...1. What management practices did you see that provoked conflict in subordinates? As a leader, it is your sole responsibility to create and foster an environment with minimal conflict and swift resolution if one happens to veer its head. From the reading of the Nurse shortage at Metropolitan Community Hospital, many of the cause could have been remedied if the CEO took ownership rather then just delegating task without any followup. For example, a nurse to patient ratio of 1 to 12 is considered unacceptable level by any standard for both patient safety and quality care. More often than none, when subordinates are overworked, the work environment will undoubtedly have adverse outcomes personally and ethically. The solution to the nursing shortage...
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...Introduction The nursing profession is one of the most sensitive professions and industries the world over. The nursing profession is described as sensitive because is concerns the lives of the citizenry. Though almost every profession can root its importance to the lives of humanity, nursing is actually about saving lives by promoting healthy living. It is for this reason that it is important that all factors need to be put in place to ensure professional practices in critical care and its principles in the industry are upheld. One of the most important principles and practices of critical care that need not to be tampered within the nursing profession happens to be leadership. It has been argued that “a simple definition of leadership is that leadership is the art of motivating a group of people to act towards achieving a common goal” (Ward 2011). From this definition, we immediately see how important leadership is to any professional setup, including the critical care nursing profession. This point is built around the fact that leadership as a principle and practice helps in the realization of the goals and ambitions of any professional setup. This means that with a very good leadership in place in the critical care nursing profession, the all-important goal of saving lives by promoting healthy living will be achieved. To achieve good leadership however, a lot more depends on the kind of leadership style that is in use as leadership is conducted in many different styles...
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...and the outcome of the patient care quality. Prior to this assignment, leadership analysis will be provided, which is influence on working environment and the outcome of patient care in my unit. Following by literature reviewed on comparison between transactional and transformational leadership. Manoeuvre in supervise change and direction to convert work culture will be considered and last but not least this paper will conclude its point of view on leadership and its influence on team efficiency. At first, I am a stated register nurse with 5 years of an experience in Intensive care unit in a private sector hospital and graduated from one of the well-known nursing university of Malaysia. Currently, I am pursuing my study Bachelor of Nursing with local university in collaboration with one of UK University. Presently, I am working in 12 beds of multi discipline Intensive care unit. There are one nursing supervisor, one senior staff nurse, 26 staff nurses and 3 hospital attendants. Since I started working in this unit about 5 years ago, I realise that patient in this unit easily getting Hospital Acquired infection which is cause by poor working culture that actually affecting patient care. In general manner, the unit was facing a lot of complaints and getting high rate of Ventilator Associated Pneumonia to patient who is on long term of ventilator support. Similarly, poor term work also appears in this unit due to all selfish behaviour. When there was an adverse incident happen...
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...October 11, 2015 Effective Approaches in Leadership and Management: Nursing Staff Ratio Introduction Identifying and maintaining the appropriate number and mix of nursing staff is critical to the delivery of quality patient care (American Nurses Association, 2015). Staffing issue is very important simply because this ongoing concern affects the quality of health care service, the safety of both patients and nurses. Many research shows that adequate staff ratio has close relationship with patients’ safety and recovery time of period. In this paper, different nursing leadership and approaches are discussed. Skills and methods employed by leaders and managers to address staff issue are described. My preferred approach is also presented. The Importance of the Issue The benefits and importance to maintain s safe staffing ratio is never underestimated. • Relieve nurses from overload, fatigue and burnout so that they can focus on work to reduce medical and medication errors • Plenty of nurses can provide better service and attention to patients so that complications will be decreased • Mortality could be decreased due to more frequent monitoring of patients’ health condition and prompt response from on-duty nurses and doctors Different Nursing Leadership and Styles Nursing managers and leaders must understand their role in the importance of communication both within and outside of the organization (Grand Canyon University, 2011). More than one leadership styles...
