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  • Conflictandcollaboration

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    Conflict may arise from differences in opinion regarding patient care requirements, or from longstanding hierarchical relationship of physician dominance and nursing subservience. Conflicts may range from disagreements to major controversies that may lead to litigation or violence. 85% of health care workers experience offensive and disruptive behavior in workplace.

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    Conflict may arise from differences in opinion regarding patient care requirements, or from longstanding hierarchical relationship of physician dominance and nursing subservience. Conflicts may range from disagreements to major controversies that may lead to litigation or violence. 85% of health care workers experience offensive and disruptive behavior in workplace.

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    33 vizualizări4 pagini

    Conflictandcollaboration

    Încărcat de

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    Conflict may arise from differences in opinion regarding patient care requirements, or from longstanding hierarchical relationship of physician dominance and nursing subservience. Conflicts may range from disagreements to major controversies that may lead to litigation or violence. 85% of health care workers experience offensive and disruptive behavior in workplace.

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    ConflictandCollaboration

    Conflictisanormalresultofinteractingwithothers,andmostofushaveneverlearned
    howtopreventconflictsoitkeepsescalating.Conflictmayarisefromdifferencesin
    opinionregardingpatientcarerequirements,orfromlongstandinghierarchical
    relationshipofphysiciandominanceandnursingsubservience.Differencescannotbe
    resolvedunlessnursesandphysiciansacknowledgethatdifferenceexistintheir
    practice.Thedifferencesthatmaycauseconflictmaybeduetoculture,gender,andto
    someextentperceiveddifferencesinpowerbase.Physicianssometimesgetona
    powertrip,andtreatnursesandaidesliketheyarenobodyandsomephysiciansact
    liketheyarebetterthantherestofthestaffinthemedicalfacility.Physiciansabuse
    oftenincludeanabundanceofselfesteem,andlackofunderstandingofnursesreal
    roleinpatientcare.85%ofhealthcareworkersexperienceoffensiveanddisruptive
    behaviorinworkplace.Themostcommonandproblematictypeofconflictinthe
    workplaceisinterpersonalconflicts.
    Theconflictsmayrangefromdisagreementsto
    majorcontroversiesthatmayleadtolitigationorviolence.Conflictshaveanadverse
    effectonproductivity,morale,andpatientcare.Theymayresultinhighemployee
    turnoverandcertainlylimitstaffcontributionsandimpedeefficiency.

    Conflictsmayexist
    betweenphysicians,betweenphysiciansandnurses,andbetweenthenursesorthe
    healthcareteamandthepatientorpatient's

    family
    .
    Patientsandpatientfamiliesbegin
    tofeeltheconflictbetweenthenurseandphysicianbecauseofthepoorpatientcare
    andthelackofconcernforthepatient.

    Theabuseamongnursesandphysiciansand

    healthcareteamcantaketheformof
    demeaningattitude,ridicule,offcolorjokes,
    sexualharassment,andphysicalviolenceareformsofabusethatariseoutofconflict.
    In
    reality,aworkplaceisoneplacewherepeoplecanbenasty,difficult,dysfunctionaland
    downrightbrutishandyoustillhavetodealwiththeminacalmandprofessional
    manner.Arroganceisthebyproductofunhealthylevelsofprideandego,Irritabilityand
    unnecessaryshortfuses,
    thesearejustsomeofwhatcausesalotofconflictamong
    coworkers.Intheworkplacewhenconflictarisesamongthehigherups,suchasnurses
    andphysicians,itbecomesatrickledowneffecttotheotheremployeesandpatients.
    ResolvingConflict
    Communicationisattheheartofconflictandresolution.Conflictoftenarisesfrom
    ineffectivecommunicationeffectiveorassistedcommunicationandpositive
    collaborationpromotessuccessfulresolutionofdifference.Emotionalmaturityis
    foundationaltoeffectivecollaboration.Communicationwithindividualswhoare
    experiencingcompassionfatigueorburnoutwillbechallengingandthus
    interdisciplinarycollaborationcanbedifficultbutremainempathetic,motivated,and
    emotionallypresentincollaborativerelationships.Cohesivenessandjointproblem
    solvingaredesiredresultsofcollaborativeteamwork.Collaborativepracticeisa
    processthatinvolvesthevaluedcontributionsofallteammembersinreachingthebest
    possiblesolutions.Itisimportantfornursesandphysicianstodevelopanewcultureof
    collaborationwhichmergestheuniquestrengthsofeachdisciplinewiththemutualgoal
    ofqualitypatientcare.
    Topreventconflicts,aprofessionalcodeofconductshouldbe
    established,notonlyinthehospitalbutalsoaspartofgrouppracticepoliciesand

    medicalstaffbylaws.Groundrulesmakeiteasiertodiscipline,astheytakepersonality
    outoftheequation.Adisciplinarystructureshouldbedeveloped,sothatthe
    mechanismsandthereferralpatterntohigherauthorityarewellunderstood.Pitfallsthat
    physiciansandnursesshouldbecarefultoavoidistakingpeopleforgranted,failingto
    keeppromises,failingtotakeresponsibilityforone'sownerrors,andfailingtopractice
    whatonepreaches.

    RolandaPorter
    GinaPozorski
    DylanOrtman

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