Conscientious Objection and Professional Responsibility in Nursing

### Topic: Conscientious Objection and Professional Responsibility in Nursing

#### Describe a Conflict You Have Encountered in Your Nursing Practice

In my nursing practice, I encountered a significant conflict involving a conscientious objection to an abortion procedure. A nurse, Amelia Brooks, who held strong religious beliefs against abortion, was asked by Dr. Rebecca Martin, an obstetrician, to assist in an elective abortion for a patient named Sophie Turner. Amelia’s personal beliefs were in direct conflict with her professional responsibilities to provide non-discriminatory patient care and uphold patient autonomy.

#### Identify the Stakeholders Involved and Their Roles

1. **Nurse Amelia Brooks**:
– Role: Provides patient care and upholds professional nursing standards.
– Interest: Maintaining her religious and moral beliefs against participating in abortion procedures.

2. **Dr. Rebecca Martin**:
– Role: Leading obstetrician requesting assistance in the abortion procedure.
– Interest: Ensuring that her patient receives the necessary medical procedure safely and efficiently.

3. **Sophie Turner**:
– Role: Patient seeking an elective abortion.
– Interest: Exercising her autonomy to make decisions about her own body and receiving timely medical care.

4. **Riverside Medical Center Administration**:
– Role: Ensures that staff comply with hospital policies and that patients receive standard care.
– Interest: Balancing staff conscientious objections with the need to provide uninterrupted patient care.

#### Analyze How the Conflict Was Resolved

The conflict was resolved by referring the task to another nurse who did not have the same conscientious objections. This resolution was reached through the following steps:

1. **Open Communication**: Amelia expressed her concerns to her supervisor and Dr. Martin, explaining her moral dilemma.
2. **Consulting Hospital Policy**: The hospital’s policy on conscientious objection was reviewed, which allowed healthcare providers to abstain from procedures conflicting with their beliefs, provided that patient care was not compromised.
3. **Reassigning Duties**: Another nurse was assigned to assist Dr. Martin in the procedure, ensuring that Sophie’s care was not delayed.

#### Conflict Resolution Style Used

The conflict resolution style used was **accommodating**, as the supervisor allowed Amelia to abstain from the procedure to respect her personal beliefs while ensuring patient care through reassignment. There was also an element of **collaboration** in finding a mutually acceptable solution.

#### Evaluate the Efficacy of the Resolution

The resolution was effective because:

– It respected Amelia’s personal beliefs, thus avoiding ethical distress for her.
– It ensured that Sophie received the necessary medical care without delay.
– It adhered to hospital policies and upheld professional standards.

#### Was the Conflict Resolution Style the Most Appropriate Option?

Yes, the accommodating and collaborative approaches were the most appropriate because:

– They balanced respect for personal beliefs with the duty to provide patient care.
– They ensured continuity and quality of patient care.
– They maintained professional relationships and a positive working environment.

#### Identify and Describe Your Preferred Mode of Conflict Resolution

My preferred mode of conflict resolution is **collaboration**. This approach:

– Encourages open communication and mutual respect.
– Seeks to understand and integrate all perspectives.
– Aims for a win-win solution that satisfies all parties involved.
– Is particularly effective in complex healthcare settings where patient outcomes and team dynamics are paramount.

#### Integration of Evidence

Conflict resolution in healthcare settings requires a delicate balance between personal beliefs and professional responsibilities. According to McKinnon and Crosby (2021), collaborative conflict resolution promotes better patient care and enhances team cohesion. Moreover, recognizing and accommodating conscientious objections can prevent moral distress and burnout among healthcare professionals (Johnstone & Hutchinson, 2015).

#### References

1. Gerardi, D., & Fontaine, D. (2020). Conflict engagement: Changing the narrative and outcomes of conflict in health care. *Journal of Nursing Management, 28*(1), 15-21. https://doi.org/10.1111/jonm.12873

2. Johnstone, M.-J., & Hutchinson, A. (2015). Moral distress—Time to abandon a flawed nursing construct? *Nursing Ethics, 22*(1), 5-14. https://doi.org/10.1177/0969733013505312

3. McKinnon, J., & Crosby, E. (2021). Collaborative conflict resolution in healthcare: A guide to creating constructive conversations. *Healthcare Management Review, 46*(2), 98-104. https://doi.org/10.1097/HMR.0000000000000294

4. Ulrich, C. M., Taylor, C., Soeken, K., O’Donnell, P., Farrar, A., Danis, M., & Grady, C. (2010). Everyday ethics: Ethical issues and stress in nursing practice. *Journal of Advanced Nursing, 66*(11), 2510-2519. https://doi.org/10.1111/j.1365-2648.2010.05425.x

5. Wocial, L. D., & Weaver, M. T. (2013). Development and psychometric testing of a new tool for detecting moral distress: The Moral Distress Thermometer. *Journal of Advanced Nursing, 69*(1), 167-174. https://doi.org/10.1111/j.1365-2648.2012.06036.x

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This comprehensive analysis of the conflict encountered in nursing practice provides detailed explanations and references to scholarly sources to ensure thorough understanding and adherence to professional standards.

 

 

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