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...Conflict can arise from a variety of sources, and between supervisors and subordinates, between co- workers, and between employees and clients. When dealing with conflict in an organization, it is imperative to address the issue, not the people. Conflict in the workplace can be counter- productive. If it is not properly addressed, then any small conflict can grow into an ongoing larger problem. The organization where I am working is not an exempt in this kind of difficulty. It also encounters different kinds of conflict almost everyday. Conflicts, I may say, are inevitable. It is a part of the working environment. One of the most common types of conflict that we’ve come across in the organization I belong to is conflict in interpersonal relationship—commonly known as “clashing of personalities”. This usually stems from differences in behavioral patterns, points of view or ideology or even unhealthy competition between persons or groups. Sometimes it could just start from a petty disagreement to an all out rivalry between two nurses, a supervisor and a nurse or even between two or more departments. This kind of conflict, well all types of conflict I believe, must be handled quickly and openly. It is not just the responsibility of the organization itself but of the employees as well. When it comes to managing conflicts, our nurse manager usually is the one who comes in between to intervene. She first investigates the situation before dealing with it. She first examines...
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...nursing service delivery is concerned. The leadership principles provide a leadership background to the staff to enable the develop effective accountability, decision making skills and professionalism in their duty and service delivery. Success in leadership development depends on element of sharing authority accountability and communicating effectively to the subordinate staff and involving them I multiple tasks concerning improvement of the nursing services. Nursing leaders play an important role in innovation and mentoring of the nursing staff by ensuring his leadership has an impact on many and is accepted by his team members. She incorporates her staff through effective communication and discussion of the problems facing the organization and how she or he intends to solve them, she or he listens for the opinion of others before making the final decision .the decision made is then communicated to the staff who are then equipped with the necessary skills needed to affect change and lead the organization towards change (Sully & Dallas, 2005). Health care system leadership remains a challenge to the nurse leader since its composed of subsystem characterized by complexity and fragmentation with an aim of delivering quality health care to its clients who are the patients. In this context of quality services then leadership, effective...
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...The Case of the Disgruntled Nurses Introduction: At the board of directors’ meeting, board president received a letter from staff council of Oneida Home Health Agency (OHHA), highlighting various staff concerns and suggestions. Rachel Nelson, who had been hired as the executive director of OHHA, was shocked and angered to see the letter, since this was a clear violation of organizational hierarchy and brought her management skills into question. Rachel had replaced Chuck about two years ago, who left the agency in a bad financial position. Soon after her induction, she was joined by Annemarie as nursing director, replacing the previous director Dorothy who had resigned. Rachel and Annemarie had been trying hard to deal with the financial deficit and introduced systems to improve accountability, productivity, quality and efficiency of staff and their documentation. These systems and the intended changes were not viewed positively by some of the staff and started a conflict with the management. The differences grew and resulted in the above mentioned letter being sent directly to the board. Rachel recalled the events that had led to the current state of affairs. Problems and their causes: With a broad scope of problems at their hands, Rachel and Annemarie felt the need for changes in organization structure. They discussed the new organization with the staff and found a positive response. This demonstrates an important trait of an effective manager, who shares the information with...
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...Numerous organizations occurrences like leader and member transaction, mentoring, training, personal conflict and cooperation, performance appraisal and the employment interview are factors in dyadic relationships and interactions. The length of time a subordinate works for the same supervisor is key for the relationship between the supervisory leadership behavior and subordinates’ attitudes and behavior. Leadership characteristics will influence the subordinate characteristics versus the relationship between the leader and the follower. Studies recorded show that veteran nurses received less attention from the nurses which caused tension and reflect on the performance. Experience was measured by longevity in current position instead of how long the nurses had worked for head nurse. Obviously this study found that less experience subordinates needed more supervision from their supervisors (Mossholder, K. W., Niebuhr, R. E., & Norris, D. R., 1990). The longer the dyad work relationship between the leader and the follower, the follower becomes for efficient in job requirements, and the supervisor’s desires and standards. Over time the experience subordinates will need less supervision and may start feel like they are being managed to closely, which can cause grievances, nonattendance at work, and turnover. Long term dyadic interaction with supervisors, subordinates’ fulfillment and performance may not be influenced by the leaders’ behavior. Which is better for the...
