Final answer:
An LPN noticing signs of a dysfunctional team should share their concerns openly and seek to resolve issues collaboratively. They should attempt to solve problems independently and act proactively to improve the team dynamic. If necessary, they can report up the chain of command, while remaining respectful of roles and responsibilities.
Step-by-step explanation:
If an LPN notices signs of a dysfunctional team, they should consider which actions align with being proactive and showing initiative as a team member. Firstly, they might share what was seen in an open and caring manner with the team to facilitate open communication and problem-solving. It's essential to remain willing to go above and beyond when possible, such as by offering support and solutions to help the team function more effectively. When doing so, they should maintain professionalism, respond professionally to feedback, and be flexible in the face of changing priorities and assignments, which may include dysfunction within the team.
Furthermore, the LPN should try to solve problems independently before escalating to a manager, showing they can handle challenges and minimize the need for supervision. This approach also demonstrates respect for the manager's authority and associates the LPN as a responsible team member. However, if the issue is beyond the LPN's scope of practice or role, it would then be appropriate to report the problem to the next most senior member of the team, following the established chain of command within the healthcare setting.
Ignoring the problem (Ignore it and it will probably resolve on its own) is not advisable as it can lead to further dysfunction and a breakdown in team dynamics. Acting as the manager (Act as the manager to correct the problem) is not the role of the LPN and can create confusion about roles and responsibilities on the team. The most professional and constructive approach is to communicate openly and work collaboratively towards a resolution, leveraging teamwork and resourcefulness.