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Reflection Essay on Professional Presence and Influence, Thesis of Marketing Psychology

University of Phoenix (UOPX)Marketing Psychology

A reflection essay on a Mursion simulation where the author portrayed a leadership role in resolving conflict and incivility between two departments in the workplace. The author utilized five social/emotional power skills: self-awareness, self-management, interpersonal communication, executive function, and social awareness. The essay discusses how each skill was used to resolve the conflict and improve the work environment. The author also reflects on the importance of mindfulness and the use of forcefield analysis and Mindmap in future projects.

Typology: Thesis

2023/2024

Available from 01/16/2024

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Reflection Essay 1
D024
Reflection Essay
Professional Presence and Influence – D024
Western Governors University
During the Mursion simulation I portrayed a leadership role with the task of dealing with
a difficult situation in the workplace. A meeting took place between the ED nurse manager
Raymond Mullin MSN, RN and the ED pharmacy manager Jenna Zielinski, PharmD to discuss
the frustration nursing is feeling due to the reduction in workforce (RIF) that has caused an
increase in workload. Medication reconciliation, a function of the pharmacy department has now
shifted to the ED nursing staff due to the RIF. In the leadership role five social/emotional power
skills were utilized to help resolve conflict and incivility between the two departments. The five
social/emotional power skills utilized were self-awareness, self-management, interpersonal
communication, executive function, and social awareness.
At the start and throughout the meeting, self-awareness was demonstrated by being
mindful and patient. This was going to be a challenge as I was listening to both parties’ thoughts
and feelings. Being mindful helped to be non-judgmental and compassionate during the
conversation. It was apparent that Raymond was upset and speaking in an aggressive tone when
explaining his side of the situation. Remaining non-judgmental allowed him to express his
feelings and for me to be completely engaged while listening to what he was saying. Initiating
the conversation with social awareness in mind I asked open-ended questions to both Raymond
and Jenna not only for my perspective taking, but in hopes that all would be able to empathize
with the current situation and understand all point of views.
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Reflection Essay Professional Presence and Influence – D Western Governors University During the Mursion simulation I portrayed a leadership role with the task of dealing with a difficult situation in the workplace. A meeting took place between the ED nurse manager Raymond Mullin MSN, RN and the ED pharmacy manager Jenna Zielinski, PharmD to discuss the frustration nursing is feeling due to the reduction in workforce (RIF) that has caused an increase in workload. Medication reconciliation, a function of the pharmacy department has now shifted to the ED nursing staff due to the RIF. In the leadership role five social/emotional power skills were utilized to help resolve conflict and incivility between the two departments. The five social/emotional power skills utilized were self-awareness, self-management, interpersonal communication, executive function, and social awareness. At the start and throughout the meeting, self-awareness was demonstrated by being mindful and patient. This was going to be a challenge as I was listening to both parties’ thoughts and feelings. Being mindful helped to be non-judgmental and compassionate during the conversation. It was apparent that Raymond was upset and speaking in an aggressive tone when explaining his side of the situation. Remaining non-judgmental allowed him to express his feelings and for me to be completely engaged while listening to what he was saying. Initiating the conversation with social awareness in mind I asked open-ended questions to both Raymond and Jenna not only for my perspective taking, but in hopes that all would be able to empathize with the current situation and understand all point of views.

Hearing both perspectives helped to open the dialog about the state of the current situation and validate that feeling and concerns are being heard. The next important power skill utilized was executive function. Using the sub skills of problem solving and adaptability, I expressed that I understood the frustration of both parties and given the current state of changes both departments have to be able to adapt effectively, and collectively come up with a plan that will produce a positive and better work environment. Additionally, planning and organizing was key to opening the conversation of securing a team of members from both departments to organize, analyze, and implement a plan of action that could cohesively change the current process of medication reconciliation. After coming up with a possible solution to ease the tension between the departments the next step would be to encourage interpersonal communication. In an effort to build relationships between the departments I suggested that both work together to form a new process that includes team collaboration within the departments and other staff such as providers who may also be able to help with medication reconciliation, easing some of the workload. I also suggested that both managers talk with each other first to try and resolve any issues versus bringing up any frustrations to other staff. Having compassion, caring and consideration, and actively listening is important in resolving conflict resolution. Each participant can be heard and hear what the other is experiencing as well as come up with solutions to the problem. Analyzing the difficult situation, the skills of self-management were very important in this scenario. To come to a resolution, I demonstrated initiative taking by offering my assistance with the plan of action. This was done by offering to assist with the recruiting of team members and talking with other departments to get involved with the process. Finally, having self-

patients/consumers being served. Additionally, having support from the organization on all levels adds value to the employee. Being involved in the process versus being informed of a change without input is beneficial for the entire group that could impact retention by reducing the cost to the organization of filling lost positions, and potentially creating a pathway for employees to advance in their field. Finally, someone such a champion to oversee the current state to the new state will provide information about the improvement of the process and if changes or adjustments need to be implemented. I gained valuable information from the exercises that were completed during this course. The most valuable piece was the Mursion simulation. It gave me the opportunity to experience a difficult situation in the workplace. Being on the leadership side was a challenge that is going to take continued practice and skill to become comfortable with in my future practice. The most important factor during the simulation was having patience and being mindful. Having those skills in mind allowed me to assist in getting to the issue and then coming up with a plan of action to resolve the problem. “To be mindful at work means to be consciously present in what you’re doing, while you’re doing it, as well as managing your mental and emotional state (Alidina, 2018)”. Because tensions were high between both departments being the calm in the situation and focusing on the present yielded feelings about the current state and assisted us to come up with a plan to get to a better state. As the leader in the situation I had to make sure my emotions and feelings were in check before I could effectively offer advice. Reflecting on the difficult situation I was able to use the Mindmap and the force field analysis as tools to identify multiple factors that may prohibit moving to a joyful workplace. Overall, what I have learned is there are many factors that apply to difficult situations. You must be prepared not only for the identified issue but other factors such as support for change from all levels of the organization.

After all that is said and done there is still the task of following up on the data and continued commitment to the process change. In my current practice I have been exercising the use of mindful behavior. Being present in the moment, taking the time to understand what I am feeling and what is going on around me. Such as taking a small break to catch my breath or meditate. In the article Getting Started with Mindfulness (Mindful.org, n.d.) it states “Mindfulness meditation asks us to suspend judgment and unleash our natural curiosity about the workings of the mind, approaching our experience with warmth and kindness, to ourselves and others”. With an open mind I can hear the perspective of others from a different point of view, listen without judgement and show compassion. As I advance in my current and future field use of the forcefield analysis and Mindmap will be instrumental in the success of future projects that require change or adjustments. I can use these tools to look ahead at potential factors that will contribute to or hinder the process of change.