A charge nurse notes that a staff nurse delegates an unfair share of tasks to the assistive personnel (AP) and the nurses on next shift report the staff nurse frequently leaves tasks uncompleted. Which of the following statements should the charge nurse make to resolve this conflict?
A.
“If you don’t do your share of the work, I will have to inform the nurse manager”
B.
“Several staff members have commented that you don’t do your fair share of the work.”
C.
“I need to talk to you about unit expectations regarding delegating and completing tasks.”
D.
“You have been very inconsiderate of others by not completing your share of the work.”
The Correct answer and Explanation is:
The correct answer is C. “I need to talk to you about unit expectations regarding delegating and completing tasks.”
Explanation:
Conflict resolution in the workplace, particularly in a nursing setting, requires careful communication and leadership skills. The charge nurse’s role involves not only overseeing the daily operations of the unit but also addressing any interpersonal or professional issues that arise among the staff. In this scenario, the charge nurse has observed that a staff nurse is not managing their workload effectively, leading to an unfair distribution of tasks to the assistive personnel (AP) and leaving tasks incomplete, which impacts the efficiency and morale of the team.
Option C is the most appropriate response because it addresses the issue directly but in a constructive and non-confrontational manner. The statement, “I need to talk to you about unit expectations regarding delegating and completing tasks,” focuses on the expectations and standards of the unit rather than attacking the nurse’s character or behavior. This approach encourages a professional discussion and opens the door for the staff nurse to reflect on their actions and understand the expectations set by the unit. The focus is on improvement and adherence to the unit’s protocols, which is key in fostering a positive and productive work environment.
Option A, “If you don’t do your share of the work, I will have to inform the nurse manager,” is a more threatening approach. While it may motivate the nurse to complete their tasks, it is likely to create resentment and does not provide an opportunity for constructive dialogue. Threatening to report the nurse to the manager may escalate the conflict rather than resolving it.
Option B, “Several staff members have commented that you don’t do your fair share of the work,” shifts the responsibility to others and can make the staff nurse feel attacked or ganged up on. This approach may cause defensiveness and does not foster a constructive environment for resolving the issue.
Option D, “You have been very inconsiderate of others by not completing your share of the work,” is accusatory and focuses on the nurse’s perceived inconsideration rather than addressing the underlying problem. This approach can lead to feelings of shame or resentment and does not provide a solution to the issue.
In conclusion, Option C is the best choice as it promotes a respectful and professional dialogue aimed at improving the staff nurse’s performance and adherence to the unit’s expectations. This approach supports conflict resolution by focusing on expectations and performance standards rather than personal criticism, thereby fostering a more positive and cooperative work environment.