As I am grading student final project for my NUR 300 class. I realize that some of the topics connect to my current situation at work.
I have clearly had an issue with my PM. One of my issues is her lack of involving me in the practice. One student did an excellent job of discussing “nurse engagement” as a topic. Some of the research she did explained that nurse involvement and satisfaction are connected to their engagement in the work place. When they are included in shared governance for their work there is better buy-in, acceptance, and connection to their work.
I do not have that. In fact I have been barred from involvement in the practice. This has made me feel as though I am butting my head up against a door. I feel underappreciated and not utilized for my skill and knowledge. I have a lot of experience and knowledge. One of my best skills is the ability to lead and help others to feel that that they are included in their organization. This allows for direct ownership and an increase in quality for an organization. I do not feel that in my overall clinic. I feel that in my direct clinic and I can thank God for my doc because he recognizes my abilities, my knowledge, my ideas to better our work and work flow, and my skills to make things happen. I need to feel that on a large clinic scale in order to feel as though I am making an impact and difference.
Another one of my students discussed horizontal violence. At first I didn’t understand this topic but the more I read of her research I started to realize how much of it I have experienced. While I do not feel that I have been physically abused. I do feel that I have been verbally abused and bullied. I also feel that I have low morale for my work place due to a lack of feeling satisfied with my job and feeling unappreciated. The issue that my student discusses directly correlates in nurse to nurse interactions. But it can also be applied to interactions between other healthcare workers. Now, only nurses are bound by the nursing code of ethics but there are additional workplace rules that are to be followed by everyone. This is one of the quotes from my student’s paper: “The term horizontal violence originates in the oppression theory and signifies negative behavior among peers that exhibits lack of respect and wounds the dignity of the receiver.” (Purpora, Blegen, & Stotts, 2015, pp.2-3). She also connected Maslow’s Heirarchy of needs to horizontal violence in terms of the need to feel physically and psychologically safe. With the inadequacy of the feeling of safety communication breaks down and the person feel insecure, withdrawn, and isolated.
Today has been an interesting day of insight. I find it pretty awesome that I have students who are dealing with topics that directly affect me and my situation. I typed this as I was walking into church: “I believe in transparency and inclusion in order for an organization to be productive and healthy and for its employees to be satisfied and active participants in quality patient care.”
Here is some more insight from another student: Zealand and Larkin (2016) state that, “ineffective communication among peers can also lead to physical and emotional exhaustion and burnout.” She explained that she found information that showed that it is more important to be committed to the same or similar purposes and goals than it is to like your coworkers. Professional care is expected from nurses at all times. Work problems are compounded by effective communication with colleagues and administration. Stress increases with these issues but nurses are expected to continue to treat patients, coworkers, physicians, and administration the same. Reducing stress in the workplace will increase job satisfaction. Stecker and Stecker (2014) report the need for respect and constructive staff interactions to decrease staff burnout…patient satisfaction will correlate directly to these issues if they are addressed by the healthcare organization. Management of conflict is important in healthcare. Interpersonal issues as the most challenging workplace stressor.
Ultimately…I don’t handle conflict well. I never have. I have always been like this and the breakdown of me emotionally is the outcome of too many conflicts being unsettled.
I guess that understanding that this is harshly affecting me is the first step. Now I need to learn some of those conflict management techniques. I think the other thing that bothers me, and the reason that I do not face conflict head on (instead I internalize it) is because I have confronted people before and the outcomes were never good because I was so emotional and not logical. I find that I will forego conflict because I do not want to me wrong in my statements.
The only situation that I seem to truly feel comfortable in conflict is with my husband, and I think I understand why…I don’t fear the loss of him during a conflicting situation. I know that he and I have the commitment to one another to work out a situation. I know that it may take a little time and we may be quiet and not talk with one another for a bit but we both have the love for one another that leads to a security during a conflicting situation.
This is not something that can be found at work. How do I move forward then? How do I find a security in conflict management? hmmmm…
WOW!!!
References:
Purpora, Christina; Blegen, M. A.; and Stotts, N. A., (2014). Hospital Staff Registered Nurses’ Perception of Horizontal Violence, Peer Relationships, and the Quality and Safety of Patient Care. Nursing and Health Professions Faculty Research and Publications. Paper 70. http://repository.usfca.edu/nursing_fac/70.
Stecker, M., & Stecker, M. (2014). Disruptive staff interactions: A serious source of inter-provider conflict and stress in healthcare settings. Issues in Mental Health Nursing, 35(7), 533-541.
Zealand, R., &Larkin, D. (2016). Building relationship-based care among nurses: A holistic, exploratory project. Creative nursing, 22(3), 185-194. doi:10.1891/1078-4535.22.3.185