Tackling Isaac’s behaviors
The current situation in the telemetry unit is making it impossible for nurses to offer quality health services to targeted clients. As an assistant nurse manager, it would be appropriate to implement the best initiatives that can deal with the issues affecting the unit. To begin with, I will liaise with different colleagues and workmates in the unit to understand the situation much better (Duffield, Roche, Twigg, Williams, & Clarke, 2016).
This understanding will make it easier for me to come up with a powerful plan that can be used to deal with Isaac’s behavior. Since I am a leader, I will bring on board different individuals such as patients, colleagues, and Isaac’s teammates. It will also be my goal to enlighten the followers about the institution’s code of conduct. This approach will ensure every player is aware of the burning issues affecting the unit. The strategy will also create the best environment for tackling Isaac’s behaviors.
The case indicates clearly that Isaac has already been cautioned about his misbehaviors. However, he has failed to change thus making it hard for the other practitioners to continue providing adequate services to the targeted clients. Using the existing code of conduct, Isaac should be punished accordingly to deal with the misbehavior (Wong, 2015). This move will be appropriate because the first attempt to talk with him formally has been unproductive. Additionally, a new initiative can be implemented whereby every staff nurse is encouraged to embrace the best practices that can promote collaboration in the workplace (Ericsson & Augustinsson, 2015). Another evidence-based approach is increasing the level of supervision on the telemetry floor. By doing so, Isaac will be willing to act ethically and professionally interact with his colleagues.
The manager is required to ensure that Isaac develops adequate and effective people skills. The first acknowledgeable fact is that there is not a single approach that can work best in this scenario. That being the case, the manager should implement a powerful change in the institution. The new change will focus on new workplace behaviors and people skills that can result in effective healthcare delivery. The change can be characterized by a powerful teaching campaign aimed at empowering different nurses such as Isaac to develop appropriate people skills. Some of the competencies can include collaboration, respect, dignity, and teamwork (Wong, 2015).
The manager can go further to talk with Isaac informally. The initiative can encourage the staff nurse to reveal some troubling problems such as family issues. The decision to promote Isaac and make him a unit leader might transform the situation since he has been working in the unit for over 15 years. This is a clear indication that his career goals might not be supported by the institution (Buchan, Twigg, Dussault, Duffield, & Stone, 2015). These measures will encourage Isaac to portray admirable people skills and maximize the quality of health services available to targeted patients.
Holiday conflict
The presented case indicates that the nurses in the unit are required to present their holiday requests individually. The practice is also by the institution’s policy. This has resulted in a situation whereby the unit is unable to deliver positive health outcomes. This problem has the potential to affect the performance of the unit. This is the case because some of the staff members who fail to get the requested permissions might become disenfranchised and demoralized (Duffield et al., 2016). When a few nurses get their requests for holidays, it becomes impossible for them to work together and focus on the needs of the patients. The level of collaboration will decrease and affect the healthcare delivery process.
The current conflict can result in both negative and positive consequences. To begin with, the conflict is appropriate because it can ensure the unit is never understaffed. Although the individuals might disagree over the issue of holidays, it is quite clear that the unit will have adequate nurses who can provide evidence-based care to the clients. The important thing is ensuring that the conflict does not get out of hand. On the other hand, conflict can result in various negative consequences (Ericsson & Augustinsson, 2015). For instance, conflict can affect the morale and effectiveness of staff members. They will eventually be unable to work together because of the ensuing disagreements. The issue will undermine the quality of healthcare services in the unit.
The current conflict has been catalyzed by the policy practiced in the institution. As a nurse manager, I can use the dual concern model to deal with the current problem. The model will mainly focus on the cooperation style whereby attributes such as confrontation, cooperation, and integration are promoted. I will collaborate with the staff members in the unit in an attempt to come up with an amicable solution (Buchan et al., 2015). The ultimate goal will be to guide the staff nurses and encourage them to collaborate whenever identifying the right time for applying for their respective holidays. With the concept of cooperation, the individuals will be willing to address their immediate differences and focus on the targeted long-term goals. The model will deal with this conflict and ensure every client receives quality services.
References
Buchan, J., Twigg, D., Dussault, G., Duffield, C., & Stone, W. (2015). Policies to sustain the nursing workforce: An international perspective. International Nursing Review, 62(1), 162-170. doi:10.1111/inr.12169
Duffield, C., Roche, M., Twigg, D., Williams, A., & Clarke, S. (2016). A protocol to assess the impact of adding nursing support workers to ward staffing. Journal of Advanced Nursing, 72(9), 2218-2225. doi:10.1111/jan.12965
Ericsson, U., & Augustinsson, S. (2015). The role of first line managers in health care organizations: A qualitative study on the work life experience of ward managers. Journal of Research in Nursing, 20(4), 280-295. doi:10.1177/1744987114564258
Wong, C. (2015). Connecting nursing leadership and patient outcomes: State of the science. Journal of Nursing Management, 23(1), 275-278. doi:10.1111/jonm.12307.