Leadership & management discussion responds.
Leadership & management discussion responds.
(Leadership & management discussion responds.)
Question description
Please read the peers discussions and respond to them APA format with reference
Discussion 1
Conflict is defined here as a clash or struggle that occurs when a real or perceived threat
or difference exists in the desires, thoughts, attitudes, feelings, or behaviors of two or more parties (Deutsch, 1973). It exists as a tension or
struggle arising from mutually exclusive or opposing actions, thoughts, opinions, or feelings. Conflict can be internal or external to an individual or
group. It can be positive as well as negative (Huber, 2014)
This actually happen in our unit; there was a new nurse manager that would like to reorganize the whole unit. She brush off a lot of employees, both nurses and senior technicians because of her different ways, to the point that a group of employees decided to organized signed petition against the new manager and to be submitted to HR.
I did not signed the petition and explained to the other staff that it’s not fair to do it because it was less than 6 months that she was in power. I was able to convince the majority that we have to give her that “honeymoon” stage at least before we do a something that would put a wedge to our relationship. There was a heated argument between me and the leader that wants to petition the new manager. I told her that if transition period fails “I would be the first one to sign the petition paper and personally hand the new manager our signed petition”; logic prevails and the signed petition did not push through.
After 6 months we have learned to live with each other’s personality and the new manager also mellowed downed, she turned out to be a good manager and was promoted again to upper management. She heard about the action that I did and appreciates it by maintaining a good open relationship to me and to the whole staff.
Reference:
Huber, D. (2014). Leadership and Nursing Care Management, 5th Edition. [Pageburstl]. Retrieved from https://pageburstls.elsevier.com/#/books/978145574…
Discussion 2(Leadership & management discussion responds.)
A role of a leader includes the ability to think and identify problems critically (Huber, 2014). In this situation, the new director decided to proceed with an action without having asked the rest of the employees. This can cause issues as not everyone agrees with the new plan. This disagreement can lead to arguments within the workplace and disrupt the peace. The best way to go about this is to do what should have been done in the first place and communicate with one another. The leader should communicate openly with the rest of the team and receive some of their input. One of the roles of a leader includes using effective communication to “disarm conflict” (Huber, 2014, p. 4). When the concerns are brought up, the nurse leader can incorporate their ideas and formulate a plan to bring up to the director. When a clear plan is in place, negotiations can occur.
Other factors that can lead to conflict include the nurses leaving the job and looking for a new one, due to poor communication and decision making. If this issue occurs, the nurse leader will have to set up a meeting with the director. In this meeting, the leader can bring up the issue and discuss ways that the problem can be resolved. The leader will have to advocate for the workers and mention to the director that ultimately, the nurses will be doing the work and whatever changes are made, will affect them. Another thing, because the department was organized without any input from the workers, this new setting can cause a lot of confusion and create the workplace to be chaotic or slower than usual as the workers try to adapt. One way to resolve this is to ask the workers about their concerns, and if one of them involves the reorganization of the unit, then the leader can come up with a strategy to incorporate a quick tour of the new unit.
Reference
Huber, D. (2014). Leadership and Management Principles. Leadership and Nursing Care Management, 5th Edition. [Pageburstl]. Retrieved from https://pageburstls.elsevier.com/#/books/978145574…
Discussion 3
In a situation where the department makes changes that employees don’t agree with or have negative perceptions of it, it’s essential for leaders and managers to find a solution to this conflict. Conflict occurs when differences exist in understanding or thoughts of a particular situation between two or more parties (Huber, 2013). When it involves multiple individuals within a group, this conflict is called intragroup conflict (Huber, 2013). This involves the differing point of views of members of a group or subgroups in a particular goal, function or change in policy. The conflict also has constructive and destructive effects. As for constructive, it can improve decision quality, stimulate creativity, encourage interest, and fosters change. On the other hand, it can also constrict communication, decrease cohesiveness, and hinder performance in a work environment.
In this particular scenario, it’s essential to conduct an assessment of levels and sources of the conflict, which means construction of strategies will depend on if the level of the conflict is high or low (Huber, 2013). Given the scenario and how resentful the nurses feel about the change within the department, we can easily categorize this as a high-level conflict. Next will be to identify the boundaries of the conflict; as such finding areas of agreement and disagreement. By doing so, the organization can find common ground to build upon when discussing the benefits of the change. This will also enable the organization to understand the factors that limit the possibilities of managing the conflict constructively. Once the organization has gained the trust of its employees, it should create an environment where the individuals involved are able to express ideas, feeling, and attitudes freely. By doing so, the organization is implementing a problem-solving strategy where all involved parties can mutually agree to a solution to the conflict.
