Supervision is among the most critical roles in the workplace. Of all the responsibilities of a supervisor, the toughest is related to disciplining and terminating staff contracts based on their conduct. This is because conversations about the behavior of employees at work are often laden with emotions. Despite their magnitude, it is inevitable for leaders to find themselves in such scenarios. Thus, holding a supervisory position exposes one to all forms of conflicts with employees. In these situations, a supervisor’s decision has to be anchored on the terms of service outlined to the employee before his or her hiring. Hence, for supervisors to perform their duties effectively, they must be conversant with the process of reprimanding and terminating employees. This paper examines a case scenario involving a nurse and her supervisor regarding the latter’s loss of temper while handling a patient. A dissection of the possible options and an evaluation of the effectiveness of the selected option is offered. The general handling of the issue by the supervisor is also analyzed. Finally, a classification of the nurse based on her conduct is explored.
The Case
The case in question involves a nurse who overreacts in the hospital while taking care of an aggressive patient. At some point, the patient becomes overly aggressive and annoys the nurse in the process. In response, the nurse shuts the patient’s mouth using a piece of tape. The assisting nurse responds immediately by removing the tape to ensure the comfort of the patient. She then proceeds to report the incident to the in charge who, in turn, forwards it to the supervisor. The supervisor, after consultation, decides to suspend the nurse for one month. Over one month, the nurse is expected to attend anger management classes. Besides, upon completion of the suspension, the nurse will be sent to a less sensitive unit and expected to work under supervision.
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Appropriateness of the Punishment Given to the Nurse
Decision-making in disciplinary actions needs careful observation of institutional rules. To facilitate this process, most institutions often document these rules. These policies and regulations must be consulted in cases where difficult decisions have to be made. Besides referring to the policies, it is also vital that the supervisor in question gathers sufficient information on the matter so that he or she does not make biased decisions. Finally, all disciplinary actions taken must be documented with clarity.
Based on the facts presented in this case, the nursing supervisor handled the matter professionally. The basic principle of disciplining employees in institutions states that similar situations should be treated the same way. Also, an analysis of the employee’s track record is crucial in developing a clear and unbiased judgment. Besides, to ensure fairness, referring to the policies and consulting other managerial staff is always necessary.
In this case, the nursing supervisor acted wisely by first seeking to collect sufficient information on the matter. This was then followed by discussing the situation with fellow managers. In the meeting, the staff attempted to first explore the possible punishments for the mistake. In particular, the possible options included firing the nurse, doing nothing about the case, or suspending the nurse and recommending anger management classes. If the manager chose to do nothing, it was established in the policy that the nurse’s bad behavior would be encouraged, and the possibility of recurrence would be high. However, if the nurse were to be fired, it would be unfair because she had demonstrated good conduct in the past. Such a decision, therefore, would be extreme and unjustified. Suspending the nurse proved better in the matter at hand. This is because besides making the nurse feel the impact of her misconduct, it at least allowed her to retain her job. Thus, it was agreed that the institution would keep her due to her previous record.
The punishment selected, undoubtedly, was the most appropriate in the situation. This is because suspension would help the nurse deal with the underlying issue. The nurse misbehaved due to her explosive personality. The corrective action taken was ideal because it would handle the underlying anger problem by recommending anger management classes during the period of suspension. This would then be followed by a period of working under the supervision and transfer to a less acute clinical area. In the less sensitive area, the risk of the nurse’s misconduct affecting patients’ recovery would be significantly reduced.
Handling of the Situation by the Supervisor and Nurse Manager
The process and skills used in handling this case were perfect. Whereas poor clinical performance might be challenging to assess in nursing practice, the supervisors have to pay attention to the impact of the nursing mistakes made on the welfare and safety of their patients. Therefore, in tackling cases of misconduct, it remains critical that the nursing manager seeks first to understand the underlying issues. This is often followed by an assessment of the impact of the behavior on the welfare of the patent in question. In the case presented, it is clear that the supervisor attempts to process the effects of the behavior on the patient after being notified of the incident. Shutting a patient’s mouth using tape is dangerous due to its potential to complicate the health of patients with breathing complications.
Before arriving at a conclusion and devising a corrective action, the supervisor seeks the opinion of other nurse managers. In the meeting, they assess the possible measures according to the hospital’s policy. The team also analyzes the merits and demerits of each option before the final decision of suspending the nurse is reached. The suspension also includes anger management classes that are aimed at training the nurse on how to manage stress, pressure, and the associated anger. Given the detailed manner in which the case was handled, the supervisor and nurse dealt with the situation correctly.
Employee Category
Judging from the way the nurse handled her patient, she can be classified as an exploder. Exploders are individuals who manifest their anger openly. However, after the expression of anger, exploders are generally quiet in between the attacks. Such individuals are sometimes partially or entirely out of control and should, therefore, be handled with care. Typically, exploders are people who went to school early and completed their studies while still young. Therefore, due to their young age, people don’t take exploders seriously. Therefore, the only way they can get what they want is through an expression of anger and overreacting at times. When young, exploders often have challenges dealing with their temper. They are also more likely to explode when they feel like their self-esteem has been threatened. The episodes of rage are commonly associated with being the center of ridicule, being kept waiting in queues, and being ignored. These individuals also express anger when their competence and integrity are questioned.
Understanding the category of a nurse undoubtedly affects the way he or she is handled during a conflict. Often, walking away and letting exploders cool down before confronting them is the most appropriate strategy for dealing with them. Nevertheless, coping with exploders involves guiding them through regaining control. This is because, after the episode of anger, they become remorseful and apologetic. This is perfectly portrayed in the case scenario. The guilty nurse once summoned, feels guilty, and even cries at the manager's office begging not to be fired. It is central, therefore, that when exploders express their anger, the other person in the room should strive to gain their attention. However, if the person becomes confrontational and attempts to get physically abusive , it would be advisable for a third party to intervene in a bid to prevent the situation from escalating . Nevertheless, it is vital not to ignore the misconduct and instead reassurance the exploder by hearing them out.
Coaching and Counseling Options for the Nurse
Anger management is primarily aimed at generating goal-oriented approaches to resolving anger issues. It is also aimed at achieving predetermined anger management goals. For anger management to be effective, a healthy relationship has to be established and maintained between a professional counselor and his or her client. Likewise, both parties have to work towards achieving specific time-bound goals. In the presented case scenario, anger management for the nurse should primarily focus on the skills and actions needed to produce the most desirable results in the workplace without harming patients through anger. That way, the capacity of the nurse to manage anger while remaining productive at work is enhanced.
Following the anger management classes, the nurse would need to be offered further coaching and counseling on-the-job. The coaching and counseling would be focussed on the cultivation of the best practices for handling anger in the care setting. Primarily, the nurse would need to be encouraged to withdraw from the patient’s environment whenever her anger is at its highest. Also, the nurse ought to be educated on the best avenues of utilizing her energy constructively. Coaching and counseling after completion of the anger management classes are also useful in examining the nurse’s progress toward addressing her anger issues. It is through this program that any remaining problems are detected and resolved before the nurse's full return.
