What are some principles of negotiation and conflict resolution used by the nurse leader to address conflict? NUR 514

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What are some principles of negotiation and conflict resolution used by the nurse leader to address conflict? NUR 514

Nurse Leadership and Health Care Policy and Advocacy 

Question Two 

There is a correlation in the statement of the nursing profession’s lack of representation in health care policymaking since the nursing profession is predominantly occupied by the female gender. Nursing professional is not immune to gender inequality. Being the largest health profession in the world, give nurses the potential to profoundly influence health care policymaking (Porter-O’Grady et al., 2019). However, there is limited participation of nurses in policymaking. Lack of awareness, inadequate skills, and limited opportunity for involvement are cited as the main factors that hinder the representation of nurses in the policy making process. Moreover, the nursing profession is mainly composed of women who hinder policymaking due to gender inequality. In the United States, men nurses are only 7%, while women are 93% (Figueira et al. 2018). Since the professional is over-represented by women, make the nursing profession to be treated the same way women are treated in society.  

In many societies, women do not actively involve in politics. Lack of involving in politics reduces the number of women involving in the policy making process. Furthermore, the ratio of women to men in policymaking is unequal, where men representatives’ are more than women. Due to this fact of inequality make fewer nurses to be involved in policymaking. Lacks enough time heighten the problem of participation in policymaking. In many cases, nurses become frustrated by policies affecting their practice, especially when the policy is formulated by individuals with limited knowledge in health care. These frustrations usually lead to bitterness, negativity, and disappointment (Porter-O’Grady et al., 2019). Lack of awareness in nursing professional where few nurses can recognize policy as something that they can influence make few nurses to be involved in policymaking.  Few nurses influence policy in states and federal levels.   

 

References 

Top of Form 

Bottom of Form 

Figueira, A. B., Barlem, E. L. D., Amestoy, S. C., Silveira, R. S. D., Tomaschewski-Barlem, J. G., & Ramos, A. M. (2018). Health advocacy by nurses in the Family Health Strategy: barriers and facilitators. Revista brasileira de enfermagem, 71(1), 57-64. 

Porter-O’Grady, T., Weberg, D. R., Mangold, K., & Malloch, K. (2019). Leadership in nursing practice: Changing the landscape of health care. 

 

What are some principles of negotiation and conflict resolution used by the nurse leader to address conflict? NUR 514

Topic 2 DQ 2

Discuss potential causes of conflict occurring within health care organizations. What are some principles of negotiation and conflict resolution used by the nurse leader to address conflict? What model or leadership theory would be effective to use in addressing conflict?

What are some principles of negotiation and conflict resolution used by the nurse leader to address conflict? NUR 514
What are some principles of negotiation and conflict resolution used by the nurse leader to address conflict? NUR 514

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A Sample Answer For the Assignment: What are some principles of negotiation and conflict resolution used by the nurse leader to address conflict? NUR 514

Title: What are some principles of negotiation and conflict resolution used by the nurse leader to address conflict? NUR 514

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Conflict Situations

Describe a conflict situation that you have observed in your place of employment. How was it dealt with? Who were the stakeholders? Did resolution occur? What impact did the resolution have? What actions were taken by the perceived leader in the conflict? Could the resolution have been different if the leader a different conflict resolution theory/model? ~ Dr. Hartje

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Hello,

When I worked as charge nurse in the emergency department, we had a nurse who consistently got into conflict with EMS members. This nurse was very degrading to the EMS staff and would always find a way to offend them. The majority of the time these conflicts occurred, the reasoning would be unnecessary and petty. For example, some specific incidences I can remember are IV placement, IV size, minor details left out of report, clothing left on patients, unsanitary patients, etc. This trend began early in my role as a charge nurse in the emergency department, so I was unaware of how to properly resolve conflict. However, I worked straight nights and was not able to communicate these issues with management immediately, so I did my best to deal with these situations as they occurred. I was younger than the nurse that was causing the conflict, so the nurse did not respect any feedback that I had on the incidences. Due to this, I had to report these behaviors to the manager of the emergency department. Managment made great efforts to resolve these conflicts, including one-on-one meetings with the nurse, meeting with charge nurses and the nurse, meetings with EMS and the nurse, positive reinforcement, and being transparent with ramifications that would result if the behavior continued. Unfortunately, the issue never resolved, and actually worsened when the nurse started showing these behaviors toward floor nurses. Due to this, the nurse was terminated. I believe the stakeholders were management of the emergency department and management of EMS, because these behaviors were affecting the performance and success of both parties. I truly don’t believe this conflict could have resolved with different conflict resolution theories/models. In my opinion, this was one of the rare conflict situations that could not have resolved, regardless of efforts put forth.

