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Leadership and Management for Every Nurse
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Conflict Resolution: New Graduate Nurse Orientation
In the conflict presented in New Graduate Nurse Orientation, we see that there is a new hire to the floor. Recently graduating from nursing school Helen really wants to fit in with the fellow nurses on the unit. Helen wants to belong to the unit as a whole and is looking to her preceptor Ashley as they one to help facilitate not only her transition from nursing school to the unit, also the transition to being a part of the unit through the camaraderie of the fellow nurses on the unit. What Helen begins to learn is that there is a hierarchy on the unit, which Ashley is in the so called “in crowd”. Throughout Helen’s orientation, Ashley is constantly on her cell phone dealing with personal issues, or a way from Helen when she is need of guidance with alarms and equipment that she is unfamiliar with. Helen being new did not know what she needed or did not need in orientation. When approached by a more seasoned nurse that is not in the “in crowd” as to
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It is further defined as interpersonal, meaning that the conflict is emerging between two or more people (Huber, 2014, p. 171). If Helen can open up to the educator whose job it is to help with conflict during the orientation process, Helen may find that she has a better orientation as a result. This may come off negatively to Ashley, as Helen never adequately voiced any concerns to her. This may lead to continued conflict on the floor for Helen following resolution attempts. Ashley may not be the best fit to orient someone at this time due to her own family issues that may be hindering her ability at overseeing and educating Helen. The more seasoned nurse is trying to help Helen to accept outside help to mediate the conflict that she is experiencing. The person to help in this situation is the
The role of nurse practitioner in the Canadian healthcare system is relatively new compared to the traditional roles of doctors and registered nurses, and as with any new role, there are people who oppose the changes and others who appreciate them. Some members of the public and the healthcare system believe that the addition of the nurse practitioner (NP) role is an unnecessary change and liability to the system because it blurs the line between a doctor and a nurse; this is because nurse practitioners are registered nurses with additional training (usually a masters degree) that allows them to expand their scope of practice into some areas which can be treated by doctors. Other people feel that nurse practitioners can help provide additional primary care services, while bridging communication between nurses and doctors. There are always legitimate challenges to be overcome when changing a system as complicated as healthcare,
Transitioning from Registered Nurse (RN) to Nurse Practitioner (NP) can bring many challenges. This transition begins when a person starts graduate education and doesn’t end until a few years after gaining the position of NP. Having a proper support system, a job that is interesting, and a keen sense of self-awareness are all important factors to a successful transition. Using appropriate coping mechanisms can make this transition much easier. Knowing the possible obstacles and understanding how to overcome them will also ease the change.
1. What is the difference between a. and a. Which K, S, and A pertain to the care you provided to the patient you have chosen? Why do you need to be a member? K- Describe the limits and boundaries of therapeutic patient-centered care. S- Assess levels of physical and emotional comfort.
I presume the role transition from academic nursing student to Graduate Nurse will be challenging and rewarding. In their findings, the researchers Doody, Tuohy & Deasy (2012) stated that for a successful transition NGNs need to be competent in a range of domains: interpersonal skills, managing workloads, providing health information, communication, and prioritising care delivery. Although I believe I am competent in the above specified areas, I am still not confident that I would get sufficient support in the hospital environment in terms of knowledge sharing, moral support and being given constructive feedback. Constructive criticism increases confidence in the work role and reduces stress in an individual (Doody, Tuohy & Deasy, 2012). In my previous professional placements I have been able to demonstrate my competency to work in the healthcare environment. I have received positive feedback from placement educators, buddy nurses and patients. Despite being competent in a range of the above areas NGNs may still face transition shock.
The theme of leadership in the ward does not mirror the outside world very accurately, as in contemporary society a leader of a society or an organisation is almost always accountable to a person senior to him. This is not seen in the novel, as Big Nurse seems to be answerable to no one, in fact, it is arguable that everyone answers to her. A hierarchy or class system operates inside the ward which can be clearly seen throughout the course of the novel. Patients living within the ward are ‘classed’ according to the state of their mental health or to the condition of which they suffer from. Chief describes the method of discriminating patients from one another:
...S. L. (2012). Workplace Issues. In (Ed.), Nursing Today Transition and Trends (7th ed., pp. 546-565). St. Louis, Missouri: Elsevier Saunders.
