...Effective Approaches in Leadership and Management (Benc Grand Canyon University: NRS 451V June 4, 2016 NRS451V Nursing Leadership and Management 6/4/16 Very good work on this paper. Well written and your thoughts transitioned easily from one point to the next. Your comparison/contrast of leadership styles and your description of your preferred style was very good. However, there were numerous errors in documentation of your sources. I strongly encourage you to go to the Purdue Online Writing Lab site http://owl.english.purdue.edu/owl/resource/560/01/ or the word document that I provided for the class for correct formatting for your paper, in-text citations, and Reference page documentation. Note the corrections to your header section, throughout the body of the paper, and on your Reference page. Note the grammar/punctuation corrections (I did provide instructions on setting up your word document to check for grammar/punctuation when you perform spelling check; it is in the week 1 resources). Additionally, this paper was to have been a Maximum of 1250 words in length – your paper (before my corrections and allowable overage of 125 words) was 1424 words. A deduction in grade was applied for being over the maximum word count allowed. Effective Approaches in Leadership and Management Introduction The introduction of the bargain basement pattern of care has completely transforms the way healthcare system is operating at the present time. With healthcare plan being changed...
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...in Leadership and Management The enactment of the affordable care act has significantly changed the structure of all health care. As the focus of treatment at health care facilities all across the country transitions from specialty care and acute illnesses to preventative and long term health management, many changes have taken effect that have directly affected the approach and delivery of care. One of the greatest changes is the vast amount of patients that are now seeking health care. In an attempt to keep up with these high demands, many facilities have been left scrambling to adjust their budgets, reduce excess spending, and implement more efficient means of care delivery. Nurses throughout this process have had to adapt to a work environment that is constantly being changed and restructured. As a result, decreased job satisfaction, increased incidence of compassion fatigue, and nurse to patient ratios involving higher acuity levels have all contributed to the vast nursing shortage that is being experienced today. In addition, patient satisfaction scores and Medicare reimbursement have been greatly affected as well. Despite all of the aforementioned issues, there are some facilities that are taking the extra step to recognize and promote nursing excellence by setting the standards higher in an attempt to gain Magnet status. The focus of this writing is to compare and contrast the expectations of the approaches that nurse leaders and managers may use regarding magnet status...
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...The Magnet Certification Mihaela Colea, Betty Drury, Harold Girado, Rebecca Madden University of Phoenix Research Utilization Project NUR/598 Dr. Ashley Garneau December 09, 2012 The Magnet Certification The demand on improving the quality of service imposed by the Magnet certification on performing the health care needed solutions to solve global issues, such as nursing shortage, and the way the health system is developing. Based on research utilization proposals and highly trained staff, from management training, as well to support, and to nurse executives patient safety and health care quality is applied based on performance improvement projects. The components of a Model Magnet are exceptional professional practice, transformational leadership, empowerment, based on knowledge and innovation (American Nurses Credentialing Center, 2012). Magnet is something that demonstrates achievement. Magnet standards are also a set of standards to move toward (Chaney, 2002). The Forces of Magnetism According to, the American Nurses Credentialing Center (2012), in 1983 a research study was performed that identified 14 characteristics that differentiated the hospitals best able to recruit and retain nurses. These characteristics became the “Forces of Magnetism” that form the conceptual framework for the Magnet Recognition Program. They are a designation that indicates excellence in nursing practice. According to the ANCC, the forces are described as high-quality...
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...The Driving Force of Change: Magnet Designation The Driving Force of Change: Magnet Designation The healthcare industry has striven to advance the 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...
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...Within this assignment, I will discuss the influence of leadership in hospital setting which is effect on performance of staff and the outcome of the patient care quality. Prior to this assignment, leadership analysis will be provided, which is influence on working environment and the outcome of patient care in my unit. Following by literature reviewed on comparison between transactional and transformational leadership. Manoeuvre in supervise change and direction to convert work culture will be considered and last but not least this paper will conclude its point of view on leadership and its influence on team efficiency. At first, I am a stated register nurse with 5 years of an experience in Intensive care unit in a private sector hospital and graduated from one of the well-known nursing university of Malaysia. Currently, I am pursuing my study Bachelor of Nursing with local university in collaboration with one of UK University. Presently, I am working in 12 beds of multi discipline Intensive care unit. There are one nursing supervisor, one senior staff nurse, 26 staff nurses and 3 hospital attendants. Since I started working in this unit about 5 years ago, I realise that patient in this unit easily getting Hospital Acquired infection which is cause by poor working culture that actually affecting patient care. In general manner, the unit was facing a lot of complaints and getting high rate of Ventilator Associated Pneumonia to patient who is on long term of ventilator support...
