THE DISCUSSION WAS:
Make sure to address all parts of this discussion:
1. Consider the healthcare work environment and identify two specific sources of conflict.
2. Provide two strategies a nursing leader can apply to reach a successful resolution to the conflict.
3. You may respond hypothetically if you are not currently working in a healthcare setting.
FOR THIS PART I SAID:
Healthcare conflict Resolution
In the medical-surgical unit, conflict can arise from various sources. Firstly, miscommunication between healthcare professionals can lead to misunderstandings and mistakes in patient care. Patient care is often complex, and healthcare professionals may have divergent opinions on the best course of action, leading to tensions (Kadir, Shenoda, & Goldhagen, 2019). Additionally, varied communication styles among team members, such as between nurses, physicians, and support staff, can result in misunderstandings and conflict.When there are limited resources, such as staffing shortages or equipment may spack conflict among team members competing for these resources (Kadir, Shenoda, & Goldhagen, 2019).
Nursing leaders can implement effective communication strategies and promote interdisciplinary collaboration as way of conflict resolution. When there are clear channels of communication, regular team meetings, and the use of standardized communication tools can enhance understanding and reduce the likelihood of conflicts caused by miscommunication. Addressing conflicts related to resource allocation is by implementing a transparent and inclusive decision-making process. Nursing leaders can work towards optimizing resource allocation by facilitating open discussions about workload distribution, addressing concerns, and ensuring equitable access to essential resources (van Diggele, Roberts, Burgess, and Mellis, 2020).
In the medical-surgical unit, these strategies could enhance teamwork, improve patient care outcomes, and create a more positive work environment. By drawing on the principles learned, nursing leaders can contribute to a culture of effective communication and resource management, ultimately promoting better patient outcomes and job satisfaction and healthcare professionals (Bonache, Gonzalez-Mendez, & Krahé, 2019)
Reference
Bonache, H., Gonzalez-Mendez, R., & Krahé, B. (2019). Adult attachment styles, destructive conflict resolution, and the experience of intimate partner violence. Journal of interpersonal violence, 34(2), 287-309.
Kadir, A., Shenoda, S., & Goldhagen, J. (2019). Effects of armed conflict on child health and development: a systematic review. PloS one, 14(1), e0210071.
van Diggele, C., Roberts, C., Burgess, A. and Mellis, C., 2020. Interprofessional education: tips for design and implementation. BMC Medical Education, 20(2), pp.1-6.
BUT NOW I HAVE TO DO THIS:
Respond substantively to at least two other students. Comment on their identified strategies for resolving conflict. How do their responses compare to yours? Offer additional suggestions or insight.
THIS IS WHAT THE PEER SAID:
6-1 Managing Conflict as a leader
Hi class. I work in an operating room and there is a constant reminder that nurse leaders must possess conflict management skills. The OR environment incorporates people from all areas of the world, with different education levels, backgrounds, political and social ideas, and job categories. I have somewhat of a leadership role in the OR as the ear, nose, throat, and plastics RN surgical coordinator. Surgical coordinators train all new RN circulators in the service line they serve. In order to have an efficient and pleasant work day, the OR team which is comprised of a Surgeon, an anesthesiologist, a certified registered nurse anesthetist (CRNA), a surgical technologist (CST), an operating room assistant (ORA), and sometimes a student must work together. One issue that I dealt with upon entering the OR was power abuse on the part of a certain surgeon. If he did not stop the behavior, another strategy is escalation to risk management. Braverman (2021) said that personnel involved in an active conflict should be removed from the work environment due to the potential danger their behavior may present to patients, and the reasons for the dispute should be addressed.
As a Registered Nurse, this particular Surgeon felt he could demean staff, because he was a Surgeon, which was an absolute distraction from the flow of the case and offensive behavior. To combat this, as much as I do not enjoy conflict, I immediately called out the behavior as unprofessional and having no place in the operating room. As the nurse managing the room, I reminded the Surgeon that for the patient’s safety we have a clear understanding of each team members responsibilities that does not include beratement when the training nurse calls for the attention of the team to complete the patient sign-in process upon entering the operating room suite. We are encouraged to call out inappropriate behavior no matter who the staff person is at our facility, which I believe essentially promotes conflict prevention in certain cases; or at least a method of lessening the fear of conflict that some of my team members have expressed. Despite the fact that all employees of the organization complete yearly training on the topic through Human Resources requirements, stressful situations like conflict in an OR have no place, as research shows increased stressors from conflict can contribute to mistakes that can cause patient harm (Braverman, 2021). By getting right on top of the issue, nurse leaders can address and deal with the conflict. Braverman (2021) showed that efficient resolution of a conflict requires understanding the fundamental reason for the dispute and recommends several tactics to neutralize it, including forcing the opponent into an agreement, collaborating to find a solution (a win-win situation), and compromising or withdrawing. I do not see withdrawing as a positive option in my work environment. Surgeons are educated and should be reasonable upon enlightening them to agree when behavior is impeding work practices, and that it will not be tolerated. Braverman (2021) stated that the phenomenon of power abuse is attributed to humanity from the beginning of documented history, and today is no different; and that those in dominant positions often abuse their power to reduce criticism. I had a heightened situational awareness of the Surgeon’s agitated demeanor and was prepared to delay with it. Maintaining an assertiveness in my role, helps me communicate directly when conflict arises. People have different personalities and methods of dealing with conflict, as well as different meanings of professionalism. Knowing I cannot change the Surgeon’s personality, I focused on pointing out the behavior as having no credibility or place in disrupting the case. I could have referred the Surgeon to EAP employee assistance program but he probably would have escalated.
