...styles they choose to deliver high quality care with improved patient safety outcome (Treguno et al, 2009); healthy work environments (Shirey, 2009): job satisfaction (Heller et al, 2004; Sellgren et al, 2007); lower turnover rates (Gelinas and Bohen, 2000); and positive outcome for organization and patients (Wong and Cummings, 2007) and healthcare providers (Cummings et al, 2005). It must be emphasized that leadership should not be viewed as an optional role or function for nurses. Nurse leaders nowadays confronting challenges like new roles, new technology, financial constraints, greater participation, cultural diversity and education We must be aware and realized that leadership is a must in all healthcare facility where effecting change and achieving high standards of patient care are stipulated in job titles, such as Director of Nursing, Nurse Consultant, or Modern Matron (Sulivan and Garland, 2010). One of the most challenging nurses faced today in nursing profession is...
Words: 3138 - Pages: 13
...environment is the one of the sources of a stress. A stress could possibly influence or adapted by the nurse. The management of the things that we perform is a good solution to stop the stress. Our group was conducted a research focus on the effects of stress in the nursing performance. We identify the different effects that could possibly influence for the good performance of nurses. We give 3 questions to solve or know the possibilities that could help the maintaining of avoiding stress. We study this topic to know the different reasons of stress and the effects of the stress for the performance of each nurse. We try to make a study that can be base for a true to life situation as being a Nursing Students. CHAPTER 1 INTRODUCTION BACKGROUND OF THE STUDY Nursing is a challenged profession. A short handed, understaffed and overworked. In terms of this, it says that if you are a nurse the stress is your soul. The challenging experience excessive the stress will burn out. The pressure that you encounter will be harmful since it is the reaction in the people and pressure cannot cope up immediately. However, it is recognized as a negative effect in terms of psychology. It imposed an impossibility to perform the exceed responsibility of a nurse. It will be arise as a problem for the lack of good performance of a nurse. It is important to recognize that stress is not illness but it is a state that...
Words: 679 - Pages: 3
...Dependent Diabetes Mellitus) is the most common type of diabetes. Whereas, gestational diabetes is another type of diabetes where there is a high blood sugar level which is diagnosed during pregnancy. Diabetes Mellitus which is a well-known chronic illness requires a comprehensive of medical care by the expertise team. The risk of long term complications needs full support from various professionals to conduct diabetes care. Acute complications can be prevented via ongoing patient self-management education and awareness of illness. Patient self-management education and problem solving skills development are necessary to be provided in diabetic clinic plan through a variety of strategies and techniques. Creation of a primary care diabetes clinic with trained paramedics who provide individual or group education, life-styles counseling, and diabetic complications screening will help to improve diabetic control and insulin acceptance. Many evidence-based studies have found that diabetic self-management education had significantly improved the clinical outcomes,...
Words: 11994 - Pages: 48
...Concepts Analysis Paper Demis Rey BSN Theoretical Foundations of Advanced Nursing Kaplan University March 10, 2014 The concept of Quality has a close relation with nursing practices. Higher quality healthcare is the common goal of all healthcare team and improving healthcare quality has become the common focal point of all healthcare organization. Quality has become an important issue for healthcare facilities facing a changing of healthcare environment (Tsai, & Wu, 2013). Quality is derived from the Latin “quails” and is defined as essential character of nature…an inherent or distinguishable attribute or property, a character “trait” and is defined as superiority of kind and degree or grade of excellent (Wicks, & Roethlein, 2009). Every quality expert defines quality somewhat differentially, and there are a variety of perspectives than can be taken in defining quality. The most widely concept of quality is the Industrial Organization Society (IOS) definition as “the degree to wish a set of inherent characteristics fulfill requirements” (Wicks, & Roethlein, 2009, p. 85). The psychological concept is closely aligned with the dictionary definition when quality relates to logic: “quality is the positive or negative character of a proposition” (The Merriam-Webster Dictionary, 2014). Quality is a set of characteristics or properties, as supported by the multidimensional definitions of quality. Quality can focus on excellence or can be viewed as the degree of a...
