Learning Goal: I’m working on a nursing discussion question and need the explanation and answer to help me learn.
A Nurse Managers Role in Resolving Conflict
As the nurse manager of a 30-bed surgical unit, AM facilitates the units daily interdisciplinary rounds (IDR) during which multiple disciplines convene to collaborate and discuss effective treatment interventions and discharge plans for each patient. The IDR participants include the unit nurses, physicians, physical therapist,
dietician, and care coordinator. During the discussion of a specific patient who for the last couple of days has been having breakthrough postoperative pain, the primary nurse suggests increasing the dose of the patients pain medication or treating the patient with an additional pain medication because the patients current
pain medication, Percocet, has not been controlling the patients pain throughout the day.
This is the second shift the primary nurse has cared for the patient; thus, the nurse has witnessed the patients breakthrough pain on more than one occasion.
The physician disagrees with the primary nurses suggestion and indicates the
current pain management regimen should be more than enough to control the patients pain. The physician refuses to add another pain medication to the patients treatment plan and requests moving on to discuss the next patient. What should AM do as the facilitator of the IDR meeting?
Having been a nurse manager for over 10 years, AM has facilitated many IDR meetings and experienced all types of conflict situations in the work environment. Fortunately, AM is well-versed in various styles of conflict management and has implemented different styles to resolve conflict, depending on the situation.
In this particular example, the unit IDR meeting is running over on time, with more than half of the patients still requiring discussion. As such, AM has decided to utilize the compromising style of conflict management that seeks to find a middle ground between involved parties.
To resolve most conflicts, AM typically prefers utilizing the collaborating style of conflict management that focuses on having all participants provide their perspectives on the situation to come up with a mutual resolution. Nonetheless, as time is not permitting, AM decides to employ the compromising style to facilitate IDR flow. AM interjects the conversation, reiterates the patients more than one instance of breakthrough pain, and suggests the physician reassess the patients pain status after IDR. The decision to either increase the patients pain medication dosage or add another pain reliever to treat the patients breakthrough pain can be determined after patient reassessment.
Discussion Questions (the first question is in relation to the above Case scenario; the other two are not)
1. What type of conflict best describes the listed situation? Name another conflict management style AM could have utilized to manage the situation. List three healthcare-related consequences that could occur from poorly managed conflicts
3 Discuss application of complexity leadership and the contributing influence on quality and safety.
Describe what factors most influence spread, sustain, and scale and how you might modify those factors as they relate to quality and safety.
Only ONE Peer response required for this week’s discussion question
Please be sure to adhere to the following when posting your weekly discussions:
1. Students are to write their name and the appropriate discussion number/discussion title in the title bar for each discussion. For example Discussion 1:
Michael Cabrera or Discussion 3: Sheila Smith. This is important in identifying that students are submitting original posts as well as response posts as required.
2. Students are to submit their discussions directly onto Blackboard Discussion Board. Attachments submitted as discussion board posts will not be graded.
Leadership skills refer to the abilities and qualities that individuals possess to effectively lead and influence others towards achieving common goals
. These skills are essential for individuals in leadership positions to inspire, guide, and motivate their teams or organizations
- Communication: Effective leaders have strong communication skills, both verbal and nonverbal. They can articulate their ideas clearly, actively listen to others, and foster open and transparent communication within their teams.
- Emotional Intelligence: Leaders with strong emotional intelligence can understand and manage their own emotions and empathize with the emotions of others. They are aware of their impact on others and can navigate and manage relationships effectively.
- Decision-making: Leadership involves making important decisions. Good leaders possess strong decision-making skills, considering relevant information, analyzing options, and making informed choices that align with organizational goals.
- Problem-solving: Leaders are often faced with challenges and problems. Having strong problem-solving skills allows leaders to assess situations, identify root causes, and find effective solutions to overcome obstacles.
- Visionary Thinking: Leaders should have a clear vision of where they want to take their team or organization. They can think strategically, set goals, and inspire others with their vision.
- Adaptability: Leaders need to be adaptable in dynamic environments. They can navigate change, embrace new ideas, and lead their teams through transitions effectively.
- Delegation: Successful leaders delegate tasks and responsibilities to their team members. They trust their team’s abilities, assign tasks appropriately, and empower others to take ownership and contribute to the overall success.
- Collaboration: Leaders understand the value of collaboration and teamwork. They encourage collaboration among team members, foster a positive team culture, and create an environment where diverse perspectives are respected and valued.
- Coaching and Mentoring: Leaders play a role in developing and nurturing their team members. They provide guidance, support, and opportunities for growth, helping individuals unlock their full potential.
- Resilience: Leadership often involves facing challenges and setbacks. Resilient leaders can bounce back from failures, learn from them, and motivate their team to persevere in the face of adversity.
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