NR 510 Week 5: Conflict at the Office Discussion

Chamberlain University NR 510 Week 5: Conflict at the Office Discussion– Step-By-Step Guide

This guide will demonstrate how to complete the Chamberlain University NR 510 Week 5: Conflict at the Office Discussion   assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.

How to Research and Prepare for NR 510 Week 5: Conflict at the Office Discussion              

Whether one passes or fails an academic assignment such as the Chamberlain University NR 510 Week 5: Conflict at the Office Discussion  depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.

After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.

How to Write the Introduction for NR 510 Week 5: Conflict at the Office Discussion              

The introduction for the Chamberlain University NR 510 Week 5: Conflict at the Office Discussion  is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.

How to Write the Body for NR 510 Week 5: Conflict at the Office Discussion              

After the introduction, move into the main part of the NR 510 Week 5: Conflict at the Office Discussion assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.

Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.

How to Write the Conclusion for NR 510 Week 5: Conflict at the Office Discussion              

After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.

How to Format the References List for NR 510 Week 5: Conflict at the Office Discussion              

The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.

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Sample Answer for NR 510 Week 5: Conflict at the Office Discussion

The answer to this question has to be addressed based on the type of person with whom I am going to engage.  Much of what I say to the MA will be based on my prior knowledge of the person and my perceptions about how they think and act.  The problem revolves around losing sigh of why we are here and what our priorities must be.  When we allow our own personal feelings of problems interfere with our work it can become a source of concern.  in this situation is could have well compromised the well being of a patient.  My goal would be to make the MA understand the importance of maintaining focus and how this can be a safety issue as well as affecting the unit as a whole (Yang &Treadway, 2016).  Personal interactions can be difficult but maturity dictates that there is an appropriate time and place to resolve personal issues and an acceptable manner in which to conduct yourself.  These expectations must be met or there will be consequences.  I would remind the MA that they are a professional and that they must maintain that status or risk losing the respect of co workers and patients.  

Yang, J., & Treadway, D. C. (2016). A Social Influence Interpretation of Workplace Ostracism and Counterproductive Work Behavior. Journal of Business Ethics, 148(4), 879-891. doi:10.1007/s10551-015-2912-x

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Sample Answer 2 for NR 510 Week 5: Conflict at the Office Discussion

As future NP’s we will all have different approaches on how to handle office misconduct that may ultimately effect patient care and morale. However, I do feel like these case scenarios will help guide us as to what type of culture we want to create. I do understand your point where maturity and acceptable manners must be conducted into order to function as a whole unit. According to Porter-O’Grady (2015) it is often to not react immediately, ask questions to gain as much information about the error and avoid criticism. Team culture must be developed through positivism and make a slow transition to create purposeful and deliberate work behaviors and actions so that health errors are not educated. Transforming office culture is a collective slow process where we learn by mistakes and work as a team to change them for the better outcome of patients and staff members. I have worked in various facilities where they was collective and collaborative discussions and were the culture was often administrative and had punitive functions.  As a staff employee i have always operated best under a culture of caring and collaboration. I have felt protected and valued even if errors had occurred. To err is human. A point we must all come back to. However, strong work ethic, accountability and desire to work must all be attributes staff possess. As as you mentioned, at times some people just don’t have these values and do not work well in a certain environment. 

As future NP’s we will all have different approaches on how to handle office misconduct that may ultimately effect patient care and morale. However, I do feel like these case scenarios will help guide us as to what type of culture we want to create. I do understand your point where maturity and acceptable manners must be conducted into order to function as a whole unit. According to Porter-O’Grady (2015) it is often to not react immediately, ask questions to gain as much information about the error and avoid criticism. Team culture must be developed through positivism and make a slow transition to create purposeful and deliberate work behaviors and actions so that health errors are not educated. Transforming office culture is a collective slow process where we learn by mistakes and work as a team to change them for the better outcome of patients and staff members. I have worked in various facilities where they was collective and collaborative discussions and were the culture was often administrative and had punitive functions.  As a staff employee i have always operated best under a culture of caring and collaboration. I have felt protected and valued even if errors had occurred. To err is human. A point we must all come back to. However, strong work ethic, accountability and desire to work must all be attributes staff possess. As as you mentioned, at times some people just don’t have these values and do not work well in a certain environment. 

Porter-O’Grady, T. & Malloch, K. (2015). Quantum leadership: Building better partnerships for sustainable health (4^th ed). Retrieved from https://bookshelft.vitalsource.com (Links to an external site.)Links to an external site.

