How Can Teachers Help Students in Online Classes?
Name
Chamberlain University
NR-446 Collaborative Healthcare
Prof. Name
Date
Effective communication is central to leadership, encompassing both verbal and nonverbal cues. In face-to-face interactions, both the sender and receiver are attuned to various cues, allowing for a mutual understanding of the message. For example, if one person is distracted by a noise, the other person is likely to notice and understand why a response may be delayed. However, in virtual meetings, the potential for misinterpretation of nonverbal cues increases. For instance, if one participant is muted during a call and is suddenly distracted by noise from their environment, the other participant may misinterpret the lack of engagement. As more environmental and nonverbal cues are removed from communication—such as in phone calls without video or written correspondence—the significance of verbal cues becomes heightened. Verbal communication involves the use of spoken or written words, whereas nonverbal communication includes all other forms, such as tone of voice, eye contact, physical appearance, gestures, and posture.
The challenge of written communication arises from the absence of nonverbal and contextual cues, which can lead to varied interpretations by the reader. When sending written communications, leaders must ensure clarity, avoiding biased or confusing language. The use of technical terminology should be limited and only employed when addressing colleagues who are familiar with those terms. Furthermore, leaders must communicate potentially upsetting news—like changes in leadership or benefits—timely and with sensitivity, being available to address any questions and support their team through the transition.
To enhance written communication, leaders should:
Information transmission is generally one-way, formal, and devoid of emotional nuance. This type of communication often flows downward, sharing policies and organizational updates without requiring acknowledgment from the receiver. In contrast, communication involves a two-way exchange of information, incorporating verbal and nonverbal elements, along with feedback (Marquis & Huston, 2021). A pre-existing relationship can facilitate a better understanding of the shared information.
| Type of Communication | Description | Example |
|---|---|---|
| Upward Communication | Involves staff members communicating their needs to higher management, facilitating decision-making. | A staff nurse communicates patient care needs to the nurse manager, who relays this to the nursing director. |
| Downward Communication | Information shared from upper management to staff, often written, to coordinate activities across various organizational levels. | The Chief Nursing Officer (CNO) directs communications to nursing directors who inform nurse managers. |
| Horizontal Communication | Interactions among colleagues at the same organizational level to enhance teamwork and share resources. | Nurse managers collaborating on staffing solutions for their respective units. |
| Diagonal Communication | Informal interactions between various levels of staff across the organization to achieve common goals. | A nurse manager discussing patient care protocols with a physician from a different department. |
| The Grapevine | Informal and often distorted communication that spreads rapidly among employees at different levels. | Rumors about departmental changes circulating informally among staff. |
Several factors influence how effectively communication occurs within an organization:
The role of technology in facilitating communication has both advantages and drawbacks:
Compliance with HIPAA mandates safeguarding patient information to prevent violations, which can incur substantial penalties. Nurses must maintain professional boundaries and use privacy settings to separate personal and professional online presence, reporting any potential breaches of confidentiality to relevant authorities.
Conflict in the workplace can manifest in various forms, including intrapersonal, interpersonal, and intergroup conflict. Understanding the stages of conflict—latent, perceived, felt, manifest, and aftermath—can assist leaders in addressing issues before they escalate. Effective conflict management strategies include competing, collaborating, compromising, avoiding, smoothing, cooperating, assertiveness, and cooperativeness.
Nurse-client relationships are foundational for quality care, as nurses act as liaisons between clients, families, and healthcare teams. Positive relationships among nurses foster collaboration and enhance patient safety. Communication and respect between nurses and healthcare providers are essential for effective teamwork, while interdisciplinary collaboration ensures comprehensive patient care.
Workplace violence can take many forms, including nurse-to-nurse violence, client-to-nurse violence, and external threats. Horizontal violence, often characterized as workplace bullying, can harm morale and lead to unsafe environments. Addressing these issues is critical to fostering a safe and productive workplace.
Workplace violence affects not only the individuals directly involved but also contributes to higher staff turnover, decreased work productivity, and compromises the overall safety and quality of client care. It is essential for organizations to implement zero-tolerance policies to ensure the safety of employees, staff, visitors, and clients. By establishing clear and comprehensive policies, organizations can protect their workforce and foster a culture of respect and safety.
Nurse leaders, in collaboration with legal teams, may recommend ADR strategies to preserve privacy and avoid costly legal actions. These strategies include:
Learning more about these negotiation strategies can help healthcare professionals navigate workplace conflicts effectively.
Effective communication is critical when managing conflict in the workplace. To address conflicts:
To manage conflicts:
Coaching focuses on tasks and actions and is essential for experienced nurses to mentor new nurses. This relationship helps nurses analyze daily challenges and develop career goals (Marquis & Huston, 2020).
Motivation can be either intrinsic or extrinsic. Managers play a vital role in creating a motivating environment by being supportive and interactive. Motivation directly influences the quantity and quality of work (Cherry & Jacob, 2013).
Evaluating employee performance through annual reviews helps identify deficiencies and areas for improvement. If standards are not met, managers have the authority to initiate disciplinary action, ensuring that corrective measures align with organizational policies. For serious offenses, such as client mistreatment or substance misuse, immediate termination may be necessary. Lesser infractions should follow a progressive discipline model, allowing employees opportunities to correct behavior before further action is taken.
| Infraction Level | Action Steps |
|---|---|
| First Infraction | Informal reprimand or verbal admonishment. Discussion between manager and employee. Improvement suggestions are provided. |
| Second Infraction | Written warning issued and placed in employee’s file. Manager discusses violations and potential consequences. |
| Third Infraction | Employee placed on suspension (with or without pay). Examination of the issue and possible solutions. |
| Fourth Infraction | Termination. Used after multiple warnings and continued rule violations. |
During a disciplinary conference, the manager should clearly state the reason for disciplinary action, allow the employee to respond, and explain the rationale for the consequences. A Performance Improvement Plan (PIP) may be presented to outline expectations for change, including specific steps and timelines for improvement.
Nurses, like professionals in other fields, are vulnerable to substance misuse. Impaired nurses may struggle to provide safe care, potentially endangering clients. Factors contributing to nurse impairment include stress, access to medications, and caregiver burnout. It is critical for organizations to educate staff about policies addressing substance misuse and to offer assistance programs to support recovery.
It is important for nurses to familiarize themselves with organizational policies on substance misuse. If a colleague or supervisor appears impaired, it is essential to report the issue through appropriate channels, such as Human Resources or another supervisor. Nurses have a moral obligation to protect clients, colleagues, and the profession by addressing substance misuse when it arises.
Various treatment and diversionary programs are available to support impaired nurses, including Employee Assistance Programs (EAPs), peer assistance, and state-mandated intervention programs. These programs offer alternative approaches to discipline, focusing on recovery and professional rehabilitation.
References
Cherry, B., & Jacob, S. R. (2013). Contemporary nursing: Issues, trends, and management. Elsevier Health Sciences.
Marquis, B. L., & Huston, C. J. (2020). Leadership roles and management functions in nursing: Theory and application. Lippincott Williams & Wilkins.
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