Nurse Manager Case Study

Summary

In 1990 the interview guide for nurse manager was introduced on the basis of the “continuous quality improvement” and “right sizing”. With the reduction in the layers of administrators more weightage was given on the proper screening and selection of the first line managers. The unit culture was the way to go ahead. Managers creating culture integrated with incremental change was valued.

In 1999 the change in the management style was more inclined to “redesign” and “cost cutting”. Peck defines redesign as the “fundamental rethinking and radical design change of patient care delivery process to achieve dramatic improvements in measure of performance such as quality, service, and speed.”(1) Manager who was a very well know person within the supporting stuff and carries a good understanding with the support staff was the focus in this change.

The four characteristic of the nurse managers were strong self-concept, flexibility, optimism, enthusiasm and positive identity with form. The five key competencies indicating effectiveness were communication, leadership, problem solving, staff development and also working on the overall development. The examination by a certain Engelbardt found out that the team building and the problem solving were a result of the positive unit culture.

A study by Horvath and his colleagues accounted the skills and expertise in the manager practice. The nurse manager were the most visible influence on the culture of their nursing units by resolving conflicts, creating a better and learning workplace, negotiating inter and intra disciplinary relationships and maintaining a good family/patient relationship.

Hansen and colleagues in their study found that staff would be much more inclined to the manag...

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...to see the big picture, manage conflict, retain flexibility, and project a strong self-concept all are inter-related in a manner that is essential to successful management.

The Interview Guide was established to assist administrators to match up the company requirement. The authors believe that down looking competencies and characteristics for a good management, there are a few aspects which are not in the same frequency of the administrator and manager. The guide does allow the same to be depicted in the data gathering. The sample space for the test was small, but the administrators comments results in getting an effective in the results for the success of nurse managers. Hiring does not have an exact path and the present guide helps to make a decision. Continuous study for the same is also a requirement for an advanced leadership growth in the healthcare sector.