Assignment 3: Evaluation and Morale

The administrators Each person in charge of any program that has anything to do with nursing has an effect on the evaluation process. They must be confident that the quality and consistency of nursing is being met when they graduate students (accreditation) or hire. They must know that the programs are meeting state and Federal requirements and must continually lobby for funding to keep the flow of professional nurses coming as needed.

This paper aims to address and discuss about the leadership and management of the nurse leader interviewed. This experience was a great opportunity to witness first hand how a nurse leader cultivate and manage their staffs in real life setting. Moreover, it provides a great access to gain insight and knowledge about nurse leaders’ vital responsibilities and role diversities in the organizations they work with. Nurse leaders pay more specific and close attention in handling the staffs and most importantly, patient care.

everyone has different style when it comes to management. Because it is not an easy task it may be very demanding on anyone having to fulfill his responsibilities correctly. Considering that the manager doesn’t only have to make sure policies are followed correctly but also ensuring that the staff does the job correctly. Because nursing staff ratios can have an influence on managers as nursing lacks can intensify the chance of error. As a result Patients care may suffer and that can cause nurses to get

Stanton, M. R. (2004, March). Hospital Nurse Staffing and Quality of Care. Research in Action. Rockville, MD, USA: Agency for Healthcare Research and Quality.

One of the external threats that were present during the survey is the patients’ condition, which could have influenced the work of the nurses. Since there are different conditions of patients, one of these could have influenced patient cases, teamwork and hence the study was not considerate enough. In addition, the study failed to integrate the participation of the nurses and instead focused on other staffs (Kalisch & Lee, 2011, p. 86). This could have triggered any negative relationships between the selected staffs and the nurses.

Another target for the nurse manager to perform is to maintain quality improvement in his or her unit in each feature. According to Hurst, Moore & Clark (2011), “Nurse managers who are strong advocates for developing a healthy work environment may be viewed as risk-takers. The workplace is an important setting for the nursing leader to address the mental, physical, social, and economic welfare of employees” (pp 1). This explains that the nurse manager initially communicates with her workers and has a good relationship as manager-employee relationship and directs the concerns and problems directly in order to deliver a confident setting to work efficiently. So that, the quality improvement will be sustained which will improve the proper care delivery.

Poor working conditions prove to be a problem or threat towards building of the trustworthy image of the nursing profession. This results from understaffing in most cases thus creating future problem

Over the past number of years there has been a nursing shortage which has led to the need of more registered nurses in the hospital setting. This is due to the uprising acuity of patient care and a decrease in there overall hospital stay. In order for the patients to get safe and quality care, the staffing, education and experience of the nursing staff needs to be made a priority. Not only has the safety and quality of patient care suffered, the working conditions in hospitals

A positive force for change centers on the nurse’s strong desire to change current practices. The combination of the turnover rate, low morale, and higher percentage of new nurses, is the driving

After meeting with her Senior Director and determining it was expected for her unit to improve their HCAPS scores, Dawn investigated what the current scored of her unit were. After looking up the unit’s HCAPS scores, she discovered the September of 2014 scores, in the categories of responsiveness of staff, and communications with nurses, were well below the average of like hospitals. She then started the managerial function of organizing by developing a plan to carry out the work needed to raise the unit’s HCAPS scores in these two areas.

(2010). Qualitative research should understand the feelings of the patients, experience and the perception of health care professional (Franzel et.al 2013). This assignment will focus on the critical appraisal of quality nursing care in the word of nurses. This appraisal will be assed according to the skill I have learned during this semester (Ingham and Broomfield, 2014). The evidence of this article falls under the hierarchies of evidence of research. Critically appraisal is the systematic process where research are carefully and methodically investigate and evaluate its trustworthiness, value and importance in particular context (Groves, Burns ,& Gray, 2013). Any health professional should have an ability to appraise the article critically so that, they can they can easily detect its strength and weakness. As, a result health professional can utilize only the accurate practice from that research. The purpose of this essay is to develop the skill which provide the sense of scientific evidence based on validity and result. Additionally, this essay will explore the various aspect to appraise the qualitative research article which include, title, author, abstract, introduction, methodology and methods, results, limitation and conclusion.

There are two different methods to evaluate a nurse’s performance, results - oriented system and behavior-oriented system. In result - oriented system, the employee knows what are expected and as Sullivan(2013, p.241)stated, the results are “quantifiable, objective, and easily measured”. Mostly the supervisor set the goals to be accomplished by the employee. Sometimes the manager and the employee work together to set the goals.Another method of evaluation is behavior-oriented system. The system focuses on the behaviors of the employee and the employees are informed what are the behavior expectations(Sullivan,2013).

The concept of interest is nurse competence in this article. Various studies mention nursing competence in the article. For example, as per the study of Benner (1982) nurse becomes competent with about two years of experience. The nurse has to go through stages like the novice, advanced beginner, competent, proficient, and then expert. The article also mentions about nurse’s self-assessment with the assessment completed by their managers, a study of Meretoja & Leino-Kilpi’s (2003). It was to check if nurses and managers agreed on the frequency competencies (Smith, 2012). Creation of an instrument called the Nurse Competence Scale (NCS) helps assess nurse competence (Smith, 2012). It’s a questionnaire consisting of different categories. This study showed that nurses in different environments rated themselves in a different manner on the test. These are just the nurse’s perspective on competency. The patients assume that the nurses are competent based on their caring skills.

Some of the indicators of low morale can include a loss of interest and enthusiasm, excessive absenteeism, excessive sick leaves, excessive turnover, increase in accidents, increased number of complaints and grievances, negativism, noticeably less positive attitudes, to name a few.

It is very important in any professional organization that the values of workers are aligned with that of the organization. In this reference the values of nurses hold a specific importance since it serves humanity and therefore its alignment with its organization is crucial for patient outcomes. Usually the values of any firm depends on things such as networking, educational opportunities provided to its employees, professional and personal growth and so on. Similarly, the values of nursing depend on things such as its technical skills, scientific knowledge and specific human values.