{"id":241,"date":"2024-10-30T19:45:17","date_gmt":"2024-10-30T19:45:17","guid":{"rendered":"https:\/\/iims.uthscsa.edu\/isrn\/?page_id=241"},"modified":"2024-11-07T16:06:38","modified_gmt":"2024-11-07T16:06:38","slug":"developing-conflict-engagement-competence-at-the-staff-nurse-level-abstract","status":"publish","type":"page","link":"https:\/\/iims.uthscsa.edu\/isrn\/resources\/ereading-room\/abstracts\/developing-conflict-engagement-competence-at-the-staff-nurse-level-abstract\/","title":{"rendered":"Developing Conflict Engagement Competence at the Staff Nurse Level"},"content":{"rendered":"

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Primary Author:<\/td>\nAna M. Schaper, PhD, RN<\/td>\n<\/tr>\n
Co-Principal Investigators\/Collaborators:<\/td>\nBecky Inglis, Shirley M. Newberry<\/td>\n<\/tr>\n
Organization:<\/td>\nGundersen Lutheran<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

Abstract<\/h2>\n

Background<\/h3>\n

Joint Commission states that health care organizations must address the problem of destructive behaviors in the workplace. The Center for American Nurses (CAN) offers the Conflict Engagement Profile program to increase the use of constructive conflict engagement behaviors. Following implementation of the CAN\u2019s program for system nurse leaders, participants recommended ongoing coaching and additional practice sessions. The challenge was to deliver this multi-layered program in a manner that is efficient, cost effective and meaningful to staff nurses.<\/p>\n

Purpose<\/h3>\n

To evaluate the effectiveness of a modified program designed to meet the scheduling needs of staff nurses working in a large integrated health system.<\/p>\n

Materials & Methods<\/h3>\n

The CAN\u2019s program was modified to include: online education modules and a half-day workshop followed by one-hour Learning Circle meetings held monthly for four months. A convenience sample of nurse Expert Leaders (unit level staff nurse leaders) agreed to participate. IRB approval was obtained. Data was collected at baseline and will be collected at six months (April 2011) using a demographic survey, the Conflict Dynamic Profile instrument and focus groups.<\/p>\n

Results<\/h3>\n

A cohort of 45 (22%) Expert Leader nurses participated with >90% attendance at monthly meetings. Characteristics of this sample include: median age of 50 years, 58% working in the hospital setting, 56% bachelor degree prepared and 58% active in the system\u2019s shared governance structure. While only one participant indicated previous training in conflict management, 62% indicated they were moderately to very confident in dealing with conflict. In the pre-workshop focus groups, nurses provided numerous examples of overt and subtle negative conflict behaviors but no clear definition of conflict. Although participants stated that good conflict existed, very few examples were presented.<\/p>\n

Conclusion<\/h3>\n

High participation at monthly Learning Circle meetings reflect staff nurses\u2019 active interest in practice exercises, mutual support for engaging in conflict situations and problem solving system issues. Six-month data will be presented with lessons learned and recommendations for future implementation of the CAN\u2019s program.<\/p>\n

\u00a9 Improvement Science Research Network, 2011<\/p>\n<\/div>\n<\/div>\n<\/div>\n

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