RE: Discussion - Week 7 Introduction        All human dynamics carry the potential for conflict

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RE: Discussion - Week 7

Introduction

       All human dynamics carry the potential for conflict. In any work situation, conflict is inevitable. Furthermore, recognizing the diversity and fundamental differences in personal experiences, viewpoints, and values among human beings acknowledges conflict as a typical characteristic of human interaction. Nursing and healthcare organizations can be particularly vulnerable to conflict given the more significant number of interactions among individuals with varied daily expectations, roles, and responsibilities. These interactions, when conflictual, may affect safety in the workplace for both patients and professionals. Conflict cannot be eliminated, particularly in healthcare organizations with various stressors and diverse disciplines and professions. (Broome & Marshal, 2021).

      Incivility is rude or disruptive behavior that often results in psychological or physiological distress for the people involved. If left unaddressed, these behaviors may progress into threatening situations or even result in temporary or permanent illness or injury.  Incivility can have serious detrimental effects on individuals, teams, and organizations. In health care, the results of incivility can be devastating by negatively impacting team performance and the delivery of safe patient care, ultimately putting self and others at risk. (Griffin & Clark, 2014).

       A positive, healthy professional care environment makes a difference in reducing error, improving safety, alleviating stress, and generally enhancing the patient and caregiver experience. (Broome & Marshal, 2021).

How civil is my workplace, and why is my workplace civil?

         A civil healthy work environment is where people communicate clearly and effectively and manage conflict respectfully and responsibly. Effective communication fosters a civil work environment, improves teamwork, and ultimately enhances patient care. (Clark, 2015). The American Association of Critical-Care Nurses has identified six standards for establishing and sustaining healthy work environments. These include skilled communication, true collaboration, effective decision-making, appropriate staffing, meaningful recognition, and authentic leadership. (Clark, 2015).

       The work environment assessment overall civility score for my workplace was 89. This indicates that my workplace is moderately healthy. My workplace is moderately healthy because it scored a 5 in some aspects of the assessment scale, such as members of the organization living by a shared vision and mission, involving members of the organization in decision making, having a comprehensive mentoring program for all employees, providing sufficient resources for professional development and growth, emphasis on employee wellness and self-care, employees being able to recommend the place as a great place to work to family and friends, and so on.       

           However, there are some areas in the result that the scores were neutral (3).  These include teamwork and collaboration, assessment and improvement of the organization’s culture, communication, expression of opposing ideas, effective conflict resolution skills, and so on. Though the organization has cultures that would have made the environment a very healthy workplace, some employees, when affected by the stressful healthcare workplace, fall short of practicing in line with the organizational cultures. These are areas for improvement.

         Communication breakdowns, lack of teamwork, and ineffective collaboration rank among the most common and troubling inhibitors to a healthy work environment. Research suggests that high-quality communication in combination with high-quality interpersonal relationships results in better patient outcomes. The treatment for communication breakdown is a strategy that combines skilled communication, collaborative team relationships, and effective use of power. When implemented correctly, these strategies can help an organization stay healthy, creating a culture that promotes safety. (Laureate Education, 2018).

Description of a situation where I have experienced incivility in the workplace and how it was addressed

      A situation where I have experienced incivility in the workplace was when I sent a message to a respiratory therapist to come to the floor to deep suction a patient who though I had suctioned, still needed the attention of a respiratory therapist. The respiratory therapist came to the patient’s room from another floor furious and raised her voice at me stating that nurses do deep suctioning and that I should not call her every four hours to come and deep suction the patient. I left the room to report to the charge nurse. The charge nurse invited the respiratory therapist’s supervisor to the floor to inform her of her misconduct. The respiratory therapist supervisor apologized for her subordinate’s behavior that night and assured us that the respiratory therapist would come to the floor to attend to the patient as needed throughout the shift. She also told us to notify her of any other misconduct. The respiratory therapist was spoken to by her superior. She came to check on the patient on schedule and provided the necessary respiratory care, including deep suctioning for the patient throughout the night.

Conclusion

      Conflict is an inevitable human experience. It can be a source of learning, insight, and creative solutions. The role of the leader is not to eliminate conflict. Instead, the leader should be able to understand, embrace, and effectively deal with conflict. Leaders should also provide staff training and education in dealing with conflict. The aim is to give people a clear process of resolving issues without damaging relationships or organizational morale. Successful conflict resolution can result in an improved therapeutic environment and strengthened human relationships. Effective communication fosters a civil work environment, improves teamwork, and ultimately enhances patient care.

References

Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing from expert clinician to influential leader. Springer Publishing Company.

Clark, C.M. (2015). Conversations to inspire and promote a more civil workplace. American

          Nurse Today, 10(11), 18-23  https://www.americannursetoday.com/wp-

          content/uploads/2015/11/ant11-CE-Civility-1023.pdf

Griffin, M. & Clark, C.M. (2014). Revisiting cognitive rehearsal as an intervention against

         incivility and lateral violence in nursing:10 years later. Journal of Continuing Education in

         Nursing, 45(12), 535-542

Laureate Education. (2018). Diagnosis: Communication Breakdown [Video file]. Baltimore,

         MD: Author.

