...Seminar Agenda – Second Draft Week Seven – February 22-27, 2015 Leadership Topic – Organizational Communications, Communications Styles Key Teaching Points * Effective Organizational communication, (modes, barriers) * Communication styles Assessment – Discuss their personal strengths and styles. Styles of those they work with. * Explore the “How to’s” of giving direction and feedback. * Explore the Emotional intelligence assessment * Discuss the role of Emotional Intelligence in your daily work as a nurse. Discussion of Readings, Video Blog, and Communication Self Tests Video Blog – Daniel Goleman Introduces Emotional Intelligence * Four Domains * Self Awareness, Self Management, Empathy, Skilled Relationship * Women vs. Men * Cultural Differences Emotional Intelligence Quiz – compliments above video. Communications Style Inventory and Assessment * Discuss the four styles – review the provided document, pg. 5 * Controller/Director * Promoter/Socializer * Supporter/Relater * Analyzer/Thinker * Do certain roles attract specific styles? (ex. Charge nurse, nurse manager etc) * Discuss the strengths of each style. * Discuss the communication barriers or trends between individuals with various styles. Marquis & Huston Chapters 19 – pages 421-438, skim 439-445. * Organizational communication – complicated * Internal Climate vs....
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...my strong communication skills, educational background and work experience in a position that challenges me to perform both in a self-directed environment and as a member of a team. While achieving company’s goals, leading to professional growth and advancement. EDUCATION: JOHN JAY COLLEGE OF CRIMINAL JUSTICE Bachelor of Social Science in Psychology January 2010 Relevant skills: Bilingual- Spanish and English Known for my communication skills, strong interpersonal, and leadership skills. I build long-term relationships with multi-cultural clients, overcome difficult challenges, and identify and seize opportunities ahead of the competition. Ensuring customer satisfaction and corporate goals are met in highly-competitive environments. My core strengths include: * Providing superior customer service while keeping team tightly under control and informed * Enhanced projection during clients experience , and supporting a fully staffed sales team of ten or more * Identify opportunities and build conversion/ metrics during and after peak hours * Paying attention to details and offering creative solutions visually and strategically ______________________________________________________________________________ QUALIFICATION HIGHLIGHTS Ann Inc. Fifth Avenue (Flagship) New York, NY Assistant Manager ...
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...My Self-Competency Assessment as a Leader I have heard it said that one is born a leader with inherent leadership skills. I have witnessed how my close friends have been nominated yearly and voted as class officers. But this pattern ended when we graduated nursing school and went into different fields. New leaders have emerged amongst us with some starting as charge nurses after only a couple of years in practice. This redefined leadership in a whole new perspective. I would say now that a leader can be developed over time. The qualities of a good leader are something that can be learned and developed. The competent leader is a product of her experiences and how she responds to them. This will be my guiding principle as I plan my career path in the years to come. I have only been a leader in my current job for 6 years. I thought I knew a lot about my work and my organization. But until today, I can say that the American Association of Critical –Care Nurses (AACN) Nurse Manager Skills Inventory was an eye opener that I am not close to where I want to be. I learned that although my strength is The Art domain, there are still some subsets that challenge me to move towards the expert level. I have been on a consistent competent level on The Leader domain but not confident enough to put myself on the expert level. My greatest area of growth is The Science domain with emphasis on Financial Management. The realization that these domains rank from my strengths down to my weaknesses...
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...has mainly increased the pressures on organisations to have aspiring leaders with the skills needed for their fields of interest. This is supported by The Open University (on-line 2012) when it is suggested that clinical leadership is essential for service redesign, quality, innovation, productivity and prevention. It is recognised that in order to facilitate whole system approach in today’s National Health Service (NHS), leaders need to understand not only the people and culture they are trying to change, but also their own personality traits and how these may affect the process (Judge and Bono 2000, 754). In this regard a personal based analysis will be conducted, realising how far I have already gone concerning the developmental processes. I shall conduct a critical reflection (Gibbs 1988) of a personal leadership archaeology found in Appendix One. To facilitate the learning demonstrated two tools have been used; a full Myers-Briggs Type Indicator (MBTI) assessment has been completed, which allows a level of understanding by analysing individuals’ preferences as they make up a personality. Secondly the Belbin team role self perception inventory (BTRSPI) has been completed by both self and observer assessments used to consider my role within the team. The completion of these tools, and my personal archaeology will allow this assignment to focus on how my leadership style and skills have developed. Critical reflection will be used to ensure that my learning is effective...
