Conflicting Personal, Professional, and Organizational Obligations
Order ID 53563633773 Type Essay Writer Level Masters Style APA Sources/References 4 Perfect Number of Pages to Order 5-10 Pages Description/Paper Instructions
Conflicting Personal, Professional, and Organizational Obligations
The following is a conflict resolution strategy used by you when the nursing office supervisor (Carol), who considers you to be competent and responsible, asked you to help cover the workload in the delivery room.
Although this supervisor believes you can do the job, you think that you do not know enough about labor and delivery nursing to be effective. Here are some strategies you can use to resolve the conflict.
Analysis
You need to examine your goal, the supervisor’s goal, and a goal on which you can both agree. Your goal might be protection of your license and doing nothing that would bring harm to a patient.
Carol’s goal might be to aid an understaffed unit. A possible supraordinate goal would be for neither you nor Carol to do anything that would bring risk or harm to the organization.
The following conflict resolution strategies were among your choices:
Accommodating. Accommodating is the most obvious wrong choice. If you really believe you are unqualified to work in the delivery room, this strategy could be harmful to patients and your career.
Such a decision would not meet with your goal or the supraordinate goal.
Smoothing or avoiding. Because you have little power and no one is available to intervene on your behalf, you are unable to choose either of these solutions. The problem cannot be avoided nor will you be able to smooth the conflict away.
Compromising. In similar situations, you might be able to negotiate a compromise. For instance, you might say, “I cannot go to the delivery room, but I will float to another medical–surgical area if there is someone on another medical–surgical unit who has OB experience.”
Alternatively, you could compromise by stating, “I feel comfortable working postpartum and will work in that area if you have a qualified nurse from postpartum that can be sent to the delivery room.” It is possible that either solution could end the conflict, depending on the availability of other personnel and how comfortable you would feel in the postpartum area.
Often, someone attempting to solve problems, such as the supervisor in this case, becomes so overburdened and stressed that other alternatives are not apparent to them.
Collaborating. If time allows and the other party is willing to adopt a common goal, this is the preferred method of dealing with conflict. However, the power holder must view the other as having something important to contribute if this method of conflict management is to be successful.
Perhaps, you could convince Carol that the hospital and she could be at risk if an unqualified registered nurse (RN) was assigned to an area requiring special skills.
Once the superordinate goal is adopted, you and Carol would be able to find alternative solutions to the problem. There are always many more ways to solve a problem than any one person can generate.
Competing. Normally, competing is not an attractive alternative for resolving conflict, but sometimes, it is the only recourse. Before using competition as a method to manage this conflict, you need to examine your motives.
Are you truly unqualified for work in the delivery room, or are you using your lack of experience as an excuse not to float to an unfamiliar area that would cause you anxiety? If you are truly convinced that you are unqualified, then you possess information that the supervisor does not have (a criterion necessary for the use of competing as a method of conflict resolution).
Therefore, if other methods for solving the conflict are not effective, you must use competition to solve the conflict. You must win at the expense of the supervisor’s losing.
You risk much when using this type of resolution. The supervisor might fire you for insubordination or, at best, she may view you as uncooperative. The most appropriate method for using competition in this situation is an assertive approach.
An example would be repeating firmly but no aggressively, “I cannot go to the delivery room to work because I would be putting patients at risk. I am unqualified to work in that area.” This approach is usually effective. You must not work in an area where patient safety would be at risk. It would be morally, ethically, and legally wrong for you to do so. (Note: The legal implications of this case are discussed in Chapter 5.)
RUBRIC
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