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Conflicts are inevitable in a person’s day-to-day life. And when they happen, the idea is not to try to prevent them but rather to resolve and manage them in an effective manner. When people use the appropriate tools to address issues, they will be able to keep their differences from rising to major problems. “Conflict resolution is crucial in healthcare industry as it helps to maintain a good balance between workers.The first step when resolving conflict is clarifying its source. Defining the cause of the conflict will enable you to understand how the issue came to grow in the first place.” Lambert, J.(2018). Additionally, you will be able to get both parties to consent to what the disagreement is. And to do so, you need to discuss the needs which are not being met on both sides of the issues. Also, you may not be able to obtain mutual understanding.However Ensuring to collect as much information as possible from both parties. Continue asking questions until you are confident that all the conflicting parties understand what  the issues are , and find a common ground to avoid reoccurrence of the incident.

References:

 

Gerardi, D. (2015). Conflict Engagement: Creating Connection and Cultivating Curiosity. American Journal of Nursing, 115(9), 60–65.

 

Lambert, J. (2018). Conflict management [conference session]. Carleton Leaders Cohort, Minneapolis, Minnesota.

 

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There are always existing conflicts in the workplace. Some are more serious than others. One of the more serious ones I have dealt with is a conflict between one of the managers and an employee in one of the clinics I cover. This employee had previous serious conflicts with 2 other employees and some less serious ones with the rest of the team. We had several conversations with the employee, the manager, and the other party. However, I noticed the lack of follow-through from the manager with those prior conflicts, which eventually led to those 2 prior employees resigning. So another more recent situation arose, the lack of follow-through again led to a 3rd employee resigning because of him. In the end, a corrective action was issued to this employee for unprofessional behavior that made him mad and confrontational, leading to his immediate resignation. In this situation, I felt the manager constantly avoided the conflict, causing the escalation of the conflict to a higher level wherein it was more difficult to resolve. If it was identified early and a conversation transpired early, then the team would have collaborated and/or compromised in order to resolve their differences. Follow-through conversations and check-ins are also very important to ensure that everything is going well as planned or if there are more concerns, the employees are given the opportunity to freely express them.

One of the simplest and most effective ways to manage conflict is early identification of the issue. The frequent complaints from other staff regarding one employee should have already prompted a conversation with that employee before the issue escalated. And after the conversation, follow-through with the plan is crucial because this will also determine how serious the manager is in ensuring early resolution of conflict. It is common for some newer managers to have limited experience in conflict management as it is a skill that develops through experience. However, the manager first needs to be intentional and comfortable in managing conflicts to be effective. Early signs of conflict should never be ignored. It needs to be identified and acknowledged and with an open environment, employees will be able to freely express their concerns. Using the Thomas-Kilmann conflict-handling modes in this scenario, the best conflict resolution strategy should have been collaboration or compromise vs avoidance.

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Bimbo Ibitoye

replied toKaren Hartje

Nov 23, 2022, 8:01 PM(edited)

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In healthcare institutions conflict can take many forms. Managing conflicts in the place of work is time consuming but necessary task for the health care leaders. The conflicts.may range from disagreements to major controversy that can lead to litigation or violence.

The conflict situation that i have observed recently in my place of work was about one of my staff nurses who had prior conflicts with other nurse in the past. On this faithful day a conflict occur with one of the hired travel nurses. A travel nurse based on his experience from previous travel nurse assignments,a travel nurse is new to our facility disagrees with the way the staff nurse is changing a patient’s bandages. That make her mad and confrontational. Manger who had previous complaints about the staff get involved trying to resolve the conflict. The issue never resolved which lead the travel nurse to re-sign.

Conflict have an adverse effect on productivity, morale, and patient care.

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Most recently a co-worker was promoted to a leadership role within our department. She immediately began instituting changes that included roles and responsibilities, caseload, templates and more. Prior to becoming the manager, she had made it clear she did not hold much value with LPN’s and had made other remarks to staff one to me regarding English being my second language. Having worked with this organization before as a manager I was very familiar with policies and procedures including HR concerns. When dealing with the caseload my first question to her was what EBP was used to determine the jump to beyond double what the previous caseload requirements were. The second was changing our titles and roles without obtaining permission from senior leadership nor the legal department. Third was changing templates that had to get prior approval from legal. Last was her overall treatment of staff, she led with authoritarian style with no regard to staff’s voices or concerns. Attempts were made to meet with direct supervisors, this manager and the directors but nothing changed.

This went on for about 8 months (this was the point she began changing roles and responsibilities then requested we all reapply for our jobs). Unfortunately, this conflict was not resolved and there was a total of five RN’s that resigned within the same week. From my understanding she is now on “permanent” leave of absence. It serves as a reminder that not all conflict can be resolved.

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