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One minute manager
Research proposal for employee morale
One minute manager
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Implementation
There are an endless number of ways a manager can work on the relationships within his/her clinic. Most leaders will need to develop their own individual methods as a result of having a variety of personalities and leadership styles. Although, there are some solid principles that would apply to anyone, there is not a cookie-cutter approach to building relationships. A manager will need to educate himself/herself on ways to build and adequately maintain healthy relationships with staff members. A recommendation would be to obtain a good book or a good article that would speak to this subject. One of my favorite and most impacting relationship books is The One Minute Manager (Blanchard & Johnson, 1982). It discusses the importance
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The most effective way to evaluate the status of the staff morale is through one-on-one conversations by the manager and/or leaders of the clinic. The evaluation conversations in its self will help better the morale because they give an opportunity for the staff to have a voice. In most cases, just sitting down with an individual and hearing what is on his/her mind will give you a great idea of how the morale in a clinic is doing. If a more formal process is desired, a basic psychosocial survey of the nurses and staff may be developed or found. This survey could be given to each staff member during regular work hours and completed anonymously to receive the most honest feedback possible. Another method of evaluation could be to look at the end result and determine if patient indicators have improved (i.e. dialysis efficiency, hematocrit levels, infection control rates, etc.) over a six months period of time. This would determine if the effectiveness of the staff improved. Finally, another method could be to look at turnover rates before and six months after …show more content…
According to Duffield, Roche, Dimitrelis, Homer, and Buchan (2015), nurse leaders play a critically important role in staff morale and retention. In consideration of this, the most effective method of sharing these findings would be an initial one-on-one presentation with the nurse manager. Posters in key areas of the facility could possibly take care of any relationship education directed to the staff. In order to disseminate the information beyond one facility, there could first be one-on-one presentations with the other facility managers. If the information proved to be helpful, a submission to one of the national nephrology journals could be a
Wilcox, J. (2012). Challenges of nursing management and leadership. In J. Zerwekh, & A. Garneau, Nursing today transition and trends (7th ed., pp. 191-217). St. Louis, MO: Elsevier.
The nursing field is full of leaders that have changed the processes of how things are done; laying the ground work for future nurses to follow and improve practice upon. These leaders influence the decision-making practice and help shape the profession for future nurses to continue to make a difference in their environment at all levels.
Essential II basic organizational and system leadership for quality care and patient safety is also an essential that all nurses deal with on a daily basis. “Leadership skills are needed that emphasize ethical and critical decision-making, initiating and maintaining effective working relationships, using mutually respectful communication and collaboration within inter-professional teams, care coordination, delegation, and developing conflict resolution strategies.”(American Association of Colleges of Nursing, 2008, p. 13) This essential begins on the first day of orientation and ends on the day a nurse retires. One cannot stress the importance of ethical decisions, critical decisions, and respectful communication enough. Whether speaking with an aggrieved family member or fellow staff member one should always look to quality
Nursing is an ever changing profession, making strong leadership a crucial aspect. “Nursing leaders play a significant role in creating positive work environments for nurses” (Young – Ritchie, Laschinger, & Wong, 2007, para 1). This paper will define the concept of leadership in nursing. Many qualities are required to be a successful nursing leader. Some of the qualities discussed in this paper are: supporting and empowering team members, being well organized, remaining consistent with their expectations, and being able to effectively communicate with their team. Furthermore, this paper will identify the relationship between leadership qualities and role of the Practical Nurse.
They go on to explain that in order to accomplish this requires positive relationships and emotional bonds among team members. The nurse manager can have a great impact on team building. The nurse manager can promote team building by supporting the team building effort, being willing to share control and leadership and, most of all, by remaining positive and encouraging to the efforts of the team members (Zerwekh & Garneau, 2012). Ekstrom and Idvall (2015) state that by developing a friendly, supportive learning environment facilitates development and job satisfaction among members of the nursing
Within the nursing environment one thing that is certain is the constant changes in policies and procedures. It is imperative for the nurses to receive a certain level of support from their nurse leaders (Mullarkey et al., 2011). Establishing and creating human relationships is key in a well-balanced nurse leader. The transformational nurse leader is a perfect example of trustworthiness. This leadership style brings her staff together to work as a team while keeping them on track to reach the finish line (Mullarkey et al., 2011). The transformational leader honors good relationships while leading by example (Mullarkey et al., 2011). This gives staff in any healthcare setting the opportunity to trust in their nurse manager and work as a well-rounded employee (Mullarkey et al., 2011).
