Structured Reflection using Johns reflective model

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John’s Reflective Model

John’s Reflective Model


Workplace conflicts are a common issue which is often experienced and particularly in the nursing field (Valentine, 2001). These conflicts may have either positive or negative impacts. The positive impact may come about when the conflicts are utilized as factors which may trigger personal growth, organizational changes, productivity, and innovation (Roberts, Demarco, & Griffin, 2009). Workplace conflicts may also interfere with staff motivation (Roberts, Demarco, & Griffin, 2009). Notably, health care settings are typically stressful environments. The stressful conditions are what often lead to personal conflicts which occur between colleagues. Following this, the nursing managers often use between 25% and 40% of the working time just to deal or resolve conflicts (Farrell, Bobrowski, & Bobrowski, 2006). Although the management of conflicts in the workplace is time-consuming, it is a necessary undertaking for physician leaders (Valentine, 2001).

Conflicts may be from the staff and physicians, or between the patient’s family or the patient and the health care team. The conflicts in a nursing setting may range from simple disagreements to huge controversies which may result in violence or litigation. Conflicts have been attributed to be one of the primary reasons for high rates of employee turnover, the impediment of efficiency, and limiting staff contributions (Rosenstein, 2002). Therefore, the paper will seek to use John’s model of reflection (Barr, & Dowding, 2016), to develop a structured reflection on the workplace conflict as it was experienced.

Description of Experience

I had been allocated the day-shift for that week and my colleague Marvis was on the night shift for that week. However, for almost three days, I felt like Marvis had been following me closely. Every time that Marvis reported for duty, she had been feeling like she had an extra burden of handling tasks that were left over by me during my day-shift. Therefore, she had to deal with the pending tasks first before she could begin her night shift. On my side, I felt like I was being harried for those three days. My day shift had been extremely busy, and despite my feeling sorry for leaving some tasks pending for Marvis, the night shift nurse, I felt justified in doing that because I perceive nursing to be a 24-hour profession. The conflict between Marvis and I continued to brew for a while, and I was getting to a point which neared my tolerance peak; at the same time, the conflict was about to escalate. I was certain that Marvis was feeling the tension that was between us but just ignored so I could ‘bring it on’ but I just decided to compromise for the sake of our much-needed cooperation.


In our ‘unspoken’ conflict between Marvis and I, I decided to compromise which I believed would have resulted in making concessions. Since the conflict between Marvis and I was not healthy for me and my productivity, I decided to work extra hard so I would ensure that I did not leave any, if possible, pending tasks which would take her a long time to handle. If there were any pending tasks, I would ensure they were not demanding so much. I undertook to compromise just so I could leverage her and so that the tension between us could subside because it was not beneficial for either of us. However, as time went by, I came to the realization that my compromising just offered a temporary settlement at least until our alternating day and night shift was over that week. Since we are like workplace partners, we found ourselves being teamed up on many occasions. Slowly, I realized that I was becoming cynical, and was losing the sight of our long-term professional goals. It is until this moment that I realized compromising was not the best approach to managing our conflict.

Influencing Factors

My decision to compromise on the conflict that existed between Marvis and I was influenced by various internal and external factors. One is that I am not the kind of person who would wish to be in the middle of conflicts and controversies. I do not like being the center of attention especially because I do not like people shunning to work with me because I am a ‘troublemaker.’ Therefore, although I was at a point where I almost lost my cool, I just decided to keep things on the low, so I could not tarnish my name to my colleagues and employee. Another factor was because out Manager had just recently warned us of being in conflicts. Recently, there was a violent altercation among our colleagues that resulted from a small conflict. After the two had been suspended for more investigation, a warning was issued to us that we were required to try and solve our conflicts and if we could not do that we may involve the Manager. It was not my wish to go that far just because of the shift woes.

Alternative Actions

In my view, I think I could have dealt with our conflict in a better way. One of the best choices that I had was to collaborate in the process of problem-solving. Collaborating during a conflict is indeed an actual problem-solving approach (McVicar, 2003). In doing so, Marvis and I could have discussed our conflict with an open mind where we would manage to come up with a mutual solution. We would have brought both of our perspectives to the table and merge them together with our work and insights without the need to involve third parties (McVicar, 2003). We could also take to help each other to work on our communication skills because expressing oneself in an appropriate way plays a significant role in dealing with such conflicts. This is also what our Manager encouraged us to do. Through proper communication skills, the risks of getting into conflicts can be minimized and more so, will aid in resolving the existing conflicts in a positive manner (Tomey, 2009). Thus, in my view, collaboration and better communication skills could be better choices for me when it comes to conflict resolution.

Learning Needs

Conflicts are inevitable in the workplace and especially in the nursing field which is very demanding. Therefore, one of the learning needs would be developing a mutual support base (Pines et al., 2012). Since nurses often have a lot of work to do, without adequate assistance from each other, building a high-performance nursing team would assist nurses in resolving conflicts while at the same time encourage the nurses to use humor often to reduce the workplace stress (Pines et al., 2012). Another aspect that I identified was the need to obtain power from positive. When the nurses work under an organizational structure that is positive, then it would be easy to resolve the workplace issues and especially handling conflicts (Rosenstein, 2002). Therefore, it is upon the management to create a positive organizational structure that will be conducive for every staff member in the workplace and act as a source of positive energy from which the employees can draw positivity from.


Nursing is a professional field that is characterized by a lot of stressful conditions which is why numerous conflicts exist. The paper has presented a type of conflict that I found myself in, and I decided to solve it through compromising. However, I later figured out that I could have dealt with it through collaborating with my colleague and help each other work on their communication skills. In a nutshell, The John’s model of reflection assisted me to evaluate the influential factors, alternative actions, and the learning needs.


Barr, J., & Dowding, L. (2016). Leadership in health care (1st ed.). Los Angeles, Calif. [u.a.]: Sage.

Farrell, G. A., Bobrowski, C., & Bobrowski, P. (2006). Scoping workplace aggression in nursing: findings from an Australian study. Journal of advanced nursing, 55(6): 778-787.

McVicar, A. (2003). Workplace stress in nursing: a literature review. Journal of advanced nursing, 44(6): 633-642.

Pines, E. W., Rauschhuber, M. L., Norgan, G. H., Cook, J. D., Canchola, L., Richardson, C., & Jones, M. E. (2012). Stress resiliency, psychological empowerment and conflict management styles among baccalaureate nursing students. Journal of advanced nursing, 68(7): 1482-1493.

Roberts, S. J., Demarco, R., & Griffin, M. (2009). The effect of oppressed group behaviours on the culture of the nursing workplace: a review of the evidence and interventions for change. Journal of Nursing Management, 17(3): 288-293.

Rosenstein, A. H. (2002). Nurse-physician relationships: Impact on nurse satisfaction and retention. AJN The American Journal of Nursing, 102(6): 26-34.

Tomey, A. M. (2009). Nursing management and leadership. Elsevier, Missouri.

Valentine, P. E. (2001). A gender perspective on conflict management strategies of nurses. Journal of Nursing Scholarship, 33(1):69-74.