Sample Answer 3 for NR 510 Week 5: Conflict at the Office Discussion

It has been noted in nursing that work incivility is unfortunately common in the workplace. Incivility can commonly occur because nurses work in fast paced environments that involves human life, numerous workplace hazards and long hours. Because of this high intense situations, this can lead to stress and fatigue that contributes to work incivility. Incivility and bullying are similar but have different definitions as incivility refers to rude and disorderly conduct like gossiping, spreading rumors or refusing to assist the coworker facing the incivility. Bullying takes it one step further because this action is deliberate, occurs with more frequency and intensity. It is not just one occurrence but is carried out in multiple occurrences in an effort to offend, distress and humiliate an intended recipient. Examples of bullying can include hostile remarks, taunting, verbal attacks/intimidation, and withholding support. (Palumbo, 2018)

According to Kisner (2018), there are three different kinds of prevention. Primary prevention aims are designed to prevent incivility, bullying and workplace violence altogether. Secondary prevention aims to reduce the impact of these negative actions on recipients. Tertiary prevention aims to reduce negative consequences through reporting procedures and employer assistance and counseling programs. When experiencing or being in these situations, nurses are advised to address wrongdoers by using skills that combat against it and/or by seeking colleague support. Interventions also include sharing information with employers to set up or refine policies that prevent bullying through follow through interventions to meet the goal of zero tolerance, stopping the person causing the incivility. (Palumbo, 2018)

In the example given above, I would first professional state the importance of patient care and how important vital signs serve as a direct tie to patient care. This situation is complex as one would have to ask the MA what exactly was going on to cause the argument. I would ask her in a more private area like conference room or break room to explain the issue. I would also advice her to talk to management about the issue to see if this can be handled and dealt with. I would also bring this situation up to management to see what can be done about this situation and the rising levels of arguments. I would suggest having a meeting with the whole staff and possible huddles before the beginning of each shift to remind staff the importance of preventing incivility. There should be rules to not have arguments in the hallways, in front of patients or nurses’ station. There should also be zero tolerance in constant arguments. For the first time, a warning, education and a personal meeting with the parties involved should take place. If it keeps happening, a write up and if it keeps going, higher consequences like suspension or termination should occur. Staff should work together to keep a positive flow and energy on the unit as this will help with proper patient care. Combating against workplace violence takes the whole unit to put in positive effort. (McNamara, 2016)

References:

Kisner, T. (2018). Workplace incivility: How do you address it?. Nursing, 48(6), 36. doi:10.1097/01.NURSE.0000532746.88129.e9

McNamara, S. A. (2016). Column: Incivility in Nursing: Unsafe Nurse, Unsafe Patients. AORN Journal, 95535-540. doi:10.1016/j.aorn.2012.01.020

Palumbo, R. (2018). Incivility in nursing education: An intervention. Nurse Education Today, 66143-148. doi:10.1016/j.nedt.2018.03.024

Sample Answer 4 for NR 510 Week 5: Conflict at the Office Discussion

I also agree that a staff meeting needs to be held.  I suggested having an initial meeting with the two employees who are continually arguing.  After that issue is resolved, I feel that an employee staff meeting is important.  It needs to be discussed about the importance of patient care, patient safety, and even bring up the zero tolerance for bullying in the practice.  Nobody should have to feel like they are being bullied while at work.  This should be discussed in the employee meeting.  

It needs to be important that everyone in the practice be present at the staff meeting.  This should not be an optional meeting.  There may need to be follow up meetings, especially with the two employees that seem to be having issues.  It may need to be a necessity to have a counselor that is available for all staff.  This could be someone that the practice pays.  Sometimes if a person has to pay for their own counseling, they refuse to go.  But if the practice is paying for it and it is kept confidential, as it should, employees may be more apt to using their services.  This could help reduce the stress among the staff members.

