More and more patients want options for alternative treatments that

Team Rounding ” It has been one month since your healthcare organization implemented the change, incorporating elements of your plan to engage individuals to adopt the new process or policy. However, the change has not gone smoothly. About 10 percent of the unit’s nursing staff, including one charge nurse, have been resistant to adopting the change and are inconsistently following the new process or policy. These staff members openly refuse to take part and has caused tension between all nurses on the unit. In addition, they have been communicating their dissatisfaction with the process or policy with other members of the healthcare team, such as physicians, physical and respiratory therapists, and social workers, as well as nurses from other parts of the organization. Some members of the interprofessional healthcare team feel that a silo mentality exists, as notice of the change was not communicated to everyone. Comments such as “another nursing decision made without feedback from us” have been overheard. Other interprofessional members believe they “are caught in the middle,” and have been avoiding further conflict by trying keep away from the nursing staff. Still others are concerned that the change will negatively impact their interactions with patients and families. Intra- and interprofessional communication and collaboration are becoming compromised. The current environment is being negatively impacted by these conflicts, with low morale, increased absences, and evidence of tension between all members of the healthcare team. The manager wants to use the Iowa Model to identify the trigger that may be the source of the conflict. The manager does not want to take punitive action against any nurse for a knowledge deficit of the new process or policy but acknowledges the concerns of the interprofessional team members. The manager has requested that your [student] team utilize its conflict resolution, communication, and collaboration skills to create a detailed plan to address the conflict, choosing either interprofessional or interprofessional in origin. Do not choose both types of conflict. Use the Iowa Model to identify the trigger for this conflict. After identification of the trigger causing conflict, the team will address the following components: 1.Introduction presenting the chosen interprofessional or interprofessional conflict, the possible reasons for the conflict, and a description of the team members involved. In addition, discuss the trigger your team has identified from the Iowa Model as the impetus for change. 2. Application of an identified conflict resolution or collaborative model to address the issue, citing sources/references (see requirements below). 3. Detailed plan to address the issue or conflict. Integrate rationales and relevant literature related to the outlined plan. Include education aimed toward either intra- or interprofessional team members that directly relates to the identified conflict. Cite sources/references to support the plan (see requirements below). 4. At least two (2) outcomes that are measurable. The outcomes should relate to the team’s plan for conflict resolution, i.e. what you hope your plan will achieve. Include in your discussion how you will evaluate outcome achievement, i.e., how will your team measure the success of the plan? 5. Conclusion Requirements: 2 references . Could be Nursing . Sources should have published within the past seven (7) years (exception historical, landmark, or seminal references). No personal pronouns (e.g., I, my, mine, we, ours, they)

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