For me as a newly qualified member of staff entering into an established team I found Anne’s high morals and consistency were the basis for her providing me with a positive role model. She believed best practice was the minimum and would always ensure every patient experienced the best care possible. IIies (et al.2012) believes that managers should be role models that their followers seek to emulate. A study by Hauck,Winsett and Kuric (2012) concluded that leadership can affect nurses ability to provide evidence based care. They advocate nursing leaders need to be role models and mentors to their staff. Dang and Poe (2010, cited in Poe and White, 2010, p.23-53) outline seven core nursing leadership competencies needed to successfully implement
Health care organizations and the way patient care is delivered is rapidly changing. The ability to manage, promote, and facilitate change is one of the most important skills that nursing leaders need to be successful. Influencing change requires effective communication skills, and the ability to help others see the vision (Curtis, De Vries, & Sheerin, 2011). Nursing leadership can no longer take a top down approach when leading change. During periods of organizational change there is great uncertainty. Nurse leaders are responsible for influencing change by creating an atmosphere where information is shared, there is a reshaping of ideas, and a vision is created (Samela, Eriksson, & Fagerstrom, 2011). Effective communication is an essential
The ability to promote structure, safety, and positive environments for both patients and colleagues alike are unique characteristics to quality leadership. Those same traits are essential to possess to have a cohesive interdisciplinary team of healthcare providers. There are various strategies that a nurse can employ to foster the collaboration of a particular team. The most influential strategy is the use of active communication, more specifically assertive communication. This type of communication is considered the healthiest because it is free from any bias. The nurse who is an assertive communicator values the whole picture as opposed to only one small piece of the equation. This approach takes into account all individuals involved, and validates the thoughts and feelings of others.
The opportunities for leadership skills development and mentorship programs should be available for nurses in any specialty. Nurse leaders at the bedside as well as boardroom bring critical skills, coordinate and manage care, advancing community health (Fineberg & Lavizzo-Mourey, 2013). Nurses should be engaged and have a voice in health policy decision making. With advanced leadership programs nurses at all levels will have the competencies to play an active role in leading and implementing changes in the quality of health care (Hickey & Starck, 2012). Strong leadership development will advance the nursing profession and allow it to be recognized as a valuable member within and beyond health care environment (Fineberg & Lavizzo-Mourey,
Nurse retention is a world-wide issue and should be one at the forefront of every nurse manager’s agenda as nursing shortages are being felt in numerous hospitals across the United States. According to Buffington, Zwink, Fink, DeVine and Sanders (2012) creating an organizational culture and environment that is committed to registered nurse (RN) retention is one strategy to reduce nurse turnover. Twigg and McCullough (2014) concur, as research reveals strategies promoting a positive work environment improves both nurse retention rates and quality of care for patients. Nurse leaders and managers play a critical role in developing this positive practice environment (Twigg & McCullough, 2014). Initiatives specifically aimed at empowering nurses within an organization through encouraging participation in hospital affairs, promoting autonomy, and valuing individual well-being, have all been linked to increased job satisfaction, consequently promoting a more positive work environment (Twigg &
In healthcare it is very important to have strong leaders, especially in the nursing profession. A nurse leader typically uses several styles of leadership depending on the situation presented; this is known as situational leadership. It is important that the professional nurse choose the right style of leadership for any given situation to ensure their employees are performing at their highest potential. Depending on which leadership style a nurse leader uses, it can affect staff retention and the morale of the employees as well as nurse job satisfaction (Azaare & Gross, 2011.) “Nursing leaders have the responsibility to create and maintain a work environment which not only promotes positive patient outcomes but also positively influences teams and individual nurses” (Malloy & Penprase, 2010.) Let’s explore two different leadership styles and discuss how they can enhance or diminish the nursing process.
Next, my goals included completing the reflection assignments to promote problem solving and incorporation of EBP with my Nephrology team. As I reflect on this goal, motivation to complete assignments and find areas of improvement within my nursing practice were met. However, a new professional goal was identified through this self-reflection. With the completed critiques of relevant nursing research, my next goal will be to assess which suggestions are clinically appropriate and cost-effective for informing nurses’ decisions and actions on my unit (Polit & Beck,
In summary of our group discussion, we have established that good followership is of utmost importance when working towards the accomplishment of group tasks. We mentioned how nurses are often seen as leaders, which is why being a follower rarely gets the limelight. There are instances, however, when nurses must fulfill the role of followers. For example, we might see our clinical instructors as “leaders”, but in the hospital unit, they could be viewed as “followers”. How they follow their leaders on the unit is probably just as valuable as how they lead us in our clinical rotation. We said that fulfilled followers are those who can assist leaders drive change and achieve goals at the same time. In turn, we noted how necessary it is to reflect
Overall, “What to Ask the Person in the Mirror” is a great article that allowed me to think about how I am going to work as a leader in my future career, even though I will not necessarily be the CEO of a large company. Leaders come in all shapes and sizes, and Robert S. Kaplan has advice and ideas that can be applied to any leadership setting. Giving and receiving timely and constructive feedback, managing your time in an efficient manner, keeping your cool under pressure, and having a clear vision and set of priorities for your company are all things that need to be done in a hospital setting. I hope to use this advice in the near and far future as I work toward achieving my goals as a nursing student.