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...Becoming a Magnet institution is no easy task. Years of hard work and results are needed in preparation to become a Magnet designated hospital, but the work behind the doors is extremely grueling. In 1990 the first Magent Hospital was recognized by the ANCC , The University of Washington Medical Center in Seattle, WA. Throughout the Magnet process we hear words such as “Shared governance, empowerment, Transformational leadership. All these words mean that the power should start from the bottom up, not from the top down. The purpose of this essay is to give a brief overview of the magnet model and how this model changes how an organization operates day to day. Overview of the Magnet Designation A Magnet hospital is one which is accredited by the American Nurses Credentialing Center (ANCC) which is a subsidiary of the American Nurses Assosiation. (give credit). This organization complies and exemplifies the ideals of nursing service and care throughout the continuium of nursing. Most of these Magnet recognized hospitals go through a rigorous credentialing process. As aforementioned, Magnet facilities give power to the nursing staff and encourage them voice their concerns without fear of being reprimanded. A Magnet hospital begins with the vision to empower the staff in the organization in order to provide patient centered care and optimal outcomes. This model supports professional growth and encourages nurses to become certified in their field of practice (ANCC)...
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...change. There are many reasons that an organization goes through changes. It could be that the organization needs improvement in some areas or that a challenge is needed. All healthcare organizations experience transformational change. In the end, transformational change is an approach to better the organization and can create an evolving pathway in learning. In this paper I will discuss two studies of how transformational changes can create learning in organizations. In the first study with the “Transformational Leadership and Shared Governance” article, the problems that lead to the need for change was that the new healthcare reform disempowered the nurses position within the organization. This was caused by the use of the economic model. In this model, nurses were purchased as a product to be purchased rather than a service to be provided (Bamford-Wade, A., et al 2010). The various stakeholders that were affected were the nurses, other employees, patients, hospitals and providers. This process took six years to complete. Some financial resources that were allocated during the change were that most of the money was spent on the unnecessary needs. Since the nurses were unhappy with their jobs, a lot of money was spent on trainings for new nurse managers. This caused the staff nurses to work in an unstable environment. Also with the new market/economic model this caused a gap in understanding between the business staff and the medical staff. Nurses began to have to report to both...
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...Managing Organizations and leading People Task 1 Corinne C Dolan Western Governors University October 2015 Managing Organizations and Leading People Task 1 A1. Description of the Organization The Medical University of South Carolina (MUSC) is the leading medical center in South Carolina providing medical care to surrounding communities and training to future health care professionals with affiliations to six different colleges and universities. The Medical University was founded in 1924 as a Medical College for the training of physicians. It was one of the first medical universities in the United States. In 1955 it was expanded into the Medical University of South Carolina, the medical center it is today, providing health care and training health professionals is areas of pharmacy, nursing, medicine, graduate studies, health professions, and dental medicine. MUSC is a not for profit organization serving millions of people in South Carolina and surrounding states with over 12000 employees and training approximately 2600 health care professionals every year according to the Medical University of South Carolina, MUSC Administration website. The Mission of MUSC is to improve health and maximize quality of life through education, research and patient care. They have the Vision to be nationally recognized as a Premier Academic Medical Center and to be a leading and transformative Academic Health Center being recognized as top 25 among academic medical...
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...The Future of Nurse Leadership A paper submitted in partial fulfillment of the course MHST/NURS 604 Leadership Roles in Health XXXXX February 28, 2013 Abstract Canada’s healthcare environment faces dynamics of change and elements of uncertainly. However, change and uncertainty need not be met with prospects of a dismal future. The framework of healthcare faces distinct challenges, potentially providing the opportunity for nurse leadership to provide a pathway for the future. One concern is the capacity to prepare the next generation of nurse leaders, both formal and informal, to become effective leaders, contributing to the future health of the workplace. This study is an analysis pertaining to the development of future nurse leaders. The analysis seeks to uncover the challenges of developing nurse leaders, and the necessary requirements for the next generation of leaders within healthcare. The findings suggest that the development of nursing leadership is vital in relation to healthy workplace environments, and quality patient care. Furthermore, a new paradigm and set of competencies necessary to lead nursing into the future. Keywords: leadership, nursing, development...
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... Hospital AB and Health Center is a community based acute care general hospital. The hospital is proactive in seeking methods to identify and provide all sources of community benefit and charity care. The mission of the hospital as stated in administrative service manual policy 726 (2005) is “With caring and compassion, we will improve the health and quality of life of the people we service.” The purpose of existence of the hospital is the commitment to patients and community to first understand their needs, second to provide services that meet these needs; and third, the recognition that service and clinical excellence are only achieved if they are delivered with caring and compassion. The strategies developed for achieving these purpose are invest in high performing people, innovation and implementation, superior quality and service, know patient and customer needs, and meet budgets. Hospital AB integrates the values such as dignity, collaboration, justice, stewardship and excellence into all the services being delivered. The key behaviors identified are honor commitments, take ownership, value individual differences, help others succeed, exceed customer expectations and inspire others to do their best (unknown author, 2005). The 347 bed hospital is an affiliate of Catholic Healthcare. For over 80 years, hospital AB and Health Center has grown along with the community and has evolved into one of the region's major healthcare providers. The hospital has tertiary...
