...Identify the educational preparation and role(s) of the clinical nurse leader (CNL) designation. The clinical nurse leader (CNL) is a master's-prepared advanced generalist clinician, who might manage and coordinate comprehensive client care for a distinct group of patients and actively provides direct patient care in complex situations, and has the decision-making authority to change care plans when necessary to ensure patient safety and care quality (Cherry & Jacob, 2014, p. 55). The CNL program accepts nurses with a bachelor degree in nursing, and non-nurses with a bachelor or higher degree in different field, and requires a foundation in liberal arts and sciences, professional values and core nursing knowledge (Baernholdt & Cottingham, 2010,...
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...example is the case study “Nurse Manager Power” that is described in our text (Grohar & Langan, 2011). The case study describes Mrs. Jackson, the nurse manager, as a negative and abusive person. Mrs. Jackson publicly degrades, humiliates, and segregates her staff by showing favoritism. Overall, unit morale decreases because of the stigma in the unit. Upper management will now have to intervene to resolve the issue. There are several different types of power listed in our text. In this particular case, Mrs. Jackson uses coercive power. Coercive power is defined as “the use of fear to ensure compliance from subordinates” (Grohar & Langan, 2011). The staff fear repercussions if they bring their issues to Mrs. Jackson and staff members have their schedules created according to favoritism. There is also the use of legitimate power in this case. Legitimate power is defined as “the officially sanctioned right of the superior to exact rights and obligations from subordinates” (Grohar & Langan, 2011). Mrs. Jackson’s legitimate power comes from her position as nursing manager. She is responsible for controlling and running the coronary care step-down unit and with that comes power. Reward power is also apparent and is defined as “when a leader or manager uses their position to provide something of value to the employee” (Grohar & Langan, 2011). This particular form of power is shown when Mrs. Jackson shows favoritism towards certain nurses. These nurses are rewarded...
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... Leadership skills are very important they shape how a leader achieves his goals when it comes to leading his followers. There is usually no leader if they are no followers. However, how a leader carries out his duty while leading shapes the acceptance or the rejection of that leader by his followers. The leader must therefore have good leadership skills in order for him or her to succeed. The followers get to determine the amount of power a leader has in how he/she leads them. In cases where followers are not happy they tend to rebel. Therefore the skills in leadership are very important and not just anyone can be a leader. It takes skill and tactic to be a good leader (Mathena, 2002). In the nursing world, there are leaders. Different nursing units require leaders. The leaders are in charge of followers. The followers of a nursing unit head are usually the nurses. The duties of a leader of a nursing unit are to ensure that the nurses under them work effectively, to be able to handle conflict if any among the people involved in their unit and they is a fair share of work, to ensure that the working conditions of the nurses are appropriate and also to ensure that the patients are well cared for and that the nurse in charge of certain patients give this patients the best care possible (Young and Choi, 2015). Theories of leadership that define a leaders leadership skills To ensure that all this is met the nursing leader has to have leadership skills. There are different types...
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...hospitals, they need to work on improving their financial situation. In order to alleviate financial stress, the hospital has taken on a “differentiated nursing practice” which has registered nurses as care coordinators. These care coordinators would be in charge of coordinating patient care from admissions to discharge. These nurses will also communicate with other hospital staff and families of the patients. The nurses selected are considered the best in their field. This case study argues that while this may sound like a good change, but these nurses were traditionally trained and may not be fully able to embrace the new system. They now must talk to people they have never interacted with before and without training this could be a difficult change process. These nurses were told they could design their own job in the “best way possible”. An individual is asked to step in to help the leaders of the nursing department especially the care coordinators and other nurses. KEY PLAYERS Hannah is a nurse in charge, along with Jen, of the nursing department. She has been with the department for a long time and understands the nursing departments through and through. She guides the nursing department with her wisdom, but is not comfortable with the new changes being instituted. Jen is a newer nurse and really enjoys new situations. She...