Words: 2863 - Pages: 12
...Applying the Jean Watson's Caring Theory to the Nurse Staffing Ratio in Practice Chamberlain College of Nursing NUR501: Theoretical Basis Advance Nursing December 05, 2015 Introduction Nursing theory impacts the practice of nursing in many different ways that can have a great influence. Theory provides a structure to support and shape nursing practice, encourage quality of patient care, and can be utilized in practice situations to give solutions to problems in nursing practice. Utilizing theories to solve nursing obstacles can be used in educational settings, research environment, direct patient care, informatics, as well as in administration and management of nursing care services. The advantages of applying theory to resolve a challenge in nursing practice can be demonstrated by applying Jean Watson’s theory of human caring. Jean Watson’s theory of human caring is a grand theory that provides to the empirical stand point of nursing. It emphasizes on genuine caring about the human being as whole; meaning caring about the human’s mind, body and spirit in order for the healing process to sustain at highest level. Her theory is portrayed as a model of caring which art and science are both included; presenting a framework that involves and divides art, science, humanities, spirituality, mind-body-spirit in medicine, and nursing (Watson, 2000). Nursing practice today is impacted by Watson’s caring theory. It does not only enable nurses to improve care for...
Words: 2218 - Pages: 9
...Professional Nursing Nursing 351 November 20, 2010 Transitions to Professional Nursing Leadership Styles in Professional Nursing Leadership is a very important aspect within the realm of Nursing. With constantly evolving technology, poor economics leading to major hospital cutbacks, and healthcare reforms, strong nursing leadership has never been more important or necessary. Hood (2010) defines leadership as a process of influencing others to attain mutually agreed upon goals. We will discuss the differences between leadership and management. In addition, we will examine 2 types of leadership styles: Transactional and Transformational and address the effectiveness of both styles in achieving high quality of nursing performance. Leadership vs. Management Many people think of management and leadership as interchangeable. However, there is a stark difference between the two. In defining leadership and management, the one crucial difference is that a person with leadership has the ability to persuade/influence others into following their vision and putting the needs of a group ahead of an individual’s own personal needs (McGuire & Kinnerley, 2006). Leaders have this ability to inspire by employing enthusiasm, hope, optimism, and innovative methods. Leadership does entail having some management characteristics, but lacks the positional power to bring their visions to life. Management is usually an appointed position within a company (Hood, 2010). Performance standards...
Words: 1451 - Pages: 6
...quality of care provided to patients for decades. Pursuing Magnet designation is a journey a hospital can take to acquire this level of excellence. The purpose of this paper is to explain an overview of components making up Magnet designation, the impact Magnet status has on change in healthcare and its organizations, and the benefits and challenges that go hand in hand. Overview of the Magnet Recognition Program The Magnet Recognition Program is not an award but a “performance-driven recognition credential” designed to achieve excellence in patient outcomes and satisfaction of nurses (Drenkard, 2010). Magnet Recognition is the highest and most prestigious distinction a healthcare organization can receive for nursing excellence and high-quality patient care. The Magnet program model organizes 14 Forces of Magnetism into five model components. The five model components are transformational leadership, structural empowerment, exemplary professional practice, new knowledge, innovation, and improvements, and lastly, empirical quality results. The first component, transformational leadership, identifies the need for more involvement with nursing in leadership roles. The second component, structural empowerment, provides an innovative environment where strong professional practice flourishes and relationships and partnerships develop among many types of community organizations. Exemplary professional practice, the third component, involves the application of knowledge and evidence...
Words: 1365 - Pages: 6
...2009 Nursing Turnover: Costs, Causes, & Solutions Steven T. Hunt, Ph.D., SPHR Director of Business Transformation SuccessFactors Inc. (www.successfactors.com) E-mail: shunt@successfactors.com Copyright © 2009 SuccessFactors, Inc. Invest in People …. Drive Business Results SuccessFactors Healthcare Executive Summary Nursing turnover is a major issue impacting the performance and profitability of healthcare organizations. Healthcare organizations require a stable, highly trained and fully engaged nursing staff to provide effective levels of patient care. The financial cost of losing a single nurse has been calculated to equal about twice the nurse’s annual salaryi. The average hospital is estimated to lose about $300,000 per year for each percentage increase in annual nurse turnoverii. Losing these critical employees negatively impacts the bottom line of healthcare organizations in a variety of ways including: Decreased quality of patient care Increased contingent staff costs Increased staffing costs Loss of patients Increased nurse and medical staff turnover Increased accident and absenteeism rates The primary causes of nurse turnover can be analyzed by I) understanding why nurses choose to work for an organization and ensuring this ‘employee value proposition’ is met; and II) identifying things that occur after nurses are hired that lead them to quit even though their initial job expectations were met. I. Primary factors that influence...
