Conflict Resolution In Nursing
Conflict Resolution
Keisha Mayhew
Chamberlain College of Nursing
NR 447: Collaborative
Professor: Dr. DeAnna Beverly
March 19, 2017
As nurses, it is vital that we acquire the skills needed to manage conflicts that we may encounter on a daily basis. These conflicts can vary from providing patient care, to being a patient advocate. Conflicts can stemmed from numerous of reasons for example, an individual perspective, interest, or values. Some conflicts are simple to resolve while others may consume more of our time, preventing us from providing effective patient care, causing negative outcome for the patient.
In the course of a conflict each party …show more content…
has the opportunity to express concerns or issues which in turn allows the individuals to effectively work through the dispute. Recently, I was processing Skilled Nursing facility discharge case where the patient underwent a knee replacement and was giving weight bearing restrictions by his surgeon. The patient Manage Healthcare plan issued a Notice that Medicare would no longer cover services after a certain date and the patient was upset and worried so he appealed the Manage Healthcare decision.
Upon reviewing the case I noticed that the patient has several stairs to enter is residence; however, this was not addresses while receiving therapy at the facility.
I sent my review to one of our Medicare physician for review. I also informed the physician that the patient is Non Weight bearing to right lower extremities, and he has several steps to enter his home and stair climbing was not addressed. The Medicare physician reviewed the case and agreed with the Manage Healthcare plan that the patient care can be provided in a lower setting. I agreed that the care can be provided in a lower level of care; however, the current discharge plan is for the patient to return to his residence which I thought was not a safe discharge …show more content…
plan.
I sent to reviewing physician an email informing that I was not in agreement with his decision. The physician responded back and he was upset that I was disputing his decision. I responded back to the physician informing him why I was in disagreement with his decision. The physician still refused to change his decision. I went to my supervisor and informed her of the issue at hand. My Supervisor requested that I give the Physician a phone call and communicate why I was not in an agreement with his decision.
After several minutes of going back and forth between the physician and my supervisor, I informed the doctor that the patient safety was my concern requesting once more that he rethink his decision. This would allow the patient to participate in Physical therapy addressing stair climbing and a home evaluation prior to discharge. The physician agreed to change his decision allowing the patient to participate further in therapy.
According to Finkelman, “Collaboration is a cooperative effort that focuses on a win-win strategy. To collaborate effectively, each individual needs to recognize the perspective of others who are involved and eventually reach a consensus of a common goal(s). Collaboration should be a positive experience, but this is not always the case. If it is not positive, it will not be effective. Collaboration is also important in the development of effective management. Conflicts will arise, which may interfere with collaboration. Staff needs to develop negotiation skills to be used in resolving difficult conflicts. Our text book also states that, “conflict exists in many organizations. The resolution of the conflict is a determinant in meeting with goals and success of the organization. The four stages of conflict involve felt, latent, perceived and manifest.
The steps consist of expectation of the conflict, in this case, there may be an indication that a dispute may arise. The sign of this suggest may indicate that there are inefficient in the workforce and lack of collaboration between the healthcare workers. The second stage is the perceived stage. In this stage, the party acknowledges and recognizes that a conflict is present amongst each other. At this point views and emotions are unclear, it is the implicit recognition of the state of probable dispute (Janss and Rispens, 2012).
The third stage is the felt stage. According to the examination of this stage, there are manifestation of emotions such as, anger and anxiety. The parties involved respond to the circumstances differently. The responses may associate to personal goals or sometimes party oriented. The stage is vital and plays a major part in conflict progression. Commonly, effective management of the stage may be an advantage in avoiding future conflicts.
As nurse, it is imperative that nurses are participating in the routines daily and contributing to decision making that produces positive outcome for our patients. The fourth stage in the model is the manifest. The last phase on the conflict model includes the situation coming into existing. At first, there were some inclining and feeling that a conflict may arise. The exhibitions of these conflicts are known by most healthcare workers. In the health care facilities, conflict amongst nurses and doctors are recognized by most healthcare professionals.
