mattessich_confict_resolution.docx - CONFLICT RESOLUTION IN NURSING 1 Conflict Resolution in Nursing Stephanie Mattessich Chamberlain College of Nursing

mattessich_confict_resolution.docx - CONFLICT RESOLUTION IN...

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CONFLICT RESOLUTION IN NURSING 1 Conflict Resolution in Nursing Stephanie Mattessich Chamberlain College of Nursing NR 447: RN Collaborative Healthcare May 2019
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CONFLICT RESOLUTION IN NURSING 2 Conflict Resolution in Nursing Conflict is inevitable in any work place setting. It’s practically unavoidable. The word conflict often has a negative connotation. However, conflict can be a productive way to address and improve problems in a work place. When using proper conflict resolution strategies, issues in a workplace can be solved. Staff members can feel heard, be empowered, and be a part of the solutions. This takes equal effort in resolution strategies from staff members and leaders. Unresolved Workplace Conflict A current unresolved conflict I am experiencing at my job is employees not being able to take mandatory lunch breaks. This type of organizational conflict is due to lack of leadership on the unit. The unit currently has no nurse manager in place. There is a temporary nurse manager, who is also the Director of Nursing. She is working two roles and is unable to be present on the unit often. Missing lunch breaks has been a reoccurring problem on my unit due to staffing issues and high patient acuity. The last manager put into effect a “buddy system” for lunch breaks. Each nurse would have a “buddy” who would oversee their patient assignment when on a lunch break. This system worked at times, however, with no scheduled time to take a lunch break, nurses would often miss opportunities to take a break and going an entire shift without a break. With no manager on the unit and lack of support, this problem has become worse. This has a direct effect on patient care. When staff members go hours without eating or drinking it effects their ability to concentrate and provide the proper care the patients deserve. This can also effect decision making skills. After discussing with many of my co-workers who are affected by this, I knew somebody had to speak up. My co-workers are burnt out and acting passive-aggressively. Many of them said to me “Nothing is going to change whether you talk to her or not”, referring to our temporary nurse manager. The two individuals who decided to speak up and bring this conflict to
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CONFLICT RESOLUTION IN NURSING 3 leadership’s attention was myself and another co-worker. I asked my temporary manager to have a meeting with my co-worker and myself. She was not reluctant to meet with us. She did say that she was “nervous” about the conversation. We sat down in her office. She took out a notebook to take notes and simply asked us what we were here to discuss. I told her about our inability to take lunch breaks. I informed her many other employees are experiencing the same problem. We
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