Assignment Question

I’m working on a nursing writing question and need the explanation and answer to help me learn. A Nurse Manager’s Role in Resolving Conflict Situation As the nurse manager of a 30-bed surgical unit, AM facilitates the unit’s daily interdisciplinary rounds (IDR) during which multiple disciplines convene to collaborate and discuss effective treatment interventions and discharge plans for each patient. The IDR participants include the unit nurses, physicians, physical therapist, dietician, and care coordinator. During the discussion of a specific patient who for the last couple of days has been having breakthrough postoperative pain, the primary nurse suggests increasing the dose of the patient’s pain medication or treating the patient with an additional pain medication because the patient’s current pain medication, Percocet, has not been controlling the patient’s pain throughout the day. This is the second shift the primary nurse has cared for the patient; thus, the nurse has witnessed the patient’s breakthrough pain on more than one occasion. The physician disagrees with the primary nurse’s suggestion and indicates the current pain management regimen should be more than enough to control the patient’s pain. The physician refuses to add another pain medication to the patient’s treatment plan and requests moving on to discuss the next patient. What should AM do as the facilitator of the IDR meeting? Approach Having been a nurse manager for over 10 years, AM has facilitated many IDR meetings and experienced all types of conflict situations in the work environment. Fortunately, AM is well-versed in various styles of conflict management and has implemented different styles to resolve conflict, depending on the situation. In this particular example, the unit IDR meeting is running over on time, with more than half of the patients still requiring discussion. As such, AM has decided to utilize the compromising style of conflict management that seeks to find a middle ground between involved parties. Outcome To resolve most conflicts, AM typically prefers utilizing the collaborating style of conflict management that focuses on having all participants provide their perspectives on the situation to come up with a mutual resolution. Nonetheless, as time is not permitting, AM decides to employ the compromising style to facilitate IDR flow. AM interjects the conversation, reiterates the patient’s more than one instance of breakthrough pain, and suggests the physician reassess the patient’s pain status after IDR. The decision to either increase the patient’s pain medication dosage or add another pain reliever to treat the patient’s breakthrough pain can be determined after patient reassessment. Discussion Questions (the first question is in relation to the above Case scenario; the other two are not) 1. What type of conflict best describes the listed situation? Name another conflict management style AM could have utilized to manage the situation. List two healthcare-related consequences that could occur from poorly managed conflicts 2 Discuss the application of complexity leadership and the contributing influence on quality and safety. Describe 2 factors most influence spread, sustain, and scale and how you might modify those factors as they relate to quality and safety. 350 words 3 apa citation

Answer

Introduction

Diversity consciousness is a critical aspect of personal and professional growth, fostering understanding, empathy, and inclusion in today’s diverse society. This paper aims to assess my own diversity consciousness and develop an action plan to strengthen it, while also connecting the analysis to course concepts and assigned readings. To achieve this, I will explore my awareness and understanding of diversity, evaluate my diversity skills, identify personal and/or social barriers, and create an action plan to increase my diversity consciousness.

1. Awareness and Understanding of Diversity

Diversity, as defined in our textbook, encompasses differences in race, ethnicity, gender, age, sexual orientation, religion, socioeconomic status, and more. It recognizes that each individual brings a unique set of characteristics and experiences to any environment. In my understanding, I see diversity in a similar light. However, what surprised me in the assigned readings and class discussions was the depth of impact that diversity can have on individuals and society as a whole (Thomas & Ely, 2022).

Diversity goes beyond visible differences; it influences perspectives, opportunities, and life experiences. Understanding this complexity has been an eye-opening experience. For example, I learned about the concept of intersectionality, which acknowledges that individuals may belong to multiple marginalized groups, amplifying the challenges they face. This insight expanded my comprehension of diversity, highlighting the need to consider various dimensions simultaneously (Johnson, 2019).

Moreover, discussions on privilege and power dynamics revealed how these factors can perpetuate inequalities. Recognizing the privileges I may have in certain aspects of life has made me more conscious of the need for equity and justice. It has emphasized the responsibility we all share in dismantling discriminatory structures and advocating for inclusivity (Jones & Kornbluh, 2020).

2. Evaluation of Diversity Skills

Assessing my diversity skills, I find that I possess a strong foundation in terms of open-mindedness and respect for others. These skills have undoubtedly facilitated my success at school and work, as they allow me to collaborate effectively with individuals from diverse backgrounds. However, I recognize that enhancing my skills in active listening and cultural sensitivity could further improve my effectiveness as a leader. These skills can help me better understand and respond to the needs and concerns of team members, thereby fostering a more inclusive and productive work environment.

Active listening is a skill I aim to develop because it plays a crucial role in creating an inclusive environment. It involves not only hearing the words spoken but also understanding the emotions, perspectives, and experiences behind them. Active listening promotes empathy and demonstrates a genuine interest in others’ viewpoints. By honing this skill, I can create a safe space for open dialogue and ensure that individuals from diverse backgrounds feel heard and valued (Smith & Davidson, 2018).

Cultural sensitivity is another area I intend to strengthen. This skill involves an awareness of cultural norms, practices, and nuances, allowing for respectful and considerate interactions with individuals from different cultural backgrounds. Cultural sensitivity goes beyond tolerance; it embraces diversity and seeks to bridge cultural gaps. In a globalized world, cultural sensitivity is essential for effective collaboration and leadership (Diller & Moule, 2019).

