Power can be defined in many different ways and can have both a negative or positive connotation. A nurse’s power lies in his or her ability to apply the knowledge, skills and expertise in patient care. Additionally, it is essential for nurses to identify their own power and have the ability to influence or encourage patients, families and the interdisciplinary team members. Therefore, after reading chapter thirteen (13) of the text “Leadership Roles and Management Functions in Nursing” by Marquis and Huston (2017), I realized that at this stage in my nursing career and as a novice nurse, I would like to associate myself with nurses who are good role models or mentors who places high value to quality patient care. Therefore, I believe that …show more content…
Correspondingly, I could increase my power by taking good care of myself first so I could take good care of others, devoting time in increasing my knowledge through advanced education, and lastly, by working hard to accomplish my individual and team goals. Before we could empower others, we first have to empower ourselves by maintaining good physical and emotional health. Nurses need to find time to relax and take care of themselves. It is important that I make sure to find time away from work and enjoy life with family and friends. In the same way, I would make sure to eat healthy, exercise, and keep a positive spirit. Marquis and Huston (2017) stated in the text that “lead managers who do not take care of themselves begin to make mistakes in judgment” (Marquis & Huston, 2017, p. 334) especially when they do not take the time to contemplate or think through every decision they …show more content…
During the on-boarding process, one of the human resources (HR) personnel, who thought had a power over my position as a registered nurse, disrespected me in front of the ancillary staff. Although there was some miscommunication with the managers about my employment, it was not my duty to inform this person that I have to be at work that day to be trained. I was approached by this person in a demeaning behavior; telling me that I should not be there and that he was not informed of my presence. However, his job does not entail anything to do with my position as a nurse. Instead, the director of nursing services has advised me to report to work to start my training with another nurse. The registered nurse who was going to train me did not in any way employ her power over this person to stop. I found this situation to be very disturbing and therefore, unacceptable. I reported the unprofessional, disrespectful behavior to the facility administrator and the human resources personnel was reprimanded. Eventually, I did not continue my employment with the facility as I did not feel any support or sense that I belong or that the job was a right fit for
Horizontal violence is an action that has been reported and documented in nursing and other healthcare professions for many years. This type of behavior between nurses has provided very discouraging and truly serious outcomes for nursing professionals and unfortunately for their patients as well. Horizontal violence is “hostile, aggressive, and harmful behavior by a nurse or group of nurses via attitudes, actions words, and/or behaviors.”(Becher, J. & Visovsky, C (2012)). This can be done either overt or covert. Overt, done openly, is when the victim is experiencing name calling, bickering between colleagues, fault finding, c...
Many registered nurses define horizontal violence differently because being a nurse they have seen many type of horizontal violence throughout his or her career. Horizontal violence defined as bullying or mistreatment of a group or individual physically, verbally and psychologically (Ahrens, 2012). Some examples that would be consider physical would be sexual misconduct. Verbal violence would be rude comments or cussing at one author. In addition, to psychological violence would include being fussed at in front of patients and or their families by a co-worker for doing something wrong and nurses purposely withholding information from another nurse, which causes patient’s needs not to be met. The horizontal violence in the work place puts lots of stress on nurses especially registered nurses (R.N.) . Nurses who tolerate horizontal violence tend to have depression, low self-esteem, missed days from work, become fatigued, burnout, causes hospitals, or clinics to have nurse ret...
Nurses are caring by nature. Nurses care for family members while at home, community members who may be neighbors, church members or friends from school and sports with children in common; however, nurses are known to display uncaring attitudes towards each other. When nurses are discourteous and disrespectful towards one another this may be known as workplace incivility. Incivility is defined by Merriam-Webster as, “the quality of state of being uncivil and a rude or discourteous act” (n.d.). Alexander (2017) related incivility to the events of the 2016 United States election as “rude and impolite behaviors that may be manifested when people feel fear or mistrust” (p. 79). Healthcare is subject to the same negative influence through communication between healthcare providers, educators and patients.
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.
...nal authority such as law enforcement agencies or the board of nursing, if there are situations of abuse. However, this should be done after contact the supervisor.