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...Assessment Task 1 BSBHRM405A Support the Recruitment, Selection and Induction of Staff Planning for recruitment Part A 1. At which stage of the HR life cycle is the development of a job description? At the HR life cycle, the stage of the development of a job description comes under the second stage that is ‘Education’. In this stage of HR life cycle, the employees should know their role within the organization, their expectations and responsibilities. The management train new hires until they fully understand their job’s duties and responsibilities. 2. Explain what equal employment opportunity is. Provide an example of an EEO policy? Equal employment opportunity EEO is recognized as an employment practice in which employers never engage within employment activities that are prohibited by law. It is considered illegal activities if employers discriminate against an applicant or employee by reason of race, color, age, sex, caste, religion, national origin or physically challenged. EEO legislation copes with three key areas of practical concern such as discrimination, harassment and affirmative action Example: ‘Harassment’ is recognized as a form of discrimination. Harassment contains unwelcome, humiliating, unsolicited, disgusting, abusive, criticism or threatening behavior intended for an individual or group of people due to some real or apparent characteristic like a person’s ethnicity, sexuality, religions or disability within situations that a person harassed...
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...RESOURCES IN HEALTHCARE HCM670-1601B-01 INSTRUCTOR: HWANGJI LU MARCH 21, 2016 ORGANIZED LABOR AND HUMAN RESOURCES PLANS ORGANIZED LABOR AND HUMAN RESOURCES PLANS ABSTRACT Health care organizations are labor intensive; the costs of staff are about two thirds of total expenses. This makes human resources the most significant input component in delivery of health services. Heath professions occupations are highly fragmented by skills area. About 100 different types of positions are required to staff a general acute care community hospital. Acquiring and retaining a qualified work force are among the most significant tasks facing health care management (Longest & Darr). In this paper I will discuss what I have learned throughout this course, and develop a plan in the human resource department for an urgent care clinic and include information that was learned from this unit. ORGANIZED LABOR AND HUMAN RESOURCES PLANS Developing a human resources plan for an urgent care clinic includes how urgent care clinic can staff, recruit, retain, develop and provide compensation to their employees. Urgent care clinic has establish a phase for its...
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...1/29/2014 Problem solving skills of the nursing and midwifery students and influential factors Início Atual Expediente Instruções aos autores Sistema de submissão Original Article Çinar N, Sözeri C, Şahin S, Cevahir R, Say M. Problem solving skills of the nursing and midwifery students and influential factors. Rev. Eletr. Enf. [Internet]. 2010 out/dez;12(4):601-6. Available from: http://dx.doi.org/10.5216/ree.v12i4.8328. Problem solving skills of the nursing and midwifery students and influential factors Habilidades para solução de problemas pelos estudantes de enfermagem e obstetrícia e fatores influenciadores Habilidades para resolución de problemas por estudiantes de enfermería y partería y sus factores determinantes Nursan ÇinarI, Cefariye SözeriII, Sevil ŞahinIII, Reyhan CevahirIV, Mihriban Say V I Associate Prof. PhD. in Nursing. Sakarya, Turkey. E-mail: ndede@sakarya.edu.tr. II Midwifery Research Fellow. Sakarya, Turkey. E-mail: culudag@sakarya.edu.tr. III Midwifery Research Fellow. Sakarya, Turkey. E-mail: ssahin@sakarya.edu.tr. IV Midwifery Research Fellow. Sakarya, Turkey. E-mail: rcevahir@sakarya.edu.tr. V Nurse. Anadolu Saglik Merkezi. Izmit, Turkey. E-mail: mih_say@hotmail.com. ABSTRACT Effective problem solving strategies and decision making skill based on a powerful basis of knowledge are behaviors expected from midwife and nurses students that need to be developed during their vocational education. This study aimed to determine and to compare...
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...nursing practice as well as the human phenomena dynamics. Watson elaborates by explaining that caring art and science goes past an intellectualization of the subject luring us into endless, but timely space to re-examine the recurrent phenomenon of the human ailment. Using such abstract notions of faith, love, hope, caring, trust, and spirituality to nursing art and science could help stratify the human caring concept (Watson, 2011). The current nursing practice is incredibly affected by the theories designed by Dr. Watson. Various institutions are applying by Jean Watson as a patient care guide. Rendering to Aliigood and Toney (2011), employing Human Caring Theory permits nurses to take care of patients as a whole, for nurses to take care of themselves too. By applying Watson’s Curatives aspects, nurses are capable of considering the patient as a whole thinking, living, breathing, feeling person- not just a...