References:
Huber, D. (2013). Leadership and Nursing Care Management, 5th Edition [VitalSource Bookshelf version]. Retrieved from https://bookshelf.vitalsource.com/books/9781455740…
Discussion 4(Leadership & management discussion responds.)
Networking is very important in dialysis. The dialysis community very small that is why “everybody knows things about everybody in our community” you can’t keep any secrets in our field. . Even if you came from a different county there will be some one that would easily get your background, if you are a team player or a slacker. I use these networking to my advantage by asking around first if the manager is good and if the company has a good working environment even before I apply to a particular job opening
Networking too comes in handy when you are being recommended for the job. Sometimes the manager herself is the one that “pirates” the worker from another company because of networking.
Identify two affiliations or a situation in which you have networked for the health of a population or your community.
As a Certified Dialysis Nurse my professional affiliation is American Nephrology Nurses Association. I am also a member of my School’s Alumni Association. There are times that they sponsor free clinics in our community specially providing flu vaccine to the elderly. The School Alumni Association is very active in it and as a nurse I sometimes go with them. The professional affiliation offer discounts to some health symposiums and I also sometimes avail of it when I have the time.
Discussion 5(Leadership & management discussion responds.)
Nursing affiliations and networking are essential for nurse leaders because they can receive extra help when needed. Networking will help in my career future because it will remind me that nursing takes a team effort. When others can offer their support and opinions, it can make the task less daunting. Networking helps nurses to get involved and to become engaged (ANA, 2015). Nurses get to meet like-minded people (ANA, 2015).
In the field of nursing, this connection is vital as it can also serve as a way to de-stress. These individuals have probably gone through the same thing and have advice for these kinds of problems. By joining affiliations and networking, the nurse will expand their knowledge and learn from others. Furthermore, networking can also result in career advancements (ANA, 2015).
An example of a situation where I networked for the health of a population in my community took place in nursing school. During my psych rotation, we decided to make “care-packages” for the homeless, by filling backpacks up with life-necessities such as toothbrushes, gloves, socks, etc. During this time, we networked and asked individuals in our community such as church families and close relatives and friends, for donations. We also affiliated with a homeless shelter in a nearby city. This shelter let us know what day would work best, and we made it work. We worked together and took advantage of this connection that we had to improve the lives of others in our communities.
Reference
American Nurses Association [ANA]. (2015). Professional Networking for Nurses. Retrieved from https://www.nursingworld.org/resources/individual/…
Discussion 6(Leadership & management discussion responds.)
Professional affiliation and networking’s of organizations help improve patient care and implement a support system for nursing leaders nationwide. There are a variety of benefits related networking; it initially provides members the opportunity to gain an education on methods of becoming vocal about the nursing practice while making new connections with other healthcare members (ANA, 2015). Networking also allows for nurses to exchange knowledge and spark discussions about a specialty or general practice. It provides the framework to connect with like-minded nurses within the organization and help innovate ideas. I believe that information is knowledge and knowledge is the key to growth, and networking allows members to obtain both. It grants opportunities, resources to updated evidence-based practices and access to other mentorship for guidance and support. Other significant benefits are related to the increased ability to network with their peers and become an active member of the organization.
The Academy of Medical-Surgical Nurse (AMSN) is a dedicated specialty organization that I’m a member of. It provides me with a support system and has an active community of 11,000 medical-surgical nurses. The purpose of the organization is to motivate and empower nurses to become leaders in their professional environment (AMSN, 2016). AMSN hub, for instance, is a networking resource I often use to communicate and connect with nurses nationwide. It is designed as a platform for nurses to connect through discussion of topics related to the Medical-surgical practice. It allows nurses to network and collaborates with other fellow professionals on the most current issues, findings and visions of the practice (AMSN, 2016). Because of this of networking platform, I’m able to broaden my understanding of the Medical-surgical specialty and improve patient care. I used this network to gain access to new information about the specialty and share ideas to my team to improve the work environment.
References:
Academy of Medical-Surgical Nurses [AMSN]. (2016) About the AMSN Hub. Retrieved from website: https://www.amsn.org/membership/amsn-hub/about-ams…
American Nurses Association [ANA]. (2015). Professional Networking for Nurses. Retrieved from website: http://nursingworld.org/Professional Networking-for-Nurses
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