Grace has a lot of way to walk in order to become in a great leader. First of all, I believe she should work in her self-confidence. At some point, I felt she was about to give up trying to lead her own friends because she felt they didn't respect her as a boss. That’s also an immature reaction. Talking about some skills, she need to learns how to differentiate between knowing her coworkers' feelings and control them so the work environment is not affected with the external situation.
Nurse Retention By Lee Ann Runy An Executive’s Guide to Keeping One of Your Hospital’s Most Valuable Resources With no end in sight for the nation’s nursing shortage, hospitals are placing greater emphasis on retaining their current RN staff. It’s a complex process, requiring in -depth knowledge of the needs and wants of the nursing staff and lots of creativity. “You have to know what motivates nurses to stay,” says Pamela Thompson, CEO of the American Organization of Nurse Executives. To that end, many hospitals regularly conduct retention or exit surveys to understand what’s on nurses’ minds. Leadership involvement is also important.
Retention of Nurse Managers in Healthcare Vina Mealey Thomas Edison State College Dr. Jenna Hatcher-Keller June 10, 2012 Abstract Nurse Managers have vast knowledge and experiences not only in managerial work but also in care giving which enables them to effectively accomplish their duties contributing to the overall success of health care organizations. However, in the course of their duties, nurse manager’s performance and work output are affected by various factors such as burnout, poor management systems or policies and inadequate compensation among other factors. Studies show that in order to retain qualified nursing in management roles, health systems must learn to utilize strategies which promote a positive work environment. Creating a good work environment that fosters and enhances the quality of administrative and leadership systems as well as relationships while enabling maintenance of quality of work/life balance, contributes to nurse manager retention (Parsons & Stonestreet, 2003). This paper critiques research studies on several factors such as burnout, job satisfaction, and leadership behavior that may influence the successful performance and retention
She seems intelligent and intuitive and I think other women look up to her. 2. In what ways has the growth of ICCR had an impact on Rachel’s leadership? The growth of ICCR has forced Rachel to travel and sacrifice her time as a leader of the company who is physically in the building with the employees. This is causing leaders underneath her to devise their own leadership plans and also causing employees to be unaware of who she is The growth of ICCR has had a tremendous impact on her leadership.
Employee Portfolio-Management Plan Charlene Williams MGT/311 12/18/2014 Justin Kendricks Employee Portfolio: Management Plan In this essay the main ingredients of the paper is the self- assessment and how they would work in the organization in which you work. There are different values and personalities involved in these assessments. Some may add value to the organization some may not. Communication has a lot to do with the assessment. Donna is the first employee and her assessment stated that she values her job and she is very creative and that is a very good asset to the organization and it adds value.
The contribution of the whole team will improve the quality and continuity of the care and provide the best outcomes for the patient. Delegation and Teamwork It is obvious that Ms. W is concerned about Ms. R so the nursing supervisor should approach her with that in mind. She should speak to her privately and find out the reasons why she is not delegating some of the tasks to the team. There are many barriers to delegation such as thee person feels they can do the task themselves, inadequate training in delegation, and reluctance to depend on others. The nursing supervisor should explain the importance of delegation in improving workflow and influencing positive patient outcomes.
A BSN trained nurse is prepared for leadership roles in the healthcare field, either as a clinical leader/manager or as a research assistant. Furthermore the BSN prepares the nurse for the challenges ahead with an aging population and changes in the healthcare industry as a whole. It is also statistically shown that nurses prepared at the BSN level have better patient outcomes and lower mortality rates The BSN serves to “create more highly educated nursing workforce in the interest of improving patient safety and providing enhanced nursing care” (Rosseter 2012.) The patients receive the best care possible when the nursing workforce is trained at a higher level. Human
Conclusion Facilitating the progress of staff is an important nursing management function. Working as a hospice nurse, the author has the experience of the team work with different generations. Although generational preferences in the workplace can lead to conflicts, the variety can enrich and strength the work, as well as the quality of care and patient satisfaction level. The work environment should be appropriate, and capitalizing on the strengths of each generation, is a way to achieve the harmony in the workplace
The participants were all very vocal and enthusiastic on suggesting improvements on the issue at hand. Nurses should play a greater role than they currently do in health policy planning and management. They are trusted for information about health and healthcare and play a pivotal role in improving quality and safety of care, but sadly this is not generally understood or recognized. Nurses are the front-line caregivers in our health system that gives them a unique and invaluable perspective on patient care. Nurses should have more influence in reducing medical errors, improving patient safety, improving quality of care, promoting wellness, expanding preventive care, improving healthcare efficiency, reducing costs, coordinating care throughout the healthcare system, helping the system adapt to an aging population, and increasing access to
RESEARCH TOPIC The relationship between lack of demonstration of carative factors among Registered Nurses (RN) and the decrease in patient satisfaction PROBLEM STATEMENT In health services, the level of satisfaction among patients has become the key factor to improve quality, becoming the main indicator of the quality of care offered. Recent studies recommend that patients’ satisfaction with health care should be one of its desired results (Romero-Garcia et al, 2014). The concept of satisfaction with health services is complex, as it is connected with a wide range of factors such as lifestyle, previous experiences, future expectation, personal values, and society. If, in fact, the main goal of a health service is the patient, it is then essential that we are aware of their opinion and level of satisfaction with the service to be able to adapt such service as much as possible to their actual needs, expectations, and priorities (Romero-Garcia et al, 2014). In addition, the physical environment, communication and information, participation and involvement, interpersonal relations between nurse and patient, nurses’ medical-technical competence, and the influence of the health care organization on both patients and nurses should also be taken into consideration (Art & Science, 2014).