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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
Nurse’s can demonstrate leadership by facilitating outstanding care to patients and it is related to how one’s values and behavior affect others. A leader is all about with success and contribution and a successful leader set his/her standards, goals and strategies at high. One can become a leader by assigned or emerged but both will be working towards a common goal of good or bad. In leadership, positive attitude is the key to success and problems and challenge in healthcare industry demand that nurses seek and fill the gap.
Whitehead, D. K., Weiss, S. A., & Tappen, R. M. (2010). Essentials of nursing leadership and
Roussel, L., & Swansburg, R.C. (2009). Management and leadership for nurse administrators. Sudbury, MA: Jones & Bartlett Publishers.
Nursing leaders ' responsibility extends to become a voice for the nurses and for offering quality in patient care, not just at their organizations but spanning the whole communities, interacting with law makers in revising regulations and laws, with researchers and educators. Nurse leaders, in particular those at manager and supervisory levels are spread sparsely. They are involved in business planning, human resources, information management and writing reports. It is advisable for them to refocus the leadership on care which matters to patients which is the essence of
Ferguson L, Calvert J, Davie M, et al. Clinical leadership: using observations of care to focus risk management and quality improvement activities in the clinical setting. Contemp Nurse. 2012;24(2):212-224.
It has also developed numerous courses that are intended to provide information and tools that may be needed to approach both significant nursing care and patient care issues. Given the scale of the population suffering with chronic kidney disease and the diversity of backgrounds in which patients are found, this curriculum may be of benefit to nurses caring for nephrology patients in many settings (ANNA, 2015). It supports, promotes among its members, and sponsors nursing research intended to develop evidence-based practice and to advance nursing science (ANNA, 2015). It strives to provide nurses with leadership opportunities, and encourages nurses to seize opportunities to advance and refine their leadership abilities (ANNA, 2015).
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.
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.
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
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,
Nurses are uniquely qualified to fill a demand for change through leadership. Unlike business minded individuals whose primary outcome concern is monetary, a nurses’ primary concern is organic: a living, breathing, tangible being. In a leadership role, a nurse might consider an organization as if it were a grouping of patients, or perhaps an individual patient, each limb with its own characteristics and distinct concerns. They can effectively categorize and prioritize important personal and professional matters and are therefore ideally positioned to lead change efforts. Perhaps most importantly, effective nurse leaders can provide clarity to the common goal and empower others to see their self-interests served by a better common good (Yancer, 2012).
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
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.
One type of leadership that can be displayed in nursing is transformational leadership. Transformational nurse leaders work collaboratively with all staff members to foster positive departmental morale. These leaders are willing to help and encourage others to improve their nursing practice. By improving the motivation of nurses, patient outcomes improve (Sherman, 2012). Because of the changes that have occurred over the last few ...