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...ADN or associate degree nurse is as a nurse with two to three years training, usually at a community college or technical school. The curriculum usually consists of fundamentals, the basics of nursing and clinicals. A BSN or baccalaureate prepared nurse is a nurse with four or five years of training usually at a University. With the BSN, a nurse will have to think outside the box, use credible research, theory, leadership skills, all of which will make the nurse a better critical thinker, and in turn her patients will be safer. Both ADN and BSN will be qualified to take the NCLEX exam upon graduation from either community college or a university and become RNs. ADNs get primarily fundamental education in school consisting of formulating care plans and a basic understanding of concepts such as maternal child, psychology and pediatrics. They seem very prepared to do direct patient care right out of school since they have an equal amount of clinical time compared to classroom time. BSN programs focus much more on theory about patient care and leadership and management theories. It would seem that ADNs are...
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...primarily at community colleges and the curriculum is about 2 years in length. The ASN suffices all subjects related to the NCLEX and prepares students to pass to obtain their licensure. The BSN program is a four -year program that usually takes place in the 4 year colleges. They too are prepared to take the NCLEX, however they are required to gain knowledge deeper in the subject than the ASN. “The review of literature which was presented tends to support the ideology that baccalaureate degree prepared nurses are more proficient in the use of research, leadership, theoretical, conceptual and psychological assessment skills”(Giger &Davidhizzar, 1990). Other nursing related subjects such as science, research, and leadership are required to master when chasing a BSN. These addition classes allow a nurse to further develop their career by participating in evidence-based practice and participating in roles such as clinical management. In addition to education,...
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...completion of these programs both ADN/BSN sit for the same NCLEX-RN exam. After graduating from an accredited nursing school, one must take a state board exam. This will allow the individual to practice in the state in which the requirements were met. There are differences between the higher degree level nurse and the ADN. This includes the degree of commitment, leadership skills, and their exceptional quality of patient care. Education, a continuous and never ending and ongoing process. Each day and at any given time, new developments come to light and new diseases and remedies found. The healthcare profession has changed dramatically in the last 30 years. Nursing care is crucial and play a very important role to insure competent care and patient safety. Nurses work hand in hand with Doctors in treating, planning and management of patients in their time of need. Legal and ethically, we as nurses are responsible for the care provided and always remember continuity of care is a must. Nursing profession now calls for better qualified and well groomed nurses. Most hospitals are now wanting to have a magnet status and are requiring clinicians to have an advanced degree within a two years of being employed. Although associate degree programs prepare our nurses for excellent patient care, that training will not suffice for a variety of nursing roles. The ADN is sometimes the degree many nurses strive for if they are unable to get in a BSN program due to a variety of...
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...of associate-degree nurses was sufficient enough to care for the country’s patient population. However, in the past few years more hospitals and nursing employers are moving toward hiring nurses who are prepared at the baccalaureate level to keep up with the increasing complexity of care that is essential to positive patient prognosis. The importance of this change is supported by multitudes of studies and research dedicated to identifying the improvements of patient outcomes, cost efficiency of facilities, and the difference in competencies of nurses prepared at the associate-degree level and those of a baccalaureate level. According to the research shown by the American Association of Colleges of Nursing Fact Sheet, “lower mortality rates, fewer medication errors, and positive outcomes are all linked to nurses prepared at the baccalaureate and graduate degree levels” (Rosseter, 2015). For this reason, it is of great importance to hospitals, nurses, and other patient care facilities that employ them to make elevating the standards of nursing education a priority. This benefits the nurse whom wants to gain his or her Bachelors of Science in Nursing (BSN) in numerous ways. Attaining a baccalaureate degree widens the spectrum of opportunities for nurses in terms of their professional careers. Whether it is becoming a clinical coordinator in a hospital unit or a department director, more options become...
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...to seek new strategies to attract and retain nurses. The growing evidence points to the shared governance model of management are as a possible strategy to improve productivity, nurse job satisfaction and nurse retention. There are different models of shared governance, but a clear relationship exists between nurse practice environment and higher retention rates. Research found long hours, and unsupportive practice environments contribute to high turnover rates. Here is a look at the evidence which promote the creation of a shared governance model for a positive practice environment and better retention rates. Shared Governance and Nurse Retention Introduction Shared governance models are being promoted as a plan to decrease nurse turnover, but there are many variable elements to the Shared governance model. True shared governance characteristics are a practice environment that has a process by which nurses take an active participatory role in the decisions of the hospital nursing practice. Most shared governance models are associated with Magnet status hospitals, but more and more hospitals are adopting this style of management without the designation. This is a relatively new concept because nursing in hospitals was paternalistic in the early years and nursing was more of an occupation than a career. Nursing is now a profession and in the hospitals with shared governance it has a professional practice model. Porter O’Grady introduced the concept of “Shared...
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