NR 446 Rossetti Collaborative Healthcare Week 3 Paper

To resolve the conflict, I would encourage the nurses to compromise by not pulling all their meds at the start of shift. One solution could be to allow the nurse with the farthest access to the Omnicell to pull meds for three of her patients at the start of shift, then the second farthest nurse could do the same and continue on. This compromise would be an effective way to work through the differences that Mary and Sue are experiencing (Manning & Curtis, 2015). A brief huddle by all the nurses on the team at the start of the shift could also help prevent any developing conflicts. Mary needs guidance to understand that her assigned patients are not receiving the required attention if she is too busy pulling all her meds at the onset. Sue needs to be understanding of the difficulty Mary experiences with repeated trips to the Omnicell as her assignment is farthest from it.

This nurse could assist the supervisor in building a consensus among all parties. This approach would encourage all parties to work together to meet the common goal of an effective bedtime med pass and build trust between team members (Rixse, 2019).

Conclusion

Conflict is a common occurrence in any workplace due to varying personalities and job needs, often arising from competing resources. However, conflict can be constructive in promoting positive change, collaboration, and teamwork to provide quality patient-centered care. Understanding the four stages of conflict development (latent, perceived, felt, and manifest) is key to resolving it effectively. Effective leadership plays a vital role in conflict resolution by assessing issues, listening actively to all parties, and facilitating consensus-building through integration of ideas and fostering compromise. While achieving 100% agreement may not always be feasible, it is essential for leaders to prioritize patients’ needs and guide parties towards a collaborative solution that serves the patient’s best interests.

References

Basogul, C., & Özgür, G. (2016). Role of emotional intelligence in conflict management strategies of nurses. Asian Nursing Research 10(3), 228-233. Finkelman, A. (2016). Leadership and management for nurses: Core competencies for quality care (3rd ed.). Boston, MA: Pearson, 324-333. Manning, G. & Curtis, K. (2015). The art of leadership (5th ed.). New York, NY: McGraw-Hill,311. Rixse, R. (2019). Consensus-building leadership: Moving the association forward. Dental Assistant. Retrieved from