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...research suggests that professional socialization into the practice of nursing is where “individuals acquire a personal identity and learn the values, norms, behaviors, and social skills appropriate to their social position” (Melrose, Miller, Gordon, & Janzen, 2012, pg. 2), my experience was diametrically different. I encountered more dissension amongst the other nurses and very few of them had any interest in acclimating new recruits. The orientation process was more like a sink or swim environment and the only real transference of knowledge came when I confronted the more experienced nurses and bombarded them with questions regarding the specifics of the cultural processes and procedures. Conceptually, socialization into nursing should have been an opportunity for me to develop an identity as a nursing professional, however, that really didn’t take place until I after my orientation and I migrated to a different shift, with a new group of professional nurses who saw that I needed their assistance. At this point in my nursing journey, the process of socialization began to be more textbook like. New nurses were heavily oriented to the environment and were encouraged to ask questions. We were assigned nursing mentors upon whom we called when we needed a more intimate understanding on some particular issue. While the beginning of my nursing journey started off leaving me questioning whether I’d made the right decision, my overall experience had a very positive impact on...
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...Case Study Chapter 7 Sharon Acton MHA601 Shannon Corbett-Perez February 11, 2013 Case Study Chapter 7 Two surgical teams from different hospitals have a similar composition—nurses, perfusionists, an anesthesiologist, and a surgeon (team leader). Two nurses who are members of different teams provided the following accounts of their teamwork: • Nurse A: “We all have to share the knowledge. For example, in the last case, we needed to reinsert a guidewire and I grabbed the wrong wire and did not recognize it at first. And my circulating nurse said, ‘Sue, you grabbed the wrong wire.’ This shows how much different roles don’t matter. We all have to know about everything. You have to work as a team.” • Nurse B: “There is a painful process of finding out what didn’t work and saying ‘We won’t do that again.’ We are reactive. The nurses have to run for stuff unexpectedly….If you observe something that might be a problem you are obligated to speak up, but you choose your time. I will work around [the surgeon]. I will go to his PA [physician’s assistant] if there is a problem….If I see a [surgical] case on the list [for tomorrow] I think, ‘Oh! Do we really have to do it! Just get me a fresh blade so I can slash my wrists right now.” Apply your knowledge of teams and team processes to explain possible causes for team members’ experiences. What interventions can you recommend to address concerns expressed by Nurse B? Whereas Nurse A, exhibits signs of being a member of a professionally...
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...Nurse Management and Leadership Case Study Nurse Management and Leadership Case Study Introduction Good leadership is necessary in every business organization. When it comes to nursing, every health center must have a good leadership that supports the nurses so that they can maximize their performance. However, for leadership to be of good quality there needs to be a good working environment in all aspects (Pinelli et al., 2004). The following is a case study illustrating an ideal working environment that supports good nurse leadership in health institutions. Type of Organization The organization that I would like to work in is a medium sized health care center. The facility is equipped with all the necessary gear needed to deliver quality healthcare services. There are over fifty doctors and seventy qualified nurses in the organization. The healthcare center serves over five hundred outpatient patients daily. It has enough facilities to cater for approximately 250 in-patients at any particular point. This health facility has taken into consideration the guidelines that make it professionally fit for an advanced nursing role. The development and implementation of good governance in this facility has been taken seriously in order to promote the nursing role. The following are some of the principles that have been implemented in order to promote good governance in this health facility. The organization looks at all the aspects of service delivery to promote good decision...
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...FACTORS THAT INFLUENCE NURSE ATTRITION: AN ANALYSIS OF THE RELATIONSHIP BETWEEN SUPERVISOR LEADERSHIP STYLE AND SUBORDINATE JOB SATISFACTION by James D. Long A Dissertation Presented in Partial Fulfillment Of the Requirements for the Degree Doctor of Philosophy Capella University October 2004 UMI Number: 3147190 UMI Microform 3147190 Copyright 2005 by ProQuest Information and Learning Company. All rights reserved. This microform edition is protected against unauthorized copying under Title 17, United States Code. ProQuest Information and Learning Company 300 North Zeeb Road P.O. Box 1346 Ann Arbor, MI 48106-1346 © James Long, 2004 Abstract Within the healthcare industry, there is an issue of major significance that may result in inadequate levels of staffing to meet patient demand. It has been estimated that at the current rate, hospitals will be forced to function with a nursing vacancy rate of 20 % in the not-toodistant future. The purpose of this study is to determine the effect that leadership style has on the job satisfaction level of nurses. It has been indicated that job satisfaction levels negatively correlate with employee attrition rates (Vandenberghe, Stordeur, & D'hoore, 2002). Using the Multifactor Leadership Questionnaire (MLQ) 5X Short (revised) and the Abridged Job Descriptive Index/Abridged Job in General (AJDI/AJIG) psychometric assessments, nurses job satisfaction levels were compared to the leadership classification...
