Management and Leadership: Decision Making and Communication Report

This report addresses decision-making and communication within a nursing management context, focusing on effective strategies for conveying staffing schedule changes and resolving conflicts. It details two distinct approaches to communication, emphasizing the importance of nurse manager involvement in scheduling processes and the need for clear and honest communication. The report explores methods for addressing angry employees, including conflict resolution techniques and the use of mediators. Furthermore, it examines strategies for managing complaints and ensuring patient comfort through collaboration. The evaluation of communication effectiveness includes considering emotional effects, explaining changes, and targeting improvements in two-way communication. References support the discussion, highlighting the significance of communication quality and conflict management in healthcare settings. Additionally, the assignment brief covers topics related to organizational climate, motivation, maintaining standards, and delegation, providing a comprehensive overview of essential management and leadership principles in nursing.

Decision making and
communication
Tessa Forde

Two Different Approaches
A better grasp regarding the availability of the staff – It is
essential for the nurse manager to take a note that
scheduling is the process where the nurses needs to be
included (Starmer et al., 2017). Thus it is the
responsibility of the manager to enquire regarding the
availability of the nurse with effective communication.
Decrease in the absences and the tardiness – It is
essential to put together a great schedule that works
for everyone in the initial step. It is important for the
nurse manager to make sure that each and every one is
informed regarding the shifts properly.

Who is Involved
Within the process of the staffing schedule
changes, the involved category of people who
will be responsible for rolling out the process
of the communication are the nurses, the
health care professionals of the floor, the
doctors or the house physicians, the matrons
and the nurse managers of the hospital unit
(Clark, 2017).

Angry Employees
Dealing with the situation can resolve many of the
interpersonal conflict that might arise in the
workplace among the nurses and the managers
of the health care unit. Furthermore thinking it
through and consideration of the discussion
regarding the conflict for which the employees
got angry can be a way to address the issues.
There are certain scenarios where the resolving
of the conflict among the angry employees needs
the use of the mediator so that opinion can be
gathered from both the sides for the facilitation
of resolving the conflict.

One Employee who is complaining
In regards to the complains to the other employees and
the patient , conflict can be solved with the help of co-
operation and little courage for letting the other party
have their way (Starmer et al., 2017). Furthermore
identification of the issues related to the complaints
against the patient can be resolved by the practise of
the collaboration that plays a very important role
within the conflict resolution that involves the
listening, discussing and ensuring the comfort of both
the parties engaged in the conflict.

Evaluate the Effectiveness
These includes being clear ad honest regarding the changes and the
reason, the consideration of the emotional effects of the changes,
telling the junior practising nurses regarding the changes or the
alteration of the schedule, explanation regarding why and how the
changes will take place and telling the employees regarding what they
exactly require (Sprangers, Dijkstra & Romijn-Luijten, 2015).
Furthermore consideration of the sources, targeting the health care
changes and the initiate for the improvement and the improvement for
the two way communication are the factors that signifies the
effectiveness of the approach of the communication regarding the staff
scheduling.

Reference
Starmer, A. J., Schnock, K. O., Lyons, A., Hehn, R. S., Graham, D. A., Keohane, C., &
Landrigan, C. P. (2017). Effects of the I-PASS Nursing Handoff Bundle on
communication quality and workflow. BMJ Qual Saf, 26(12), 949-957.
Sprangers, S., Dijkstra, K., & Romijn-Luijten, A. (2015). Communication skills
training in a nursing home: effects of a brief intervention on residents and
nursing aides. Clinical interventions in aging, 10, 311.
Moreland, J. J., & Apker, J. (2016). Conflict and stress in hospital nursing:
Improving communicative responses to enduring professional
challenges. Health communication, 31(7), 815-823.
Clark, C. M. (2017). An evidence-based approach to integrate civility,
professionalism, and ethical practice into nursing curricula. Nurse
educator, 42(3), 120-126.

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