Nursing Conflict in Communication

Communication Conflict Leadership Journal The purpose of this paper is to explore how I can deal with situations in practice in a more effective way. There are many situations I have faced in my own experience in which I have dealt with communication difficulties and conflict in an organizational setting. It is definitely easy to get hooked on an emotional level with these encounters. For example, I have had one coworker who consistently invades my personal space on a regular basis.

Whenever I see her, she gets uncomfortably close -- so close I can smell her breath. Another nurse fails to cleans up her work area after procedures and consistently leaves a mess for the next person to clean. This is not only irritating but potentially dangerous and not good practice. Furthermore, other nurses seem to like to talk a lot about personal issues on the job. For example, one nurse is consistently bothering me about her marriage problems which can be distracting and honestly just plain uninteresting.

This analysis will relate some of the material about leadership that has been covered in class to some of my personal situations and discuss how such situations could be better handled in the future. These situations can be dealt with in a professional and effective manner that is in the best interest of literally everyone in the practice. Working with You is Killing Me There are many ways to get "hooked" at work. Being hooked deals with the emotional attachment to a negative situation at work.

Being hooked can be defined as the emotional response clouding your judgment. When you are affected by an emotionally negative situation at work then this can led to a range of both emotional and physical problems.

Some of these types of issues include things such as their ability to (CRM Learning, 2007): Zap your energy Invade your thoughts Worry Anger Insomnia Headaches Neck and back pain Thus it is important to deal with these episodes as quickly and effectively to protect yourself as well as improve the productivity of all members of the office.

One way that was developed to help address these situations from a new perspective is referred to as "unhooking." By unhooking emotionally, it can provide a clarity by can allow the situation to be seen without the confusion that emotional responses can add. There are four ways to unhook from a situation that include (CRM Learning, 2007): Physically Mentally Verbally With a Business Tool The key to unhooking is to provide time to let your nervous system and emotional response to cool down before addressing the situation.

This is important because if you are emotionally charged when respond to an irritating event there is an increased probability that you will handle it in a way that is less than professional. One example, in regards to the coworker that is invading my personal space, if I were to immediately react to the situation I could seem offensive and probably rude. When she came to close I could jump back and say something offensive in a hooked manner.

However, if I took time to unhook from the emotional state and calmed down then I could think about how to better deal with the situation from a different perspective. One response might be to calmly explain how I am sensitive to people being too close to me physically and that it makes me feel uncomfortable. If this was described in a calm and explanatory manner then it would likely be far more effective than a reactionary emotional response.

Furthermore, when a nurse fails to clean up their workspace this can also led to an irritating situation. Whoever discovers the mess must deal with it somehow by either cleaning it up or reporting it which is a nuisance. Additionally, it can simply create an unsafe working environment. It can expose the environment to potentially toxic or infected substances. If a patient discovered the mess before a member of the staff then this could be a serious liability on top of being seen as unprofessional.

An immediate reaction to a situation such as this might be one of frustration and anger which would represent the hooked version of dealing with the problem. By unhooking emotionally from the situation the problem could be better addressed. For example, one idea might be to discuss with the employee the reasons why they fail to clean their area. Maybe it is because they were too busy and forgot or they received a phone call and got distracted.

Maybe they were unaware that it was their responsibility and thought someone else would do it. Whatever the problem may be, once the causes are addressed in a professional manner then it is likely that they could be effectively dealt with. If the reason was just that they are forgetful, maybe a checklist could be developed so that they can go through the checklist to make sure they followed all the procedures correctly including the cleanup after the procedure is complete.

This can serve as one situation in which unhooking can definitely lead to more productive results. The final situation deals with an employee who likes to talk about their personal marital issues at work. This is another instance that could cause someone to be hooked. Most people do not like to discuss personal issues at work. Even if they do like to gossip, there is a point that can be crossed in which it becomes distracting.

If you are hooked and you try to deal with a situation like this then you could definitely deal with it in an emotional and counterproductive way. The unhooked method would allow you to calm down and discuss the situation more rationally however. An unhooked approach might be to discuss the situation with the nurse in a private that is not confrontational and calm then a discussion would likely go much better.

You could address the fact that personal conversations at work, especially in front of patients, are unprofessional, can be distracting, and potentially dangerous. Conclusion The four step method to unhooking from a situation seems to have a lot of value. There are over one hundred and thirty different definitions of leadership and many researchers debate whether leadership is an inherent trait or one that can be learned through practice (Perkins, 2013). Many now believe that how an individual choses to approach.