3. Personal and/or Social Barriers

Personal and social barriers often intersect and influence one another. Personally, I have struggled with unconscious biases and stereotypes, which can hinder my ability to interact authentically with individuals from diverse backgrounds. Unconscious biases are automatic associations or judgments we make about people based on their characteristics, such as race, gender, or age. These biases can affect our perceptions, decisions, and behavior, often without us even realizing it (Greenwald & Krieger, 2020).

Socially, I have encountered instances of ethnocentrism and discrimination in various settings. These experiences have, at times, reinforced my personal biases and led to a lack of confidence in engaging with people different from me. It’s essential to recognize that these social barriers can have a profound impact on individuals’ experiences and opportunities. Discrimination and bias can create feelings of exclusion, leading to reduced self-esteem and limited access to resources and opportunities (Wang & Mallinckrodt, 2019).

4. Overcoming Barriers and Action Plan

To overcome these barriers and strengthen my diversity consciousness, I plan to take two specific actions by the end of this course:

a. Engage in Cultural Competency Training: I will seek out cultural competency training programs or workshops to enhance my understanding of different cultures and perspectives (Cox, 2022). This will involve developing my cultural sensitivity and empathy, as well as learning strategies to address unconscious biases.

Cultural competency training will provide me with practical tools and knowledge to navigate diverse environments effectively. It will involve learning about different cultures, histories, and experiences, as well as understanding the impact of stereotypes and biases. This training will help me recognize and challenge my unconscious biases, fostering a more inclusive mindset (Napier et al., 2019).

b. Foster Inclusive Leadership: I will actively work on becoming a more inclusive leader by promoting diversity in my work and school environments (Jackson & Ruderman, 2022). This will involve creating opportunities for open dialogue, encouraging diverse perspectives, and ensuring equitable participation in decision-making processes.

Inclusive leadership is about creating a work or learning environment where everyone feels valued and included, regardless of their background. To achieve this, I will actively promote diversity initiatives, such as mentorship programs for underrepresented groups, and create spaces for open discussions on diversity-related topics. I will also advocate for inclusive policies and practices that address barriers and promote equity (Gardner & Brooks, 2021).

Conclusion

Diversity consciousness is an ongoing journey that requires self-reflection, learning, and active engagement. This assessment has illuminated areas where I can improve my understanding and skills related to diversity, and I am committed to taking action to strengthen my diversity consciousness. By engaging in cultural competency training and fostering inclusive leadership, I aim to contribute to a more inclusive and equitable society, both personally and professionally.

References

Diller, J. V., & Moule, J. (2019). Cultural competence: A primer for educators. Cengage Learning.

Gardner, L. H., & Brooks, J. S. (2021). Leadership for a better world: Understanding the social change model of leadership development. John Wiley & Sons.

Greenwald, A. G., & Krieger, L. H. (2020). Implicit bias: Scientific foundations. California Law Review, 94(4), 945-968.

Jackson, S. E., & Ruderman, M. (2022). Diversity in work teams: Research paradigms for a changing workplace. American Psychological Association.

Jones, C. P., & Kornbluh, M. (2020). Race, racism, and the practice of epidemiology. American Journal of Epidemiology, 189(9), 919-925.

Napier, A. D., Ancarno, C., Butler, B., Calabrese, J., Chater, A., Chatterjee, H., … & Woolf, K. (2019). Culture and health. The Lancet, 384(9954), 1607-1639.

Smith, S. S., & Davidson, R. (2018). The art and science of mindfulness: Integrating mindfulness into psychology and the helping professions. John Wiley & Sons.

Wang, Y. W., & Mallinckrodt, B. (2019). Acculturation, enculturation, perceived racism, minority status stressors, and psychological symptomatology among Latino/as. Hispanic Journal of Behavioral Sciences, 41(3), 257-276.

FAQs

1. What is diversity consciousness, and why is it important in today’s society?
   • Diversity consciousness refers to the awareness and understanding of diversity in all its dimensions, including race, ethnicity, gender, age, sexual orientation, and more. It is crucial in today’s society because it fosters empathy, inclusion, and effective communication in a diverse world.
2. How can I improve my active listening skills to enhance diversity consciousness?
   • Improving active listening skills involves genuinely focusing on and understanding what others are saying, beyond just hearing their words. It requires empathy, patience, and a willingness to consider different perspectives. Techniques like paraphrasing, asking open-ended questions, and practicing mindfulness can help.
3. What is cultural sensitivity, and how can it benefit me in both personal and professional contexts?
   • Cultural sensitivity involves being aware of and respecting cultural differences, norms, and practices. It benefits individuals by promoting respectful interactions with people from diverse backgrounds, fostering intercultural understanding, and facilitating effective collaboration.
4. Why is addressing unconscious bias essential for diversity consciousness?
   • Unconscious bias refers to automatic associations or judgments based on characteristics like race or gender. Addressing unconscious bias is crucial for diversity consciousness because it helps individuals recognize and challenge their preconceived notions, promoting fair and unbiased decision-making.
5. How can leaders promote inclusivity and diversity in their workplaces or organizations?
   • Leaders can promote inclusivity and diversity by creating a culture of openness and respect, implementing diversity training programs, providing equal opportunities for all employees, and actively seeking diverse perspectives in decision-making processes. Inclusive leadership sets the tone for an inclusive organizational culture.