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.
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).
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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
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Sample Answer 2 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 3 for NR 510: dq 1 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 4 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 5 for NR 510: dq 1 Week 5: Conflict at the Office Discussion
Thank you for your great response! Probably, both of us have witnessed plenty of co-worker conflicts throughout our nursing careers. I notice there is a lot of conversation on lateral or peer conflict, nurse to nurse disruptions and disagreements. I did not notice any comments on conflict between nursing staff and physicians. This is one of the biggest stressors in a clinical environment. Physicians can be extremely degrading and caustic toward nurses. When this occurs we often show deference to the doctor because of his or her influence and authority. I have noticed that male doctors are more verbally abusive. I have also seen some nurses assert themselves and take up for themselves when conflict arises between that nurse and a physician. According to Stecker and Stecker (2013), conflict between nurses and physicians are the most disruptive in healthcare setting because it detracts from patient care. Even though the quality of care is of the utmost importance in clinical settings, so is the emotional and mental wellness of clinical staff. Have you ever been verbally abused by a doctor, and if so, how did you feel? What do you feel you should have done to alleviate or address the conflict? Was the matter resolved? Have you ever resigned from a nursing position because of the level of workplace conflict? I hope these questions encourage each of our peers to examine the types of workplace conflict they have experienced and use them as learning opportunities.
Reference
Stecker, M., Epstein, N., & Stecker, M. M. (2013). Analysis of inter-provider conflicts among healthcare providers. Surgical Neurology International, 4(Suppl 5), S375–S382. http://doi.org/10.4103/2152-7806.120781
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