M02 Case Study-Fitting in With an Established Team
1.
Enrique likely feels isolated and unsupported. Despite his eagerness and skills, he may feel that other nurses are not inclusive or willing to assist him in integrating fully into the team. His perception of not being liked could come from a lack of social interaction with his colleagues and their reluctance to help with tasks he’s still learning. The other nurses might see Enrique’s behavior as a lack of initiative or unwillingness to integrate into the existing team dynamics. They may perceive his preference for working with Spanish-speaking patients as avoidance of other responsibilities and a reluctance to learn the full scope of his role. They might feel that his solitary habits during breaks and willingness to swap shifts demonstrate a lack of team spirit.
The real issue seems to be a combination of communication gaps, cultural differences, and possibly a lack of proper onboarding and mentoring for Enrique. It’s possible that expectations and roles were not clearly communicated to both Enrigue and the existing team members. Enrique’s background and the existing team culture may not align perfectly, leading to misunderstandings. Enrique may not have received adequate training
to perform his duties confidentially, especially with the patient records systems. There seems to be a lack of structured mentorship to help Enrique adjust to his new role and the team dynamics. 2.
Somethings I could do as a supervisor is schedule one-on-one meetings with Enrique and the other nurses to understand their perspectives and concerns. This can help identify any misunderstandings or areas where support is needed. I could hold a team meeting to discuss the importance of diversity, teamwork, and the unique strengths each member brings to the team. I could clearly define roles and responsibilities for all team members. Ensure that tasks are distributed fairly, and that Enrique is given opportunities to work with a variety of patients. I could provide training for the team on cultural competency and effective communication to promote understanding and reduce biases. I could encourage social interactions among team members, such as team lunches or outings. I could offer professional development opportunities for Enrique to build his skills and confidence, which can also demonstrate your investment in his growth. I could acknowledge and celebrate the contribute of all team members, including Enrique, to reinforce their value to the team and the clinic. I would also have an open-door policy. By
implementing these strategies, you can help Enrique feel more integrated and valued, while also strengthening the overall team dynamic. 3.
For short term: Hold regular meetings, this allows team members to get to know each other better, share ideas, and discuss challenges. It also creates a sense of community and belonging. Encourage open communication, this creates a culture where team members feel comfortable sharing their thoughts and ideas, even if they are different from the majority. This is essential for effective teamwork, as it allows team members to build trust and understanding. Celebrate successes, this helps to boost morale and team spirit,
