Conflict In Nursing Case Study

I would also speak to Michael about how the CNAs may now view their relationship as a power conflict, which is a conflict between different status levels (Vivar, 2006). I would talk to him to ensure that he remains respectful and polite when speaking to the NAs, but to definitely continue to delegate appropriate tasks to the CNAS. I would also discuss the CNAs relationship with Michael and the expectations with the CNAs. The nurse manager also needs to be talked to learn why she is avoiding handling problems on her unit as evidenced by staff leaving and several complaints. I would also have the manager present at the staff meeting I hold for her unit, so that

How might the ANA code of ethics and the Nurse Practice Act help to guide Josepha? The legal and ethical issue that Josepha has to use is. He has to know how to discuss the issue he has with the higher or manager of the head nurse. It is good to communicate the issue you have with the managers instead of felling bad thing about them.

Facing the fight with a struggling will and a fading hope, some of these children were not going to win against the massive enemy they had been thrust into the ring with. I then began to think of the nurses that dedicated their days and nights to these vulnerable victims and how much power they held within their hands. In the most susceptible times of their lives, these patients are very malleable and nurses hold the tools to shape them, for worse or for better. Then I thought, why not me? Why not be one of the nurses who can help bring light and hope to those that can’t seem to find any?

As a result, the healthcare system and practitioners become aware of the need to review patient care. Some countries have seen the need for a change but focus on external factors rather than caring. However, Watson implies, that the state of been different is to focus on competent, compassionate, knowledgeable, and caring nurses and health practitioners. (Watson.p.471).

There is a lot of technical and clinical information that the one will need as a nurse: critical thinking and communication skills, patient assessment skills, understanding disease management protocols and development of care plans (just to name a few), most of which is only obtainable through college or technical school and on the job experience. Respect for the patient, the patient’s support system, as well as, respect for yourself is another essential trait necessary to be a successful registered nurse. If patients are sick or worrying about what might be wrong with them, they are going to understandably be anxious or upset (and probably both). Part of practicing compassion as a nurse is recognizing situations like this – and so many more – and striving to help patients maintain their dignity through it all. This requires honest and straightforward communication.

Even though nurses provide a care to a patient, they should take responsibility for their action. Also, administrate medications and monitoring fragile equipments need proper handling. A professional nurse has a responsibility to understand the consequences of mistakes. Honesty: Even though mistakes happen in the nursing profession, nurses need to be honest with themselves and others. Nurses admit to mistakes they have made.

Even one instance of abandonment can cause a nurse to find it difficult to have the trust of coworkers. They may also find it problematic trying to gain employment with any past of abandonment. From all this research I have learned additional actions that are forms of abandonment that I hadn’t thought of previously. I feel that I am better prepared to not commit any acts of abandonment now that I have gained new knowledge and understanding.

Management must also tend to the needs of those nurses suffering from compassion fatigue. Studies confirm that caregivers play host to a high level of compassion fatigue. Day in, day out, workers struggle to function in care giving environments that constantly present heart wrenching, emotional challenges. Affecting positive change in society, a mission so vital to those passionate about caring for others, is perceived as elusive, if not impossible. This painful reality, coupled with first-hand knowledge of society 's flagrant disregard for the safety and wellbeing of the feeble and frail, takes its toll on everyone from full time employees to part time volunteers.

It is a vital tool that guides the nurses to providing effective nursing care and making good clinical judgments. Some factors that affect communication with my patients at place of work include; inability to understand some patients’ languages, shortage of nurses, lack of time, assumptions, inadequate environment etc. These factors pose dangers to patients’

Nurses are exposed to multiple stressful demands and pressures from workplace, family, and other factors as represented by Ostelle in the transactional model of stress and health and are therefor at very high risk of an array of safety, health and other issues. Nurses confront a range of occupational health and safety (OHS) risks in their roles of providing care and comfort to the sick and aged. While much has been done to identify and control the physical risks associated with nursing work, such as manual handling, ergonomics, chemical and biological hazards, not much has been achieved in successfully recognising the very real psychological risks encountered by

1. What problems did you encounter when handling the complaint? Whenever I received complaints, the problem is that the subordinates usually deny or come up with some explanations making it difficult to discuss it in a genuine manner. Sometimes even if we reprimand them for their mistakes it creates a very tense environment in the hospital and it also affects the quality of work.

When addressing clinical incompetence in the workplace, I feel that it is very important to keep the communication lines open. There is no way to know if the nurse if fully competent or what the nurse needs help understanding without honest communication. I agree that a skills checklist is a great way to evaluate competency (Yoder-Wise, 2015), yet I feel that there are better ways to help the nurse. I think it would be very helpful to evaluate the best way that the nurse that is struggling learns and attempt to be accommodating. Everyone learns in different ways.

Two of the most important things I have learned today were how to speak to a patient in a calm and informative manner and what is expected from a preoperative nurse. One thing I learned is that we as nurses are allowed to reassure the patient information about the surgery once the surgeon has explained everything. If the patient still wants to talk to the surgeon, we should get the surgeon to come and talk directly with the patient. Another thing I learned is always ask about advance directs. Most patients do not know what advance directs are, so we should clarify the information and make sure they are satisficed with their decisions.

Nevertheless, enormous strains are determined to be conceptually distinct, and threats that will in due course impinge on the professional values and obligations. Scott (2014) found that "many jobs have "Crunch Time", where the worker must work longer hours and handle more intense workloads for a time" (pg.1). Prohibiting Healthcare Professional Burnout

Many nurses become anxious from the stress and high level of demand they are meant to keep up with. There may also be aggression linked from patient to nurse, nurse to doctor (aka horizontal aggression), doctor to patient, and even the family in the mix, which Edward (2014) had written about. According to Edward (2014), studies found that the medical staff to be involved in the workplace aggression would be the new, inexperienced nurses on the floor, and student nurses were the most targeted. They are always under supervision, and haven’t developed a relationship with other staff, and also need to develop rapport with everybody.