nursecorner – JRM Nurse Consultants

In healthcare, we often see anxiety arise when one department tells another what to do, especially when authority or control comes into question. These moments can quickly create tension and misunderstandings.

One solution I’ve found helpful is simple but powerful: managers should communicate directly with one another before any work begins in another department. When both leaders talk through the plan, they can identify the best time to proceed, avoid conflicts, and ensure the workflow is smooth. This prevents staff from being caught off guard or feeling disrespected.

Too often, situations are addressed reactively — one manager approaching another in frustration after a problem occurs. This only adds to the anxiety and makes collaboration harder. Instead, a proactive conversation can ease emotions and set clear expectations.

I always remind my colleagues: when one department enters another department’s space, they are a guest. Respecting that space fosters trust, reduces stress, and makes teamwork far more effective. In the end, collaboration isn’t about authority — it’s about partnership.

Reference
Miller, K. L., Reeves, S., Zwarenstein, M., Beales, J. D., Kenaszchuk, C., & Conn, L. G. (2008, June 2). Nursing Emotion Work and Interprofessional Collaboration in General Internal Medicine Wards: A Qualitative Study. JAN Original Research, 333–343.

A nurse once shared a situation from her workplace involving in-vitro fertilization (IVF). In this case, a treating physician did not want to be involved in the patient’s delivery because five embryos had been terminated and three remained. This raised important questions: Could all eight embryos have survived? Could some have been frozen for future use? Beyond the medical decisions, this opened a deeper discussion about cultural sensitivity and religious beliefs in healthcare.

For some, an embryo may not be considered “alive” or “a baby” yet, while for others it represents life from the very beginning. These different perspectives make patient care more complex, particularly when personal and professional values conflict.

Consider another scenario: a nurse working on a GYN floor encounters a woman experiencing complications after an abortion. The nurse is a Christian who does not believe in abortion. The patient is not there for the procedure itself but for treatment of her complications. Should the nurse refuse care based on personal beliefs, or provide care because the patient is in need?

These are difficult but necessary questions. As managers, we also face the challenge of balancing employee requests for religious accommodations with the responsibility to ensure safe, compassionate care for every patient. Partnering with human resources and taking a holistic approach helps to respect both the nurse’s values and the patient’s needs.

Cultural sensitivity is not about everyone holding the same beliefs—it is about acknowledging differences and working through them with respect. When we do this, we strengthen trust, improve collaboration, and move closer to providing excellent care for all.

Reference
DeNisco, S. M., & Barker, A. M. (Eds.). (2013). The slow march to professional practice. Advanced Practice Nursing (2nd ed., pp. 6-17). [Vital Source Bookshelf].

Years of experience in Work Comp, Case Management, Disease Management, Utilization Review and Prior Authorization.

Tag Archives: nursecorner

Feelings of Anxiety in Interdepartmental Collaboration

Cultural Sensitivity and In-vitro Fertilization