Rehab Team Meeting Summary

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

After realizing the issue, I understood the need for some form of conflict resolution (C #22). This colleague’s values, beliefs and assumptions were quite different from my own; as a result, our interactions were at times difficult, and conflict would result (C #65). We spoke at length and came to a mutual understanding regarding the need for professionalism and a smooth working relationship (C #11, #46). Later in my career, I had the opportunity to lead a conflict resolution workshop, and help teach others in the workplace how to manage and resolve conflicts when they arose. The approach to conflict resolution must depend on both the individuals involved, as well as the particular issue at the centre of the conflict (C #59). In my work with others, I adopted the transformational style of leadership to inspire others and ensure they had the confidence and understanding needed to better manage their conflicts (C #13). I felt that this was appropriate because many of the other nurses did not understand the need for the workshop at the onset of our meetings; adopting an approach that could inspire them through my communication of a clear vision was the best way to ensure I could successfully lead them and help facilitate our mutual learning (C #25, #48). Throughout this process, I continuously evaluated my choice of

It is indeed stressful to be faced in a predicament where someone’s life is at stake; whether be on the ED’s or the ICU’s side. Therefore, as a leader representing the ICU, my approach would probably be to assess the situation, identify the problem, and collaborate with the ED leadership to resolve the current and potential issues that resulted from the disagreements. Meanwhile, I will emphasize to the ICU staff the importance of having an awareness of their behavior, especially if they are verbalizing their frustrations towards the other department since critical situations in the health care settings entails rationally solving the problem while setting aside our departmental differences to achieve our common goal of giving a superior care

Efficacious multidisciplinary communication and collaboration amongst those involved in the provision of patient care is linked to improved patient outcomes, moreover, collaboration and communication are the most effective deterrents to medical mistakes (Lancaster, Kolakowsky-Hayner, Kovacich, & Greer-Williams, 2015). Frequently, unresolved conflict leads to ineffective communication and inferior working relationships that affect patient safety and care quality. Continuing conflict between caregivers will erode trust and consequently, result in ineffectual team dynamics that may lead to a decreased quality of care and patient harm (Bowers & Ferron, 2014).

Drug and alcohol treatment programs generally fall into one of two categories — inpatient or outpatient rehab. While equally focused on rehabilitation, each type has unique attributes and benefits to offer. Inpatient rehabs are intensive, residential treatment programs designed to treat addictions. Outpatient rehabs are part-time programs, allowing the recovering user to keep going to work or school during the day.

The biggest issues facing this group are internal relational; everyone on the team are experts in their own field, they all have a common goal, but they do not have the positive relationships necessary to make an effective team. Northouse (2016) says that “if the team is well maintained and has good interpersonal relationships, then the member will be able to work together effectively and get their job done” (p. 375). While this team does not outwardly fight, they do seem to work at cross purposes, which leaves the patient suffering in one way or

There were many successful tools used in the resolution of this conflict, but one tool I feel that I did not use properly was a self-evaluation to see what my thoughts and feelings were (Porter-O’Grady, & Malloch, 2016). After looking back on the situation, I felt that we were not being fair to all the patients because not all patients asked for the favors that the others were getting. I have resolved to think that the NPs actions were to simply provide the patients with the best care possible. After listening to the video that we were supposed to watch I think that this NP and I have the ability to have a great collaborative relationship. I still have a relationship with this NP and hope to be able to grow professionally from the

The first approach to conflict resolution that will be discussed is “carefronting,” which was coined by David Augsburger a professor of pastoral care. Dr. Augsburger was a believer in the fact that conflict is inevitable but it is the way that it is managed that affects relationships. “Carefronting is a method of communication that entails caring enough about ones self, ones goals, and others to confront conflict courageously in a self-asserting, responsible manner.” (Carefronting: An innovative approach to managing conflict, 2012) There are seven principles associated with carefronting; truthing it, owning anger, inviting change, giving trust, ending blame, getting unstuck and peacemaking. Using carefronting in the scenario above, would first

In the situation, some indicators that the CIHC present were followed, however, majority of them were not. For example: the nurse knew that if she had tried to advocate for the patient alone, the physician might have not cancelled the orders (Canadian Interprofessional Health Collaborative, 2010, p.17). The nurse understanding that called PSM to take control and advocate for the patient. But, the conversation did not occur in a safe environment. The patient may have overheard and that could have caused another issue (Canadian Interprofessional Health Collaborative, 2010, p.17). It was clear that the source of the conflict was that the physician and nurse could shared different personal values and beliefs, which was demonstrated by their approaches to care. Therefore, for the future, health care providers may need to be more self aware of when a potential or interprofessional collaboration conflict is about to arise to take active measures to solve it, whether it be to personal differences, or approaches to

As a supervisor at the hospital, I noticed that my team of ten employees were very unhappy, frustrated, and the morale in the department was lower than normal. The employees were “bickering” with each other, and there was no communication throughout the team. This situation was causing stressful conditions and a negative impact in the hospital. However, as a supervisor, I had to address the problem.

Your results seem to define you well. You collaborate well and always had a positive attitude. I am glad that you and the coaches came together and made a mutual decision. Sometime compromising is virtuous, but if you feel strongly about your decision stick with it. We shared the same clinical group throughout this program and I noticed how great of a team player you are. I agree collaboration and being assertive are characteristic needed to work through a conflict. All five styles do have advantages and disadvantages it knowing your style can help resolve conflicts. Furthermore, it is pivotal to be aware of your conflict resolution styles, because it can help make a more positive environment in the

Thankfully I have not had to deal with much conflict in the therapeutic setting. Considering the fact that my family did not have a lot of conflicts when I was growing up, I tend to avoid those situations when all possible. I get uncomfortable in circumstances where there is conflict. Therefore, I believe conflict in the therapy session may be challenging for me to manage. I have a couple with Chase in the clinic who had the beginnings of conflict, but they would never begin to fight or engage in their conflicts during our session. Therefore, I did not get a chance to practice handling the situation. Conflict in the therapy setting is an area that I can work on. Now that this has become part of my awareness, I would like to handle conflict

Conflict is something that will always be present in the health care world. So the question is how will one handle it? We have to always remember we are responsible for our actions in every situation. So remember to ask ourselves are we going to allow conflict to have a positive impact on patient care. For example new techniques just as the importance of sterility in certain situations derived from a conflict. As well as disagreement in values or beliefs may cause a positive effect it can just as well cause a negative effect. Due to high emotions and collaboration with other health care personnel conflict can cause a disruption in patient care and can jeopardize workplace relationships if not handled properly. Choosing the appropriate approach

Teamwork and collaboration play a huge role in patient care. The hospital and its team must function as a single unit in order to provide the best care for its patients. One of the biggest issues I witnessed during my clinical rotations was the lack of collaboration and communication between the nurses and the physicians. Yes, the nurses would read the notes left by the physicians, but when they saw something that they disagreed with, rather than approaching the physician with their issue, they found ways to go about the issue without having to inform the physician. By doing this, the physician will never learn that he/she did something incorrectly or inefficiently, thereby leading them to repeat the same behavior in the future. If the next

We were unable to work collaboratively in the best interest of the patients. It surprised me that working toward the same goal does not mean teamwork will automatically happen. Prior to this experience, I assumed that when you are working towards the same goal, team work happens easily and I did not need to actively facilitate it. This has given me a new appreciation that it is my responsibility to promote collaboration instead of just expecting it. This experience has also affirmed for me the importance of effective communication. Any breakdown in communication has negative consequences for the planned goal. Communication is a skill that needs always needs to be worked on to be