In the following paper I will classify a minimum of three interventions to commend addressing concerns expressed by Nurse B. The interventions being discussed are conflict management, role conflict, and striving toward the same goal. In closing, the recommended interventions will be Justified and explanation. A group consists of two or more people who interact with each other and share a common purpose (Roofer, Glazer, & Vanity’s, 2009). A team is a type of group Reveries, Glazer, ; Vanity’s, 2009). Teams are a critical fragment of any group, particularly within healthcare organization.

Each person on a team plays a ITIL role in ensuring that all needs are met, task are completed daily, and patients are being cared for properly. Teams are an important portion of any organization, particularly within healthcare. Each person on a team plays a vibrant part in confirming all organization prerequisites are met, undertaking are complete regularly, and patients are properly being cared for. Teamwork and collaboration between all health professionals results in high quality clinical care, and increased job satisfaction for staff (Begley, 2009).

When team members disagree on the same AOL, usually it ends in conflict among the team. Healthcare managers understand it is important to control and manage conflicts within the organization. The fundamentals to positive conflict management is for both teams to assist in solving the conflict and problem oppose to proving each other wrong. In the case study Nurse B express concerns regarding working with equivalent staff members of the surgical team. The moral and atmosphere of the team is increasingly deteriorating.

In addition, the team’s Job contentment and desire to go to work has severely been impacted. For a team to be effective providing quality care, the atmosphere of the team should be received and respected. Better outcomes will be achieved when team members perceive supportive team atmosphere and an empowering team contact Ninth clear and Jointly developed goals, an appropriate mix of skill and expertise, and rewards links to team performance (Provence 2007). After additional analysis of the case study, conflict management among team members should always be addressed.

Resolving conflict can be a continuous balancing act for healthcare staff because it is demanding and confusing. Conflict management is vital for the success of healthcare organizations. Learning, as an organization, to constructively manage and succeed in conflict situations is a foundational construct of leadership and management (Ludlow, 2009). Currently six different conflict styles exist: (1) accommodating, (2) avoiding, (3) collaborating, (4) competing, (5) compromising and (6) problem solving.

The surgical team displays conflict style of avoiding “potential disruption outweighs the benefits of resolution, gathering information supersedes immediate decision making, others can solve the conflict more effectively and issues seem a result of other issues,” (Ludlow, 2009). Nurse B instead of having to contract the Physician Assistant regarding the Issues, should have been comfortable enough to address the concern with the hysteria. The surgical team of Nurse B is experiencing role conflict.

Conflict arises “hen a focal person’s ideas of his or her requirements are incongruent with expectations from roles set members (Roofer, Glazer, & Vanity’s, 2009). In healthcare organization it is important for all staff to know and understand his or her ole. For Nurse B team to be an effective and successful team each member should identify what type of teams is essential and mutually allows the Job to get done. En the teams comes together the effort will demonstrate group cohesion. Once the team is established, each member must continuously try to strive towards the same objectives and goals.

A good recommendation for Nurse B surgical team is Intervention techniques. Intervention always help to improve situations among the team. Intervention can be wither conflict resolution or training sessions, team Truckee made by changes, and developing guidelines identifying team members roles. Intervention provides training for team members on what procedures are current and procedures no longer being utilized. Goal setting training leads to greater effectiveness at the individual level and improved team efficiency (Roofer, Glazer, & Vanity’s, 2009).

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