Читать книгу Toxic Nursing, 2nd Ed - Cheryl Dellasega - Страница 21

This is similar to the situation with Hector, except the disruptive behavior is coming from a seasoned LPN. The nurse manager should have addressed this behavior long before Lucy arrived, but with new knowledge he must start when he can. In this case, the nurse manager could talk with Lucy privately to help her prepare to address inappropriate behavior. The nurse manager could also meet privately with Crystal to set the tone for new expectations. An apology to the patient is also warranted. The nurse manager could suggest that Crystal apologize to the patient and Lucy together or separately.

The trick here is to recognize that such moments are filled with tension and awkwardness, yet are extremely therapeutic and powerful. Making the time for them, letting the tension settle for a few moments, and then moving on with clear new expectations will help to minimize shame and maximize behavioral changes. It is also a management concern to be on the lookout for training needs of the new nurse and possibly job-match questions.

–Beth Boynton

I believe in most of the situations, Crystal has the right to react. But the reaction described here shows a lack of civility and a surplus of rudeness. I think Lucy should record the unfavorable events she has experienced in her new job and judge Crystal’s attitude toward other nurses—especially fresh ones. She should also give some time to herself and Crystal to settle things down. But if Lucy is still getting the same rude reaction after a while—especially after she has found her footing and begun to act more responsibly—she should discuss the problem with Crystal and warn her about her impatient attitude with new nurses. Then, if Crystal’s bad behavior persists, Lucy must go to the administration with her recorded events and ask them to warn Crystal about her rude attitude.

–Dilek Yildirim