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Introduction: Nowadays, hospitals are operating in a turbulent environment where organizations and institutions are searching for measures that will allow them to improve their performance and competitiveness. The achievement and stability of an organization depends on the ability of conflict recognition and the competency of leaders in managing conflict at workplaces Aim: Investigate relationship between leadership styles and conflict management strategies of head nurses at Mansoura University Hospital. Design: descriptive design. Setting: Mansoura University hospital. Subjects and methods: The total study sample composed of 90 head nurses. Data was collected by using Multi factor Leadership Questionnaire (MLQ) and Rahim Organizational Conflict Inventory-II (Rahim, 2010, 1983) .Results: revealed that there was statistically significant correlation between integrating, obliging and compromising conflict strategies practice with three leadership styles (P<0.05).There was diversity of using three leadership styles among head nurses sample based on different situations. The highest degree of opinion score related to practice of transformational leadership followed by laissez faire .The integrating strategy has the highly degree of practice followed by obliging. Recommendation: Encourage open discussion and effective communication policy, implementing educational program on conflict management strategies and leadership styles. Periodically check up for staff needs and problems and conduct an organizational conflict assessment. Good understanding of the strengths and weaknesses of the nursing team members in order to improve relations and manage conflict successfully. Promote critical thinking and the scientific method to solve problems by providing opportunities for staff nurses to express their opinion and participation in the development of new ideas and non-traditional solutions to improve performance.

Needs assessment defined as an assessment of which employees need training or development and what type of skills or knowledge they need to acquire. Innovation is the cornerstone of both clinical practice and health care organizational success. Managerial innovation in health service delivery and organization has become a central issue. Aim: to identify needs of nurse managers for managerial innovation skills at Assuit University Hospitals. Research design: descriptive resaerch design. Study subjects: (107) all nurse managers worked at Assuit University Hospitals. Setting: this study was done at Assuit University Hospitals (Main hospital, Pediatric hospital and Women health center). Study tools: managerial innovation needs assessment sheet. Results: there were core skills for managerial innovation as (69.2%) for asking probing questions to gather a large body of information, and (71.6%) for look for and obtain new responsibilities and (72.9%) for keeps an organized schedule, and provides workers with reminder for critical tasks. Conclusion: Nurse managers were need different skills required for managerial innovation. Recommendations: Provide training program for nurse managers about innovation. Provide climate and environment to serve inspiration of innovative ideas. Give reward and motivate by incentives to share innovation. Provide training program for new concepts of nursing management.

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