While at work the past two weeks I observed a recurring conflict. Two weeks ago a patient presented to the Medical Surgical nurses states with a Demographic face sheet and told me he was there for fluids. I kindly asked the man if he knew where he was suppose to go and he told me “last week when I was back in outpatient infusion area, they told me I would be out here today”. I said it would be one moment because I needed to make sure this is where he was supposed to be and if he was supposed to be here I needed to obtain the order so that I would know what I was so give him. He said “you need to give me 3 bags of fluids”. I explained that I had to have the order from the provider. He was irritated and said “If you don’t have time for
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It is easy to jump to conclusions without doing a thorough assessment” (Finkleman, 2012, p.361).
According to our text book, Finke man (2012, p.362) there are four stages of conflict.
1. Latent conflict-Is when staff already feels they are going to have conflict and therefore already is feeling tense about the situation. I believe this was a problem with this patient. He will not sit and wait in the waiting room and stated to staff “I’m famous and won’t wait in the waiting room because people look at me”. I was already tense when I saw the patient because I have had interaction with him before and he is not a very reasonable or kind man.
2. Perceived conflict-Is when conflict is felt, but it isn’t discussed. The front desk had had a conflict with this individual with his unwillingness to wait until departments were ready for him, but they never discussed this with anyone else to let them be aware it was an issue.
3. Felt conflict-Is when a conflict manifest itself with feelings of anger or anxiety. We feel it, but nothing gets done about it. I feel this happened after the first time I had conflict with this patient. I presumed that pharmacy was going to “fix” the problem and therefore I had been upset, but thought it was being taken care …show more content…
integrating, obligating, dominating, compromising and avoiding.”
1. Integrating-is when you collaborate with others and come up with a way of solving the problem
2. Obliging-is when you disregard self and conflicting parties.
3. Dominating-is when you care highly for your own needs, but not the conflicting parties.
4. Compromising-is when you care someone for yourself and conflicting party.
5. Avoiding-is when you don’t even attempt to resolve conflict and just plain ignore that it exist.
They also suggest that they way we handle conflict in private may differ from the way we handle it in public. I would have to agree with this. People are more apt to say things in private to one another during conflict that they would never say in public. An example of this is when I see a parent speaking to a child at the Wal-Mart and I feel they are not speaking very nice to them. I have often said to my children, “If she talks like that to her child in public, think how bad it must be at home”. I know, speaking for myself, I am less likely to get out of control in public, but in private I may be more likely to “lose my
It is easy to jump to conclusions without doing a thorough assessment” (Finkleman, 2012, p.361).
According to our text book, Finke man (2012, p.362) there are four stages of conflict.
1. Latent conflict-Is when staff already feels they are going to have conflict and therefore already is feeling tense about the situation. I believe this was a problem with this patient. He will not sit and wait in the waiting room and stated to staff “I’m famous and won’t wait in the waiting room because people look at me”. I was already tense when I saw the patient because I have had interaction with him before and he is not a very reasonable or kind man.
2. Perceived conflict-Is when conflict is felt, but it isn’t discussed. The front desk had had a conflict with this individual with his unwillingness to wait until departments were ready for him, but they never discussed this with anyone else to let them be aware it was an issue.
3. Felt conflict-Is when a conflict manifest itself with feelings of anger or anxiety. We feel it, but nothing gets done about it. I feel this happened after the first time I had conflict with this patient. I presumed that pharmacy was going to “fix” the problem and therefore I had been upset, but thought it was being taken care …show more content…
integrating, obligating, dominating, compromising and avoiding.”
1. Integrating-is when you collaborate with others and come up with a way of solving the problem
2. Obliging-is when you disregard self and conflicting parties.
3. Dominating-is when you care highly for your own needs, but not the conflicting parties.
4. Compromising-is when you care someone for yourself and conflicting party.
5. Avoiding-is when you don’t even attempt to resolve conflict and just plain ignore that it exist.
They also suggest that they way we handle conflict in private may differ from the way we handle it in public. I would have to agree with this. People are more apt to say things in private to one another during conflict that they would never say in public. An example of this is when I see a parent speaking to a child at the Wal-Mart and I feel they are not speaking very nice to them. I have often said to my children, “If she talks like that to her child in public, think how bad it must be at home”. I know, speaking for myself, I am less likely to get out of control in public, but in private I may be more likely to “lose my