Working out conflicts between the individuals is essential and involves listening to both sides,
trying to find the real issue, and then solving the issue (Foster, 2005). A solution may be to schedule the involved parties on opposite days, depending on their numbers of hours worked and if all fails, write-ups and termination of employment should be considered. In order to obtain/maintain a safety culture, leaders need to develop structured procedures for addressing disruptive and disrespectful behavior and burnout, which can undermine a culture of safety (Gandhi, Berwick &Shojania, 2016). Every individual in this office needs to be aware that the heated arguments interrupt workflow, affect patient safety and that it is unacceptable to continue this way. If there are disagreements, they need to be addressed and worked out in a professional manner. References Cathro, H. (2016). Navigating through chaos: charge nurses and patient safety. JONA: The Journal of Nursing Administration, 46 (4). doi: 10.1097/NNA.0000000000000326 Foster, S. (2005). Employees who can’t get along. Expert Supervisor. Retrieved from Gandhi, T. K., Berwick, D. M., & Shojania, K. G. (2016). Patient safety at the crossroads. Jama , 315 (17), 1829-1830. doi:10.1001/jama.2016.1759
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