Ethical Conflict in Nursing

NB: We do not resell your papers. Upon ordering, we do an original paper exclusively for you.

NB: All your data is kept safe from the public.

Table of Contents

Introduction
Identifying two themes and explaining the supporting data
An action plan for nurses to potentially overcome the conflicts
Reference

Introduction

The article provides a comprehensive report of an empirical study conducted in Canada to examine the existence and nature of ethical conflict in the workplace, focusing mainly on the experiences of nurse managers as the study population. The researchers focused on 7 hospitals in the eastern part of the country. In their findings, the researchers report that ethical conflict at the workplace has four major themes, which were revealed and expounded. First, the study reports that “voicelessness” is a common theme that defines the problem (Gaudine & Beaton, 2002). Secondly, the theme of “where to spend money” has been revealed and discussed as a major aspect of ethical conflict experienced by nurse managers. Thirdly, the researchers reveal that the conflict between individual rights and organizational needs is a major theme that defines the ethical conflict affecting nurse managers (Gaudine & Beaton, 2002). Finally, it was revealed that the presence of senior administrators or organizational leaders with unjust practices affect the nurse managers, indicating that such practices are a major theme that defines ethical conflict at the workplace (Gaudine & Beaton, 2002).

Identifying two themes and explaining the supporting data

In this paper, the themes of voicelessness and the conflict between individual rights and organizational needs will be analyzed. In particular, the data that led to the realization that these two aspects are themes defining ethical conflict is important in explaining how the researchers make the conclusion as well as how an action plan can be developed and implemented to address the problem.

According to the study, voicelessness was identified in all the interviews conducted. The researchers suggest that the nurse managers are in constant conflict with the value of participation. To construct this theme, the researchers examined the responses of the nurse managers in terms of their experiences in dealing with the organization, the organizational culture, and the senior management. In this case, qualitative data indicated that the participants felt that they were hired because the organization wanted them to follow the norms or “toe the party line” without questioning the system, thus making them silent or voiceless. Secondly, the data shows that nurse managers are excluded in the decision-making process, even in cases where the issues affecting nurses are involved. In addition, it was found that the positions of nurse managers have been decreased deliberately, which means that the voice of nurses has been undermined, especially in the process of making decisions. The data obtained further indicated that nurses felt that their profession is not valued and not well understood. In addition, the data indicates that the organizations do not make efforts to understand the role and value of nursing. Consequently, these factors reveal that nurses are made silent or voiceless because they are not involved, their roles have been decreased and their profession is not well understood or valued.

The theme of the conflict between individual rights and organizational needs has been well defined using data obtained from the interview. In this case, the researchers identified two major elements that construct the theme. First, the qualitative data indicated that the policies used in the organizations tend to support the legal needs of the organization but pay little attention to the needs of the patients and nurses. Secondly, the data revealed that nurse managers are forced to make decisions that only serve the needs and interests of the organization but pay little or no attention to the needs of the nurses. In fact, the data also indicated that some of these decisions had negative impacts on the nurse managers and their nurses.

An action plan for nurses to potentially overcome the conflicts

Theme	Action initiative	Challenges	Objectives achieved
Voicelessness	Initiate dialogue with management	Barriers to communication in organizational culture
Voicelessness	Express and Negotiate concerns	Unresponsive senior management
Individual rights versus organizational needs	Express patient rights and interests	Need to protect organizational legal rights
Individual rights versus organizational needs	Express nurse rights and interests	Need to achieve organizational financial and performance needs

Reference

Gaudine, A. P., & Beaton, M. R. (2002). Employed to go against one’s values: Nurse managers’ account of ethical conflict with their organizations. Canadian Journal of Nursing Research, 34(2), 17-34.

Click Here To Order Now!

Ethical Conflict in Nursing

Do you need this or any other assignment done for you from scratch?

We have qualified writers to help you.

We assure you a quality paper that is 100% free from plagiarism and AI.

You can choose either format of your choice ( Apa, Mla, Havard, Chicago, or any other)