I think you have hit on the core of the culture that the RN is concerned about. Arbitrary decisions that do not address the actual problem and just create more and possibly made without input from those impacted.

I agree with you, Heidi. If the policy of standing is the only barrier, I would “seek to understand” first as to why the policy got put in place. There may be solid reasons and/or modifications easily made.

What I got from the article wasn’t that the RN didn’t want to stand. Any RN knows you are on your feet a lot (a reason for allowing sitting when possible). I took from it the REASON for removing the chairs was not valid and the thought process was indicative of a culture where the managers make somewhat arbitrary and demeaning decisions. I’ve been in situations like that where one a few people are not meeting standards, but instead of addressing those individuals, all the employees were punished with a new rule.

from one music lover to another “and the beat goes on”

Involving the organization in the conversation doesn’t mean you have to change your mind–it’s a possibility, but not a must. It’s partially for you, but also helps to communicate respect for the other party. You’re not trying to extend false hope, but rather give them an opportunity to hear and respond to your concerns.

Happy to hear it all worked out.