Sample Answer 5 for NR 510 Week 5: Conflict at the Office Discussion

Conflicts arise in the workplace for many reasons. Conflict is the result of variations or disagreements in perceptions and actions when dealing with work goals, personal values, new ideas, attitudes, beliefs, feelings, or actions (Higazee, 2015).  Due to the varied and fragile nature of human interactions, conflict is common in healthcare organization. Nurses and other healthcare professionals play different roles, such as care providers, educators, and managers, and these roles are often stressful, which significantly increases the probability for conflict to arise in patient care settings (Higazee, 2015). The most common triggers of conflict in healthcare settings are communication problems, poor organizational structure, role disputes, lack of resources, simple mistakes due to fatigue, indifference and a lack of professionalism (Higazee, 2015). Dealing with conflict can be a negative or positive process, but the goal is to address conflict in a healthy not dysfunctional way (Higazee, 2015). In the scenario, the conflict between the MA and a co-worker caused the MA to neglect her duties. Not informing the NP of the patient’s low blood pressure is problematic because it impacts patient safety. Each member of a healthcare team has the responsibility to act in a professional manner when dealing with colleagues and patients. Healthcare team members also have the duty to make patient safety the top priority in clinical settings before addressing any issues with co-workers. Although conflict cannot be avoided or ignored once it occurs, there is a proper way, time, and place to address conflicts. Being new at the practice and not in a supervisory position, I would not feel comfortable addressing the MA about her conflict with her co-worker. I do feel comfortable reminding the MA of her duty to patient safety and to acting professional at all times. If I could overhear the argument, patients and the other staff could too. I would suggest to her that if a conflict situation arises again to take care of the patients first then go to the offending party once emotions have cooled down to openly discuss the situation. I would even suggest a mediator in light of the history of conflict in the office. Since disagreements among staff happen often at this office, it will be hard for me to avoid getting into a conflict with a co-worker in the future. Even if I am not at fault and am trying to handle the conflict in a positive and constructive manner, the staff is used to addressing each other in a negative way so my positive energy will have little impact. To address and reduce the number of conflicts in the office staff needs to take some time out to conduct a week or two of conflict resolution training (Higazee, 2015). I will suggest this to my immediate supervisor.   

Reference

Higazee, M. (2015). Types and levels of conflict experienced by nurses in hospital settings. Health Science Journal, 9(67), 1-6. Retrieved from http://www.hsj.gr/medicine/types-and-levels-of-conflicts-experienced-by-nurses-in-the-hospital-settings.pdf

Sample Answer 6 for NR 510 Week 5: Conflict at the Office Discussion

Although having only been there for 3 months may make it awkward to confront staff members with their conduct, they are unfortunately making it necessary considering it is affecting proper medical management and patient care.   Although occasional office conflict may be common, when it happens too often the friction can pose problems.  It is also highly unprofessional when it occurs around patients.  Employee conflict can not only lead to alienation of patients, but also cause a high turnover with staff within the office.   Weiss (2007) explains that if effort to hold onto patients and top employees, it is important to stop intraoffice friction.  It is important to note that no practice runs completely free of conflict, and not even the best managers can completely prevent potential friction between staff members.  It would be in the office managers job to identify who the wrongdoers are, in order to deal with their behaviors head on.  If the problem persists, then a progressive disciplinary route could be carried out by increasing penalties based on repeat occurrences.  Some basics include: a verbal warning, a written warning, then a second written warning, then termination of employment (Weiss, 2007). 

Another issue at hand in this scenario is that some of the confrontations take place in front of the patients, which is unprofessional at minimum.  From a patient’s perspective, when staff conversations and conflict are overheard, the bad mood can be felt within the environment, and can present a feeling that the staff is more interested in attacking each other rather than help the patients.  Managers should place effort into leading by example, as it is difficult to establish a successful team without behaving as expected.  Charles Sodikoff, a psychologist who specializes in conflict resolution issues explains “Physicians and office managers who participate in gossip sessions and indulge in blaming and finger-pointing tacitly condone those behaviors as accepted elements of the office culture.  ‘Do as I say and not as I do’ is as unacceptable in managing others as it is in parenting” (Weiss, 2007).   A common issue within an office setting is that typically the troublemakers in the situation have a tendency to stay on the job, while the victims, some of whom may be considered the most valuable and knowledgeable, may ultimately end up leaving the practice.  A method that may be used to squash these conflicts is to speak to those involved by stating “I wanted to share with you my concern about something that I believe is having a negative impact on this practice” then go on to explain your concerns with the situation without pointing any fingers or insinuating blame on any individual.  Continue to by asking these three questions: What do you think should be done to solve this problem?  What can I do to help?  What can you do to help? (Weiss, 2007).   Using this approach can show that everybody involved should be part of the solution.  Finally, I strongly believe that how these issues directly affect patient care needs to be addressed.  It needs to be stressed that patient care comes first, above anything else.  A uniformed low blood pressure is not safe and could potentially cause patient harm.  The patient could pass out or get dizzy and fall, thus potentially getting hurt in the process.  If harm comes to the patient, this could also bring forth legal issues for the practice down the line, not to mention the liability that falls amongst the NP’s and physicians within the practice.  Issues such as these that disrupt the office so intensely that it disturbs the well fare of the patients needs to stop immediately.  Patients have the right to feel that they are in good care and safe when they seek out medical attention with their providers.  

I would suggest to the staff and other physicians that a resolution must be identified in order to work cohesively together and be able to best take care of the patients whom come to the practice for their medical care.  

Weiss, G. (2007).  How to stop Staff infighting.  Medical Economics, 84(19), 64-73.