Prof. Nursing Leadership week 7 peers resp
Peer Response Instructions
In your response, provide feedback to your peers as to the approach they used and suggest an alternate approach. Posted at least two substantial responses to peers that drives the discussion forward. Substantial responses successfully show: evidence of accurately interpreting topical. All sources used in
discussion post(s) include properly formatted APA in-text citation(s) and full reference(s). APA style
includes knowledge, identifying relevant arguments, evaluating alternative points of view, justifying
key results, explaining assumptions, and/or drawing upon reasonable and thoughtful conclusions.
1st peer post:
McKenna Davis
WednesdayApr 17 at 1:05pm
The 5 conflict management approaches include avoiding, accommodating, competing, compromising, and collaborating.
Unfortunately, I think that the conflict management approach I use the most is accommodating. I often neglect my needs, goals, and concerns. As stated in the text this can often lead to disappointment or resentment and is a built-in by-product of the overuse of this approach. This is something I’m working on improving and using less as a conflict management approach (Yoder-Wise et al., 2023).
The conflict management approach I use the least is competing, which I think is a positive for me but as stated in the text can sometimes be useful when standing up for your rights or defending important principles (Yoder-Wise et al., 2023).
After reading the text I would like to implement ‘collaborating’ as my conflict management approach. Collaborating is both assertive and cooperative as people work together to to find the solution that most fully satisfies all the important concerns and goals. In addition collaboration uses a relationship-centered approach (Yoder-Wise et al., 2023).
I recently observed a situation between a nurse and physician where an OB doctor came down the ER to get a patient for surgery due to postpartum bleeding. The ER nurse had hung emergency blood for the patient due to the patients labs and clinical presentation per the ER physicians orders. The OB MD was upset as she did not think this was necessary or the right clinical choice for her patient. Unfortunately, she used ‘competing’ as her conflict resolution style and acted defensively and aggressively and as stated in the text, even used cruelty in the form of cutting remarks. There was definitely an opportunity to improve this communication and professional civility.
References
Yoder-Wise, P., Sportsman, S. (2023). Leading and managing in nursing (8th ed.). Elsevier.
2nd peer post:
Collapse SubdiscussionCecilia Guetter
Cecilia Guetter
TuesdayApr 16 at 8:50pm
Week 7 Discussion: Conflict Management, Communication, and Team Building
Initial Written Response: Based on your personality and self-assessment scores, which of the 5 conflict management approaches do you use most often? Which do you use least? What are the strengths and weaknesses of your main approach to conflict resolution?
According to the conflict self-assessment, I scored highest in the “Collaborating” Approach to conflict resolution. I would have to say that this seems to fit how I handle conflict. I use the “Avoidance” approach least, which is also true for my take on conflict management. One of the strengths of the collaborative approach is that it involves a creative and assertive approach where people work together to develop shared goals (Yoder-Wise & Sportsman, 2023). It is considered a relationship-centered approach that supports collaborative communication and behavior amongst the healthcare team to keep effective patient outcomes as the goal (Yoder-Wise & Sportsman, 2023). One weakness identified with collaboration is that it is the most time-consuming of the different approaches (Yoder-Wise & Sportsman, 2023). Another weakness could be postponing critical decisions because I need a group consensus (Yoder-Wise & Sportsman, 2023).
Describe a situation where you observed or interacted with other stakeholders where there was an opportunity to improve communication, professional civility, or reduce conflict.
I had a situation recently involving myself, our surgery scheduler, and the office manager. Our surgery scheduler was in the process of scheduling a surgery for an MD who was out of the medical office mind you, I am the phone triage nurse, who is very busy taking and answering phone calls coming into the office, calling results, answering patient advise request through our EMR system with issues & concerns from patients and family members. The surgery scheduler walks over to my desk, picks up my cell phone, and notifies me that she will be texting the MD about this surgery (previously, the MD stated it would be okay to send her a message). I was taken aback, and she told me that she did not like to text the providers from her phone and would like to text from my phone. I immediately said, “No, this is my cell phone; you can text her if you want to discuss an upcoming surgery date.” She told me that since I am the registered nurse and she is not clinical, this would be best. I again stated that I was not comfortable with this. Our office manager came walking out of her office and was overhearing the conversation, just watching the conversation unfold, she stayed silent. I then asked if she could help assist with the situation after a back-and-forth between the surgery scheduler and me.
References:
Yoder-Wise, P. S., & Sportsman, S. (2023). Leading and Managing in
Nursing (8th ed.). Elsevier Health Sciences (US).
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