NR 510 Week 5: Conflict Resolution Strategies Discussion

Chamberlain University NR 510 Week 5: Conflict Resolution Strategies Discussion– Step-By-Step Guide

This guide will demonstrate how to complete the Chamberlain University NR 510 Week 5: Conflict Resolution Strategies 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 Resolution Strategies Discussion              

Whether one passes or fails an academic assignment such as the Chamberlain University NR 510 Week 5: Conflict Resolution Strategies 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 Resolution Strategies Discussion              

The introduction for the Chamberlain University NR 510 Week 5: Conflict Resolution Strategies 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 Resolution Strategies Discussion              

After the introduction, move into the main part of the NR 510 Week 5: Conflict Resolution Strategies 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 Resolution Strategies 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 Resolution Strategies 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 Resolution Strategies Discussion

The purpose of this posting is to address an organizational strategy that would help to address the issue put forth in the scenario.  I will also look at management skills which may help to resolve some of the conflicts that are causing the distractions and compromising patient care.  The foundational strategy for any healthcare providing organization is to provide the best quality care to their patients. Anything that prevents the organization from striving toward that goal is an issue which needs to be addressed.  In the situation we are discussing, there are interpersonal conflicts which are inhibiting the organization and these must be stopped.  As a manager it is not my desire to get involved in the personal issues of the employees.  I would make this point clear to the MA and try to make it understood that when these events take place at work they are forcing my hand.  I would try to suggest ways in which they situation could be deescalated before it gets to yelling (Thomas, 2015).  I would also attempt to find ways for workers who do not function well together to not be placed in close proximity if that is possible.  I would also make it clear that patient safety is first and that the situation with the low BP will not be tolerated for any reason.  We are a team and there is potential conflict within all teams.  Regardless of the issues, it is important to understand that we win or lose as a team and not individuals.  A mistake by one can reflect on all and that is why we must all function as professionals at all times.  Close teams look out for the best interest of each other.  When we are all on the same page we mind not only our obligations, but we look for opportunities to help other team members reach their full potential.  Interpersonal conflict which festers can destroy this cohesion and eat at the fabric which holds the unit together.  This is among the greatest lessons one can learn from the military and is applicable in any organization.

Thomas, C. (2015). Identify Conflict Resolution Styles used by Nursing Professionals working in Clinical and Academic settings of selected Hospitals and Nursing Colleges of Southwestern Rajasthan. International Journal of Advances in Nursing Management, 3(3), 273. doi:10.5958/2454-2652.2015.00015.3

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Sample Answer 2 for NR 510 Week 5: Conflict Resolution Strategies Discussion

Like stated in the last answer, there are many different strategies to help prevent work incivility. If work incivility is prevalent on a certain unit, this can cause issues with proper patient care. For example, on my floor, I have seen where a nurse and a PCA started arguing in front of the nurses station. It was a simple issue that quickly escalated into name calling and yelling. The call light had went on and the PCA told the nurse that the patient was requesting for the nurse. The nurse told the PCA to go see first before she goes in there that as charge, she is busy making the assignment. The PCA refused and told the nurse to go and this was where the argument ensued. Patient care was also delayed because either did not want to go into the room in the heat of the argument. Management did not directly deal with it but just let it simmer down. I also seen recently where two nurses got into it because of patient assignment in the middle of the hallway, right in front of management. I also seen where one nurses would try to engage staff into heavy gossiping and in turn, staff would come to not like her and act uncivil towards her because she was gossiping. However, management would attempt to turn a blind eye by mildly addressing when it was happening, but what I have come to find was that there is no set standard for how to prevent or stop workplace incivility. For the most part, the staff seems to get along, however, because of the high stress level of med-surg, sometimes, employees get besides themselves with stress. Now that I think of it, the unit as a whole should speak to management about preventing work incivility. The unit should work together to make a more productive and positive place as possible.

