The nurse practitioner must assess and implement an action plan for management. The nurse practitioner will discuss how to initiate a plan of action in resolving the clinical issue and present a PowerPoint presentation.

No more than 10 slides should be used with group participants of 5 to 6 students per group. Conflict Resolution Essay Assignment Paper

Permalink: https://collepals.com//conflict-resolut…assignment-paper/

CASE/CONFLIT

The nurse has been working in a medical surgical unit for years as a unit ADVANCE NURSE PRACTTIONER for 5 years. She is very smart and savvy when it comes to her job. She constantly gets feedback from the patients as being one of the kindest, most thorough ADVANCE NURSE PRACTIONERs. The physician involved on this case scenario unbelievably thorough and great with patients. The unit ANP was approached by a physician wondering why the blood pressure medications of a certain patient were being held over the past few days and he was not notified. This ANP, being very diplomatic, offered a response to the physician, “I’m not sure, I didn’t even know that happened, let me look into it for you and get back to you.”

Unrelenting, the physician pressed farther: “There’s no need for you to look into it further, I’ve been sitting her for 20 minutes looking at the blood pressures and medications given–and it makes no sense.” Getting louder with each word. Conflict Resolution Essay Assignment Paper

Knowing she could offer nothing useful in this conversation with it escalating, she simply walked away saying, “I don’t know, I’ve literally taken care of this patient today for the first time.”

Conflict Management Strategies Utilized by Nurse Managers and its Relationship to Vertical Dyad Linkage with Nurses

Abstract

Background: Conflict management skill is an essential skill for an effective nurse leader. As inappropriate use of conflict resolution skills leads to degeneration of communication and poor working relationships particularly between nurse leader and their staff nurses. Aim:the current study aimed todetermine the relationship between conflict management strategies used by head nurses, and the quality of vertical dyad linkage at Port Said hospitals. Subjects and Methods: A descriptive correlational design was applied in this study on 31 head nurses and 203 staff nurses working in Port Said General Hospital and Port Said Health Insurance Hospitals, using two tools; the first was Thomas-Kilmann conflict mode instrument to assess head nurses’ preferred conflict resolution strategies, and the second was vertical dyad linkage scale from staff nurses point of view. Results: The results of the present study showed more than two-thirds of head nurses (67.7%) used accommodating strategy as a primary method to resolve conflict, followed by compromising strategy used by 51.6% by them to resolve conflict and less than two third (64%) of staff nurses had a neutral relation with their head nurses. Conclusion: Based on the results of the present study, it can be concluded that, there was no statistically significance relation between conflict management strategies used by head nurses, and the quality of vertical dyad linkage in Port-Said hospitals. It was recommended that head nurses should use conflict management styles depending on the situation. In addition to, develop an in-group relationship with as many staff nurses as possible

ADDITIONAL INFORMATION;

Conflict Management Strategies Utilized by Nurse Managers

Introduction

A large part of a nurse manager’s job is conflict management. You will have to deal with issues that arise in the workplace, and you need to know how best to handle them. The following strategies can help you navigate through such situations:

A Nurse Manager’s Responsibility

As a Nurse Manager, you will be responsible for conflict resolution and ensuring that your employees are happy and healthy. You will also be responsible for ensuring that they’re productive at work by providing them with the tools they need in order to do their jobs well.

As a Nurse Manager, you will need to ensure that your employees are following your policies and procedures. You will also be responsible for making sure that they have the tools they need in order to do their jobs well.

The Manager’s Role in Conflict Resolution

The manager’s role in conflict resolution is to facilitate. In other words, the manager’s job is not to solve the problem by themselves but instead help both parties find a solution on their own. The manager should provide assistance and guidance, but they must remain impartial so that both parties feel safe sharing their feelings and ideas with one another.

The goal of this process should be for everyone involved including you to learn from each other’s experiences and be able to move forward together as a team.

Behavioral Management

You’ll want to use positive reinforcement in your conflict management strategy. Positive reinforcement is when you reward those behaviors that are desirable, and ignore or prevent undesirable ones. For example, if a nurse wants an extra week off for their child’s wedding, but another nurse has been asking for the same thing for months, then it’s important that the first nurse does not give in and allow the second one her wish (because this sets up future problems down the road). Instead of saying “yes” every time she comes up with something else new she can do while working on her job duties, remind yourself why you don’t want her working overtime at all it’s because it makes her feel unhappy and stressed out; therefore we should find other ways of dealing with this situation rather than just giving into everything she says immediately!

Communication Techniques

• Communication

• Listening

• Asking questions

• Being clear and concise

• Being honest and sincere

• Respectful and courteous

• Nonjudgmental

Collaborative Strategies

Collaborative strategies are used to create a win-win situation. This means that all parties involved in the collaboration must be involved, and it requires mutual respect from all parties involved. It’s also important to remember that collaboration isn’t an event; it’s a process.

Once you’ve determined who will be your collaborative partners, it’s time to start building relationships with them! The first step is having open conversations about how you can work together effectively, which should include asking questions like: What do we want out of this relationship? How can we help each other achieve our goals? Who is responsible for what tasks today (and tomorrow) so that everyone knows exactly what needs done at any given time – even if they aren’t necessarily working on those projects right now!

Collaboration and teamwork are the essential ingredients for a happy working environment.

Collaboration and teamwork are the essential ingredients for a happy working environment. Collaboration is a process of working together to achieve common goals, while teamwork involves collaborating with other colleagues or managers in order to achieve specific organizational objectives.

Collaboration can be enhanced by establishing clear roles and responsibilities between team members. This enables everyone on your team to perform at their best level, which will help them feel more confident when it comes time for you to delegate tasks or make decisions about how things should be done moving forward.

Conclusion

The most important thing to remember as a nurse manager is that conflict resolution is an ongoing process. You can’t expect to just do it once and then put it aside. If there are problems between two employees, they need to be resolved in the same way that other issues within the organization are handled: by teamwork and collaboration!