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...bruises to the individual. Furthermore, the black male was arrested and detained for 3 hours, then fined $65 by the Ottawa Police, and banned from the mall for 5 years. One witness stated that this was a case of racial profiling as she saw that the mall securities had no reason to assault the individual. Although many deny the existence of racism in the Canadian society, this type of inequality still largely exists. To further analyze this topic, articles written by various scholars on racial profiling in the criminal justice system and racism in the workplace in Canada will be compared and contrasted. Moreover, various sociological concepts learned from the class will be applied to explain racism. In addition, the Symbolic interactionist and Conflict perspectives will be compared and contrasted to have a better understanding of racism. Racism has been a long-standing problem that various individuals face in the Canadian society throughout the history. Particularly, racism has been an issue observed in the workplace. In...
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...as an important organizational problem. With this identification, organizations have enhanced their awareness towards this problem, as job stress contributes to a significant portion of health care cost, absenteeism, and turnover consequently reduces the employee performance and leads to productivity losses. The purpose of this study is to investigate the job stress level of executive employees. The data were collected from 88 employees of apparel sector manufacturing organizations in Sri Lanka. Data were collected through a self-administered questionnaire, which comprised of standard measures with five dimensions. They are working environment and communication, work/home conflict and social life, administration and goal achievement, problems with subordinates, and demands from subordinates and others. The level job stress of the respondents was measure by the measure developed by Rout, Cooper, and Rout, (1996 cited in Rout 1999). The results shows that the executive level employees experience stress in any given situation while they are performing their job. So that this paper emphasizes that, the management of the companies should develop strategies focusing on reducing the level of job stress to enhancing the...
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...the case study “Nurse Manager Power” that is described in our text (Grohar & Langan, 2011). The case study describes Mrs. Jackson, the nurse manager, as a negative and abusive person. Mrs. Jackson publicly degrades, humiliates, and segregates her staff by showing favoritism. Overall, unit morale decreases because of the stigma in the unit. Upper management will now have to intervene to resolve the issue. There are several different types of power listed in our text. In this particular case, Mrs. Jackson uses coercive power. Coercive power is defined as “the use of fear to ensure compliance from subordinates” (Grohar & Langan, 2011). The staff fear repercussions if they bring their issues to Mrs. Jackson and staff members have their schedules created according to favoritism. There is also the use of legitimate power in this case. Legitimate power is defined as “the officially sanctioned right of the superior to exact rights and obligations from subordinates” (Grohar & Langan, 2011). Mrs. Jackson’s legitimate power comes from her position as nursing manager. She is responsible for controlling and running the coronary care step-down unit and with that comes power. Reward power is also apparent and is defined as “when a leader or manager uses their position to provide something of value to the employee” (Grohar & Langan, 2011). This particular form of power is shown when Mrs. Jackson shows favoritism towards certain nurses. These nurses are rewarded with...
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...Nurse Leader Interview Paper Uchenna Enewally University of Phoenix NUR 587 February 25, 2013 Breta Lieke, RN, MSN, NE-BC Nurse Leader Interview Getting a chance to interview a true nurse leader is not easy as many attempts to get an appointment fail. Nurse leaders have very busy schedules because of their organizational roles and finding time to grant a quality interview about their leadership style is slightly out-of-the-box for their daily routines. Interviewing a nurse leader is even harder when the interviewer is working from a remote area in Africa and has to do the interview by phone. The interview must take place so when finally MK, the Patient Advocate/Patient care services of St. Francis Medical Center consented and gave the interview, it became possible to report the personal in-sight of a good nurse leader. This interview report is a summary of MK’s perspectives on her leadership style, changes made because of evolving leadership role, challenges faced as a leader in today’s health care system and the effects of formal and informal power in the organization. Summary below are her answers to the questions asked by the nursing graduate student presenting this report. Leadership Style MK started at the organization in 2004 as the patient advocate manager to improve the customer satisfaction rating and advance the image of the hospital in the Los...
