Description Peer Response: Unit 6, Due Sunday by 11:59 pm CT Managing Incivility Instructions: I ...
Description Peer Response: Unit 6, Due Sunday by 11:59 pm CT Managing Incivility Instructions: IN THE RESPONSE POST, INCLUDE THE FOLLOWING: Review your classmate’s ideas and suggestions for implementing the DESC model. Are their suggestions realistic? Offer alternatives or support for their approach. Discuss your classmate’s plan for addressing hesitancy among new/novice nurses. Ensure a logical approach is developed for this staff group. Please be sure to validate your opinions and ideas with citations and references in APA format. Oct 8 4:12pm Reply from Ashley Green Hello Class, Conflict is a reality in any workplace, but it can be managed effectively. The DESC Communication Model, as shown in the video, is a valuable tool for de-escalating conflicts between colleagues. It's important to remember that management is there to support and guide the process if the individuals involved are unable to resolve their issues. Introducing the DESC Communication Model concept during new hires' onboarding and training is vital because this is where the new hire receives knowledge, attitudes, and behaviors about their new role. (Frögéli et al., 2023). The earlier this is introduced, the easier it is for new employees to embrace it and understand that it is part of Herzing Hospital's culture in handling conflict. Educational training will be conducted for the current nursing staff, informing them of the new process. Nursing leads will be asked to monitor role-playing between employees to make sure the DESC Communication Model is used appropriately. Employees will also sign documentation stating that they understand the communication model and will adhere to the strategy. To ensure a fair and supportive transition, we are committed to providing additional support to those nurses using the DESC Communication Model. These employees will be placed on a performance evaluation plan, not as a punitive measure, but as a means to ensure they are following the recommended steps. This support isour commitment to your professional development and succes a testament to s (Hill et al., 2018). New employees may be hesitant to use a DESC Communication Model because they are unfamiliar with this process and their previous employer did not handle conflict in this manner. Fear of repercussions may be another reason new employees are not inclined to participate in this process. Lastly, employees may think this strategy will be ineffective, and this communication style may cause more harm. Hospital leaders can address these concerns by informing the new employees of data showing how this strategy provides healthier work environments. Real-life examples from employees in the organization showing how this concept has transformed their work environments can also give the new employees a positive outlook on embracing the idea. References Frögéli, E., Jenner, B., & Gustavsson, P. (2023). Effectiveness of formal onboarding for facilitating organizational socialization: A systematic review. PLOS ONE, 18(2), e0281823. https://doi.org/10.1371/journal.pone.0281823Links to an external site. Hill, M., Gluyas, H., Sandy, M., & Wingate, A. (2018). Healthcare managers’ perceptions of managing poor performance. Journal of Health Organization and Management, 32(3), 416–427. https://doi.org/10.1108/JHOM-09-2017-0241. Tremone Joyner HA 635 Our goal is to enhance communication at Herzing Hospital, and the DESC model can be a powerful tool in achieving this. The DESC model, which stands for Describe, Explain, State, and Consequences, can be introduced in our nursing meetings, in-services, and educational learning. It provides a structured approach to addressing incivility, creating a more open and understanding environment. Additionally, engaging the staff in various behavioral scenarios can further reinforce the importance of effective communication. Individuals who display incivility behaviors sometimes do not realize that they are causing incivility in the workplace. Sometimes, it is as simple as bringing the behavior to their attention by describing it and explaining how it affects others and the patients. I would present the DES and allow them to show their consequences. Their consequences may be just acknowledging the behavior and expressing the will to change the incivility. From there, I would encourage them to attend education, no training, or DES C. I would also let them know that the behavior can be a form of bullying and violence. Two others, including the patients and others, have recognized the behaviors. I would also make sure that they understood that Herzing Hospital has zero tolerance for incivility (Green, 2019). New or novice nurses might hesitate to use the DESC model because they fear retaliation or want to avoid conflicts. They may lack self-confidence. Education and support programs can help improve nurses' professional confidence (Najafi, et al, 2023).
