R A charge nurse brought forward a complaint regarding a relationship with Nurse X. The charge nurse reported that over a period of six months, since her appointment to the unit, tension continued to escalate between the two, and at the time of the complaint the charge nurse indicated that she felt as though she was working in an unhealthy, hostile environment. The charge nurse could not identify when the conflict began but did recognize that an on-going deterioration of the relationship had resulted and that a series of small events contributed to the problems. The individuals were no longer speaking directly to each other unless absolutely necessary. The other staff members noticed that communication was significantly impacted and even information regarding patient care was shared with limitations. The charge nurse reported that the two individuals had very different work styles and approaches to patient care. She reported feeling that Nurse X was a strong personality that others avoided for fear of disapproval or reprisals. She felt as though she was excluded from the group of seasoned employees because she was new to the unit, essentially an outsider. She felt that a power imbalance existed and that Nurse X held a great deal of influence over others, regardless of the fact that she was in a leadership position. Additionally, the charge nurse believed that the respondent did not complete her work and this perception contributed to the conflict. Discuss the conflict styles being demonstrated in the above case scenario. If you were the healthcare supervisor to whom the charge nurse reported this situation, how would you handle it? What conflict management techniques would you use and why