Essay about Conflict Resolution Case Study

During my clinical rotation during my last semester of nursing school, I was able to work one on one with a BSN degree nurse named Judy in the ICU. Judy had three years of experience in the ICU setting. She had been a medical surgical nurse prior to her ICU transfer. The ICU at this hospital consisted of two associate degree level nurses and two BSN level nurses on my shift. I rotated three days in this particular ICU. I worked with Judy all three days of my rotation. I was excited about being placed with her for she seemed knowledgeable and skilled. We were given a male post trauma patient to work with all three days. This patient was a 30 year old male admitted for trauma related injuries and was considered unstable and was to be monitored in ICU. This patient had been involved in a motor vehicle accident and

University Hospital is a well known hospital with a level 1 trauma treatment center for the tri-county area of a northwestern state, the hospital enjoys the fact they are known for their promising reputation among healthcare professionals and the public they serve. Jan Adams is an OR supervisor that has been working there for ten years, as a professional she makes surgeons follow protocol as required and enjoys working with trauma patients. One Friday night, which is the busiest day of the week for the trauma department; the unit was notified that a helicopter was on its way with a 42 year old man who had been in a car accident. Shortly after the patient arrived to the trauma center, the resident and other medical staff noted that he was in very bad physical conditions, needed immediate surgery or otherwise he was going to die. The issue was that the on call surgeon had to be present during the surgery and had not yet arrived, but regardless of the matter and protocol they proceeded with medically treating the patient immediately. The concern is that in doing so they violated medical procedures and put the patients safety at risk, this lead to a long list of ethical issues for example, patient well-being, impaired healthcare professional, adherence to professional codes of ethical conduct, adherence to the organization’s mission statement, ethical standards, and values statements, management’s role and responsibility, failure

Philly should have knocked on the door, before entering into patient`s room. She should have then greeted and introduced herself and the student nurse to Rudd. She should have then started the conversation by addressing him by his name. She should have also enquired about his pain. Philly should have finished her shift assessment and should have assured him that she will come back with the morning medications and then left the room. The behavior was very unprofessional.

It was a very busy night on M10, call bells ringing non-stop for pain medication, or toileting needs, IV pumps alarming, concerned family members coming to the nursing station, numerous patient admissions from urgent care and PACU. I received nursing handoff on all my patients from the day shift, gave handoff to my patient care technicians, and we had our nightly nursing huddle in the station. After hearing everyones concerns about their high risk patients, I wanted to get out on the floor as early as possible to complete my assessments, and administer my medications to leave time for the many uncertainties that my gut instinct warned me would occur. I was able to finish all my patient assessments, and pass my medications earlier than usual, and when this occurs, I always do my best to help my co-workers if they have fallen behind. I went around asking everyone if they needed assistance, and indeed one of my fellow RN’s needed help moving one of my former patients closer to the station, because she had been hypotensive. I greeted Ms. T and her face lit up like a Christmas tree, I asked her how she was feeling and the smile she had on her face immediately turned into a grimace. I assured her, that we would do our best to make her more comfortable once we settled into the new room.

The nurse kept answering Patient B that they needed her bed because she was no longer telemetry monitored and the bed was required to monitor another cardiac patient. Patient B, thinking that she was the first patient in that room and Patient A is no longer telemetry monitored, responded by asking why can 't Patient A be move instead. The nurse abruptly replied, "Due to the possibility of Patient A having C-diff, we have to move you as a precautionary measure." This explanation occurred within the earshot of Patient A. Patient A became visibly upset and tearful, and vocalized that she believes her rights to privacy of her medical condition were violated. Patient B was moved to another room within the same unit. Subsequently, Patient A asked for another nurse to be assigned to her. However, to add fuel to the flame, in the process of providing bedside report to the replacement nurse, the outgoing nurse mentioned Patient A 's new cancer diagnosis in front of Patient A 's family. The patient, once again became visibly upset and tearful because she hadn 't had the chance to talk to her family about her terminal cancer diagnosis after speaking with her physician earlier that morning. On several occasions, the patient complained about her privacy being violated and threatened to file a lawsuit against the nurse and QMC for violating her rights. Subsequently, the charge nurse, nursing supervisor and

According to Tabak and Koprak (2007) a major source of stress among nurses is related to conflict between nurses and physicians leading to not only a substantially higher level of stress, but also to job dissatisfaction. Given these implications it is imperative to resolve conflict within the workplace. In the case of Jane’s situation with Dr. Smith, a staff meeting should be held to “addresses [the] particular challenging issue...for which signs of conflict already exist” (Porter-O’Grady & Malloch, 2013, p.125). Not addressing the conflict that is already noted will give the impression that the staffs concerns are being undermined and ignored. It is important to recognize and address any issues at hand early (Porter-O’Grady & Malloch, 2013)

