Nursing Conflict Resolution Paper

Nursing Conflict Resolution Paper Nursing Conflict Resolution Paper Please create a nursing related scenario about a conflict. This is a conflict resolution management paper. Use the attached rubric and sample below. Please only use the sample as a guide. Also, let me know the choose scenario prior to completing the assignment. conflict_negotiation_assignment__1.docx nurs_412___conflict_management_rubric__2_.docx ORDER NOW FOR CUSTOMIZED AND ORIGINAL ESSAY PAPERS Running Head: CONFLICT NEGOTIATION Conflict Negotiation: Assignment #1 NURS 412 Transition into Professional Nursing Practice – Clinical Prodencia Andongcho Brittanie Bartz Annia Bastien Christian Ngale Joveninena Ojong Sandrine Socktchamba Bowie State University Dr. Denise Jarboe DNP, RN, CCRN 1 CONFLICT NEGOTIATION 2 Assignment # 1 – Conflict Negotiation – Lab Simulation Through role-play and discussion, this lab simulation will help students practice problem-solving skills, communication techniques and effective conflict resolution management. Scenario: Conflict between the nursing staff and the Hospital Administration has risen due to a new policy change. The nursing managers notice the staff’s change in behavior, she/he decides to schedule a meeting to discuss the new changes with the staff. She/he wants the staff to share their feelings regarding the policy change. Roles: Christian (Morning Shift Nursing Manager), Prodencia (Morning Shift Nurse 1), Sandrine (Morning Shift Nurse 2), Joveninena (Evening Shift Nursing Manager), Annia (Night Shift Nurse 1), Brittanie (Night Shift Nurse 2). MEMO To: All Nursing Staff From: Bowie State Hospital Administration cc. CEO; Human Resources Date: 2/14/19 Re: Policy Change Effective April 1st, 2019, all nursing staff using Electronic Health Records will be required to type an average of 60 words per minute. Evidenced based studies have proven that nurses whose typing speed averages are above 60 words per minute spend more time with patients and less time with documentation. The week of 2/25/19, all nursing staff will be required to take a timed keyboarding test. All nursing staff who score below 60 wpm will need to schedule a meeting with human resources. Any questions or concerns, please contact Human Resources. Thank you. Kindest Regards, Bowie State Hospital Administration CONFLICT NEGOTIATION 3 Situation: Christian and Joveninena hold a meeting with morning and evening shift nurses to discuss the new policy. Antecedent: Frustration regarding policy change. Perceived and/or felt conflict: Prodencia states that this new policy change is unfair, she can barely type the average 30wpm. Sandrine decides that she will not participate, proclaiming to have sent out her resume to other hospitals. Brittanie feels as though Annia hasn’t been communicating with her lately ever since she found out that Brittanie passed the test. Manifested Behavior: Disgruntled employees; threats to resign; limited communication between night shift nurses. Conflict Resolution or Suppression: The nursing managers replicated an effective conflict management model that recognized and consulted with the staff immediately. Provided a neutral environment, brainstormed, and collaborated with team members to help find an alternate solution. Alternate solution: 10-week keyboarding class, bi-weekly remediation, test result updates, etc. Resolution Aftermath: The administration agreed on the proposal provided by the nursing managers after meeting with their team. Nursing Conflict Resolution Paper Conflict resolved. Discussion: Effective communication is vital to therapeutic nurse-patient relationships. The nurse has an instrumental role in content delivery of a message due to the huge responsibility of relaying accurate, clear, and concise information to the multidisciplinary team as well as to the client. Consequently, conflict happens between clients, colleagues, and even intrapersonal conflict relating to issues of ethical concern. During clinical, conflict management techniques were presented and analyzed to determine which techniques were appropriate based upon hypothetical circumstances. CONFLICT NEGOTIATION 4 Overton & Lowry stated that frequent causes of conflict include “a lack of clarity of expectations and guideline, poor communication, lack of clear jurisdiction, personality differences, conflicts of interest, and changes within the organization” (2013). The aforementioned scenario involves conflict caused by an organizational change. Behaviors influenced by the result of conflict can include bullying, limited communication, and violence whether it be verbal threats or physical assaults (Overton & Lowry, 2013). The article, “Conflict Management: Difficult conversations with Difficult People”, the authors summarized some common ideologies linked to conflict management models. Firstly, conflict is inevitable with pros and cons resulting depending on how conflict was managed. Secondly, with active engagement instead of avoidance, positive outcomes result. Thirdly, motivation is a key element in all parties involved—to address conflict. Additionally, self-awareness of one’s own reactions should be acknowledged and the environment to resolve conflict should feel safe and remain unbiassed. The nursing managers recognized conflict early instead of avoiding the situation between staff members. They consulted with their team members whilst providing a safe, confidential, and neutral environment. After conversing with their team members individually, each manager engaged their staff to brain storm ideas to present to the hospital administration with alternative solutions. Brainstorming with team members helps aid in unification of members, finding commonalities and helping one to feel like their needs are being heard (Overton & Lowry, 2013). Once everyone has shared their preferred solutions, the managers present the agreed notion to the administration. The plan included a timeline and a follow-up plan to help aid the administration to consider their alternative solution. Since a plan without a timeline and or follow-up plan isn’t implemented, behaviors will only change for a period; thus, returning to old patterns (Overton & CONFLICT NEGOTIATION 5 Lowry, 2013) and the goal/result wouldn’t be accomplished successfully. Consequently, an unsuccessful result could potentially alter any future consideration from the administration if another policy change were implemented where collaboration would cease to exist. During clinical, conflict management techniques were presented and analyzed to determine which techniques were appropriate based upon hypothetical circumstances. Effective communication is vital to therapeutic nurse-patient relationships. Nursing Conflict Resolution Paper The nurse has an instrumental role in content delivery of a message due to the huge responsibility of relaying accurate, clear, and concise information to the multidisciplinary team as well as to the client. Consequently, conflict happens between clients, colleagues, and even intrapersonal conflict relating to issues of ethical concern. The nursing managers replicated an effective conflict management model that recognized and consulted with the staff immediately. Provided a neutral environment, brainstormed, and collaborated with team members to help find an alternate solution. CONFLICT NEGOTIATION 6 Reference Overton, A., & Lowry, A. (2013). Conflict Management: Difficult Conversations with Difficult People. Clinics in Colon and Rectal Surgery, 26(04), 259-264. doi:10.1055/s-00331356728 Conflict Management Rubric Excellent (30 Points) PROBLEM SOLVING SKILLS Uses past knowledge to successfully resolve a conflict, collect facts and data, determine available options, pick a solution and implement, and modify or change if required. Average (16-29) Poor ( 0-15 Points) Uses past knowledge, collects facts and data, no available options identified, solution not determined No past knowledge used, no facts or data collected, no available options identified, no solution and no modification or changes. Total of 30 COMMUNICATION TECHNIQUES Uses therapeutic communication techniques, active listening, open ended questions, reflecting, summarizing etc. Uses some therapeutic techniques, unaware of non verbal communication techniques. Makes accusations Does not use any therapeutic communication skills, does not allow other party to present their argument, use of defensive body language, non verbal cues that are threatening. of 30 EFFECTIVE CONFLICT RESOLUTION MANAGEMENT Review the agreements made for the project by all parties. Review the roles of each team member and responsibilities of each member. Review discussions for potential issues and agreements made Reviews the roles but not responsibilities. Due dates not clearly established. Team members unclear of their participation in the project. Argumentative with responsible party, no discussion was established prior to start of the project of each member’s role and responsibility and need for assistance in light of potential issues. 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