When an occurrence of such conflict, that is when it is effective to assume that we are in the manifest stage. Conflict resolution involves critical analysis and planning to attain the essential aim of resolving the conflict. The process requires the active cooperation of the
mediators and all the parties’ involved (Simon & Kummerling, 2013). The approaches should be centered on both the physical and psychological characteristics of the individuals. Respect while addressing the parties involved, is essential in attaining a positive outcome. The respect will heighten effective involvement of the individuals and thus aid in a satisfactory resolution. Collaboration is the most important role in conflict resolution and in our daily interaction with each other. Collaborating with the other party consist of, listening, talking over areas of goals and agreement, and ensuring that everyone understood what was being said. Collaboration involves thinking creatively to sort out issues without compromises.
Collaborators are normally well-liked and respected.
Negotiation continues to be a significant approach when addressing most conflicts. The method involves thorough analysis and knowledge of both sides of the condition. In the negotiation course, an individual that is neutral to the situation should facilitate with the conflict resolution, this allows fair-mindedness and equality. Regardless of the above approaches, it is always imperative to have policies in place geared to prevention of these conflicts. If necessary, the individuals can also participate in counseling and training that addresses conflict management. The meeting will facilitate the understanding and recognition of tactics and approaches that will help to avoid constant conflict in the workplace. Professionalism in conflict resolution is crucial for the success of every business. It also adds to collaboration and meeting of the business indicated mission and vision declarations. Despite of what position one may hold, we will most likely encounter some type of conflict with each other. As a nurse, we should have the knowledge, confidence and the appropriate aim when resolving a conflict The outcome will always be unchanged as our main goal is to always provide best possible patient centered
care.
References
Finkelman, A. (2016). Leadership and Management for Nurses: Core Competencies for Quality Care, 3rd Edition. [Bookshelf Online]. Retrieved from https://online.vitalsource.com/#/books/9781323605547/
Janss, R, Rispens, S., Segers, M., & Jehn, K. A. (2012). What is happening under the surface? Power, conflict and the performance of medical teams.Medical education, 46(9), 838-849.
Simon, M., Kummerling, A., & Hasselhorn, H. M. (2013). Work-home conflict in the European nursing profession. International journal of occupational and environmental health.
Keisha Mayhew
Chamberlain College of Nursing
NR 447: Collaborative
Professor: Dr. DeAnna Beverly
March 19, 2017
As nurses, it is vital that we acquire the skills needed to manage conflicts that we may encounter on a daily basis. These conflicts can vary from providing patient care, to being a patient advocate. Conflicts can stemmed from numerous of reasons for example, an individual perspective, interest, or values. Some conflicts are simple to resolve while others may consume more of our time, preventing us from providing effective patient care, causing negative outcome for the patient.
In the course of a conflict each party …show more content…
has the opportunity to express concerns or issues which in turn allows the individuals to effectively work through the dispute. Recently, I was processing Skilled Nursing facility discharge case where the patient underwent a knee replacement and was giving weight bearing restrictions by his surgeon. The patient Manage Healthcare plan issued a Notice that Medicare would no longer cover services after a certain date and the patient was upset and worried so he appealed the Manage Healthcare decision.
Upon reviewing the case I noticed that the patient has several stairs to enter is residence; however, this was not addresses while receiving therapy at the facility.
I sent my review to one of our Medicare physician for review. I also informed the physician that the patient is Non Weight bearing to right lower extremities, and he has several steps to enter his home and stair climbing was not addressed. The Medicare physician reviewed the case and agreed with the Manage Healthcare plan that the patient care can be provided in a lower setting. I agreed that the care can be provided in a lower level of care; however, the current discharge plan is for the patient to return to his residence which I thought was not a safe discharge …show more content…
plan.
I sent to reviewing physician an email informing that I was not in agreement with his decision. The physician responded back and he was upset that I was disputing his decision. I responded back to the physician informing him why I was in disagreement with his decision. The physician still refused to change his decision. I went to my supervisor and informed her of the issue at hand. My Supervisor requested that I give the Physician a phone call and communicate why I was not in an agreement with his decision.
After several minutes of going back and forth between the physician and my supervisor, I informed the doctor that the patient safety was my concern requesting once more that he rethink his decision. This would allow the patient to participate in Physical therapy addressing stair climbing and a home evaluation prior to discharge. The physician agreed to change his decision allowing the patient to participate further in therapy.
