This is because conflicts always occur due to lack of communication between team members in term of ideas, opinion and so on. If the situation gets out of hands, it will lead to the conflict between team members getting more worsen. Hence, we need to encourage team communication by getting them into a comfortable place which could let them to communicate with each other to resolve this conflict issue (Denis, 2015). Moreover, according to Nailia (n.d.), by keeping communication open and discuss issue together is useful to understand each other. This is similar to the statement of Regina (2013) states that we should get the whole story by knowing team members.
Interpersonal conflict refers to the manifestation of incompatibility, disagreement, or difference between two or more interacting individuals. Interpersonal conflicts in organisations can originate because of difference in opinions of individuals and the lack of trust between them that would facilitate an open and healthy discussion about the same to reach a conclusion. Reasons for Interpersonal Conflict – Interpersonal conflict can take place in organisational or personal relationships. The broad reasons for this in the two environments might be any of the following – • Perceived difference and incompatibility among individual goals • Inter-dependent individuals in various environments • Lack of trust among individuals – people do not freely voice opinions because of the fear of unacceptance or of being ignored There are specific reasons pertaining to the environment the conflict takes place in. These have been discussed below.
Any barriers to effective communication can prevent the healing process. It is the nurses role to communicate between the patient and family members as well as the other health care staff. It is also crucial for the nurse to ensure written communication is carried out, this could be patient notes or handover documents. It is essential that nurses have good communication as it will ensure the patient feels at
Once a conflict has escalated emotionally, it is very difficult to listen objectively. It is the head nurse job as mentor to listen objectively to each side, ensure that both or all parties are listening, and that each person has a chance to state his or her side of the situation. The head nurse can accomplish this by asking open-ended questions, showing empathy for both sides, using feedback to reinforce what you have heard, keeping emotions under control and being non-judgmental. Deal with Conflict Collaboratively Get all involved parties in a neutral/private environment to facilitate conflict resolution. Ask each participant to provide a written statement in advance describing the situation in his or her own language.
Contrarily, some have been observed as cornerstones and agreed upon by the masses in the nursing profession and accepted into practice by generations of nurses. Most theories are just a problem solving approach. As a graduate student Sister Callista Roy was challenged by her professors to develop a conceptual model for nursing practice (Vera, 2014). Roy knew that including mental concepts into her framework meant that her model would have to be adaptable, in order to give each person individualized care based on their needs. Sister Callista Roy was a firm believer that nursing was a service to society which provided the ground work for her theory of the Adaptation Model of Nursing (Vera, 2014).
I’m aware of the situation and know what kind of actions to try to get a solution. My plan of action consist of avoiding the discussion with her and learn by myself b. What is not going well or what challenges am I facing? What is not going well is when I have to discuss with my boss, he think the posdoc is helping me, but that’s not true. Also I know if I complaint to my boss regarding her behavior, that will generate a worse conflict.
d. Personal Limitation Fourth is personal limitation. The personal limitation can force a person to have a feeling of self-rejection. However, a person must recognize about their limitation before it leads to self-rejection. A person who always compares their limitation and can not overcome it can damage their self-concept and make them develop self-rejection. e. Severe Emotional Strain Fifth is severe emotional strain.
It also clarifies nursing values and development and allows for accountability. It involves patients in co-ordinated nursing care (Feo and Kitson, 2016). The Roper, Logan and Tierney model helps nurses to focus on patient care by following the fundamental rights of maintaining independence of the ADL’s without diminishing dignity. Recognising that their knowledge, attitudes and behaviour may be influenced by biological, psychological, sociocultural, environmental and politico-economic factors and respecting their decisions in such. Overcoming and preventing illness to maintain independence is the nurses key focus in delivering patient care which follows the direction of the RLT model of nursing (Roper, Logan and Tierney, 2001).
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.
Thirdly, the nursing manager is likely to employ the controlling function to assess work results against established performance standards in an effort to determine the effects of nurse turnover and shortage on the organization. In the event of significant discrepancies, the manager may resort to such corrective actions as introducing incentives to motivate and retain the existing staff or attract highly qualified nursing personnel. Therefore, in addressing staff turnover and shortage, a nursing manager is likely to employ strategies aimed at coping with the presenting complexities as opposed to dealing with change (Jadvar,