Lack of Communication between Nurses and Management - Coursework Example

Introduction Scenario The ward I work in has recently promoted me to the post of Head Nurse. This has come with new possibilities and added responsibilities. The one thing that was evident even long before I took over was the fact that several nurses had no sense of job security and were worried about layoffs. As the Head I heard rumors that several of the nurses were looking into creating collective bargaining units so that they can ensure some kind of job security. On top of there is a complete lack of communication between nurses and changes in their shifts. The documentation is not being done properly which has resulted in severe complications for example one nurse may administer a medication at the end of her shift and the next nurse in one instance has administered the same medication 10 minutes later at the start of her shift which has resulted in over dosage and in some cases complete lack of dosage as well. The documentation is imperative in order to follow correct treatment, the problem can be linked to the fact that the nurse shifts are too long and at times towards the end of their shifts they sometimes forget to mark down their actions. This has also lead to controversy and conflict between the nurses as no one wants to own up to a mistake in administering dosage. The problem is that the previous Head did not follow up on documentation, and doing so for individual cases is a long and tedious process and not pragmatic since as Head a nurse has to look after a lot more than just the patients. Key Issues There is a complete lack of communication between the nurses and management which is leading to mismanagement of the patients and the cases that the hospital is handling. The documentation system is not being followed and as such careless and reckless behavior has been going unchecked for a while. Some kind of authority needs to be established so that there is a smooth flow of information. If the labor union is allowed to flourish this may result in more complications than solutions as it has been noticed that the nurses use them to cover up their own faults rather than secure their jobs. If collective bargaining is implemented then there will be a kind of divorce between the management and the nurses and their problems will be negotiated through arbitrators. This will eventually lead to the management’s authority being challenged by the nurses. The management also should realize that more nurses are needed on staff as compared to the numbers we have at hand at the moment. In all of this the patients are the ones that are suffering because of the inefficiencies of management and nurses. Literature Critique This section of the paper will look into various journals and research pertaining to the chosen management problems i.e. labor union and lack of communication between nurses and management. In order to deal with the issues at hand it would be best to come up with some kind of plan whereby they are first analyzed and then appropriate action is taken to rectify the problem. Carlopio & Adrewartha (2008) have narrowed down on a few steps which should be followed to exterminate problems i.e. locating the exact issue, pinpointing all the factors involving the problem, getting more information about the issue at hand and finally addressing it appropriately through a plan of action. Lack of communication between nurses and management Lack of communication can stifle all work and progress in any organization, be it nursing related or not. In an environment where several processes are occurring simultaneously it is often the case that the first thing that gets disrupted is the communication process. Problems that are caused because of a communication gap, if not properly resolved, go on to become bigger problems. Since there are time and budget constraints the management seeks to solve all issues by taking the easy options instead of employing proper rationale which suits the nurses. Issues and problems such as those of communication need to be addressed as soon as possible so that valuable members of the staff do not leave the team. A “collaborative approach” whereby the decisions are made by ensuring that the views and opinions of the staff are taking into account will work best (Bassi & Polifroni, 2005). It will promote a sense of loyalty and create affinity between the management and the staff. It can also lead to more productivity and growth as well. “Such an environment offers the opportunity for a positive problem solving process which promotes staff development and enthusiasm. It is brought about by leaders/managers adopting a transformational leadership style which recognizes and builds on the talents of individual staff and creates a nurturing environment and shared vision” (Cain, 2005). This lack of communication between the nurses and the management can be resolved. It has been causing a lot of problems and such an issue cannot be allowed to progressed. If not dealt with in a timely manner it won’t just hamper management-nurse relations it will also adversely affect the entire workings of the clinic. Labor Unions Collective bargaining units can be beneficial for the staff; however, they have been known to cause problems as well. They become a kind of external solution to the problems that are being faced by the management. Brown, Durham, Richardson and Burn (2005) focused on the different methods of solving problems i.e. internal and external. Their work was directed at consultants that were externally sought to evaluate critical care service. The similarity between them and a labor union is striking because like external services, labor union members come in and look at the workings from on perspectives negotiate one sided demands and leave. It is a far better idea that the management and the workers come to a consensus whereby both are happy instead of one party suffering to make the other happy which is a high likelihood in the case of labor unions or collective bargaining units. Negotiation The solution to both the given problems can be traced down to poor negotiations tactics. The decisions that are made in the health care industry and the negotiation skills surrounding them are of utmost importance because lives depend on them. The Macquarie Dictionary (1985) defines negotiation as "mutual discussion and arrangement of the terms of a transaction or agreement". This is in line with the works of Gittler and Hurth (1998) that outlined the core of negotiations aimed at problem solving as a compromise whereby everyone emerges a winner. Such skills are highly important for those in a managerial position as per Kriet (2008) who placed great emphasis on learning the skills of negotiation. Kleinpell and Perez (2006, paragraph 1) point out, albeit in the American context, that because the role of the “ACNP (acute care nurse practitioner) position in collaborative practice can involve diverse responsibilities, negotiation takes on increased importance to ensure adequate compensation, benefits, and position components”. Negotiations, in order for them to be successful, need to take into account mutual respect for the parties involved, some level of trust has to be exhibited on part of both parties, empathetic attitudes are also important along with an engaging and collaborative behavior (Shendell-Falik, 2002). If the negotiations within the organization are successful then no third parties will need to intervene and issues can be resolved more quickly and in a manner that is best for both the management and the nurses. Conclusion The given scenario shows a severe gap in communication which is resulting in problems for not just the management and the nurses but also the patients. The lack of communication has turned into job insecurity for the nurses which has further progressed to some of them considering labor unions which will undermine the authority of the management and create more problems then solutions. As head nurse I would want to introduce some kind of negotiation system where the nurses can talk about their problems and come to a kind of understanding with the management. In this way they will become more productive because they will have a better sense of purpose and will be more comfortable with their job. References Bassi, S. & Polifroni, E.C. (2005). Learning communities: the link to recruitment and retention. Journal for Nurses in Staff Development, 21(3), 103-109. Brown, S. Durham, L. Richardson, A. & Burn, L. (2005) Outside Edge: the value of external consultancy. Nursing Management, 12(3), 22-24. Cain, L.B. (2005) Essential qualities of an effective leader. Dimensions of critical care nursing, 24(1), 32-34. Carlopio, J. & Andrewartha, G. (2008) Developing management skills: a comprehensive guide for leaders (4th Ed.) Pearson Education, Melbourne. Gittler, J. & Hurth, J. (1998) Conflict Management in Early Intervention: Problem Solving Negotiation. Inf Young Children, 11(1), 28-26. Kleinpell, R.M., Perez, D.P. (2006). Negotiation strategies for ACNP practice. Nurse Practitioner, 31(5). Retrieved 14th August, 2006 from http://o-gateway.ut.ovid.com.library.newcastle.edu.au/gwl/ovidweb.cgi Kriet, K. (2008). Enhancing and using negotiation skill. Dermatology Nursing, 20(2), 140. Marquis, B.L. & Huston, C.J. (2009). Leadership roles and management functions in nursing. (6th Ed.). Wolters Kluer/Lippincott Williams and Wilkins, Philadelphia. Shendell-Falik, N. (2002). The art of negotiation. Lippincott’s Case Management, 7(6), 25 paragraphs. Retrieved 22nd June, 2005 from http://o-gateway.ut.ovid.com.library.newcastle.edu.au/gwl/ovidweb.cgi Read More