You are a family nurse practitioner working in an outpatient primary care office of a large hospital system. The practice has been operating for over 15 years, and many of the administrative and clini Nursing Assignment Help

You are a family nurse practitioner working in an outpatient primary care office of a large hospital system. The practice has been operating for over 15 years, and many of the administrative and clinical staff were hired when the practice opened. You have been in the practice for less than 3 months. In that short amount of time, you have witnessed several of the clinical staff engaging in heated arguments with each other, sometimes in patient areas. You overhear an argument occurring today between two staff. You pick up a patient’s chart and notice a very low blood pressure that the medical assistant failed to notify you about. When you confront the MA, she states that she was going to report the vital signs to you when she became engaged in the heated argument you overheard and forgot to notify you.

Unfortunately, this pattern of behavior is not unusual in this practice. Working with staff who cannot cooperate effectively can negatively influence your ability to spend time with patients, can impede the flow of patients through the office, and could impact patient safety.

Case Study Responses:

Analyze the case study for potential issues for members of the healthcare team from office conflict. Contrast the potential effects for each member of the healthcare team based upon the required readings from the week. Discuss the potential ethical and legal implications for each of the following practice members:

Medical assistant

Nurse Practitioner

Medical Director


What strategies would you implement to prevent further episodes of potentially dangerous patient outcomes?

What leadership qualities would you apply to effect positive change in the practice? Focus on the culture of the practice.

A scholarly resource must be used for EACH discussion question each week.

Expert Solution Preview


In this case study, we are presented with a situation where conflicts and interpersonal issues among the clinical staff in a primary care office are negatively impacting patient care and safety. As a medical professor, I will analyze the potential issues for each member of the healthcare team and discuss the ethical and legal implications they may face. Additionally, I will provide strategies to prevent further dangerous patient outcomes and outline the leadership qualities that can effect positive change in the practice’s culture.

Answer for Medical Assistant:
The medical assistant in this case study failed to notify the nurse practitioner about a patient’s very low blood pressure due to being engaged in a heated argument with another staff member. This raises potential ethical and legal implications for the medical assistant. Ethically, the medical assistant has a duty to prioritize patient care and safety, which includes promptly reporting abnormal vital signs to the healthcare provider. Failing to do so can lead to patient harm and breaches the principle of beneficence.

From a legal perspective, the medical assistant’s failure to inform the nurse practitioner about the low blood pressure can be seen as a violation of the standard of care. Negligence or malpractice claims could be made if it can be proven that the patient suffered harm as a result of the medical assistant’s actions.

Answer for Nurse Practitioner:
The nurse practitioner in this case study faced potential negative effects due to the conflicts and heated arguments among the clinical staff. The arguments, especially when they occur in patient areas, create a hostile and disruptive work environment that can increase stress levels and hinder collaboration. This can directly impact the nurse practitioner’s ability to provide quality patient care and maintain a focused and efficient workflow.

Ethically, the nurse practitioner has a responsibility to advocate for patient safety and address any disruptive behavior that compromises patient care. Legal implications for the nurse practitioner may arise if they fail to take appropriate action to mitigate conflicts and ensure a safe working environment. The nurse practitioner could potentially be liable if they were aware of the ongoing conflicts but failed to report or address them.

Answer for Medical Director:
The medical director of the practice holds the role of leadership and is responsible for overseeing the operations, including staff management and patient safety. In this case study, the medical director failed to address the ongoing conflicts among the staff, which can have significant ethical and legal implications.

Ethically, the medical director has a duty to create a positive work environment that promotes effective communication and collaboration. Ignoring or allowing the ongoing conflicts to persist goes against the principles of teamwork and patient-centered care.

Legally, the medical director may face liability if the conflicts and heated arguments result in patient harm. The failure to address the conflicts and establish protocols for addressing disruptive behavior could be seen as a breach of the duty of care and may lead to legal consequences for the medical director.

Answer for Practice:
The entire practice is affected by the conflicts and disruptive behavior observed in this case study. The potential ethical implications for the practice include a failure to prioritize patient safety and well-being. The practice has a responsibility to establish and maintain a culture of professionalism and respect.

From a legal standpoint, the practice could face liability if the conflicts and arguments among the staff result in patient harm. The practice may be held responsible for any negligence in hiring, training, or supervision of the clinical staff. Failure to address and resolve ongoing conflicts may be seen as a failure of the practice’s duty to ensure patient safety.

Strategies to prevent further episodes of potentially dangerous patient outcomes:
1. Implement a clear code of conduct and professional behavior policy that explicitly outlines expectations for all staff members.
2. Provide training on conflict resolution, effective communication, and teamwork to improve interpersonal skills among the clinical staff.
3. Encourage an open-door policy where staff can report conflicts or disruptive behavior without fear of retribution.
4. Establish regular team meetings to promote collaboration, address concerns, and improve communication.
5. Develop a system for reporting and addressing patient vital sign abnormalities promptly, ensuring all staff understand the importance of timely communication in patient care.

Leadership qualities to effect positive change in the practice’s culture:
1. Effective communication: Promote clear and open communication channels to address conflicts and concerns promptly.
2. Empathy and active listening: Understand the perspectives and concerns of the clinical staff to create a supportive and inclusive work environment.
3. Conflict resolution skills: Facilitate healthy conflict resolution and promote a culture of respectful disagreement.
4. Lead by example: Demonstrate professionalism, respect, and collaboration in interactions with staff, setting the tone for the practice’s culture.
5. Accountability: Hold staff accountable for their actions and ensure compliance with policies and procedures.

By implementing these strategies and embodying these leadership qualities, positive change can be achieved in the practice’s culture, ultimately improving patient outcomes and fostering a harmonious work environment.

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