Reflective Journal Conflict Management

As a Registered Nurse who knows the duties that his work demands, I have to demonstrate deeper understanding of the Health Directorate's core values of care, excellence, collaboration, and integrity in my professional nursing practice and patient care. To conform to the above mentioned values, I endeavor to appreciate that improving a patient's experience is integral in patient care. This can be achieved by doing away with fear and anxiety that protracts patients' healing process. Enhancement of the communication between my patients and I will also go a long way in hastening their recovery and their self-management.

This episode of care occurred in a community setting. Sara has a diagnosis of Alzheimer's disease. She live alone, has no children and is a diabetic. Sara does not speak English and her first language is Polish. Sara support worker developed a close relationship with Sara but said recently her dementia as gotten wrong and she sometimes does not remember who she is. Sara has cellulitis on her legs and was refusing to let the support worker change her dressing. She kept saying it was ok and she didn't want it to be changed. The student nurse and the district nurse tried reassuring Sara and explaining why it was importance to treat her leg but she just became more agitated and aggressive. The district nurse and support worker knew it was important

Literature that investigates the rates of lateral violence has confirmed that LV has been and currently still is prevalent in the nursing profession. A survey taken during the Upstate AHEC Lateral Violence Among Nurses Project by Jacobs and Kyzer (2010) revealed that 93 percent of nurses have witnessed lateral violence among coworkers, while 85 percent have been a victim of lateral violence. As can be seen by these percentages, lateral violence in nursing is very real and affects many of those who are identified as a nurse. Although these statistics are informative, it is critical to remember that they do not capture all incidents of LV in the nursing profession. Since these statistics come from reported incidents of lateral violence in nursing, there may be additional incidents that were not reported. Therefore, the rates of

Because A&E often has difficult and violent patients, your manager has asked you to give these new nurses some guidance on how to deal with challenging behaviour that they may encounter.

Step-1: Determine the purpose of the meeting: Before a meeting takes place, the purpose of the meeting should be determined. All the participants should be informed about the purpose of meeting beforehand, so that they come prepared and can contribute more.

The civil and common laws to protect the client´s rights are calls Torts: A Tort is a civil wrong made against a person or property and this are classified as Intentional Torts when violate another´s right such as false imprisonment and assault battery; Quasi-Intentional torts that is when lacking but volitional action and direct causation occur such as invasion of privacy and deformation of character Unintentional torts with includes Negligence and Malpractice. The improper act that she performed is a Quasi-Intentional tort. In to avoid legal and ethic problems the nurse must always follow the Standard of

There are four important key steps that can be identifying when dealing with any conflict:

Mandated nurse staffing plan would require appropriate staffing levels given the unit, acuity of patients as well as the level of experience of the registered nurse. This would result in both patient and nurse safety, with overall satisfaction in delivery of care. The staff committees will implement policies, evaluate and correct errors. In addition, Staff planner (the secretary) will report daily for each unit and for public the licensed number of registered nursing staff for each shift. (“Sec.1899C.(2)Secretarial responsibilities pg6/11). This reduces overworked nurses. Thereby increasing accountability for institutions to plan within house, diminishing negligence and increasing safety of patient and nurse.

During my clinical competency placement, I was working on a surgical ward when a registered nurse on duty asked me to assist Mr. A with his shower. This incident happened on the fifth day of my clinical practice. He was a dementia patient and had undergone right knee total joint replacement. She also informed me that the patient did not like too many people in his room because of his dementia. When I went into his room, his wife was there with him. I talked to the patient about having a shower and getting dressed to look smart and he agreed to have a shower. The patient got out of the bed and walked to the bathroom and sat on the shower chair to have his shower. Then I asked his wife if I needs to stay with him to assist with shower, she said she can help him as she was taking care for him at home since he has been diagnosed with dementia. Therefore, I left the patient with his wife to help with his shower and told her to ring the bell if she needs any help. After some time I left the room, the wife rang the bell. As soon as I entered the room, I heard him shouting at his wife and she started crying and left the hospital. So I had to stay with him. He was very capable of washing himself and I just had to help him wash his back as he requested. After he had washed, I asked him if he was ready to get out of the bath, he started shouting at me.

Nurses have a professional responsibility to ensure that safe boundaries are kept in the relationship between patient and Nurse. It is these boundaries that provide the nursing profession with integrity, and according to Baca (2010, pp.195) it is essential these boundaries be maintained because of the difference in power between the nurse and patient. However, boundary violations can occur, when a nurse crosses from the zone of helpfulness to over involved, the ANMC (2011 pp.3) believes that when a violation occurs a nurse is behaving unprofessional manner and misusing their power in the patient nurse relationship. This misuse of power can be categorized into 3 types; boundary crossing, boundary violation and the extreme form of sexual misconduct. Often by mistake a nurse could cross the boundary without thought, a

This writer escorted the patient to Nursing Coordinator Kesley office as the Nursing Supervisor was not in her office. Upon entering Kesley office, Kesley was having a discussion with another nurse and this writer apologized for the intrusion. This writer addressed to the Nursing Coordinator that the patient is experiencing bedbeg and the patient is aware he will not be dose by the Nursing window, only curbside. It appeared that Nursing Coordinator was being abrasive towards the patient as she explained to the patient as to what is needed before the patient can reenter the clinic. The patient then became agitated and shouted at Kesley and says, " Kiss my Ass, " and then proceeded storm out into the lobby area.

In point 10 it says to read and write reports, I would change this to understand and follow care plans as I have worked with staff members who were not able to read adequately, so care plans and updates were read to them and any new information given to them in handover. These people where still able to do the job at hand to a high standard

As the new RN was facing horizontal violence; no one stood up for her or take any actions regarding the situation. I believe that it was mostly due to the fact that most staff members on the unit did not have a clear sense of what behaviors were reportable and unfamiliarity to code of conduct or workplace violence policy. Nurses may have fear of reporting; “ if they report/complain, no one help him/her or he/she will make the situation worst and most importantly fear of being labeled. Overtime the staffs may believe that horizontal violence behaviors are normal and become a part of their work setting which will keep letting the HV continue in the future. Which leads to my next point that newly graduate nurses are especially at risk for the horizontal violence and how it affects them and the other nurses that are victim of it.

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).

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.