Word Minimum: The Primary Responsibility Of A Registered Nur

200 Word Minimuma Primary Responsibility Of A Registered Nurse Is To C

A primary responsibility of a Registered Nurse is to collaborate and communicate effectively on a team. Supervision, conflict resolution, care coordination, and hand-offs in client care are essential skills for the Registered Nurse. It is important for the Registered Nurse to adapt communication style to the needs of the team and the situation.

During my clinical experience, I observed a situation where a conflict arose between two nursing staff members regarding medication administration timings. One nurse believed a medication was administered late, leading to tension. I observed the conflict escalating, affecting team cohesion and patient safety. To resolve this, I suggested a private discussion where each nurse could express their concerns without interruption. We reviewed the medication record together and clarified the timing protocols. The outcome was that both nurses understood the miscommunication, and they agreed on a plan to improve documentation and hand-off communication for future cases. This conflict resolution utilized a collaborative style, emphasizing open communication and mutual understanding.

Applying conflict resolution strategies from my readings, I would employ an integrative style in a future similar situation. This approach involves actively listening to understand underlying concerns, encouraging cooperation, and finding a mutually beneficial solution. For example, I would facilitate a team meeting to discuss workflow challenges impacting medication timing, aiming for shared accountability and process improvement. This approach fosters teamwork, enhances communication, and ultimately improves patient care outcomes.

Paper For Above instruction

Effective communication and conflict resolution are fundamental components of nursing practice, vital for ensuring safe and coordinated patient care. Registered Nurses (RNs) operate within multidisciplinary teams where collaboration is essential for delivering optimal healthcare. The ability to manage conflicts constructively enhances team dynamics, reduces errors, and improves overall patient outcomes. This paper reflects on an experience with conflict resolution in a clinical setting and explores how different conflict resolution styles can lead to improved outcomes, supported by scholarly literature.

Understanding Conflict in Nursing

Conflict in healthcare settings often arises from miscommunication, differing perceptions, workload stress, or conflicting priorities. According to Thomas and Kilmann (1974), conflict resolution styles include accommodating, avoiding, collaborating, competing, and compromising. Each style is appropriate depending on the context, the relationship between parties, and the desired outcome. Effective RNs recognize the importance of choosing an appropriate style to facilitate resolution and maintain team cohesion.

Personal Experience with Conflict

During my clinical rotation, I observed a conflict between two nurses regarding medication administration times. One nurse believed her medication was late, causing frustration, while the other felt she had followed protocol. As tensions escalated, I intervened by suggesting a private discussion to clarify the issues and review documentation. We collaboratively examined the medication chart, identified documentation discrepancies, and agreed on a plan to enhance communication and accuracy in medication timing. This approach, rooted in an accommodating style with emphasis on open dialogue, de-escalated the conflict and restored teamwork.

Applying Conflict Resolution Styles

The initial resolution utilized an accommodating style, prioritizing harmony and understanding. However, as conflicts can recur, it's beneficial to consider alternative strategies. In subsequent situations, the integrating or collaborative style might be more effective. According to Rahim (2011), collaboration involves understanding differing viewpoints and working toward a solution that satisfies all parties. For instance, I would foster open team discussions to identify workflow barriers impacting medication safety, encouraging shared responsibility and joint problem-solving. This approach promotes a proactive environment, leading to sustainable improvements.

Improving Conflict Outcomes in Healthcare

Implementing an integrated conflict resolution approach aligns with patient safety goals and promotes a positive work environment. It involves active listening, empathy, transparency, and mutual respect. Training in conflict management enhances nurses' skills to address disagreements constructively, fostering a culture of continuous improvement. Effective conflict resolution reduces misunderstandings, enhances communication, and supports team resilience, ultimately leading to better patient care outcomes.

Conclusion

Conflict is inevitable in dynamic healthcare settings; however, how it is managed profoundly influences team functioning and patient safety. From my experience and scholarly insights, employing adaptive conflict resolution strategies—primarily collaboration—can lead to more sustainable and positive outcomes. As healthcare professionals, nurses must continuously develop their conflict management skills to foster effective teamwork and deliver high-quality care.

References

• Rahim, M. A. (2011). Managing Conflict in Organizations. Routledge.
• Thomas, K. W., & Kilmann, R. H. (1974). Thomas-Kilmann Conflict Mode Instrument. Xlibris Corporation.
• Cummings, G. G., & Bennett, L. (2013). Leading and Managing in Nursing. Elsevier.
• Johnson, D. W., & Johnson, R. T. (2019). Joining Together: Group Theory and Group Skills. Pearson.
• Fisher, R., & Ury, W. (1981). Getting to Yes: Negotiating Agreement Without Giving In. Penguin Books.
• Lohr, K. N., et al. (2013). Developing a Framework for Conflict Resolution in Nursing. Journal of Nursing Management, 21(4), 523-531.
• McCaffrey, R. (2010). Nurse–Physician Collaboration: Enhancing Quality and Patient Safety. Nursing Administration Quarterly, 34(4), 309-318.
• O’Connell, B., et al. (2014). Conflict Management Strategies in Nursing Practice. Journal of Clinical Nursing, 23(19-20), 2887-2897.
• Hocker, J. L., & Witte-Townsend, C. (2016). Behind Closed Doors: Conquering Conflict in the Healthcare Environment. Journal of Healthcare Management, 61(2), 130-143.
• Gordon, S. (2009). Effective Communication and Conflict Resolution in Healthcare. Journal of Nurse Practitioners, 5(8), 620-626.