Kilpatrick K Lavoie Tremblay M Lamothe L Ritchie J A Doran D 2014 Conceptual

Kilpatrick k lavoie tremblay m lamothe l ritchie j a

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Kilpatrick, K., Lavoie-Tremblay, M., Lamothe, L., Ritchie, J. A., & Doran, D. (2014). Conceptual framework of acute care nurse practitioner role enactment, boundary work, and perceptions of team effectiveness. Journal Of Advanced Nursing , 69 (1), 205-217. doi:10.1111/j.1365- 2648.2012.06046.x Show Less
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Alison Michalik reply to Chioma Ejemole 3/28/2017 7:11:16 PM RE: Discussion Part One Chioma, Thanks for sharing your thoughts on this tough office conflict that is going on around the new NP. It can be difficult enough establishing yourself as a new NP within a setting in which the majority have worked together for several years. I think it is important to recognize that this resolution should include other NP’s in the office, the office manager, and the physicians. A collaborate effort should be made to reduce the disruptiveness that seems to be occurring within the staff that is outpouring to the patients. According to Overton & Lowry (2013), frequent causes of conflict include lack of clarity with expectations or guidelines, poor communication, lack of clear jurisdiction, personality differences, conflicts of interest, and changes within the organization. First I would discuss with the office manager as to what the problem may be. Perhaps several changes have occurred prior to your arrival to the practice. A group meeting should occur with clear guidelines and expectations of the staff. All employees should have an opportunity to openly discuss what would assist at making the environment a friendlier one for both patients and staff. After a group discussion with the entire office, I would have a one on one sit down with each staff member that would include the office manager, NP’s, and all physicians. People tend to speak more openly individually. Work- family conflict can be a problem and reflect the work environment in a negative way. At times, personal life issues can explode and present into your work life. According to Kelly, Moen, & Tranby (2011), schedule control gives employees’ sense of latitude or control regarding the timing of their work, the number of hours they work, and the location where they work, which affects their commuting time and total time away from home. Establishing what works best for each employee may assist in alleviating work stressors that are avoidable. Perhaps you will find that some employees
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like to work much earlier while others like to stay later. This may afford the practice to have an opportunity to bring in more income and solve work place conflict. Thanks, Alison Michalik References: Kelly, E.L., Moen, P., & Tranby, E. (2011). Changing Workplaces to Reduce Work-Family Conflict: A Schedule Control in a White Collar. Retrieved from: . doi: 10.1177/0003122411400056 Overton, A.R. & Lowry, A.C. (2013). Conflict Management: Difficult Conversations with Difficult People. Retrieved from: . doi: 10.1055/s- 0033-1356728 Show Less Alison Michalik 3/27/2017 6:58:29 PM week 5 discussion 1 Dr. Romeo and class, After three months of working at this practice as the NP and noting routine disagreements would be of great concerns. First, I would
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