As new nursing graduates begin the process of transition into the nursing practice. There are many challenges and issues which are associated throughout the transition. New graduates may embark their journey through a graduate program or seek employment solo. The transition period may consist of challenges, that students will encounter during their journey. This essay will identify, discuss and critically reflect nursing key challenges that student nurses may face, throughout the process of the transition phase. The nursing key challenges chosen for this essay include professionalism, preparation, personal factors, competency factors, patient- centered care and job satisfaction. These nursing challenges will be thoroughly discussed and supported by current evidenced based research and nursing literature.
Hocker & Wilmot, 2007, Poole, & Stutman, 2005 Folger and 2007 Cahn& Abigail. "Interpersonal Conflict and Conflict Management." Devito, Joseph A. The Interpersonal Communication Book. Boston: Pearson, Allyn & Bacon, 2009. 276.
When examining the circumstances under which incivility thrives in nursing education, it is imperative that the issue is looked at from not only the perspective of the faculty, but from the nursing student
Conflict has been an issue for man since the dawn of civilization. In today’s fast paced world conflict, especially in the workplace, is a frequent occurrence. When that workplace is a health care environment where lives are at stake, emotions run high and collaboration with many different disciplines is required conflict often becomes a prevalent part of everyday life. Conflicts in the workplace can lead to reduced morale, lowered productivity resulting in decreased patient care and can cause large scale confrontations (Whitworth 2008). In the field of nursing whether a conflict is with a peer, supervisor, physician, or a patient and their family, conflict management is a necessary skill.
Management spends several hundred dollars for each new nurse that it hire and train. Using Benner’s theory, and investing in nurse retention will decrease costs, as well as having resulted in better patient outcome. A savings of one and one- half to two times of a salary is estimated to have occurred in reducing nursing turnover (Friedman, Delaney, Schmidt, Quinn, & Macyk, 2013). During my first four to five years in my current post,. I noted there to be an increase in novice and advance nurses not staying very long. Upon doing exit interviews it was brought to my attention, that the orientation, he or she received was not enough to make them feel comfortable. The nurses felt that he or she had been rushed through orientation, and did not feel confident in dealing with some
Nurses would learn about subculture’s unspoken rules and standards by receiving strong disapproval. Other members of the hospitals attempt to place new nurses into a category of behavior and if the new nurses try to expand beyond that, they will be ridiculed and harshly judged by fellow nurses and superiors (Kim, 2016). They will also learn through observation within the setting. The new nurses would view the nurses with poor behavior berated by superior nurses or employees. Then, they would learn the correct behavior from watching the behavior of nurses that would not receive a verbal onslaught (Kim, 2016).
Interpersonal conflict is very common with many relationships. It occurs when two people can not meet in the middle or agree on a discussion. Cooperation is key to maintaining a healthy debate. More frequently; when dealing with members of your own family, issues arise that include conflict and resolution. During this process our true conflict management style appears “out of thin air”. (Steve A. Beebe, 2008, p. 191).
The term socialization as described by Wilkinson and Treas, states that socialization is the informal education that occurs as you move into your new profession (Wilkinson & Treas, 2011). Socialization into nursing is more than just being knowledgeable of the information and skills required to perform an outlined role. It also includes learning and adapting to the behaviors, norms, values, and perceptions of individuals within the same group or role (Wilkinson & Treas, 2011). Socialization into nursing requires continuous research. Often, individuals enter the field of nursing with their own beliefs and life philosophies, however after much role modeling and reinforcement of applied behaviors and skills those beliefs and life philosophies either change or develop into theories. This paper will compare and contrast my personal beliefs and life philosophies to those of Virginia Henderson. I will give background information on Virginia Henderson and also explain the notable theory she has contributed to the world of nursing. I will then compare Henderson’s views to those of my own and clarify why I choose her as my theorist of interest.
Being at the apex of the chain of command, the administrative nursing supervisor has numerous responsibilities including but never limited to staffing, conflict resolution, and or crisis. In many circumstances, an administrative nursing supervisor must make timely, prioritizing decisions based on the resources available at any given time. The ultimate outcome ideally is patient and staff safety, and positive patient experiences and outcomes. Throughout the different departments in the facility, there are several governing unions with guidelines and contractual requirements. The facility also has policies and procedures that must be adhered to. Katie remains updated on all guidelines by attending conferences, in-services and administrative meetings. Eason, (2010) stated that, “lifelong learning allows nurses to develop confidence and skill in service provision that is evident to patients, their families, and other health care practitioners” (p.157). I believe that Katie is proficient, has strong leadership skills and is capable of unraveling conflict while following