Scenario: Gender, cultural, and generational differences add to the challenges of interpersonal communication, especially when mixed in a stressful healthcare environment. Many times the conflict progresses and may involve some level of bullying. You recently graduated from an RN-to-DNP program, you belong to the millennial generation (also called Generation Y), and you were just promoted to Director of Critical Care Services. It feels like you have been in school forever, but you still managed to work 20-30 hours/week as a charge nurse on a busy cardiovascular (CV) step-down unit throughout school.
The Nurse Manager from your CV-ICU, who is a female and belongs to the Baby Boomer generation, has informed you she is closing four beds for the night shift due to inadequate staffing levels. When you object to her plan, she states, “You don’t know what you are talking about; this is what is done when you don’t have enough staff.”
You present the staffing dilemma to your Chief Nursing Officer (CNO), who is a male and also belongs to the Baby Boomer generation. The CNO responds by stating, “Your nurse manager’s solution is not an option. I hired you for this job because of your education, clinical experience, and ability to bring new ideas to the department. Closing beds is not an option; figure it out.”
Instructions:
Read the Scenario above, and then answer the questions below:
What is the source of this conflict?
What type of conflict does this represent?
Apply the best resolution strategy to address the staffing issue with your nurse manager.
What is the best response and course of action to the statement made by your CNO to “figure it out.”?
