Nursing Leadership

Anonymous

Question Description

Please answer all the following questions below. Each question is to be answered in a paragraph of 4-5 sentences or more.

The assignment must have a MINIMUM of 1000 WORDS, and 3 EVIDENCE-BASED REFERENCES no older than 5 years, excluding the class textbook.

This assignment is based on chapter 8 of my book. Please feel free to visit the book link that I will be providing you with in order to answer the assignment correctly.

Book Link:

http://stikespanritahusada.ac.id/wp-content/uploads/2017/04/nursing-management.pdf

Please also feel free to look at the Chapter 8 in the Power Point.

Also, look out for plagiarism percentage, and cite all references used. The paper must be in APA 6th Edition format.

The assignment is as follows:

1. Describe a situation in which the nurse manager would use problem resolution in the workplace. Describe a situation in which the nurse manager would use negotiation to resolve a conflict (or potential conflict) in the workplace.

2. Compare and contrast strategies for resolving a conflict, using first the informal negotiation method and then the formal negotiation method.

3. Explore the American Nurses Association website for information on collective bargaining for nurses. Which states have nursing unions? Debate the issue of joining a union with another group of students.

4. PART 1: Log onto the website of your state nurses association (STATE OF FLORIDA) and search for information on collective bargaining. Search for news articles, union websites, and other recent information on collective bargaining for nurses in your state. Is there a great deal of collective bargaining activity in your state? If not, why? If yes, what are the primary issues under discussion?

PART 2: Review the pros and cons of becoming part of a collective bargaining unit. If you were a full-time staff nurse, would you want to join a union? Why or why not?

Unformatted Attachment Preview

Chapter 8 Dealing With Problems and Conflicts Copyright © 2015. F.A. Davis Company Potential Conflict Generators • Competition between groups • Increased workload • Multiple role demands Copyright © 2015. F.A. Davis Company Potential Conflict Generators (cont'd) • • • • • Threats to safety and security Scarce resources Cultural differences Ethical conflicts Invasion of personal space Copyright © 2015. F.A. Davis Company Bullying • Often targets one individual • Is an attempt to exert power over another person • May have devastating effects on the individual and the team Copyright © 2015. F.A. Davis Company Workplace Incivility • Displays of disrespect among staff and providers • Coworkers are the most common source Copyright © 2015. F.A. Davis Company Moral Distress • Occurs when personal and professional ethics are violated Copyright © 2015. F.A. Davis Company Conflict Resolution Myths • Win-lose-draw • Fixed pie myth • Devaluation reaction Copyright © 2015. F.A. Davis Company Conflict Resolution • Problem resolution • Negotiating informally • Formal negotiation Copyright © 2015. F.A. Davis Company Problem Resolution • Identify the problem or issue. • Generate possible solutions. • Evaluate suggested solutions. Copyright © 2015. F.A. Davis Company Problem Resolution (cont’d) • • • • Choose the best solution. Implement the solution chosen. Is the problem resolved? If yes, end process; if not, repeat. Copyright © 2015. F.A. Davis Company Negotiating an Agreement Informally • • • • Scope the situation. Set the stage. Conduct the negotiation. Agree on a resolution. Copyright © 2015. F.A. Davis Company Conducting a Negotiation • • • • • • Manage emotions. Set ground rules. Clarify the problem. Make an opening move. Continue the negotiations. Agree on a resolution. Copyright © 2015. F.A. Davis Company Collective Bargaining • Economic issues • Management issues • Practice issues Copyright © 2015. F.A. Davis Company Pro: Collective Bargaining • • • • Protects workers’ rights Grievance procedures available Higher pay Empowering Copyright © 2015. F.A. Davis Company Con: Collective Bargaining • Creates management-staff barrier • Adds rules and regulations • Drains manager’s time Copyright © 2015. F.A. Davis Company Conclusion • Conflict is inevitable within large groups. • It is not necessarily a negative experience. • Growth may emerge from positive conflict management. Copyright © 2015. F.A. Davis Company ...
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Tutor Answer

TutorStewartbrian
School: Cornell University

Attached.

Running head: NURSING LEADERSHIP QUESTIONS

Nursing Leadership Questions
Student’s Name
Institutional Affiliation

NURSING LEADERSHIP QUESTIONS
1. Describe a situation in which the nurse manager would use problem resolution in
the workplace. Describe a situation in which the nurse manager would use
negotiation to resolve a conflict (or potential conflict) in the workplace.
There are various situations where nurse managers definitely have to employ problem
resolution to solve certain conflicts. One emerging conflict in most of the workplaces even outside
healthcare is the issue of violence. Health care has not been an exception for this especially bearing
in mind that it is a workplace with huge amounts of pressure and tight schedules (Shah 2017).
Violence in healthcare may occur between collogues due to stress and misunderstandings which
could make them loose their emotional control. In this kind of a situation the best way to solve this
conflict for the nurse manager would be problem resolution.
There are other situations where the nurse manager will need to use negotiation to solve
conflicts. This strategy of solving conflicts calls for the nurse manager to try as much as possible
to create a win-win resolution for all the parties involved. For instance, when the nurses differ on
the schedule of shifts and they are not able to agree. The nurse manager should employee
negotiation strategies in order to resolve such a conflict in an amicable manner. It would be
important for the nurse manager to use negotiation so that he/she is able to listen to both sides and
together with them come up with a solution that both...

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