Conflict Between Two Nurses And The Day Shift Nurse Alexandria

As human being we all think, feel, behave and perceive life in different ways as we all have different expectations. Conflict is part of life and it can be part of any situation. Especially in nursing field where working as a team is highly emphasized, every member of the team collaborate together in order to meet patient needs and improve patient outcomes. That being said, nurses have to collaborate with coworkers that have different social groups, ethnic, and educational backgrounds. This paper will give a synapsis about a disagreement that happens between a register nurse (RN) and a license practice nurse (LPN) in a forty bed medical surgical unit with sufficient staff coverage with RNs LPNs and UAPs. As the manager of this unit, while

Conflict is an unfortunate part of life and it is truly inevitable, however in the field of nursing it can be detrimental. “Conflict is defined as the discord that results when two or more parties have opposing or incompatible ideas, beliefs, or goals.” (Schub & Schub, 2015). Within healthcare settings there are an outstanding number of differences in opinions that could potentially lead to conflict throughout a number of different levels of the employees. Focusing in on one of those areas would be the nurse to nurse, or horizontal/lateral violence.

Conflict, in my opinion, is when a disagreement occurs between two or more people, someone having an opposing view or even an internal conflict such as “should I eat the entire box of cookies”, just to name a few. In fact, according to Baack (2012), conflict is “circumstances in which one party negatively affects or seeks to negatively affect another party” (Sec. 7.3). What this means

Obvious communication, listening, and understanding the focus of the dispute are the factors for being effective. Nursing managers may often be involved in a conflict as an individual, an administrator, or a unit representative. A manager is expected to confront staff when a discord develops (Sullivan, 2018). It is also imperative a nurse manager abides by her professional responsibilities and executes practical conflict resolution techniques to diminish low morale and stress among her staff (McKibben, 2017). She must modify her conflict management skills to a likely situation (Saeed et al., 2014). In order for the nurse manager to handle the conflict, it is helpful to understand the people involved. Positive management promotes mutual respect, refines working relationship, and restores staff retention (McKibben,

Everyone has to deal with conflict: both in the workplace and personal lives. Fresh nurses too have to witness this at their new work setting.

Both sides assume the problem is caused by the other side. Nancy sees Sheila and corporate as a threat to the way she manages and protects her nurses. Sheila and corporate see Nancy’s inflexibility as a sign of her unwillingness to work together for the benefit of the system as opposed to just MOMC.

2. Explain the cause of the conflict and discuss whether it was resolved. The conflict was the result of a few clear things that the two employees didn’t see or notice either.

I was particularly impressed by way this meeting dissected critical issues. The participants of this gathering welcomed openness and honesty from all. This meeting investigated ethical issues regarding patient care, and scenarios in which one’s discretion licensed him/her to question a patient’s judgments. This gathering also addressed the issue of productivity, in terms of sustaining it and enhancing it amid a taxing and demanding environment. The participants then proceeded to address common relational issues, which involved disagreements among nurses, and conflict mitigation. After witnessing the dynamics of this meeting, it became readily apparent that conflict

Value conflicts focus on personal beliefs that you hold near and dear. Value conflicts usually surface in personal relationships. For example, my boyfriend and I have been dating for 6 months. We have discussed marriage with children. I am Catholic and he is a non-denominational Christian. When we discuss marriage, he constantly reminds me that he doesn’t believe in Catholicism. I am a practicing Catholic, he is not a practicing Christian. We have both decided that eventually we will come to a compromise where both of our religious needs will be met.

In conclusion, Sherry and James are both responsible for ensuring safe, quality, patent-centered care and must work as a team to accomplish this goal. If a conflict is managed appropriately, it can lead to increased productivity and better patient outcomes (Huber, 2014). Nurses must learn communication techniques and conflict resolution strategies and create a win-win situation for everyone, especially the patient (Huber,

As a nurse manager, if this problem were presented to me today, I would try to use collaboration to address the issue. Getting both sides to recognize and work toward a common goal is important. Although there are times when this approach may not work due to time constraints or other reasons. My nurse manager also used the strategy of third party consultation. Marquis and Huston (2015) suggest confrontation, third party consultation, behavior change, responsibility charting, structure change, and soothing one party as strategies to manage conflict. This was an effective strategy to use to assure her and the staff nurses that the conflict was being handled appropriately. This would be a good technique for me to utilize, as it would give me reassurance of doing the right thing.

As nurses, it is imperative that we have skills to deal with conflict we encounter throughout the day. Some conflicts are easily handled with simple solutions; other disagreements can persist for weeks or even months and never be handled in a proper way to resolve the situation. The later kind of situation can create resentment, anger, and animosity between employees or colleagues. In this paper I will describe a conflict situation with resolution strategies used by the confronter, discuss other ways to resolve the conflict, and discuss the conflict theory most beneficial to use with a diverse group of people.

At various times of our daily life, there is a need to express ourselves well. It could be in a presentation of a work in college, or in the delegation of a task. Knowing how to communicate is fundamental, and will make a difference. In your presented situation, both parties didn’t communicate well. It is unbelievable to think that the way that the experienced nurse talked to the novice nurse created this whole situation. And all of this could have been different, if the experienced nurse used a different type of communication and approach.

The purpose of this essay is to describe a situation from practice related to communication between nurse and patient. The Department of Health (2003) defines communication as ‘a process that involves a meaningful exchange between at least two people to convey facts, needs, opinions, thoughts, feelings and other information through both verbal and non-verbal means.’

Though the issue looked like personal conflicts on the face, it actually stems from the friction between two departments fundamentally different in their working methods and thought processes. The fact that the two managers, Ellen and Ronnie, with different working styles leading these two departments has only compounded the problem. Ellen’s complaint was that Ronnie’s team is not sending their timesheets in time, which is leading to late payments from the insurer and shortage in cash flow. Even Ronnie acknowledges this but the solution appears to be different in each other’s minds. Ronnie is adamant that they just need more time, while Ellen is saying that genuine effort is required, not just time extensions. As much as