and employee organizational performance such as quality,efficiency,and profitability of organizational tasks as the dependent variable.With the advancement of China’s reform and opening up and the implementation of the“One Belt,One Road”strategy,the globalized economy has penetrated into various countries and regions.China trade exchanges with other countries have become more frequent,and have also set up branch factories and branches abroad.However,there are certain differences between the branch company and the domestic culture in the actual operation process.If the cross-border e-commerce corporations cannot handle these contradictions and differences well,the company may face difficulties such as cultural conflicts.For this reason,this paper makes a deep analysis of this,taking the cross-border e-commerce corporations in Guangxi as an example,and points out the problems existing in cross-cultural management in this region and putting forward personal opinions and solutions to related problems,and putting forward feasible solutions,enhances the understanding of involving conceptualizations of cross-cultural communication conflict and its management in the frame of cross-cultural conflicts management theory and provides references for the formulation of cultural conflict management measures for cross-border e-commerce corporations.So that enterprises can gain a firm foothold in the international market competition,enrich and enhance their soft power,and enhance their international status in the development of multinational regions.The result of this research will not only answer existing research questions,but also introduce new ideas and new questions for future research.

Exploring the Integrated Conflict Management System in China

The perfection of labor law and enhanced legal awareness among employees have caused an increase in labor disputes in China.However,there are only a few studies that systematically analyzed conflict resolutions within organizations in China.In attempt to address this research gap,this study used the conflict management theory and classified the various mechanisms of the conflict management system using a quantitative research design approach,focusing on positing tools specific to the situation in China,as well as analyzed the effect of different conflict management mechanisms on employee outcomes,in hope that the findings would provide constructive suggestions for improving the management of Chinese organizations.

Managing Conflict in a Time Critical Environment—A Neglected Non-Technical Skill Submission for Special Edition—Team Management

The aim of this study was to the explore the nature of conflict and increase the understanding of the role of conflict as a non-technical skill, drawing on literature from organizational behaviour, leadership, patient safety and medical simulation. The review highlights the different conflict types in time critical settings, both emotional and constructive. It proposes that it may be possible to use this knowledge to enable team leaders and team members to be aware of “emotional” or “dysfunctional” conflict, and appreciate when it is about to escalate and consider strategies that could be useful in such a setting to defuse it. “Emotional conflict” is often exacerbated by stress and/or previous learned feelings of failure or helplessness. If individuals learn to recognise conflict does not have to be destructive and learn techniques such as reappraising a situation, active listening and good respectful communication with team members, the emotional climate in teams could be improved and useful discussion regarding patient care would ensue. Finally the study hopes to show how teams could make use of “constructive” conflict to improve team function, team member confidence and a flattening of hierarchies within the team.

Predictive Model to Evaluate Accommodation of Conflict Management Strategies and Board Performance of Oil and Gas Companies in Port Harcourt

This paper evaluates accommodation of conflict management strategies and board performances in oil and gas sector.The study details the re­flection of effectiveness,efficiency and productivity as the answer to thorough efficiency in accommodation of conflict management in oil and gas sector,these parameters in the system express their efficacy on con­flict management in these multinationals,this implies that for thorough efficiency,these variables must work simultaneously for effective and efficient in structural organization that can be a leading multinational sector in oil and gas environment.The study observed Linearized result from graphical representation explaining predominant lower efficiency and little higher efficiency in accommodation of conflict management in oil and gas companies.These experiences from the study monitor the system from generated simulation values that describe the growth rates in exponential phase of accommodation conflict strategic management.Despite exponential phase the results experienced lower parameters,when comparing on its variations showing its poor efficiency as observed in the study.Few periods observed higher effective accommodation on conflict strategic management.The developed model stimulation values were subjected to validation and both parameters generated favourable fits correlation,the study expressed the deficiency on accommodation of conflict management strategy thus developed models that can monitor the fluctuation and progressive state of accommodation on conflict manage­ment strategy,it defines the reflection of other parameters that express the behaviour of the system in terms of conceptual approach to monitor these type of strategic management in oil and gas companies.

