With increased diversity in the workplace, conflict has become inevitable. Nonetheless, it is of profound importance to handle the conflict in healthcare organizations appropriately as it threatens patients’ safety. Based on the scenario, there are various ethical and legal implications for the different staff. In reference to AAMA Code of Ethics for Medical Assistants (2019), medical assistants should uphold the honor and high principles of the profession and accept its disciplines. However, the medical assistant did not uphold this as she failed to give her best job performance as evidenced by failure to report low blood pressure. This failure to preform her duties may be grounds for disciplinary actions or losing her job. The implication on the nurse practitioner includes possible liability for negligence or malpractice for having breached the duty of care (Croke, 2003). The nurse practitioner may face disciplinary actions from the state board of nursing as well as risk her license being suspended or revoked. The medical director, on the other hand, risks of losing the job as well as being sued for malpractice. It is the medical director’s job to demonstrate the right leadership and establishing the expected standards in the practice and hold staff to these standards. The medical director may also be liable for the negligent action of the employees in addition to also jeopardizing the reputation of the facility. Lastly, practice is impacted negatively, especially if patient health is threatened by negligence.
Workplace aggression seems to thrive and spread like a wild virus causing decreased productivity, personal stress, unhappy working conditions and creates inefficiency in the workplace (Vincent-Höper et al., 2020). People have different opinions, values, cultures, priorities and communication strategies. We are human and nursing is not immune to workplace aggression. Strategies that can be used to prevent further episodes of potentially dangerous patient outcomes include encouraging collaboration and teamwork. The rationale for encouraging teamwork is given that it results in better patient care and a safe working environment where quality and safety of the patient is the key focus. Working as a team eliminates the situation where the employees feel overwhelmed by the workload, which reduces the chances of potential conflict. Lastly, training empowers employees by enhancing their communication skills, which are vital in conflict management (Leon-Perez et al., 2015).
Leadership qualities that I would adapt to effect change are effective communication and leadership. Evidence has shown that effective communication is a key competency of an effective healthcare leader (van de Riet et al., 2019). As such, communication would ensure that I develop a common understanding of the purpose of change and effectively articulate vision to the staff. For instance, effective communicating would be valuable in emphasizing the importance of teamwork productivity and patients’ safety. Commitment, on the other hand, would demonstrate my commitment to ensuring that change is affected.
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