Over the years and throughout my profession, I have witnessed a few management-related challenges. But, during the course of this study, I would prioritize discussing a conflict management issue. It is important to remember that due to the nature of our duties as nurses, a handful of potentially contradicting concerns may occur. These conflicts may range from interpersonal concerns among staff members to arguments between nursing personnel and patients (Huber, 2017). It was an usual day at work, and everything appeared to be well. I had reported to my work satisfaction and had completed the appropriate procedures. I did the necessary cleaning, and I checked all patients’ record, then I processed to my desk. Just a few minute later I began to hear sounds of arguments down the hall. At first, I didn’t know what it was so decided to remain on my desk hoping the noise will dwindle in a couple of minutes. However, exactly ten minutes passed, and there was no sign of relenting of the arguments down the hall. Therefore, I decided to take a look at what was going on.
On my arrival at the ward down the hall, I realized that a nursing staff was in a loud argument with a patient. The nurse had gone over to the ward to her perform primary duty of drug administration. However, on arrival, the patient requested of an extra dosage of painkillers. The patient has suffered a couple of severe fractures as a result of an auto accident. The patient pointed out that he was having a lot of pain and would want more pain relievers to forget the pain. The nurse apparently refused based on the fact that excessive intakes of painkillers are injurious and could lead to cardiac arrest.
There is need to note that there are a couple of inappropriateness that could be associated with this issue. First, it is inappropriate for a patient to demand of excessive dosage. Excessive dosage is dangerous and could lead to a medical mistake which could end up in fatalities. Second, a confrontational argument between patients and nursing staff is also inappropriate based on the nursing ethics which requires that patients be provided with highest forms of care possible.
After analyzing this situation, there is a need note that a couple of actions could be taken to rectify this situation. First, there is a need to reduce the current tension, by finding a means of ending the current noisy augment going on between the patient and the nurse. After calmness has been restored, the conflict resolving process will begin with the providence of orientation to the patient as regarding the adverse effects associated with the consumption of excessive pain relievers. The patients will be made to understand that the decision made by the nurse is based on an in-depth consideration of his long-term well-being. The patient will be informed about the likely side effects of excessive intake of painkillers such as indigestion, nausea, vomiting, and diarrhea. It could also be a primary cause of heart attacks. The benefit of this action is based on the fact with the right the information, proper decisions can be made. However, the con of the solution is that it has not meant the prevailing pain relief needs the patient, (Strandmark et al. 2017).
The next step required in the process is the requisition of apologies form the nursing staff directly involve in the conflict. The nurse will be made to acknowledge her wrongdoing based on the wrong approach she took while dealing with the issues. The apologies requisition is required in line with the nurse practice ethics which requires utmost care when dealing with patients. The advantage of the action is meeting up with nursing best practice. However, the con could be a form of dissatisfaction on the part of the nursing staff. The final step to resolving this conflict is the provision of alternative remedies of the patient in a bid to reduce his pains. Actions such as the adoption of the right positioning of fractured body parts could be used as a means by with the level of pain will be reduced. The benefit of this action is attaining of pain relief for the patient. However, the con is the fact the option may not suit the current need of the patient, (Strandmark et al. 2017).
Relating the above incident to issues discussed in the speed of trust; there is need to point about the particular concepts were adopted from the book. The idea of the "straight talk" was adopted, there was no hidden fact, and all details regarding the nurse’s decision were relieved to the patient. The concept of “demonstration respect" was also included as the nurse in question was made to apologize for the manner in which she handled the patient’s request, (Covey, 2006).
In conclusion, every organization at one point or the other faces conflict situation. It is important to note that excessive conflict is not in the best interest of institutions. Hence, efficient conflict management functions should be accorded immense priority.
References
Covey, S. M. (2006). The speed of trust: The one thing that changes everything. Simon and
Schuster.
Huber, D. (2017). Leadership and Nursing Care Management-E-Book. Elsevier Health Sciences.
Strandmark K, M., Rahm, G., Wilde Larsson, B., Nordström, G., & Rystedt, I. (2017).
Preventive strategies and processes to counteract bullying in health care settings: Focus Group Discussions. Issues in mental health nursing, 38(2), 113-121.