Extremist Politics as an Instrument of Ethnic Assertions among the Bodos of Northeast India

Ethnic assertions worldwide have assumed different forms ranging from moderate methods of articulation of autonomy to extremist means of violent struggle. Resort to extremism by some sections of an ethnic group usually triggers inter-ethnic conflicts with other groups on the one hand and leads to confrontation with the state on the other. This paper seeks to examine the dynamics of this phenomenon in the context of Bodos, the largest plains tribe of Assam, a State of Northeast India. The paper enquires as to whether extremist politics has met the Bodo aspirations for self-determination or has intensified the conflicts and contradictions within the Bodo society with ramifications for other ethnic groups inhabiting the Bodo-dominated areas. It is also necessary to explore the responses of the Union and State governments to Bodo extremist politics for an understanding of the conflict management process.

A multi-objective multi-memetic algorithm for network-wide conflict-free 4D flight trajectories planning

Under the demand of strategic air traffic flow management and the concept of trajectory based operations（TBO）,the network-wide 4D flight trajectories planning（N4DFTP） problem has been investigated with the purpose of safely and efficiently allocating 4D trajectories（4DTs）（3D position and time） for all the flights in the whole airway network.Considering that the introduction of large-scale 4DTs inevitably increases the problem complexity,an efficient model for strategiclevel conflict management is developed in this paper.Specifically,a bi-objective N4 DFTP problem that aims to minimize both potential conflicts and the trajectory cost is formulated.In consideration of the large-scale,high-complexity,and multi-objective characteristics of the N4DFTP problem,a multi-objective multi-memetic algorithm（MOMMA） that incorporates an evolutionary global search framework together with three problem-specific local search operators is implemented.It is capable of rapidly and effectively allocating 4DTs via rerouting,target time controlling,and flight level changing.Additionally,to balance the ability of exploitation and exploration of the algorithm,a special hybridization scheme is adopted for the integration of local and global search.Empirical studies using real air traffic data in China with different network complexities show that the proposed MOMMA is effective to solve the N4 DFTP problem.The solutions achieved are competitive for elaborate decision support under a TBO environment.

Understanding stakeholder preferences for managing red foxes in different situations

Background:Red foxes(Vulpes vulpes)have historically been interacting with human societies,thus being an important component of socio-ecological systems.In Greece,farmers and hunters have been increasingly complaining about predation of red foxes on livestock and game,and the recurrence of rabies incidents has raised concerns about human and animal health.Understanding public preferences about management is necessary for successful wildlife management.This study aimed at investigating the preferences of north Greece residents for managing the negative impacts of red foxes and also at understanding variation between stakeholder groups:farmers,hunters,farmers-hunters,and the general public.Data were collected from on-site face-to-face surveys(n=746),between March and May 2017.Respondents were asked to rate their acceptability of management strategies under three impact scenarios:red foxes attack livestock,reduce game,and carry rabies.Results:Stakeholders preferred nonlethal management strategies,with generally high consensus,both between and within groups.Fencing and compensation were the most acceptable strategies for protecting livestock and vaccination and the removal of sick animals for eliminating rabies.Acceptability and consensus for lethal strategies were lower,with hunting being the most acceptable lethal strategy for hunters,especially when foxes threatened game or carried rabies.Doing nothing was becoming more unacceptable and lethal control more acceptable with increasing severity of the impacts,i.e.,livestock and game predation versus rabies transmission.Conclusions:Variation in the acceptability of and consensus for management strategies was considerable among scenarios,and both between and within stakeholder groups.Research implications could be used as a guide for reaching consensus for proper management strategies during the conservation conflict management process in the study area.As similar studies are scarce,findings might also prove useful elsewhere,especially in the northern hemisphere where native populations do occur.Findings about managing rabid red foxes would be particularly useful for countries where rabies has not been eliminated,particularly for neighboring Balkan and Asia Minor countries.Findings about managing red fox impacts on livestock and game would be most useful for European countries and especially Mediterranean countries with social and ecological conditions similar to Greece.