The second case of the conflict may be difficult to resolve owing to the fact that a change in cultural norm is a gradual affair and would in cooperate systematic agreement and understanding of each other’s situation to resolve the conflict (Hansen, 2008).
In an attempt to analyses and understand the nature of conflict and conflict resolution, this paper will draw from a conflict whereby an old fashioned, old school white woman from the southern states of US and in her late 70’s arrives as a new patient in a facility where a young black CAN-T (Nurse) works. As a result of the socio-cultural way of life in the southern states of America, black members of the society are called “colored." The new patient persistently calls the CAN-T colored despite pleas from the nurse to be referred to by the title or by name. The CAN-T feels offended by the persistence in the naming and perceives this to be racially instigated thus reports the matter to the director of nursing in the facility. Nevertheless, the new patient does not feel offensive and affirms that she has a right and freedom to speak. The situation thus results in a conflict as much as the new patient does not want a change of the nurse, as the CAN-T has been so good in delivering her services.
Descriptively, this nature of a conflict falls under the category of a health worker to patient conflict. This kind of a conflict can in most cases interfere with the quality of services the nurse would offer the patient, thus instead of providing a primary nursing services, the nurse may only manage the conditions and procedures of the patient and not the patient (Nan, 2011).
The conflict under study has more implications for the nurse as the patient feels she is right to call the nurse in the way she deems right. Psychologically, the conflict has a tremendous impact on the nurse in terms of stress, anger and sadness. The