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...Related Literature 1 Therapeutic Communication Case Study by Quality Writers Description This paper discusses therapeutic communication from the point of view of the writer's clinical experiences as a nurse. It discusses the concept of therapeutic communication and how important verbal and nonverbal communication is with patients. The paper presents a case study that the writer was involved in and discusses how therapeutic communication was successful or unsuccessful in this scenario. 1 From the Paper: "Even when the nurse has experience with therapeutic communication, there can still be the problem of a breakdown in that communication. The nurse can have empathy, respect for the person, and use active listening skills, but the problem could still come about. The reason it happens is that the nurse also needs to do critical thinking. That kind of thinking means that that she is always assessing the patient and the situation (McNabb, 2006). Another point is that sometimes it can be very difficult to see things from the perspective of the patient. Bournes and Mitchell (2002, p. 59) state, "health is the way people go on and live what is important to them, moment to moment and day to day". Health for me is very different than it is for a person such as Mrs. A. The only way I can understand her experience is by empathy and through active listening." 2 Sample of Sources Used: 1. Bournes, D. & Mitchell, G. (2002). Waiting: The experience of persons in...
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...medicine” has come out with a report and study on the nursing profession. This report states that the nursing profession needs to take a leadership boost in healthcare. This paper will discuss how the IOM impacts the future nursing education, nursing practice, and the nurse’s role as a leader. It also speaks of what the healthcare organization needs to do to implement these changes. The IOM‘s impact on education clearly states nurses need to make education a life long journey. This needs to be maintained even after nurses have obtained their licensure. Throughout this journey nurses and doctors need to be educated together accepting the role of students conjointly. Yes, it is costly on those pursing a nursing education. Costly in money, time and family. Thus making it difficult for most. However, the health care system is in dire need of higher level educated nurses. With a great demand in nurse researchers and faculty positions. It posses an obstacle to patient care. The IOM wants double the number of nurses with a doctorate degree by 2020. The education regimen also needs to be changed. According to the study, education needs to be on the cutting edge, one that will prepare nurses for caring for today’s distinct population. Classes on leadership, diversity, advocacy and evidence based practice need to be implemented. There is a big change in the health care that is needed from education to direct patient care. And because nurses are the heart of healthcare they need...
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...decision making should be aligned (decision should be in accordance) with the organization’s mission and vision statements and strategic planning-based goals and objectives” (James, 2009, p. 221). Decision making is an essential leadership skill. The president needs to make his decision in a timely and well considered decision. In the case study, the president needs to utilize the rational and decision-making model that uses the different kinds of methods in order to come up with a better solution. The operating room nurse that has allegedly contracted with HIV/AIDS should be afforded the right and the opportunity to be heard and tell her/his side of the story. There was no confirmation from the operating room nurse that he was indeed having contracted HIV/AIDS. It was just a presumption coming from the majority of the surgeons in the surgical department, and without any evidence being presented during the meeting between the chief of surgery and the medical center president; they want the nurse be removed from his duties in this department. The nurse should be given the due process which is accorded by law to everyone. According to James, “leaders and managers usually are taught to utilize the rational and decision-making model using analytical (quantitative) methods and when necessary, couple with group methods (qualitative) such as normal group technique (brainstorming, alternative categorization, prioritizing alternatives, and selecting an alternative based on group census)...
