nurses that are willing to answer some questions regarding their career!!!!!!

BrazoriaLVN · Oct 10, 2011

So did you need it single or double spaced?

bcmillan · Oct 10, 2011

lol I know huh? and those are only the questions I am supposed to ask a nurse...

Nurse Mentor Nancy, MSN, RN, NP · Oct 10, 2011

Did you get a response? If not I would be willing to answer your questions. Let me know how you are defining argumentation.

Dixielee, BSN, RN · Oct 10, 2011

OK, I'm old, please define what you mean by argumentation. I have no idea what you are asking. You are asking about communication, but I don't understand what you are trying to say.

bcmillan · Oct 12, 2011

my instructor defines argument as the reason seeking and reason giving discourse. Arguments are claims that people make. She also defines argument as advancing,supporting, criticizing, and modifying claims, so that the appropriate decision makers may grant or deny adherence.

bcmillan · Oct 12, 2011

Did you get a response? If not I would be willing to answer your questions. Let me know how you are defining argumentation.

Thank you Nancy!! any help will be greatly appreciated ....

bcmillan · Oct 12, 2011

arguments are claims that people make when they are asserting their opinions or supporting their beliefs...

Nurse Mentor Nancy, MSN, RN, NP · Oct 15, 2011

-what role do the areas of communication, argumentation and debate play in the job?

As a nurse manager it is important that my staff and I have 2 way communication. They tell me what is going on with our patients and when they need help from me. They give me input when I need it to make a decision and I tell them about new policies and procedures they need to know. When we are discussing patient problems, we debate possible interventions.

-to what extend do you have to utilize informative and persuasive approaches to communication on the job?

Every single day. My staff usually need to understand the reason behind new policies and procedures to even begin to accept and follow them. I usually use both written and verbal approaches. If I know, I explain how and why the new P & Ps came about. If there is a problem with the P & P that will directly affect the quality of care of our patients or the ability of my staff to do their job, I will give that feedback to my supervisor. Ideally, I like to talk with staff about a policy/procedure while it is still in the planning stages.

Hope this helps. Good luck in your paper. Let me know how it goes. I may write an article on this subject soon. Thanks for asking me some interesting questions.

When we are discussing patient problems and looking for interventions, we each state our opinions. To solve the problem, we look at the literature to see if there is an evidence based solution. If there is none, then I will decide which direction we take if I have strong feelings about the best choice. (Because I have a MSN and background as a NP, I am the clinical expert.I have worked with most of my staff for 3-11 yrs so they know that I am usually right when I suggest an intervention. I also give my reasons for choosing a specific intervention.) When I think a number of interventions may work, I encourage my charge nurses to make the decision.

-are there any specific aspects of argumentation (e.g., analysis, research and evidence, articulation of reason giving, etc.) which are essential in the job?

See above

- are there any particular problem areas in the job that may be traced to problems of poor argumentation skills?

I don't get into many arguments. When we have discussions, I say what I want to say about the subject. I expect my staff to then say what they need to say. Because I have developed a trusting relationship with them, they are not afraid to give me their opinion.

If someone feels strongly about a subject, they can get emotionally charged and raise their voices. If this is not handled well, the person can escalate and cause dissension among the rest of the staff. I recognize their feelings and let them know that those feelings are going to be taken into consideration in the decision. I make sure to go back to that person afterwards and see how they feel once the decision is made.

With other members of the health care team, they do not always say what they want to say during the discussion often taking place in a meeting. Then they talk outside of the mtg about what they wanted to say during the mtg. This behavior negatively affects the decision because we have not heard everyone's input. The decision is not usually as effective and can be undermined if the staff who are not talking in the mtg are against that decision but say nothing. These staff may just not follow the decision. It weakens the team and decreases trust and cohesiveness.

-what particular aspects of argumentation did you feel both most and least prepared to handle?

I am an expert at following the nursing process. I enjoy teaching nurses how to gather the information, use critical thinking skills to obtain more data, make the nsg diagnosis and create interventions. I make sure that we don't miss any information we need and that we follow up to make sure our interventions are working.

I like to solve problems. What is difficult for me to handle is when I have given my opinion and the other person will not give theirs, but just agrees with mine. Then I hear through the grapevine that they have another opinion, and they just went along with mine. If I go back to the person and tell them what I heard, they often deny it. Then I hear that they think I am very aggressive. They find a way to get back at me later. I believe I am being assertive. This is passive/aggressive behavior on their part. I do my best to avoid people in the workplace who I know do this. To combat it, I will do my best to state my position in a way that lets others know I am open to what they say. I also watch their nonverbals and ask directly for their opinion if they do not say anything.

-what recommendations regarding argumentation and communication would you give to someone pursuing this career?-what recommendations regarding argumentation and communication would you give to others in the workplace?

Work on developing positive trusting relationships.It is much easier to debate and disagree with someone in whom you trust and with whom you have had a positive relationship with.

Listen first to what the other person has to say and repeat it back to them until you are sure you and they understand what they are saying, then state your case until you are sure you both understand what you are saying.
See what you agree on first.
Then see what you do not agree on.
Avoid compromise. Instead try to come up with another solution that meets the need. Example: My 16 year old son and I wanted to see a movie together. He wanted to see a violent one. I
wanted to see a love story. My solution was that we would each see the movie we wanted and then meet afterwards to go out to eat or I would see the movie he liked this time and next time we would see the movied I wanted to go see.My son wanted to find a movie we both liked. I was compromising. He went for the better solution
Agree to disagree. Sometimes you cannot find a better solution and just have to leave it that you are not going to agree. That is OK. You respect their opinion, and they respect yours.
Know when not to debate. Sometimes there is no way your input is going to change the situation. You are told that the decision is final. You just have to accept that is the way things are and move on. You save a lot of energy that way.
Pick your battles. Not every subject every time has to be debated. Coming to mutually agreeable solutions can be fun. But trying to do this all the time can be exhausting.
When you find out you were wrong, apologize. Then correct yourself.