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...CETM11- RESEARCH SKILLS AND ACADEMIC LITERACY PORTFOLIO ITEM 1 DATE: 26 OCTOBER 2012 TITTLE: TEAM PERSONALITIES AND CHANGE MANAGEMENT AUTHOR: KENANAO REGINALD MODIMOOFILE TEAM PERSONALITIES AND CHANGE MANAGEMENT. COMPARATIVE LITERATURE BASED ON TWO PAPERS INTRODUCTION This study is mainly a comparative literature review of two research papers which are both looking at Team personalities and Change management aspects within project management. The comparative study is based on research papers conducted by Crawford and Nahmias (2010) and Battilana, et al, 2010). The papers were carefully selected since they were all looking at the same concept of key abilities required to manage and execute change management projects. According to Crawford and Nahmias (2010), it was important to carry out this study to correctly address the question of who is the best person or profession suitable to manage major organisational transformations. The research was focusing on three people whom were seen as the right people to drive the organisational transformations and are as follows; Project Managers, Program Managers and Change Managers. The ideology was to assess their daily duties and come up with the best suitable competencies required to manage change. Looking at the second paper, Battilana, et al, 2010 indicated that there was increasing substantiation that transformation driver’s leadership features and behaviours determine the achievement or malfunction...
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...Milkovich−Newman: Compensation, Eighth Edition I. Internal Alignment: Determining the Structure 4. Job Analysis © The McGraw−Hill Companies, 2004 Chapter Four Job Analysis Chapter Outline Structures Based on Jobs, People, or Both Job-Based Approach: Most Common Why Perform Job Analysis? Job Analysis Procedures What Information Should Be Collected? Job Data: Identification Job Data: Content Employee Data “Essential Elements” and the Americans with Disabilities Act Level of Analysis How Can the Information Be Collected? Conventional Methods Quantitative Methods Who Collects the Information? Who Provides the Information? What about Discrepancies? Job Descriptions Summarize the Data Describing Managerial/Professional Jobs Verify the Description Job Analysis: Bedrock or Bureaucracy? Judging Job Analysis Reliability Validity Acceptability Usefulness A Judgment Call Your Turn: The Customer-Service Agent Three people sit in front of their keyboards scanning their monitors. One is a sales representative in Ohio, checking the progress of an order for four dozen picture cell phones from a retailer in Texas, who just placed the four dozen into his shopping cart on the company’s website. A second is an engineer logging in to the project design software for the next generation of these picture cell phones. Colleagues in China working on the same project last night (day in China) sent some suggestions for changes in the new design; the...
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...Product Suitability Advance Biomedical Devices, Inc. (ABD) products are in a state of readiness to begin exporting to Europe because the Continent provides countries with similar market characterisitics and requirements to its home market, the United States. The products are also ready for exporting to emerging markets such as Brazil, Russia, India, and China (BRIC) among others due to the rapidly progressive living standards and an expanding middle class with rising economic potentials in these countries. ABD’s Speedheal branded products have strong possibilities of advantageous demand in all types of foreign countries due to the following reasons: - It’s Speedheal products produce exceptional sales performance in the domestic market of the United States. - The products address universal health needs through the promotion of healing and the reduction of postsurgical pain by keeping the wound area from swelling. - The products are unique and cater to current and evolving health needs not well served internationally. - The devices are relatively small and portable and thus miniaturization remains one of ABD’s competitive advantages. - The product prices are relatively affordable and inexpensive to ship based on the miniature sizes. - ABD’s products were seldom defective and replacement of defective ones was a solution instituted by the company that augured well for good international business practice in after-sales service. - Speedheal devices are sensitive to changes...