Words: 5301 - Pages: 22
...kinds of leaders. The contemporary theory of leadership combines the leaders, his/her followers, and the situation at hand for leadership to be effective. Our group all agree that the Kaiser Permanente Ambulatory setting practices both the contemporary and trait theories of leadership. We have seen leaders and managers appointed to their positions based on their attribute from people they know and some appointed based on support from their team members. The nurse leaders especially are selected based on how involved they are with their teams, how they manage conflicts and their performance on fiscal responsibility. The nurse leaders are recognized as followers of the mission and vision of the organization, that is, providing quality and affordable care for members and the vision for the organization as a leader in healthcare in the country. Leadership Theory of Each Key Player in KP Ambulatory Care Nursing Practice The Department Administrator (DA), Provider/Physician (MD), Registered Nurse (RN), and the Licensed Vocational Nurse (LVN) are our key players in our leadership change proposal. Being the department head, the administrator has the ultimate responsibility for the operations of the clinic. The DAs are selected based on trait theory, that is, he/she possesses the leader trait according to...
Words: 1822 - Pages: 8
...DEALING WITH PROBLEMATIC EMPLOYEES A Thesis Presented to the Faculty Philippine Women’s University Manila City In Partial Fulfillment Of the Requirements for the Masters of Arts in Nursing By Richelle A. Chiongson, RN 2012-2013 DEALING WITH PROBLEMATIC EMPLOYEES By Richelle A. Chiongson,RN APPROVED: _____________________________ Chair, Graduate Advisory Committee __________________________ Member __________________________ Member __________________________ Program Chair __________________________ Date of Approval Executive Summary Abstract Over the last decade or so, so much attention has been paid to employees who experience difficulties with work performance because of serious personal problems. Because of the nature of problems such as alcoholism and certain psychiatric illnesses, special strategies have been developed via occupational programs which attempt to use the deteriorating work performance of the employee as a basis for intervening in his or her problem. Such programs have had a mixed reception from management. To study, how problem employees are perceived and handled in the workplace, an interview survey was conducted among a sample of 10 personnel managers drawn from 76 large (200+) manufacturing companies in metropolitan Adelaide. The results indicated that problem employees are seen as either a...
Words: 2742 - Pages: 11
...JONA Volume 42, Number 10, pp 461-466 Copyright B 2012 Wolters Kluwer Health | Lippincott Williams & Wilkins THE JOURNAL OF NURSING ADMINISTRATION Nurturing Charge Nurses for Future Leadership Roles Patricia A. Patrician, PhD, RN, FAAN Douglas Oliver, DNP, RN, ACNS-BC, NE-BC Rebecca S. Miltner, PhD, RNC-OB, NEA-BC Charge nurses are untapped leadership resources that can be groomed for future advanced leadership positions in healthcare organizations. The purpose of this study was to understand the development needs for the charge nurse role. This study demonstrates they receive little or no training for assuming positions of leadership and offers suggestions for enhancement of preparation. There is growing evidence of an impending crisis in chief nursing officer (CNO) retention.1 Seventy percent of CNOs report they will change jobs or retire in the future.2 The critical need for succession planning in nursing leadership has been demonstrated, yet two-thirds of CNOs reported that they do not have succession plans in place.3 Proactive planning is clearly needed to prepare the next generation of nursing leaders.4 The 1st step in succession planning is to identify nurses to mentor and develop. Commonly, nurses in management roles are likely candidates for development; however, many organizations do not consider charge nurses candidates for advancement based on the perception of the role as more of a task master than leader.5 Martha Dawson, DNP, RN, FACHE Kathleen A. Ladner,...
