Conflicts in the workplace present tensions and are likely to interfere with staff morale. When this happens and work, stress escalates for caregivers and patients will miss out on quality care. It is, therefore, imperative for arising conflicts to be handled efficiently and effectively (Whitehead, Weiss & Tappen, n.d). A sample situation where a nurse manager can apply problem resolution is in cases of animosity between nurses—for instance, racial discrimination or bullying. A situation where a nurse manager would use negotiation to resolve a conflict can be on issues of nurses airing grievances. These can be issues like their working conditions where they are threatening to strike. Here the nurse manager can negotiate with them on the way forward to ensure they are satisfied and care delivery is not affected.
Informal negotiation works without the need for prescribed rules. The outcome entirely depends on the rules adopted by the parties themselves. They agree on the steps to undertake and other things like the time and the place of negotiation. Parties to an informal negotiation have a chance for a casual discussion, and there is minimal pressure. The strategy in place here presents a platform for as much discussion as possible and verbal agreements are endorsed. Again, parties to this discussion are able to avoid the public spotlight. Formal negotiation, on the other hand, tends to be public in nature. The initiating party is not afraid of the public knowing about the existence of the negotiation and the issues at hand. It comes as a wakeup call to the other party on the seriousness of the matter. The procedures involved are highly formalized, and there are laws that lay the foundation for the same (Whitehead, Weiss & Tappen, n.d). A good example is collective bargaining presenting the interests of nurses to the management.
Not all states in the United States have nursing unions, and there is an umbrella union for with national wide coverage. Some of the states with nursing unions include California, Massachusetts, Hawaii, Texas, Florida, Alaska, Colorado, Maine, Missouri, and Kansas. California State has a prominent nursing union and one of the largest (American Nurses Association website, n.d). Nursing unions advocate for their members and also protect their interests. The process of doing this is known as collective bargaining. They fight for better working conditions, pay increases, and job security, among others (Gaines, 2017). However, nursing unions have been accused of restricting membership where only employed can become members
Question 4. Part 1
My state is Minnesota, the nursing union there has been active on collective bargaining. Back in 2010, the Union staged a walkout strike where about 12, 000 members participated. The nurses were protesting wage freezes and a move that was in place to decrease pension for nurses. According to the Union’s website, the recent activity was on May 18th this year, where the nurses under the Union went on picketing. They were demanding to have a say in issues to do with workers’ protection and increased safety standards. Again they wanted an end to retaliation measures against members who have been trying to protect themselves from the coronavirus. The Union has been airing grievances on safety for its members on the pandemic.
Qestion 4. Part 2
A collective bargaining unit presents an upper hand for members to air their grievances. Unions can offer legal representations and make striking possible. They lobby better working conditions and other interests for nurses. Such would be almost impossible for individual nurses to achieve on their own. Unions, however, have minor disadvantages; for instance, there arise management conflicts that diminish bargaining power (Gaines, 2019). There may also be divided loyalty, but all the same, they serve an important task, and I would like to be a member when I am a full-time nurse.