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...greater nursing care to meet the challenges. Good leaders can create expert nurses capable of undertaking future challenges and keep them in the facility, creating better patient satisfaction and outcome. Research article by Furtado, Batista, & Silva (2011) explores the leadership role in nursing turnover and career abandonment intention. This article is relevant today as many nurses abandon facilities for career growth, seek better work environment or change career altogether. The Issue of Nurse Turnover in Present Day Healthcare Nursing turnover is a huge problem affecting healthcare industry today. Literature review from the above mentioned research article shows that while economy is growing and unemployment rate is low, there shall be high nurse turnover but when job availability decreases and economic growth slows down, nurses are forced to stick to the same position whether they are satisfied or not. Also, some frustrated nurses are likely to abandon the career and seek job elsewhere. Healthcare organizations require highly trained, stable and fully engaged nurses to provide effective care and the financial cost of losing a single nurse is more than twice a nurse’s annual salary (Hunt, 2009). Financial burden of nurse leaving the facility, cost of hiring and training new staff and the time it takes to fit them into the new system are alarmingly high. Causes of Nurse Turnover Increased workload, high job expectations and nurses forced to take care of more patients in the...
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...principle is a major driver for the commitment of nurses and other care providers. Care providers are required to work in collaboration and include patients in the process of care. Nurses form the core of health care delivery in all facilities. The role they play in the coordination of care is essential for the professionalism of care providers. In the process of care delivery, it is important to understand the medical history of the patient to determine the most appropriate interventions to employ. Care providers should employ interventions that are besides guaranteeing positive health outcomes address the needs and interests of the patient. It is important to include family members in the treatment program since they understand the patient and his needs better. This paper employs Root Cause Analysis approach together with the Failure Mode and Effect Analysis to determine the impact of the events that resulted in the death of a patient Mr. B. A. Root cause analysis The principal purpose of the Root Cause Analysis is to conduct an evaluation of the highest level of the problem to identify the actual cause. In the case scenario, the root cause analysis rules out the possibility of inadequate patient assessment as a contributor to the factors that resulted in the death of the patient (Andersen, Fagerhaug & Beltz, 2009). The patient arrived at the facility complaining of severe pain in the hip region and the left leg. The nurse in charge conducted a routine check for vital signs...
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...Competency differences in nurses prepared at the ADN level versus BSN Deborah Rhoton Grand Canyon University Professional Dynamics NRS-430V Lisa Zamudio June 6, 2015 Competency differences in nurses prepared at the ADN level versus BSN Introduction to Nursing The American Nurses Association’s (ANA) definition of nursing is “Nursing is the protection, promotion and optimization of health and abilities, prevention of illness and injury, alleviation of suffering through diagnosis and treatment of human response, and advocacy in the care of individuals, families, communities and populations.” This definition encompasses all aspects of the health of individuals from wellness to illness. Nurses perform in a variety of settings across the health spectrum. Several educational programs prepared students to sit for the NCLEX-RN licensing exam, and if passed these students become licensed Registered Nurses (RN). These educational programs differ in length and course study. The two most common degrees obtained are the Associates Degree in Nursing (ADN) and the Bachelor of Science in Nursing (BSN). The less common graduate nursing degree programs are the Master of Science in Nursing (MSN) and Doctor of Nursing Practice (DNP). Comparing the differences of ADN and BSN The ADN program runs 24 to 36 months to complete, whereas the BSN program is four years in length. The longer BSN program incorporates studies in family centered health, community and public health, research, and...
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... The Differences Between Baccalaureates Versus Associate Degree The American Association of Colleges of Nursing (AACN), the national voice for baccalaureate and graduate nursing programs, believes that education has a significant impact on the knowledge and competencies of the nurse clinician, as it does for all health care providers. Nurses with Bachelor of Science in Nursing (BSN) degrees are well-prepared to meet the demands placed on today's nurse. BSN nurses are prized for their skills in critical thinking, leadership, case management, and health promotion, and for their ability to practice across a variety of inpatient and outpatient settings. Nurse executives, federal agencies, the military, leading nursing organizations, health care foundations, magnet hospitals, and minority nurse advocacy groups all recognize the unique value that baccalaureate-prepared nurses bring to the practice setting. AACN encourages employers to foster practice environments that embrace lifelong learning and offer incentives for registered nurses (RNs) seeking to advance their education to the baccalaureate and higher degree levels. We also encourage BSN graduates to seek out employers who value their level of education and distinct competencies. Different Approaches to Nursing...
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