TOUGH CLINICAL INSTRUCTORS
Have you ever been yelled at by your nursing instructor during lab or clinicals? Sometimes it does seem as if the instructor is out to get you. The first thing you need to establish is whether this will be a battle worth fighting. If not, then you should ignore the instructor and get through clinicals as fast as you can. Try to learn how this particular instructor wants work done. If they want you to do a procedure their way, then do it. It’s not worth fighting over. Learn the instructor’s way on everything and regurgitate it almost verbatim. Clinical instructors are usually tough on you so that you can be the best nurse you can be out the door. If an instructor is constantly picking on you in class and in clinical setting, there are some th-ings that you can do.
If other students witness this and are willing to put it in writing, then that would be great. But most students would be afraid of retaliation or causing trouble. You will not win unless this is a new instructor and she is in probationary period, or you have support for an unethical or serious complaint. Know the procedure, if she corrects you just do it, as long as it is not totally wrong or harmful to patients. You can “discuss” your difference of opinion later in pre or post conference. People that push their power around by inappropriately “bullying” people, are usually secretly insecure inside, and crave respect.
Most nursing schools have a nursing student’s bill of rights and responsibilities. Most students don’t read this until there is an issue. You will learn that some nursing school policies have a conflict of interest clause. The goals of a clinical practicum include knowledge and skill development in areas of clinical practice, administration, education and research. In clinical practice experience, the student role should takes precedence. The key issue is that new learning is occurring to meet course objectives. During a clinical practicum, a real or perceived conflict of interest may occur. Guidelines are intended to minimize the possibility of a conflict of interest occurring.
Unless conflicts between the students and the instructors can be successfully managed, they will certainly result in negative outcomes for the students. The conflict management styles of the students should be recognized in detail in order to attain positive outcomes in regard to the conflict management styles.
Steps to resolve conflicts
1. Listen- Understanding the other person’s point of view is critical in resolving conflict. Listen to what she says and doesn’t say. To be a careful listener, avoid these barriers to effective listening:
2. Assimilate- To work out a mutually agreeable solution, both of you must realize that you may not be completely right or that you may be wrong entirely. Try these three strategies to help you see all sides: Think first; speak second.
3. Respond- Don’t respond with anger, especially when the other person is responding in anger. By giving a calm, well-reasoned response, you can defuse a highly emotional situation. Ask what her suggested resolution is. Then offer your own.