Mod 10 leadership assignment

Consider the examples provided below and describe how you would handle the experiences.
• A manager is not granting pay to someone who worked overtime.
o Talk to the affected staff, encouraging them to continue working, and assure them
that the matter will be handled. Speak with the manager who is not granting
overtime pay, remind them of the importance of staff motivation, and inquire
about the lack of payment. Inform the manager of overtime pay policies while
listening to their responses or reasoning. If the situation is not changing, report the
incident to higher authorities and human resources.
• A nurse manager is tolerating verbal abuse of another nurse.
o Organize a meeting between both parties and inquire why the nurse is abusing the
manager. Speak with the culprit explaining why it is important to respect
authority and not use obscenities. Review organizational policies and company
culture with the culprit.
• Constantly short-staffing the unit when there is a high census.
o Raise the matter to the charge nurse, explaining the importance of having
appropriate staffing in high census or high acuity client assignments. Maintain a
sense of calmness among staff, offer staff rewards to encourage them to continue
working and time off to reset, assure staff that the matter is being handled, and
begin hiring new staff.
• A nurse is not providing all of the patient’s information during the shift report.
o Review proper SBAR format with the nurse and remind them it is unethical to
conceal pertinent patient information that might affect their treatment. Remind the
nurse it is essential to provide all needed information to ensure improvement of
standards of care. Warn the nurse that further action may have to be taken if the
behavior persists.
• Favoring one staff over others.
o Discuss with the nurse who is accused of favoring staff, find out reasoning.
Remind the nurse manager of the importance of work ethics and implication of
favoring various staff members over others and how it will affect working
conditions.
• Making a hiring or firing decision based on friendship.
o Investigate to ensure the validity of the claims. Rebuke the action and remind the
manager of work ethics and handling situations based on personal feelings.
Nurses are responsible for managing and eliminate conflict in each unit to minimize further
consequences. Using the DECIDE model in the above scenarios allows solutions for all involved
by identifying issues, encouraging collaboration and compromise, finding various solutions, and
implementing the solution that best suits all parties by negotiation and conciliation, and later
evaluating the success of the solution (Weiss & Tappen, 2019). Using proper communication
techniques, remaining neutral, professional, and nonjudgmental is best when resolving conflict.
In the situation of an unresolvable conflict, reach for assistance from higher authorities (Huber,
2018).
References:
Weiss, S.A. & Tappen, R.M. (2019). Essentials of Nursing Leadership & Management (7th Ed.). F.A.
Davis
Huber, D. (2018). Leadership & Nursing Care Management. St. Louis, MO: Elsevier.
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