There should be a set standard or even protocol when it comes to workplace incivility. First and foremost, when it does occur, the parties involved should be taken out of patient care area and into a conference room/break room. If the argument or incident is becoming too heated, the parties should be separated to defer or cool off because this can help the employees involved to cool off and prevent escalation of the issue. Maybe the team members can talk thru the issue, right then and there with a mediator involved. If the situation is extremely tense, maybe management should consider temporarily separating staff till conflict/issue is resolved. Often, staff would rather not involve themselves in the work incivility incident and become a bystander. 95% of nurses report to have witnessed a work incivility incident but did not report it. However, being a bystander does not help the situation, rather enables for future issues to arise or occur. There should be a protocol. 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)

Referances: 

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

Sample Answer 3 for NR 510 Week 5: Conflict Resolution Strategies Discussion

The next step may be to get administration of the organization involved.  This is an outpatient facility of a large hospital system and there must be policy and protocols in place for this type of problem, especially since the argument could have resulted in an adverse patient outcome.  Simpao (2013) in his article on conflict management in the health care workplace states “conflict in the health care setting may not only impact the productivity and morale of the disagreeing individuals, but also negatively affect patients and their family members if they interact with a demoralized or disenfranchised team member” (p. 54).  On my unit we had an issue with a patient care tech (PCT) that would get argumentative when confronted with work she did not perform that is part of her daily duties.  She was causing a great deal of conflict on the unit.  Some of the RNs went to the unit manager and discussed what was going on.  We were asked to record the incidents so the unit manager could confront the PCT with evidence of her behavior.  She was held accountable for her actions and her work has been improved.  Weiss (2007) in her article on employee conflict suggests hiring a professional consultant that specializes in employee conflict or having the office manager have additional management training to handle conflict.   

Resource:

Simpao, A. (2013). Conflict management in the health care workplace. Physcian Exchange Journal, 54-58.

Weiss, G. (2007). Employee conflict leads to high turnover and alienates patients. Here’s how to achieve détente. Medical Economics, 64-73.

Sample Answer 4 for NR 510 Week 5: Conflict Resolution Strategies Discussion

Working together for so long breeds familiarity and people can get tired of being around each other. The consequences of too much conflict include dysfunctional team members, reduced patient care and satisfaction, and increased employee turnover (Overton & Lowry, 2013). EBP research results on conflict management styles demonstrates that training in conflict resolution skills results in improved teamwork, employee satisfaction and productivity, and patient satisfaction (Overton & Lowry, 2013). The team supervisor needs to find ways to bolster employee morale and minimize conflicts, while the co-workers need to remember the value that each person respectively brings to the team. The ability to work as a team and minimize conflicts starts with examining levels of performance in various nurses’ and healthcare workers’ roles (Overton & Lowry, 2013). A popular conflict strategy implemented by healthcare managers is to increase the degree of organization or to restructure organizational units, which integrates different viewpoints on how to manage work goals and roles (Overton & Lowry, 2013). When assisting conflict parties, conflict management intermediaries can apply the six-step evidence-based practice conflict management model (Hansen, 2017). Step 1 is to interrogate the process by turning the disagreement into answerable questions (Hansen, 2017). Step 2 is to refer to scientific or professional based evidence when addressing the team members involved and answering their questions (Hansen, 2017). Step 3 is analyzing the arguments and evidence that each team member has presented, making sure not to take sides (Hansen, 2017). Step 4 is to involve the team members in collaborative decision making and conflict management implementation, but to also to maintain authority as the manager in charge (Hansen, 2017). Step 5 Monitoring and evaluating the implemented conflict management strategies (Hansen, 2017). Step 6 is meeting in an agreed upon time with the conflicting team members to discuss outcomes and lessons learned (Hansen, 2017). This is a six-step process that can be used in varying sequences.

References

Hansen, T. (2017). Evidence based conflict management practice. Journal of Conflict

Management, 5(1), 43-62. Retrieved from http://jocm.net/v5/no.1/v5n1_Hansen.pdfLinks to an external site.

Overton, A. R., & Lowry, A. C. (2013). Conflict management: Difficult conversations with difficult people. Clinics in Colon and Rectal Surgery, 26(4), 259–264. Retrieved from https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3835442/