The nursing profession is one where labor grievance is an issue of concern that needs to be addressed with immediate effect. In this scenario, a nurse complains that one of the physicians attending to the patients arrived at the medical center drunk and incapable of making accurate diagnosis. The nurse identifies that the physician in question instructed her to interview the patient and develop a diagnosis based on the presenting problems that the client experienced. However, the physician had made a contrary diagnosis and referred to the nurse as incompetent. The events unfolded in front of the patient making her feel embarrassed and made her question her skills and capabilities as a professional (Davidson, Agan, & Chakedis, 2016). The patient experienced medical error-related infections as a result of the misdiagnosis and poor judgment of the physician. However, it is the nurse who was blamed for the negative outcome as she received a warning letter for her unprofessionalism.
Nurse administrators are required to approach this labor grievance with significant caution as they seek to get to the bottom of the issue. The grieving nurse identified that the physician is a high ranking member of the institution and may influence board members in the relieving of her duties in the organization. The scenario presents issues that are common in hospital organizations where higher ranking members exert their power and influence over subordinates (Moore, Sublett, & Leahy, 2017). It is evident that failure to reprimand the physician may lead to moral distress and blame-related distress on the affected nurse. The nurse administrator will present as an advocate for the worker in question to prevent a decline in morale and productivity. It is evident that the nurse who has only recently joined the institution may not have established significant relationships with other nurses who did not come forward to report the concern (Moore, Sublett, & Leahy, 2017). The lack of cohesion may affect patient safety in the delivery of care.
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References
Davidson, J. E., Agan, D. L., & Chakedis, S. (2016). Exploring distress caused by blame for a negative patient outcome. Journal of Nursing Administration, 46 (1), 18-24.
Moore, L. W., Sublett, C., & Leahy, C. (2017). Nurse managers speak out about disruptive nurse-to-nurse relationships. Journal of Nursing Administration, 47 (1), 24-29.
