NR 510 dq 1 Week 5: Conflict at the Office Discussion

Chamberlain University NR 510 dq 1 Week 5: Conflict at the Office Discussion– Step-By-Step Guide

This guide will demonstrate how to complete the Chamberlain University NR 510 dq 1 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 dq 1 Week 5: Conflict at the Office Discussion

Whether one passes or fails an academic assignment such as the Chamberlain University NR 510 dq 1 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 dq 1 Week 5: Conflict at the Office Discussion

The introduction for the Chamberlain University NR 510 dq 1 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 dq 1 Week 5: Conflict at the Office Discussion

After the introduction, move into the main part of the NR 510 dq 1 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 dq 1 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 dq 1 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 dq 1 Week 5: Conflict at the Office Discussion

You are a family nurse practitioner working in an outpatient primary care office of a large hospital system. The practice has been operating for over 15 years, and many of the administrative and clinical staff were hired when the practice opened. You have been in the practice for less than 3 months. In that short amount of time, you have witnessed several of the clinical staff engaging in heated arguments with each other, sometimes in patient areas. You overhear an argument occurring today between two staff. You pick up a patient’s chart and notice a very low blood pressure that the medical assistant failed to notify you about. When you confront the MA, she states that she was going to report the vital signs to you when she became engaged in the heated argument you overheard and forgot to notify you.

Unfortunately, this pattern of behavior is not unusual in this practice. Working with staff who cannot cooperate effectively can negatively influence your ability to spend time with patients, can impede the flow of patients through the office, and could impact patient safety.

Discussion Question:

What is your response to the medical assistant? What actions do you take to redirect the flow away from arguments and back to patient care?

Provide rationales and evidence to support your decisions.

No one likes conflict situations at work, but they are bound to happen and must be addressed before they balloon out of control. Unresolved work conflicts can quickly become problematic and result in negative consequences when not addressed by a nursing manager. In this week’s case study, the MA who neglected to notify the NP of the patient’s low blood pressure due the conflict with a co-worker did not act professionally. The patient is the MA’s priority. Her actions negatively impacted the patient’s safety. In practice, nurses should act according to the ethical codes outlined in the code of ethics, to mission statements of the institution, and to general professional standards of care (Walker & Breitsameter, 2013). Conflict among healthcare professionals originates because of competition and variations in professional values (Walker & Breitsameter, 2013). From personal experience, I notice that other reasons for co-worker conflicts are poorly defined roles, unmet expectations, scarce resources, and poor interpersonal skills. I have seen nursing managers handle co-worker conflicts one of three ways—nursing managers ignore the conflicts as long as they do not disrupt daily goals and patient care and hope the conflicts will go away by themselves; nursing managers get into a shouting match with one or both parties involved the original conflict in an effort to exercise control and get to the bottom of the conflict; nursing managers effectively mediate the disagreement. When handled effectively, conflicts become a learning experience and can propel personal growth and productivity (Walker & Breitsameter, 2013). When conflicts are not handled properly, they become toxic to the organization because c-workers become enemies and resentment festers, which negatively interferes with staff motivation. The actions I take to redirect the focus back to patient care must not exacerbate the situation but manage the conflict in an effective manner that improves patient care, patient safety and staff morale. If I am in a supervisory position, I will call a meeting after work to discuss our roles and responsibilities to team members and to patients. I will then set up conflict resolution staff training sessions for each employee; my goal is to remind them of the power of teamwork. If I am not in a supervisory position, I will speak to my supervisor in private and suggest conflict resolution staff training sessions. I think it is very important to find the source of the conflict. Conflicts can be managed and resolved better when the reason for the conflict is identified (Walker & Breitsameter, 2013).

Reference

Walker, A., & Breitsameter, C. (2013). Conflicts and conflict regulation in hospices: nurses’ perspectives: Results of a qualitative study in three German hospices. Medicine, Health Care, and Philosophy, 16(4), 709–718. http://doi.org/10.1007/s11019-012-9459-8

Sample Answer 2 for NR 510 dq 1 Week 5: Conflict at the Office Discussion

When management micromanages and its practices are divisive, inconsistent, and/or abrasive, employees are not going to handle conflicts between co-workers well. Employees are just mimicking the bad behavior of management. Not all qualified managers are good “people” managers (Kumar, Adhish, & Chauhan, 2015). Employees primarily lose respect for managers for multiple reasons: the nursing manager is weak and does not handle or address problems well, inconsistent about addressing inappropriate behavior, shows favoritism toward certain employees (Kumar et al., 2015). All of these poor management practices inflame conflicts between co-workers when they occur. Most nurses would apply for another job if they consistently had to deal with poor management practices. However, the best actions for nurses to take against poor management behavior is to address the manager (Kumar et al, 2015). The nursing manager may be unaware that he or she has poor management skills when it comes to addressing co-worker issues. Conflict on any level is due to the lack of communication. I do not want to be passive-aggressive when I speak to my supervisor, but I do want to be polite and do want to accuse or blame (Kumar et al., 2015). This is counterproductive and puts the manager on the defense. I can tell the nursing supervisor what I need in terms in direction, feedback, and support (Kumar et al., 2015). I can also make positive suggestions on how to handle co-worker conflicts, such as having a conflict management in house training.