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

An event that was meaningful to me occurred during my third week of clinical. I was told by preceptor to show the personal support workers (PSWs) how to properly use a commode for a resident, and did so by showing them a video- two of the three staff members were present. One of the PSWs received a phone call, and it was here that drama ensued. The worker that called (PSW1) began to scream hysterically at the staff who received the call (PSW2) saying “oh, now you can answer the phone! I have called you over ten times”, she then began calling her inappropriate names and began shouting at her and myself for not helping her, she then charged toward PSW2 as if she was going to assault her. When this occurred I froze up and did nothing. My preceptor then had to physically step in and stop PSW1 from getting to PSW2, and proceeded to tell her that she has to stop picking on her, and her behaviour was inappropriate especially around the residents.

In conclusion, Sherry and James are both responsible for ensuring safe, quality, patent-centered care and must work as a team to accomplish this goal. If a conflict is managed appropriately, it can lead to increased productivity and better patient outcomes (Huber, 2014). Nurses must learn communication techniques and conflict resolution strategies and create a win-win situation for everyone, especially the patient (Huber,

If staff members were fighting near a patient on the unit I would personally intervene and confront the situation. I would tell both of the staff members that I would like to speak with them. Once we were all are in a private area I would tell the staff members that if they have an issue with one another that they need to work it out privately and not in front of our patients. State that this is very unprofessional and that it should never occur. If I ever saw the staff members fighting again I would then take the issue to my charge nurse to let him or her know what was happening.

The mid-level practitioner thought there was a delay in the patient’s endotracheal tube not extubated in a specified time frame. The attended nurse was dismayed that the midlevel practitioner chose to escalate the issue with management; instead, of communicating with the nurse to find out why the endotracheal tube was not removed as per the policy. One may contemplate which method to use to resolve this issue without disrupting the care of the patients. At the same time, one may also try to rationalize the issue and avoid confrontation, reasoning that it was a minor issue. Simply not resolving a conflict can have more negative consequences; also, it can send the message that the behavior is acceptable. As the authors simply stated in the journal, not resolving a dysfunctional conflict can spread in a manner similar to a contagious disease in the organization. Nevertheless, fear of a superior should not stop a nurse from speaking his/her

Anthony was assigned 3H08 to MRI. The patient was still receiving medications and needed to be off before heading down stairs. The nurse (Sara) asked Anthony if he could let dispatch know, if we can come back for the patient in 10 minutes when the medication was done. But he was giving her a hard time about calling dispatch. She also mentioned while speaking to Anthony, he was screaming at her. Anthony didn’t want to call dispatch to communication the situation, she called Brendan herself. (Brendan is going to email you on the miscommunication part). Sara would like to speak to you about Anthony behavior towards her. She did tell me she is in tomorrow if you wanted to contract her. Anthony does know about this situation and states he was not getting loud with her (He emailed you also will).

I am Still searching to understand how I insulted a patient. There were no much details on this allegation such as specific patient’s name, room number, scenario etc. Not that they matter at this point but thay could probably help me to remember as well as correct my self movoing forward. I am surprise also that the nurse tech. will be the one to report me instead of the patient whom I insulted. The whole scenario is startling and appeared like a war between two parties- The unit staff against staffing pool staff. I am so pleased were able to make it through the night without harming the patient because such level of negative energy and frustration is definitely unhealthy and unsafe for staff as well as patients. Where is the wake way

Tone and body language can make or break environment especially when their is negativity in that small group so it's important to always keep keep it calm and respectable. As a sports physiologist it's important to keep calm,positive and not take any side, always try to keep the situation positive and keep the clients respecting, I notice that dr outtley stand her ground and earn her respect no one disrespected her even though their were cross talking among the clients she stop it immediately and give each one a change to talk. I personally took the opportunity to as her how she self care because I can tell that the job takes out if you mentally and emotionally she said humans were made to love not fight each other anger is not within us and it's easy for her to break that down which I saw she said for self care she go home and meditate, it's a Indian ritual that clears your mind and soul from all the negativity and she those it before and after she see

I am a newly graduated Registered Nurse (RN) and part of the Nurse Entry to Practice programme (NETP). I work within a multidisciplinary team (MDT) on a 38 bed, blended medical and surgical ward. The following situation occurred during an afternoon shift, regarding a newly admitted patient with uncontrolled pain. This situation falls under the trustworthy collaboration aspect of management of practice and health systems and is regarding the working relationship between