A community hospital wants to implement a labor delivery recovery postpartum unit to replace the labor and delivery and mother/baby units.The nurses who work on the mother/baby unit are concerned they will not be able to care for a laboring mother and may lose their jobs.The nurse manager for both units supports the plan for an integrated unit,reports that jobs would not be lost and involves the team members in the planning process,which includes cross-training all nursing staff.Based on the information presented,what causes of conflict may occur in spite of the nurse manager's effort for a smooth transition? Select all that apply.

Question

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A) The likely sources of conflict in this scenario are mistrust and resistance to change. From the information presented, the head nurse applied several principles of effective management to avoid conflict among her staff, yet some nurses continued to resist the change and demonstrated mistrust. Miscommunication, ambiguous role expectations, ineffective leadership, and inadequate project planning appear not to have been issues because the head nurse took several actions to smooth the transition and reassure the staff. These included involving them in planning, reassuring them that they would retain employment, explaining the cross-training they would be provided, as well as a number of other activities to avoid conflict.
B) The likely sources of conflict in this scenario are mistrust and resistance to change. From the information presented, the head nurse applied several principles of effective management to avoid conflict among her staff, yet some nurses continued to resist the change and demonstrated mistrust. Miscommunication, ambiguous role expectations, ineffective leadership, and inadequate project planning appear not to have been issues because the head nurse took several actions to smooth the transition and reassure the staff. These included involving them in planning, reassuring them that they would retain employment, explaining the cross-training they would be provided, as well as a number of other activities to avoid conflict.C) The likely sources of conflict in this scenario are mistrust and resistance to change. From the information presented, the head nurse applied several principles of effective management to avoid conflict among her staff, yet some nurses continued to resist the change and demonstrated mistrust. Miscommunication, ambiguous role expectations, ineffective leadership, and inadequate project planning appear not to have been issues because the head nurse took several actions to smooth the transition and reassure the staff. These included involving them in planning, reassuring them that they would retain employment, explaining the cross-training they would be provided, as well as a number of other activities to avoid conflict.
D) The likely sources of conflict in this scenario are mistrust and resistance to change. From the information presented, the head nurse applied several principles of effective management to avoid conflict among her staff, yet some nurses continued to resist the change and demonstrated mistrust. Miscommunication, ambiguous role expectations, ineffective leadership, and inadequate project planning appear not to have been issues because the head nurse took several actions to smooth the transition and reassure the staff. These included involving them in planning, reassuring them that they would retain employment, explaining the cross-training they would be provided, as well as a number of other activities to avoid conflict.
E) The likely sources of conflict in this scenario are mistrust and resistance to change. From the information presented, the head nurse applied several principles of effective management to avoid conflict among her staff, yet some nurses continued to resist the change and demonstrated mistrust. Miscommunication, ambiguous role expectations, ineffective leadership, and inadequate project planning appear not to have been issues because the head nurse took several actions to smooth the transition and reassure the staff. These included involving them in planning, reassuring them that they would retain employment, explaining the cross-training they would be provided, as well as a number of other activities to avoid conflict.

A Community Hospital Wants to Implement a Labor Delivery Recovery