The health care sector is no exception to this form of violence, and in fact, it is an increasingly growing and challenging problem. This treatment by a colleague in the caring profession is damaging to the nurses themselves, the patients, and the workplace. Although lateral violence can occur in various types of workplaces, it is especially harmful and dangerous when it takes place in the nursing field. The care of sick individuals is hard and stressful work. Nurses spend long hours attempting to meet the needs of, not only the patient, but the families and colleagues as well.
I have seen the health and quality of life of people deteriorate every day. I watched as they suffered day after day wishing there was something I could do for them. In my opinion the right to die in cases of terminal illness is ultimately up to the patient and/or the patient’s family. In this paper I
• Start honest discussions, and give dynamic and convincing reasons to get people talking and thinking • Work on team building within your change coalition. • Create a strategy to execute vision. • Talk often about the change vision. • Identify those resisting change, and help them see what’s needed. • Reward the people who help meet the targeted goals.
The individuals in my care may even not know how to make a complaint and may feel uncomfortable as they don’t want to cause any trouble or issues. As a care home, we have a complaints procedure in place. When a complaint is made, it is dealt with seriously and quickly. We will support the individual who is making the complaint and we will consider fully and resolve where possible any complaints made. In some cases, it may need investigating further and it will be monitored and any progress will be documented.
Role models strongly shape their workplace performance through modelling appropriate behaviour, offering advice, projecting a positive image and encouraging others. It is also essential to serve as a positive role model through personal work planning and organization. The first step in being proactive about organizing your time is to understand the scope of your work responsibility. In the process of developing your goals, you should have defined what your area of responsibility is. Steps for being proactive in your work planning are as follows; form the habit of planning your time, understand the scope of your work responsibility, find regularly reoccurring tasks and automate them, Seek out the regularly reoccurring problems and deal with them before they become problems, Find the 10% of wasted effort and eliminate it and find better ways to do things.
Managers must, therefore, be prepared to invest in their personnel, and, to take some risks at both the personal and organizational levels. Team systems increase flexibility; open channels for improvement and, when properly used, managed and supported can lead to higher functioning of the team. Employees can be a great sources of ideas but, to take advantage of their knowledge and Skills, you must first get them to participate. People have different levels of desire and willingness to be participative. Some of the strategies I would use are; • Brainstorming to involve all team members.
What else might they have done? Royer hired a Kaizen specialist, which in turn assisted Domtar in getting their employees involved by expanding on their knowledge. This also helped the company to be more effective. Royer ensured that all levels understood the new strategy. The “Domtar Difference,” as it is called, is reflected in the statement, “tapping the intelligence of the experts, our employees.” Employees must be motivated to become involved in developing new ways of doing things.
Depending on the underlying forces, distress can sometime be dealt with by physical means, such as, an immediate removal from the cause such as taking a break from work or from caring for a difficult, very ill, demanding relative. Once the trigger or cause of distress is known, talk to the person and ask them how they feel that distress can be reduced or prevented. Involving the person will show that you respect and value them. People are different and cope with things in different ways, so it is vital to involve them in decision making. You could suggest that the person keeps a diary of their feelings.
There should be no excuses for being illiterate; there are so many educational possibilities these days that it shouldn’t be a big deal for someone. Being illiterate in today’s society is a huge disadvantage and the person is also in danger of being taken advantage of. Again I agree with Kozol that being illiterate affects many phases in the person’s life as well as the country that they live
I would be involved with what is going on and always be there to communicate with. • Goal orientated – I would have goals put in place that match companies vision, and also help out staff set their goals for what the company wants and what they want personally • Stays level headed – I would deal with situations and stay calm throughout the problems that may arise • A desire to help others grow and succeed – I would help staff grow with personal / Career developments • Accepts responsibility – I would accept responsibility for my staff, so if something went wrong, I would help them • Good communication – I would have an “open door” - listen / communicate with all staff and not be judgmental • Provides feedback – I would give positive feed back, and also negative feedback, but in a positive way (KKK) What are the traits of an effective leader? Do I have these traits? How would I develop these traits? The below are what I think the traits of an effective leader show – it also explains if I have these traits and how I would develop them: • Empathy: I would create a legitimate connection with my staff – this makes it less likely that personal issues and bitterness will come about, and destroy the team morale.