Conflict is a natural and inevitable condition in organizations. Conflicts occur every day in a variety of situations ranging from emotional disputes between coworkers, to disputes between departments over lines of authority, to legal disputes involving multiple organizations. According to Sullivan and Decker (2009), conflict is defined as the consequence of real or perceived differences in mutually exclusive goals, values, ideas, attitudes, beliefs, feelings, or actions within an individual, between two or more individuals, at within a group or between two or more groups. Conflict arises for many reasons and can be characterized in numerous ways. Jehn (1995) discusses types of conflict regardless of level, such as conflict over task content, emotional conflict, and administrative conflict. Furthermore, conflict can be a beneficial or detrimental situation for the organization and/or those involved. Considering the statistics, DelBel (2003) states that nurses worldwide are three times more likely than any other professional group to experience workplace violence, and health workers in the United States (US) face a risk of conflict 16 times higher than other services. workers. Furthermore, more than half of workplace assault reports in the United States come from the healthcare industry (DelBel, 2003). Therefore, it is incumbent on nurses to understand that conflict can be successfully managed through understanding and applying various conflict management techniques and negotiation skills. While not all workplace conflicts are avoidable, research indicates that a significant portion of conflicts are preventable. The purpose of this article is to provide a description of an incident that occurred during clinical hours, des...... half of article ......management strategy. In one particular study, Sportsman and Hamilton (2007) determined the prevalent conflict management styles chosen by nursing students. In a convenience sample of 126 health professions students, approximately 84% chose a collaborative style when faced with conflict (Sportsman & Hamilton, 2007). Men were more likely to choose avoidance, followed by compromise (Sportsman & Hamilton, 2007). The avoidance approach is unassertive and non-cooperative because you evade the conflict without trying to satisfy either person's concerns. According to GE Healthcare (2009), this approach should rarely, if ever, be used. It should only be used when you want to avoid certain emotional conflicts and issues where you can achieve little. Furthermore, avoidance leads to poor communication, which is one of the antecedents of conflict (Johansen, 2012).