The accommodation approach to conflict resolution involves:

A. Involve patients in the discussion:Patients should never be involved in staff conflicts, as doing so breaches professionalism and may compromise patient trust and care quality. Conflict resolution should remain within the team.

B. Address the issue directly and mediate a solution:Effective nurse leaders confront conflict promptly, facilitating open communication and guiding the team toward a fair resolution. Mediation encourages understanding, restores teamwork, and maintains a positive work environment.

C. Ignore the problem and hope it resolves:Avoiding conflict allows tension to build, disrupts teamwork, and can negatively impact patient care. Proactive management helps prevent escalation and promotes a healthier workplace.

D. Choose a side and support one person:Taking sides increases division and resentment within the team. A leader must remain neutral, listen to all perspectives, and focus on resolving the issue fairly and collaboratively.

A. Leadership style should adapt to follower readiness and situation:Situational leadership theory emphasizes that effective leaders adjust their approach based on the competence, confidence, and needs of their team, as well as the demands of the specific situation, to optimize performance.

B. Management and leadership are the same:Management and leadership involve distinct skills; management focuses on planning and organizing, while leadership emphasizes guiding and motivating others. Situational theory specifically addresses adaptive leadership behaviors.

C. One leadership style works in all situations:Situational leadership rejects a “one-size-fits-all” approach. Flexibility is key, as different situations and team dynamics require different leadership strategies.

D. Leaders are born, not made:Situational leadership assumes that leadership skills can be developed and adapted, countering the idea that leaders are inherently born with their abilities.