During an in-service on conflict management, the nurse manager asks the group to decide which situation would be least likely to be resolved by simply encouraging the parties to meet and have an open discussion. Which situation requires a strategy beyond open discussion?
Two experienced RNs disagree about who should take the next patient admission; both remain calm and state they are willing to compromise.
A new graduate nurse reports that a senior surgeon repeatedly yells at her in the operating room when she asks questions about orders.
Two nursing assistants are frustrated because each thought the other was restocking isolation carts; both want clarification of duties.
Two nurses tease each other about how much to contribute to the unit coffee fund on payday.
Open discussion is usually effective when the parties have roughly equal power and are willing to communicate (situations A, C, and D). In situation B, a pronounced power imbalance (attending surgeon versus novice nurse) and a pattern of verbal hostility constitute workplace bullying. Such conflicts generally require managerial action, formal mediation, or recourse to institutional policies rather than relying on the parties to 'talk it out' alone.
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Why is open discussion not enough to resolve the conflict in Situation B?
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What are examples of strategies management can use to address workplace bullying in healthcare?
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How does power imbalance contribute to workplace conflicts like the one in Situation B?
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