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...STRATEGY FOR IMPROVING HEALTHCARE DELIVERY AND ORGANIZATION PERFORMANCE The present report is focused on identifying strategies for defining, measuring, and improving performance of the healthcare delivery system in any organization. The scope of the report is kept limited to the frontline health service delivery system like hospitals and clinics which directly interacts with patients. The main objective of the report is to identify important determinants of organizational performance in healthcare and to present examples of solutions which can improve its functioning and performance. Identifying present performance: Before formatting future strategy for any organization, it is important to evaluate its present performance. It is important for any organization to deliver healthcare of high quality, high efficiency, easy accessibility, and easy utility; to be considered as a high performance organization. Additionally, the high performance organization must be open to enable learning and to have well planned strategies to access support from different parts of the society to attain sustainability. Thus section discusses the six main outcomes required by high performance organization which are quality, efficiency, utilization, access, learning, and sustainability. 1. Quality: Research on the clinical quality of the healthcare is as old as the healthcare delivery system itself. The researchers identify clinical quality as safe and medically appropriate healthcare. Furthermore...
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...MODULE 2 Standards of Care | Met | Unmet | Example | Recommendation | 1. Patients have access to the health care organizations’ services based on their identified health care needs and the organizations’ mission and resources. | * | | Patients are being cared of according to their complaint: * The patient is complaining of flank pain, the health care provider in the institution performs assessment and laboratory examinations. | | 2. The patient has a process for admitting patients to the organization. | * | | The institution has the TRIAGE system. * The institution utilizes this system in determining priorities and intervening to needs. | | 3. Patients with emergency or immediate needs are given priority for assessment and treatment. | * | | | | 4. At admission, the health care organization provides the following information to patients’ and appropriate family member and decision makers; information on the proposed care, the expected results of the care, and any expected cost to the patient for the care. | * | | Consent for admission is being explained to and signed by the significant other and the patient. | | 5. The organization seeks to reduce physical, language, cultural and other barriers to access and delivery of service. | * | | * As much as possible, patients having different dialect are being entertained by using the same dialect. * During blood transfusion, patients’ cultures are being respected after...
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...FACTORS THAT INFLUENCE NURSE ATTRITION: AN ANALYSIS OF THE RELATIONSHIP BETWEEN SUPERVISOR LEADERSHIP STYLE AND SUBORDINATE JOB SATISFACTION by James D. Long A Dissertation Presented in Partial Fulfillment Of the Requirements for the Degree Doctor of Philosophy Capella University October 2004 UMI Number: 3147190 UMI Microform 3147190 Copyright 2005 by ProQuest Information and Learning Company. All rights reserved. This microform edition is protected against unauthorized copying under Title 17, United States Code. ProQuest Information and Learning Company 300 North Zeeb Road P.O. Box 1346 Ann Arbor, MI 48106-1346 © James Long, 2004 Abstract Within the healthcare industry, there is an issue of major significance that may result in inadequate levels of staffing to meet patient demand. It has been estimated that at the current rate, hospitals will be forced to function with a nursing vacancy rate of 20 % in the not-toodistant future. The purpose of this study is to determine the effect that leadership style has on the job satisfaction level of nurses. It has been indicated that job satisfaction levels negatively correlate with employee attrition rates (Vandenberghe, Stordeur, & D'hoore, 2002). Using the Multifactor Leadership Questionnaire (MLQ) 5X Short (revised) and the Abridged Job Descriptive Index/Abridged Job in General (AJDI/AJIG) psychometric assessments, nurses job satisfaction levels were compared to the leadership classification...
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...University Fall 2014 McGill University Fall 2014 Individual Assignment: Job analysis M Pxxxx Student Number: XXXXXXX Employment ORGB 424 CHERIF ATALLAH Individual Assignment: Job analysis M Pxxx Student Number: Employment ORGB 424 CHERIF ATALLAH 08 Fall 08 Fall Contents: 1. Introduction……………………………………………………………. 3 2. Job Analysis………………………………………………………………4 3. Inventory of job duties and tasks………………………………..7 4. Analyzing the knowledge, skills and abilities.……………..11 5. Critical tasks……………………………………………………………..17 6. Selection plan……………………………………………………………19 7. Internal and external recruitment..…………………………….21 8. Critical dimensions #1……………………………………………….23 9. Critical dimensions #2……………………………………………….25 10.Conclusion………………………………………………………………...28 11. Appendix #1……………………………………………………………..29 12. References……………………………………………………………......30 Introduction The principle use of this assignment is to correlate the theories behind the staffing model and techniques. Before deciding the job requirements and specifications for hire, a manager must determine what are the tasks and duties necessary to accomplish the job efficiently. A job analysis must be done periodically due the introduction of new technologies; tasks will change and need to be adapted. Job Analysis There are three (3) key points that have to be taken into consideration when performing a job analysis. (Milkovich, Newman & al 156) 1. There is no signal...
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