The Conflict I Had In My Nursing Practice

The Conflict That I Had In My Nursing Practice That Stands Out To Me

The conflict that I experienced in my nursing practice involved a disagreement with a patient care technician (PCT) regarding the completion of a vital task—taking a patient's blood sugar levels. This incident occurred during a busy shift when I was preparing a different patient for surgery. I informed the PCT that it was essential to perform the blood glucose check because the patient was scheduled to receive insulin shortly thereafter. However, the PCT refused, citing her workload as the reason, and stated she would not do it at that time. This situation involved multiple stakeholders: myself, the PCT, and ultimately the patient whose care was at risk. The patient's safety was the most critical concern, as failure to monitor blood sugar levels could have led to severe health complications or even death if not properly managed.

To resolve this conflict, I internalized the importance of effective communication and collaborative problem-solving. I temporarily removed the PCT from the busy patient care area to discuss her refusal privately. I explored her reasons, which she expressed stemmed from being overwhelmed by her workload. Recognizing her feelings and constraints, I employed a collaborative conflict resolution approach, which aims to satisfy the concerns of both parties, as recommended by Thomas and Kilmann (Benke, 2023). I conveyed that although everyone was busy, working as a team could facilitate timely completion of tasks necessary for optimal patient care. I emphasized the importance of the blood sugar check, explaining how neglecting this task could have dire consequences, including potential patient death. I appealed to her empathy by considering how she would feel if a family member were in similar circumstances and not receiving necessary care.

To promote a positive outcome, I proposed a compromise: after I had managed my other patients, I would assist her later in the day by helping with vital signs and other responsibilities, thereby reducing her workload. She took a moment to consider this proposal and ultimately agreed to perform the blood sugar check. I believe the resolution was effective because it resulted in a collaborative effort that prioritized patient safety and fostered teamwork. The success of this approach illustrated how open dialogue and mutual understanding can resolve conflicts efficiently in a nursing environment.

This conflict was resolved successfully because the PCT understood the reasoning behind the task and recognized that her feelings and workload were acknowledged and addressed. It demonstrated that effective communication and empathy can mitigate tension and lead to a positive outcome. My preferred conflict resolution styles are either collaboration or compromise. According to Basaran (2024), compromising involves each party relinquishing some self-interest to reach a mutually acceptable solution, which promotes obedience and compliance but also respects individual concerns. I favor these approaches because they ensure that all voices are heard and that no one feels dominated. This fosters a respectful and positive work environment, crucial for team cohesion, job satisfaction, and ultimately, high-quality patient care. Such conflict resolution methods also contribute to a culture of teamwork, trust, and shared responsibility within healthcare settings.

Paper For Above instruction

The nature of conflicts in nursing practice is multifaceted and often stems from the complex interplay of clinical responsibilities, team dynamics, and ethical considerations. Effective conflict resolution is essential in maintaining a safe, collaborative, and efficient healthcare environment. One typical scenario involves disagreements over task prioritization or workload distribution, which can jeopardize patient safety if not addressed promptly and appropriately.

In this context, conflict arose when a patient care technician refused to perform a vital task—checking the blood sugar levels of a diabetic patient—due to being overwhelmed with her workload. This situation underscores the significance of addressing conflicts proactively, especially when patient safety is at stake. The ethical principle of beneficence mandates that healthcare professionals prioritize patient well-being above all else and ensure that necessary interventions are completed timely. When conflicts threaten these principles, healthcare providers must employ skilled conflict resolution strategies to restore harmony and uphold standards of care.

The Thomas and Kilmann Conflict Mode Instrument (Benke, 2023) emphasizes the importance of collaborative approaches in resolving disagreements. Collaborating involves open communication, understanding the perspectives of all parties, and working together to find mutually beneficial solutions. In this case, removing the PCT from her duties temporarily allowed for a private conversation. By exploring her workload issues and acknowledging her feelings, I was able to foster trust and mutual respect. This approach aligns with the ethical duty of respect for persons, acknowledging the emotions and concerns of healthcare staff while striving to ensure patient safety.

Employing a collaborative approach, I proposed a feasible compromise: I would assist her later in the day to ease her workload after managing my patients. This demonstrated flexibility and teamwork, reinforcing the concept that healthcare delivery is a shared responsibility. This method aligns with the principles of interprofessional collaboration, which have been shown to improve patient outcomes (Reeves et al., 2017). The resolution successfully motivated the PCT to perform the blood sugar check, ensuring continuity of care and patient safety.

Research supports the effectiveness of collaboration and compromise in conflict resolution within healthcare settings. Studies highlight that fostering a culture of open communication and mutual support reduces workplace tension and enhances team cohesion (O’Connell et al., 2019). Moreover, conflict management strategies that recognize the emotional and practical needs of staff contribute to job satisfaction and decrease turnover (Sullivan et al., 2020). Implementing such strategies requires healthcare leaders to cultivate an environment where conflicts can be addressed constructively, with respect and empathy.

In addition to collaborative methods, compromising is an effective conflict management style in situations where quick resolution is necessary or when both parties have equal stakes. As Basaran (2024) notes, compromising involves each side making concessions, which can lead to obedience and compliance but also ensures that all voices are heard and valued. This approach can prevent escalation and facilitate a swift resolution, vital in the fast-paced healthcare environment.

In conclusion, conflict is inevitable in nursing due to diverse roles, high-stakes responsibilities, and interpersonal dynamics. However, the manner in which conflicts are managed significantly influences patient safety, team harmony, and organizational culture. The case discussed exemplifies how a collaborative conflict resolution approach can effectively manage disagreements while promoting mutual respect and team cohesion. As healthcare professionals, fostering open communication, empathy, and flexibility are fundamental skills that help create a positive work environment and ensure the delivery of safe, patient-centered care.

References

• Basaran, A. (2024). Principles of Conflict Resolution in Healthcare. Journal of Nursing Management, 32(2), 19-27.
• Benke, M. (2023). Effective Communication Strategies for Conflict Resolution. Nursing Leadership Review, 12(4), 45-50.
• O’Connell, T. et al. (2019). Interprofessional Collaboration and Patient Outcomes. Journal of Interprofessional Care, 33(2), 197-204.
• Reeves, S., et al. (2017). Interprofessional Education and Collaboration: A Systematic Review. Medical Education, 51(2), 165-180.
• Sullivan, C., et al. (2020). Workplace Conflict and Nurse Turnover: Implications for Practice. Nursing Economics, 38(4), 193-201.