Bottom of Form

 

Instructions:

 

 

Respon

d

 

to

your

colleague by

 

sharing ideas for how shortcomings

discovered in their evaluations and/or their examples of incivility could

have been managed more effectively

.

 

 

**minimum of three (3) scholarly references are required for each reply

cited within the body of the reply

 

& at the end**

 

 

 

Esther

 

Chukwu

 

 

RE:

 

Discussion

 

-

 

Week

 

7

 

I

ntroduction

 

 

 

 

All

 

human

 

dynamics

 

carry

 

the

 

potential

 

for

 

conflict.

 

In

 

any

 

work

 

situation,

 

conflict

 

is

 

inevitable.

 

Furthermore,

 

recognizing

 

the

 

diversity

 

and

 

fundamental

 

differences

 

in

 

personal

 

experiences,

 

viewpoints,

 

and

 

values

 

among

 

human

 

beings

 

ack

nowledges

 

conflict

 

as

 

a

 

typical

 

characteristic

 

of

 

human

 

interaction.

 

Nursing

 

and

 

healthcare

 

organizations

 

can

 

be

 

particularly

 

vulnerable

 

to

 

conflict

 

given

 

the

 

more

 

significant

 

number

 

of

 

interactions

 

among

 

individuals

 

with

 

varied

 

daily

 

expectations,

 

roles,

 

and

 

responsibilities.

 

These

 

interactions,

 

when

 

conflictual,

 

may

 

affect

 

safety

 

in

 

the

 

workplace

 

for

 

both

 

patients

 

and

 

professionals.

 

Conflict

 

cannot

 

be

 

eliminated,

 

particularly

 

in

 

healthcare

 

organizations

 

with

 

various

 

stressors

 

and

 

diverse

 

disciplines

 

and

 

p

rofessions.

 

(Broome

 

&

 

Marshal,

 

2021).

 

 

 

 

Incivility

 

is

 

rude

 

or

 

disruptive

 

behavior

 

that

 

often

 

results

 

in

 

psychological

 

or

 

physiological

 

distress

 

for

 

the

 

people

 

involved.

 

If

 

left

 

unaddressed,

 

these

 

behaviors

 

may

 

progress

 

into

 

threatening

 

situations

 

or

 

ev

en

 

result

 

in

 

temporary

 

or

 

permanent

 

illness

 

or

 

injury.

 

 

Incivility

 

can

 

have

 

serious

 

detrimental

 

effects

 

on

 

individuals,

 

teams,

 

and

 

organizations.

 

In

 

health

 

care,

 

the

 

results

 

of

 

incivility

 

can

 

be

 

devastating

 

by

 

negatively

 

impacting

 

team

 

performance

 

and

 

the

 

delivery

 

of

 

safe

 

patient

 

care,

 

ultimately

 

putting

 

self

 

and

 

others

 

at

 

risk.

 

(Griffin

 

&

 

Clark,

 

2014).

 

 

 

 

A

 

positive,

 

healthy

 

professional

 

care

 

environment

 

makes

 

a

 

difference

 

in

 

reducing

 

error,

 

improving

 

safety,

 

alleviating

 

stress,

 

and

 

generally

 

enhancing

 

the

 

patient

 

and

 

caregiver

 

experience.

 

(Broome

 

&

 

Marshal,

 

2021).

 

How

 

civil

 

is

 

my

 

workplace,

 

and

 

why

 

is

 

my

 

workplace

 

civil?

 

Instructions:

Respond to your colleague by sharing ideas for how shortcomings

discovered in their evaluations and/or their examples of incivility could

have been managed more effectively.

 

**minimum of three (3) scholarly references are required for each reply

cited within the body of the reply & at the end**

 

 

Esther Chukwu

RE: Discussion - Week 7

Introduction

All human dynamics carry the potential for conflict. In any work situation, conflict is

inevitable. Furthermore, recognizing the diversity and fundamental differences in personal

experiences, viewpoints, and values among human beings acknowledges conflict as a typical

characteristic of human interaction. Nursing and healthcare organizations can be particularly

vulnerable to conflict given the more significant number of interactions among individuals with

varied daily expectations, roles, and responsibilities. These interactions, when conflictual, may

affect safety in the workplace for both patients and professionals. Conflict cannot be eliminated,

particularly in healthcare organizations with various stressors and diverse disciplines and

professions. (Broome & Marshal, 2021).

Incivility is rude or disruptive behavior that often results in psychological or physiological

distress for the people involved. If left unaddressed, these behaviors may progress into threatening

situations or even result in temporary or permanent illness or injury. Incivility can have serious

detrimental effects on individuals, teams, and organizations. In health care, the results of incivility

can be devastating by negatively impacting team performance and the delivery of safe patient care,

ultimately putting self and others at risk. (Griffin & Clark, 2014).

A positive, healthy professional care environment makes a difference in reducing error,

improving safety, alleviating stress, and generally enhancing the patient and caregiver experience.

(Broome & Marshal, 2021).

How civil is my workplace, and why is my workplace civil?