"Incident Resolution: Satisfying the Needs of the Patients" is a wonderful example of a paper on care. Last year the personal life of the unit manager took toil in the way he was conducting his duties creating conflict with most of the nurses. He was undergoing a divorce case and could not separate his personal and managerial duties. Most of the nurses complained to him about the poor condition of the system, but he could not listen to them. His relationship with the nurses dilapidated as he could not manage his emotions and was rude to them.
With time, he could not turn up for work or delegate his duties as he put more emphasis on his personal life. The unit remained unsupervised leading to poor services to patients. Lack of delegation meant that no one was answerable or accountable to the patients’ pleas. When the head nurse complained to him about these issues, he dismissed them stating that choosing an assistant would be an added cost to the unit. These issues resulted in poor service to the patients due to poor leadership and managerial conflicts. These conflicts could be resolved by ensuring an effective organization structure with authority posed on a number of nurses other than one individual.
This will make them feel more involved in the operations and their views will be considered. The limitation of this is that the views suggested by the nurses may be different leading to conflicts, as they all want to be heard. Delegation can also be used to resolve these issues with the manager appointing an assistant. The assistant will ensure that in the absence of the manager, the operations run smoothly, and the patients’ needs are satisfied.
The con of this resolution strategy is that it will increase the budget of the unit, as the added responsibility of the assistant will come at a cost. The manager should learn how to separate work from his personal life, and pay full attention to the complaints of the nurses. With this, the disagreements between the two will reduce thus restoring trust. This will make the unit offer satisfactory services to patients and better health care.
The nurses might, however, take advantage of this close relationship and take the instructions of the managerless seriously. This will lower the efficiency of the unit, as the manager will find it hard to carry out his leadership duties. Repairs and other maintenance actions might be taken to improve the poor conditions of the unit for the sake of the patients. This will guarantee that the services to the patients are satisfactory and appropriate. Such actions lead to an increase in the budget of the unit, which may be opposed by the providers of the fund to the unit due to financial constraints (Covey & Merrill, 125). Conclusion The resolutions taken will be effective in improving the quality of the unit and satisfying the needs of the patients.
The trust between nurses and the manager will be restored and retained, found a strong relationship in the practice. The leadership skills within the unit will be developed by implementing the resolutions. The patients will place more reliance on the services offered by the unit as they get better and improved services.
After implementing the resolutions, the manager will become accountable for the services offered to the patients, making them satisfied and happy.
Covey M.R & Merrill R. The Speed of Trust. The one thing that changes everything. New York,
Hutchens, David, and Barry Rellaford. Slice of Trust: The Leadership Secret with the Hot and
Fruity Filling. Layton, USA: Gibbs Smith, Publisher, 2011. Print.