Project Materials

CONFLICT MANAGEMENT SKILLS OF NURSE TUTORS IN BASIC SCHOOLS OF NURSING

ABSTRACT

This study evaluated the dispute resolution skills of Nurse Tutors at Enugu State Basic School of Nursing. Conflict prevails in basic nursing schools, resulting in strained relationships, collapsed agreements, low academic achievement, and so on. It becomes vital to analyse, particularly in institutions where conflicts abound, whether nursing tutors have the requisite abilities to mediate the disagreement, as the findings may necessitate training for them. The goal of this study is to evaluate the conflict resolution abilities of nurse tutors at Enugu State Basic Schools of Nursing. The study used a descriptive survey method and was conducted in three (3) basic schools of nursing in Enugu State. All (50) nurse tutors teaching at the three Basic Schools of Nursing were utilised. The data was collected using a modified Thomas Kilman-generated questionnaire. The data was analysed using descriptive statistics. The results were reported in tables as percentages, averages, and standard deviations; the t-test and ANOVA were employed to evaluate the hypothesis. Many nurse tutors excelled in stress management and dispute resolution. The overall mean is 4.74 SD = 0.666, and the majority of respondents rely heavily on social skills when dealing with conflict. The overall mean is 5.10 (SD = 54). The majority of respondents employ avoidance skills in conflict management to a moderate extent (mean = 3.99, SD = 101), although many of them use collaboration skills extensively. Overall, the mean is 4.5, with a standard deviation of 50. The majority of respondents employ competing abilities in conflict resolution moderately, with an overall mean of 4.10 and a standard deviation of 0.69. Hypothesis 1: There is no significant difference between male and female nurse tutors in their conflict management skills overall (F-test =.33). Hypothesis 2: There is no significant relationship between nurse tutors’ conflict management skills and their cadre (overall F-test =.33).

Chapter one

INTRODUCTION

Background of the Study

Man is a social being who interacts with others, which may not always yield the desired results. Individuals from various backgrounds exist in society, each with their own unique perspective and attitude to life. This leads to conflicting points of view, disagreement, competition, arguments, suspicions, anguish, and so on.

As a result, conflict will inevitably arise. Conflict is a natural aspect of everyday life, and everyone experiences some form of conflict at some point in their lives.

Thus, Reece and Brandt (2006) characterised conflict as persons working for their chosen end, which if achieved, hinders others from achieving their preferred conclusion, resulting in antagonism and a breakdown in human relationships.

According to Johnansen (2012) and Kelly (2006), conflict arises as a result of a perceived danger to one’s wants, interests, and/or concerns and has to do with arms, fighting a war, a struggle between opposing ideals or goals, or a clash of feelings or interests.

Carnevals, Pruit, and Seilheimer (2007) describe conflict as a complicated process influenced by dispositional, environmental, and interpersonal factors.

The definitions suggest that conflict is complex, with many different types and causes. Disagreement over issues that lead to competition and fight for finite resources as a perceived threat to one’s interests is an evident source of conflict.

The specific causes vary depending on the environment, and conflict can occur in any aspect of life, including the home, the job, and organisations or institutions. Organizational|institutional disputes stem mostly from competition for organisational resources.

Workplace conflict can also be caused by poor communication, a lack of employee motivation, and/or unfair treatment in terms of task allocation, responsibility, and authority, as well as benefit distribution (Morrison, 2008).