Words: 4473 - Pages: 18
...Challenges and Success in Graduate School Graduate students who pursue an advanced degree will be faced with many challenges. In order for one to be successful, one must first acknowledge the challenges facing them. Obstacles from changes in health care to burnout all factor into the success or unsuccessful outcome. We as adults must recognize these challenges and implement successful solutions. Personal and Professionals Goals When I obtained my nursing degree, my intent always had been to return to school in pursuit of an advanced degree. However, I thought that I needed to gain practical experience along with a general knowledge of the industry as well as determine my areas of interest. In deciding to return to graduate studies, for the short term I want to expand my knowledge-base of the various skills, traits, and styles of effective leaders as well as return to the evidenced-based of why we do what we do. I have progressed in my career to a clinical manager; however, I have no formal leadership training or mentoring. My growth as a manager has been self-taught or mimicked after another leader I admired and I believe this program will assist me in achieving my short-term goal of solidifying a formal foundation of varying management and leadership styles to provide more effective oversight of fiscal and human resources as well as day-to-day departmental operations. For the long term, my goal is to pursue a clinical directorship with the pinnacle of obtaining a...
Words: 917 - Pages: 4
...from the University of Phoenix. I want an opportunity to learn, grow and advance my knowledge and skills, and I believe this program will help me obtain this. Leadership skills are crucial to be successful in the ever-changing healthcare environment. To achieve this goal, and be successful in this program, I will keep up with all reading materials, participate in class activities, turn in assignments promptly and obtain a grade of C or higher in each class. Writing assignments are very tough for me. Therefore I might have to take extra writing classes to help me get through this program. However, I believe the more I read and write papers, the easier it will become. I plan on completing this program and obtain my Bachelor of Science in Nursing (BSN) by October 2017. Once I graduate with a BSN degree, I hope that I can advance my career and obtain a leadership positon at my current place of employment. Leadership skills play a critical role in decision making and assist in the development of quality improvement in various health care settings. To achieve effective Leadership practices, there should be a shift from hierarchical approaches to a leadership style that encourages shared governance with the availability of information and support structures to facilitate staff empowerment (Williamson, 2005). Effective leadership requires new ideas of thinking. Strong leadership also requires people to encourage others to be positive which in return creates positive outcomes. A characteristic...
Words: 1215 - Pages: 5
...in healthcare.” (Taplin, Foster, & Shortell, 2013) As our health care system enters into a difficult time period facing some of the highest costs and most severe health care professional shortage, we are in dire need of innovative leaders who will help develop plans that will raise patient outcomes. Leadership Defined There are many different definitions of the term leadership. According to Neuman, Newman, and Holder (2000) leadership is defined as “the ability to identify and manipulate factors significant to the successful pursuit of improved healthcare.” (Neuman et al., 2000) A leader within the nursing community has the ability to influence their team members to provide optimal care to their patients. A leader will guide others to accomplish common goals while stimulating young nurses to excel. “For positive socialization such as mentoring to flourish, and for the nursing profession to reach its greatest potential, RNs [Registered Nurses] need to be proactive and find ways to facilitate professional and individual growth-producing workplace strategies.” (Huston, 2013, p.130) To summarize, to be an...
Words: 1659 - Pages: 7
...Benchmarking Productivity in Nursing is Useful Benchmarking is a quality improvement tool that determines who the best is, who sets the standard, and what the standard is. There are two main purposes for benchmarking. The first is to identify best practices to be applied in measuring and improving performance in an organization. The second purpose is to seek ways to improve the delivery of service through the efficient use of staff. For health care managers who are responsible for a variable expense cost center or department, maintaining appropriate levels of productivity is one of the greatest and ongoing challenges of the management process and requires constant research and advice regarding relevant productivity standards. Comparing one’s departmental operations with other successful operations of another organization is a useful source of benchmarking data and many health care managers depend on associates or outside consultants to provide data to assist in implementing new and effective strategies to improve staff productivity. There are three sources of productivity standards. The first source is internally developed historical standards where standards are based on past performances but do not provide information about relative efficiency. The second source is engineered standards where internal staff or outside consultants conduct a study of the work environment and define normal standards of productivity. The third source is a comparative group standard...
Words: 889 - Pages: 4
