Conflicts The Unspoken And The Unseen

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.

According to Pidgeon (2017) conflict resolution is a competencies that all leaders must acquire to successfully lead a group of people. Specifically, “conflict resolution is defined as the ability to find amicable solutions to a conflict when it occurs between multiple parties” (Pidgeon, 2017, p. 340). As the assistant director and leader for ambulatory services, it is my responsibility to respond to the complaint made by a physician, who is also an important customer, about the clerk and director of nursing (DON).

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.

It is clear that the nurses in the evening shift violated 1.5 under provision 1 of the ANA Code of Ethics, Relationships with colleagues and others. (Nursing World, 2012) All nurses should commit to the fair treatment of individuals with other colleagues as well as patients and their0020family members. It was clear that the patients were getting unfair treatment from the nurses in the evening versus the nurses during the day. All nurses should work together so that miscommunication does not affect the well being of the patient.

Nurses prefer working in an environment where they feel appreciated in both their actions and decisions. In the event that they are ignored, they tend to experience subjection and they are likely to resist. At one time, our healthcare facility sought to implement the bedside shift reporting (BSR). This process would have required that nurses be informed and trained on the use of the documentation. However, this did not happen, on the start of the month each nurse received a formal letter form the chief nursing officer informing us that we would be reporting to a newly hired nurse educator who would evaluate our performance in implementing the BSR. This was met with anger and most of the nurses seemed to have decided that they would not accomplish

First and foremost, there is a Bayada staff that works directly with Ronniesha Potts, that has the tendency to make decisions for her. Constantly shows Ronniesha that she does not want to be here, or work with her. There was a time where she told Ronniesha “I’m not coming back here, this is it.” Every time Ruth comes on shift, she tells me that Ronniesha wants to stay in bed all day. Disregarding any conversations that I have had with Ronniesha encouraging her to get out of bed. Ruth will get Ronniesha out of bed at 1pm, because it is beneficial to the fact that she leaves at 3pm. Also, when she leaves Ronniesha in bed, she will sit in the room and ignore the fact that Ronniesha is talking to her, because she is holding personal conversations on her phone. In most cases I have to step in just to let her know that I’m listening to her. This is not fair to Ronniesha, if she has a nurse that does not want to be here in the first

Health care is continuously changing. In the past several years there has been a large shift in the focus in hospitals. The focus has changed from the staff to patients, patient satisfaction, and cutting costs in order to budget more tightly (Tarrant & Sabo, 2010). Because of this, along with the extreme increase in a number of patients seen and the acuity of the patients, nurses are being overworked. As a result, role conflict and ambiguity is becoming an issue. The purpose of this paper is to discuss role conflict and ambiguity, its significance, and its application to nursing.

Conflict has been an issue for man since the dawn of civilization. In today’s fast paced world conflict, especially in the workplace, is a frequent occurrence. When that workplace is a health care environment where lives are at stake, emotions run high and collaboration with many different disciplines is required conflict often becomes a prevalent part of everyday life. Conflicts in the workplace can lead to reduced morale, lowered productivity resulting in decreased patient care and can cause large scale confrontations (Whitworth 2008). In the field of nursing whether a conflict is with a peer, supervisor, physician, or a patient and their family, conflict management is a necessary skill.

Toren & Wagner (2010) explain, “Nurse managers often find themselves facing dual loyalties in conflicting situations due to tensions between their organizational tasks and responsibilities and nursing’s professional values” (pp 393). Nurse managers face enormous problem when planning and making decisions, which is dual: one is for the organization and the other is the patients and their significant others and also the nurses. For instant, the nurse manager and the employee turn off lights in the bathroom when it’s not in use to save money from the power.

Incivility is an umbrella term used to describe any type of negative behavior directed towards another individual that may impact the way that they behave and/or feel. While incidences of incivility may be visible in most professional careers, it’s significance in nursing has prompted a provisional statement from the American Nurses Association. “The nurse creates an ethical environment and culture of civility and kindness. Disregard for the effects of one’s actions on others, bullying, harassment, intimidation, manipulation, threats, or violence are always morally unacceptable behaviors” (American Nurses Association, 2015, p. 4). Dumont, Meisinger, Whitacre, & Corbin (2012)

In the novel, the Scarlet Letter, there are four main characters, Hester Prynne, Pearl Prynne, Arthur Dimmesdale, and Roger Prynne Chillingworth. The story goes; Hester Prynne committed the sin of adultery with the minister of their Puritan Community, Arthur Dimmesdale, the community then condemning her to wear the scarlet letter “A” for the rest of her natural life. Pearl Prynne being the product of the two sinners. In the moment, when Hester is completing the first part of her punishment, her long lost husband, Roger Prynne Chillingworth, arrives. Not wanting his arrival acknowledge Roger replaces his maiden name for Chillingworth. This situation creates a whole plot of conflicts both

Nurses continually strive to bring holistic, efficient, and safe care to their patients. However, if the safety and well-being of the nurses are threatened or compromised, it is difficult for nurses to work effectively and efficiently. Therefore, the position of the American Nurses Association (ANA) advocate that every nursing professional have the right to work in a healthy work environment free of abusive behavior such as bullying, hostility, lateral abuse and violence, sexual harassment, intimidation, abuse of authority and position and reprisal for speaking out against abuses (American Nurses Association, 2012).

A nurse’s typical day isn’t without stress; it is usually a lot of complex planning, critical thinking, time management, an abundance of communications with all departments of the hospital, and documenting events that have happened throughout the day on their entire patient assignment. “Nurses who are mandated following the completion of their regular shift are often ill-equipped to continue working. They have not planned for that situation with: proper advanced rest, arrangements for

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

About 2:30 in the afternoon, M.E. was in her patient’s room and J.P. confronted her in front of the respiratory staff and students that were present about why she was/wasn’t doing certain things and what was making her so slow; J.P. caught M.E. off guard and was very abrasive, belittling and verbally abusive; M.E. felt attacked and embarrassed, especially since this behavior took place in front of colleagues. J.P. felt frustrated that M.E. was not more competent and efficient in her care and confronted her about it. After the confrontation, there were no words spoken between the two of them for days and even though months have passed, there is still an obvious tension and unresolved conflict between these two individuals. There is currently a noticeable effort being put forth by both women but the conflict they experienced is not yet fixed.