Modern nursing requires more than clinical knowledge and skills. Nursing today requires registered nurses, even graduate nurses, to possess management skills. Registered nurses must develop effective communication skills, understand how to manage conflicts, develop team building skills and know how to delegate properly. Most of today’s nursing education programs include a management class in the curriculum to better prepare students for their first nursing job. Nurse managers have the responsibility to be a role model for staff. Storch, Makaroff, Pauly and Newton (2013) remind us that formal nurse leaders should provide
I had a patient that was a threat to others, was not redirectable, and was refusing to come out of the bathroom. I informed the doctor that this patient was threatening staff, the doctor told me what to give; nurses usually collaborate to get security, additional staff, draw IM medications, etc. As another nurse and I were drawing up Haldol, Benadryl, and Ativan, the doctor peeked in and told us not to bother, that the patient was now calm. This patient was refusing all PO medication and was grossly psychotic. It did not matter if in that instance she was calm, she was a threat to staff because she had threatened them, and my note reflected this. When I gave report to the next shift, I warned them. The next day in morning report the evening/night staff reported that security was called and that this patient had to be medicated. This doctor does not understand, that if this patient had hurt staff, the doctor would be liable because my note stated that she was a threat and that the physician refused to medicate. This doctor was angry at me because I documented the facts, so
Employee psychological health is something that should be taken into consideration when a person can improve the outcome of new graduate nurses and seasoned nurses alike; this is something that I know I will continue to strive for creating healthy working environments for staff and myself. Using many of the techniques that have been researched and continue to keep abreast of the most current research will aid in achieving the most positive outcome for staff and patients. I know that while I have not been subjected to this situation personally, it is something that can happen to anyone and with the use of stress relieving interventions on a daily basis will hopefully be able to defuse a potential situation before it arises. While it is not always easy to embrace my character flaws, I feel that if I continually strive to incorporate a positive environment for myself and staff that positive results will ensue from
Therefore, this position statement is relevant because these abuses can be seen in day-to-day healthcare environment. The effects of violence in nursing can be harmful to the proper function within a workplace. It can be damaging to the nursing profession and patient care. According to (Johnston et al., 2010, p.36), workplace violence is “spreading like a ‘superbug.’” Studies have shown, that lateral violence, nurse-on-nurse, has been one of the highest incidence of violence within the workplace. Also, statistics have shown that lateral violence has one of the most emotional impacts on an individual. This will be further discussed below. For these reasons, it is important for healthcare workers to validate the detrimental effects violence can have in the workplace, and be prepared to combat and prevent workplace violence.
They care and nurture patients back to health so they can develop and perform as highly as possible. Nurses must be willing to take the time to listen carefully to other staff members and patients for mutual respect and trust to evolve. Nursing leaders influence and motivate subordinates by building relationships and further developing the practice skills of individual team members. A Servant Leader makes sure the needs of the individual team members are addressed and any conflicts are dealt in way that enhances professional competency among nurses. Recognition that servant leadership advocates a more group-oriented approach to analysis and decision making helps to strengthen the organization and improve the healthcare community (Murphy,
Unprofessional Conduct according to the Arkansas State Board of Nursing is detailed in ASBN Rules and Regulations, Chapter 7, Section XV, #6. The section states the following conduct are considered unprofessional. Failing to assess, evaluate, and intervene, Incorrect documentation, Missappropriation of residents property, Medication and Treatment errors, Performing or attempting to perform procedures that the nurse is untrained to do, Violating confidentiality. Neglect/Abuse or failure to report these incidents, Failing to report violations or attempted violations to the ASBN, Inappropriate delegation of duties, Failing to supervise, Practicing when unfit.
Each individual gets to a point in life whereby they assess their internal qualities, people reflect their profession aspirations and attempt to see which careers will make them happy in their lives. It is also important for a person to consider whether they have the qualities needed for a particular profession and also consider the available resources that will help him or her reach their set goals (Chafey, Rhea, Shannon, & Spencer, (1998). Every human being has weaknesses and strengths in their personal or professional aspirations. Having strength means that someone has the physical and mental power to perform things in a successful manner. On the other hand, weaknesses are the drawbacks, the inadequate lack of strength or power to accomplish important goals in life, and every human has some potential of being a leader in some way (American Association of Critical Care Nurses (2006). This paper will discuss the outcome results inventory on the nurse as a manager, it illustrates personal strength and weaknesses in relation to personal life and professional aspirations. The paper will also discuss planning for career, disciplines in personal expedition, practice
Leadership is defined by Northouse (2013) as a transactional experience between persons whereby one individual influences a group of individuals who have a mutual goal. Leaders may hold authority attributed to them by the group, substantiated by how they are regarded, whether or not they have positional authority. In contrast to management, where the goal is to provide order through control, leadership is concerned with producing change through transformation and practical adjustments (Northouse, 2013). Because of the nature of nursing, its obligation to promoting health and healing of people, nursing leadership concentrates change efforts based on human needs and concurrently ponders the needs of administrations largely because they understand the interrelatedness of the two influences.
In today’s society, leadership is a common yet useful trait used in every aspect of life and how we use this trait depends on our role. What defines leadership is when someone has the capability to lead an organization or a group of people. There are many examples that display a great sense of leadership such being an educator in health, a parent to their child, or even a nurse. In the medical field, leadership is highly used among nurses, doctors, nurse managers, director of nursing, and even the vice president of patient care services. Among the many positions in the nursing field, one who is a nurse manager shows great leadership. The reason why nurse manager plays an important role in patient care is because it is known to be the most difficult position. As a nurse manager, one must deal with many patient care issues, relationships with medical staff, staff concerns, supplies, as well as maintaining work-life balance. Also, a nurse manager represents leadership by being accountable for the many responsibilities he or she holds. Furthermore, this position is a collaborative yet vital role because they provide the connection between nursing staff and higher level superiors, as well as giving direction and organization to accomplish tasks and goals. In addition, nurse managers provide nurse-patient ratios and the amount of workload nursing staff has. It is their responsibility to make sure that nursing staff is productive and well balanced between their work and personal lives.
The power of knowledge gives a person the ability to influence other’s actions. In addition, when a person is knowledgeable and skillful in him/her profession, the rest of the team, including the leaders respected his/her decisions, actions or judgments. For example, nurses with years of expertise have the ability to exert power and authority over other staff with less level of knowledge. They may not be managers, but their leadership skills and outstanding competence made them role models in the delivery of quality patient care. They are valuable pieces inside the organization because they can guide the staff’s work toward the organization goals (Whitehead, Weiss, & Tappen,