A second area of conflict in the OR is disagreements of scope of practice related to salary. A strategy a nurse leader can apply in this case would be to ensure that staff have clear perceptions of what their duties are, clear job roles, and a method of checks and balances so that work load is fair. As the RN circulator in a room, the ORA staff have reduced in numbers just as nurse staffing has decreased over the past few years. With the staffing loss across the board, our OR team comes together to complete not only our own work but extend help to ancillary staff as possible. With nurses and scrub techs cleaning and gathering equipment to get cases turned around efficiently, some of the ORA staff has become complacent with their job duties and have increasingly complained that they are unable to complete their daily expected tasks. These individuals have verbally stated to team members that “nurses and techs are paid more so they can do it” type of attitude. All healthcare workers are tired. I’m tired. I am responsible for assessing the patient before, during, and after the case with anesthesia to recognize any clinical decline or safety issues. We must document our interventions, care plans, and safely transfer the patient to recovery. In this area of conflict, as a nurse leader, it must be brought to the attention to the ORA’s that their job duties are the same as they have always been. There is a salary difference because nurses make clinical decisions and the ORA position does not include any clinical decision making. We all come together to help as we are able, but it is unacceptable to assume your team members should take over other’s job duties.
Howard and Embree (2020) hold that research indicates that practicing communication strategies before experiencing uncomfortable situations has been effective in improving nurse communication. They further that communicating with or confronting a coworker who is a bully is a seemingly abnormal undertaking; however, a positive work culture, as well as safe patient care, rely on effective and civil communication between coworkers (p. 138). As a nurse leader, Howard and Embree (2020) stated that creating an interactive educational intervention that is designed to encourage productive communication and dialogue among staff can be initiated. This is an opportunity to increase awareness and educate without picking on a few people, as the department is small and it is unfair to isolate a group I believe. The entire department would benefit, and could be proposed as a team building event. The research provided evidence to support that a team-directed, learner-paced e-learning educational activity may be an effective way to encourage productive communication and increase awareness and knowledge of incivility. A secondary goal of this research was to increase participants’ ability to engage in difficult conversations successfully, which all staff should be able to do. We are most successful in the OR when the sum of all of our parts and duties are in sync and all parties contribute as a team.
References
Braverman, A. (2021). Conflict resolution. Nursing Management, 52(9), 30–34. https://doi.org/10.1097/01.numa.0000771740.79361.1c
Howard, M. S., & Embree, J. L. (2020). Educational intervention improves communication abilities of nurses encountering workplace incivility. The Journal of Continuing Education in Nursing, 51(3), 138–144. https://doi.org/10.3928/00220124-20200216-09
Posts and responses must be evidence-based and include sources in the most recent APA form.
Write a post of 1 to 2 paragraphs.
Demonstrate more depth and thought than saying things like “I agree” or “You are wrong.” Guidance is provided for you in the discussion prompt.
Required Resources you can use:
Shapiro Library Article: https://ezproxy.snhu.edu/login?qurl=https%3A%2F%2Fwww.proquest.com%2Fscholarly-journals%2Fconflict-management-hospitals%2Fdocview%2F2213739181%2Fse-2%3Faccountid%3D3783
This article identifies conflict experiences and strategies employed by hospital managers to handle conflict in their organization.
Shapiro Library Article: http://ezproxy.snhu.edu/login?url=http://ovidsp.ovid.com.ezproxy.snhu.edu/ovidweb.cgi?T=JS&CSC=Y&NEWS=N&PAGE=fulltext&AN=00005110-201903000-00007&LSLINK=80&D=ovft
This article reviews leadership style and its effect on workplace bullying.
Resource: https://learn.snhu.edu/content/enforced/1422116-NUR-400-J2088-OL-TRAD-UG.23EW2/Course%20Documents/NUR%20400%20Executive%20Summary%20Example.docx?_&d2lSessionVal=9aiV3TuSybHNPqvvRmVop1BVo&ou=1143199&_&d2lSessionVal=GYQgkX1o50IlJWhBhKQx6bUj2&ou=1422116
This is an example of an executive summary that students can use as a template for the Leadership Interview Reflection and Executive Summary assignment.
Additional Support (Optional)
Shapiro Library Article: https://ezproxy.snhu.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=psyh&AN=2016-22084-004&site=eds-live&scope=site
This article talks about the importance of organizational communication and its impact on conflict and stress.
Article: https://hbswk.hbs.edu/archive/crafting-a-powerful-executive-summary
Harvard Business School presents tips for creating an effective executive summary.
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