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...Study Everything that's said and done conveys a message that is labeled communication. From the verbal style using pitch and tone to nonverbal cues of body language and touch. The nurse-client communicative relationship should reflect the caring nature embedded in our profession, to achieve positive outcomes of our work. Boggs (2011) states, effective communication has been shown to produce better health outcomes, greater client satisfaction, and increased client understanding. This paper will show communication styles from a personal perspective and three other scenarios within the healthcare setting. The discussion will focus on why communicating effectively is important in health care and how the outcome of these interactions could improve staff relations and impact patient care. A Personal Perspective: The clinic has six RNs and one aide, two teams came together due to a department merger. Moral was low, control was lost and as a result, an "us versus them" mentality became evident from the onset. Everyone was in passive aggressive mode on a daily basis. Everyone had strong personalities. The tension was palpable. The team was split in half and with no team spirit and no team efforts the problem has never been solved. Now conflict is a natural part of a human relationship; however, unresolved conflict interferes with success in meeting goals (Boggs, 2011). Boggs (2011) also reported a workplace survey that noted 79% of healthcare workers found that workplace respect was lacking...
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...FOUNDATION DEGREE IN HEALTH AND SOCIAL CARE MANAGEMENTETHICS, LEADERSHIP AND INTERPROFESSIONAL WORKING IN HEALTH AND SOCIAL CAREHS4501-40Describe The Importance Of Quality Leadership And The Difference Between Leadership And Management Within A Health And Social Care Environment, And Explain The Ethical Value Framework Leaders Of Services Should Adhere To STUDENT ID: 213599 06/05/2011 WORD COUNT 3,606 | | Describe The Importance Of Quality Leadership And The Difference Between Leadership And Management Within A Health And Social Care Environment, And Explain The Ethical Value Framework Leaders Of Services Should Adhere To | | This essay will discuss the importance of quality leadership, the diversities between leadership and management within health and social care and explain the ethical frame work leaders of services should adhere to. Every organization strives to be successful regardless of the type of business it conducts; no organization can be fully successful and productive without good quality leadership. Haris and Ogbonna (2000) discovered that although leadership may not completely affect the organisations achievement, the quality of leadership does affect the workers of the organisation who in turn have a substantial affect on the organiation. (cited in Haracre, et al 2011) If workers are contented and without stress in their work they will be more likely to be enthuiastic...
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...changes have taken effect that have directly affected the approach and delivery of care. One of the greatest changes is the vast amount of patients that are now seeking health care. In an attempt to keep up with these high demands, many facilities have been left scrambling to adjust their budgets, reduce excess spending, and implement more efficient means of care delivery. Nurses throughout this process have had to adapt to a work environment that is constantly being changed and restructured. As a result, decreased job satisfaction, increased incidence of compassion fatigue, and nurse to patient ratios involving higher acuity levels have all contributed to the vast nursing shortage that is being experienced today. In addition, patient satisfaction scores and Medicare reimbursement have been greatly affected as well. Despite all of the aforementioned issues, there are some facilities that are taking the extra step to recognize and promote nursing excellence by setting the standards higher in an attempt to gain Magnet status. The focus of this writing is to compare and contrast the expectations of the approaches that nurse leaders and managers may use regarding magnet status as well as discuss the approach that most identifies with the values and beliefs of this author. Magnet status, as defined by Miriam Hospital, is a designation awarded to hospitals for their creation of a “Magnet Culture”; an environment that not only supports nursing practice, but focuses on professional autonomy...
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