The nurse manager plans a series of staff development workshops for charge nurses to help them deal with conflicts. The first workshop introduces the four stages of conflict, which are:

Choice A reason: Acting as a counselor for the employee is not advisable because nurse managers are not typically trained as therapists, and it could blur professional boundaries.

Choice B reason: While adjusting the employee's work schedule can decrease stress, it does not address the underlying emotional issues the employee may be facing.

Choice C reason: Adjusting the standard of care to assist the employee could compromise patient care and is not within the best practices of nursing management.

Choice D reason: Assisting the employee in obtaining professional help is the most appropriate action. It ensures the employee receives the specialized care they need while maintaining professional boundaries and standards of care.

Choice A Reason: Emotions can significantly impact communication. When the staff nurse is upset due to working understaffed, their emotional state may hinder effective communication. Emotions can cloud understanding, lead to misinterpretations, and affect receptivity to information.

Choice B Reason: While physical space can be a barrier (e.g., noisy or crowded environments), in this context, it is less likely to directly influence the dialogue. The issue of being understaffed is more related to workload and staffing levels rather than physical space.

Choice C Reason: Communication structure refers to how information is organized and presented. If the charge nurse's explanation lacks clarity or a logical flow, it could hinder understanding. However, in this scenario, the primary concern is likely related to staffing rather than communication structure.

Choice D Reason: Distracting noise can disrupt effective communication. If the staff nurse is upset due to being understaffed, external distractions (such as noise in the environment) may exacerbate their frustration and hinder the dialogue.