Reference:

Kumar, S., Adhish, V. S., & Chauhan, A. (2015). Managing bosses and peers. Indian Journal of Community Medicine : Official Publication of Indian Association of Preventive & Social Medicine, 40(1), 14–18. Retrieved from http://doi.org/10.4103/0970-0218.149263

Sample Answer 3 for NR 510 dq 1 Week 5: Conflict at the Office Discussion

I thought you wrote a great post and enjoyed reading your personal experiences in both a supervisory role and staff role. I feel it is important for us to hear how other health professional have handled disruptive and as you wrote, toxic work environments. Healthcare is such a multifaceted system and there are so many layers and organizations being interdependent on each other. In reality, when an MA, CNA, RN, RT, SW, PA, NP and MD don’t work in a professional manner in an positive manner, unfortunately it is the patient that often suffers from our failures to work cohesively. I have certainly witness my fair share or staff not getting along and to be honest, at times getting along with some personalities. In reflecting back, i have had very little leadership that was able to productively and fairly handle conflict with knowledge on a effective resolution process.

As Professor Storms noted in her response, management and leadership is often dictated down from the top. How the top runs usually dictates how the middle is run. Management is just managing people. However, leadership creates sustainable valued employees. Management consists of controlling a group or a set of entities to accomplish a goal. Leadership refers to an individual’s ability to influence, motivate, and enable others to contribute toward organizational success. Influence and inspiration separate leaders from managers, not power and control. Leaders focuses on creating value, saying: “I’d like you to handle A while I deal with B.” He or she generates value over and above that which the team creates, and is as much a value-creator as his or her followers are. Managers have subordinates and leaders have followers, managers create circles of power while leaders create circles of influence.

I truly feel that organizations who want to lead now and in the future need to educate their leadership team on how to lead. I do feel it is a trickle effect down from the top and this is one way to change that.

Reference

Sample Answer 4 for NR 510 dq 1 Week 5: Conflict at the Office Discussion

Incivility and bullying can cause great conflict within an office. As a leader we need to determine who the perpetrators are before they cause good hardworking staff to leave the practice. Weiss (2007) states “one of the central characteristics of office friction is that troublemakers tend to stay on the job while victims-some of who might be your most knowledgeable and efficient workers-leave” (p. 69). Weiss suggests talking to the parties privately and specifically address the problems before they get out of hand. I agree with having a meeting to discuss the office friction and have the staff develop a plan to better work together, giving the staff ownership of the problem may help to ease the tension. In this situation where the practice is part of a larger organization there should be protocols in place for disciplinary action, since this scenario could have caused patient harm, the MA should be disciplined.

Thanks for sharing,

Resource:

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

Sample Answer 5 for NR 510 dq 1 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

APA Writing Checklist

Use this document as a checklist for each paper you will write throughout your GCU graduate

program. Follow specific instructions indicated in the assignment and use this checklist to help ensure correct grammar and APA formatting. Refer to the APA resources available in the GCU Library and Student Success Center.

☐ APA paper template (located in the Student Success Center/Writing Center) is utilized for the correct format of the paper. APA style is applied, and format is correct throughout.

☐ The title page is present. APA format is applied correctly. There are no errors.

☐ The introduction is present. APA format is applied correctly. There are no errors.

☐ Topic is well defined.

☐ Strong thesis statement is included in the introduction of the paper.

☐ The thesis statement is consistently threaded throughout the paper and included in the conclusion.

☐ Paragraph development: Each paragraph has an introductory statement, two or three sentences as the body of the paragraph, and a transition sentence to facilitate the flow of information. The sections of the main body are organized to reflect the main points of the author. APA format is applied correctly. There are no errors.

☐ All sources are cited. APA style and format are correctly applied and are free from error.

☐ Sources are completely and correctly documented on a References page, as appropriate to assignment and APA style, and format is free of error.

Scholarly Resources: Scholarly resources are written with a focus on a specific subject discipline and usually written by an expert in the same subject field. Scholarly resources are written for an academic audience.

Examples of Scholarly Resources include: Academic journals, books written by experts in a field, and formally published encyclopedias and dictionaries.

Peer-Reviewed Journals: Peer-reviewed journals are evaluated prior to publication by experts in the journal’s subject discipline. This process ensures that the articles published within the journal are academically rigorous and meet the required expectations of an article in that subject discipline.

Empirical Journal Article: This type of scholarly resource is a subset of scholarly articles that reports the original finding of an observational or experimental research study. Common aspects found within an empirical article include: literature review, methodology, results, and discussion.

Adapted from “Evaluating Resources: Defining Scholarly Resources,” located in Research Guides in the GCU Library.

☐ The writer is clearly in command of standard, written, academic English. Utilize writing resources such as Grammarly, LopesWrite report, and ThinkingStorm to check your writing.

NR 510 dq 1 Week 5: Conflict at the Office Discussion