According to Finkelman, “Collaboration is a cooperative effort that focuses on a win-win strategy. To collaborate effectively, each individual needs to recognize the perspective of others who are involved and eventually reach a consensus of a common goal(s). Collaboration should be a positive experience, but this is not always the case. If it is not positive, it will not be effective. Collaboration is also important in the development of effective management. Conflicts will arise, which may interfere with collaboration. Staff needs to develop negotiation skills to be used in resolving difficult conflicts. Our text book also states that, “conflict exists in many organizations. The resolution of the conflict is a determinant in meeting with goals and success of the organization. The four stages of conflict involve felt, latent, perceived and manifest.
The steps consist of expectation of the conflict, in this case, there may be an indication that a dispute may arise. The sign of this suggest may indicate that there are inefficient in the workforce and lack of collaboration between the healthcare workers. The second stage is the perceived stage. In this stage, the party acknowledges and recognizes that a conflict is present amongst each other. At this point views and emotions are unclear, it is the implicit recognition of the state of probable dispute (Janss and Rispens, 2012).
The third stage is the felt stage. According to the examination of this stage, there are manifestation of emotions such as, anger and anxiety. The parties involved respond to the circumstances differently. The responses may associate to personal goals or sometimes party oriented. The stage is vital and plays a major part in conflict progression. Commonly, effective management of the stage may be an advantage in avoiding future conflicts.
As nurse, it is imperative that nurses are participating in the routines daily and contributing to decision making that produces positive outcome for our patients. The fourth stage in the model is the manifest. The last phase on the conflict model includes the situation coming into existing. At first, there were some inclining and feeling that a conflict may arise. The exhibitions of these conflicts are known by most healthcare workers. In the health care facilities, conflict amongst nurses and doctors are recognized by most healthcare professionals.
When an occurrence of such conflict, that is when it is effective to assume that we are in the manifest stage. Conflict resolution involves critical analysis and planning to attain the essential aim of resolving the conflict. The process requires the active cooperation of the
mediators and all the parties’ involved (Simon & Kummerling, 2013). The approaches should be centered on both the physical and psychological characteristics of the individuals. Respect while addressing the parties involved, is essential in attaining a positive outcome. The respect will heighten effective involvement of the individuals and thus aid in a satisfactory resolution. Collaboration is the most important role in conflict resolution and in our daily interaction with each other. Collaborating with the other party consist of, listening, talking over areas of goals and agreement, and ensuring that everyone understood what was being said. Collaboration involves thinking creatively to sort out issues without compromises.
Collaborators are normally well-liked and respected.
Negotiation continues to be a significant approach when addressing most conflicts. The method involves thorough analysis and knowledge of both sides of the condition. In the negotiation course, an individual that is neutral to the situation should facilitate with the conflict resolution, this allows fair-mindedness and equality. Regardless of the above approaches, it is always imperative to have policies in place geared to prevention of these conflicts. If necessary, the individuals can also participate in counseling and training that addresses conflict management. The meeting will facilitate the understanding and recognition of tactics and approaches that will help to avoid constant conflict in the workplace. Professionalism in conflict resolution is crucial for the success of every business. It also adds to collaboration and meeting of the business indicated mission and vision declarations. Despite of what position one may hold, we will most likely encounter some type of conflict with each other. As a nurse, we should have the knowledge, confidence and the appropriate aim when resolving a conflict The outcome will always be unchanged as our main goal is to always provide best possible patient centered
care.
References
Finkelman, A. (2016). Leadership and Management for Nurses: Core Competencies for Quality Care, 3rd Edition. [Bookshelf Online]. Retrieved from https://online.vitalsource.com/#/books/9781323605547/
Janss, R, Rispens, S., Segers, M., & Jehn, K. A. (2012). What is happening under the surface? Power, conflict and the performance of medical teams.Medical education, 46(9), 838-849.
Simon, M., Kummerling, A., & Hasselhorn, H. M. (2013). Work-home conflict in the European nursing profession. International journal of occupational and environmental health.