Equating Status With Authority In Nursing

Power as defined by Kelly & Crawford (2008) is the ability to achieve one’s goals by creating, acquiring and using resources to do so. Nurses over time - whether learned, cultural or related to gender-specific characteristics, have not embraced power (Kelly & Crawford, 2008). The public view of nurses as subordinates to physicians, simply “trained” to follow doctors’ orders, an overall lack of understanding as to the level of education and the kind of work nurses actually do (Sullivan, 2004) has lent to this perception. Sullivan (2004) writes about telling

ABSTRACT: Delegation refers to the practice of a registered nurse assigning certain tasks and activities to other people while still maintaining responsibility for the actions of the others to whom responsibility has been delegated. The act of delegating assumes that the delegator has a certain amount of trust in the person to whom they delegate. Additionally, quality communication is paramount in maintaining superior patient care when delegating tasks to others. One signifigant obstacle to delegation is ensuring that the proper tasks are delegated to the appropriate individuals. The organizational structure and leadership

Administrators utilize this form of management to enhance recruitment of professional nurses, maintain a stable professional, workforce that deliver safe effective cost conscious care. Some nurses will argue shared governance is just a organizational model of management, and “various factors lead to turnover, including excessive physical and psychological demands, unsupportive environments and long shift work” (Trinkoff, Johantgen, Liang, Gurses, Storr, Hopkinson, Han, 2010 p. 309).

The focus of this writing is to establish the role of a professional nurse within organizational systems. To coordinate this writing an interview was conducted with a professional nurse who identified his experiences with safety, quality, and leadership. Through examination of leadership roles, team collaboration, client outcomes, safety, social justice, and political influence, the responsibility of the professional nurse can be appreciated.

According to Jacelon et al. (2004).Suggest that-“ dignified nurse can demonstrate the dignified behavior that shows respect for self-client, colleagues, while clients who treats others with respect and are grateful, receive better care. Client also have role in ensuring that dignity is maintained.”(as cited in Millika& trorey, 2008 p.2716)

One mistake that new nurse leaders make is that they believe that the only way to get things accomplished, is to be direct and autocratic (Kerfoot, 2008.) The new leader’s fear of failing can influence them to take on the autocratic role to try and earn respect from their employees. However, this is not considered to be very effective among staff. When the professional nurse takes on the autocratic leadership trait and uses it on a daily basis, employees feel micromanaged. When a manager micromanages their employees they take the risk of lowering morale, and losing good workers (North, 2011.) Nurses have a lot of autonomy in their profession. They work independently and take responsibility for their actions. When they become micromanaged by their nurse leader, it takes away that autonomy and creates a work environment that is very low in morale, and can hurt the relationship between manager and employee. Often managers are experiencing a substantial amount of stress from the administration concerning budgets, deadlines, and high performance issues, but this does not justify micromanaging employees (North, 2011.) It is important to give your staff some independence; this lets them know you trust their judgment (North, 2011.) A nurse leader may also change their leadership style depending on if they are dealing with an inexperienced new graduate nurse, or an experienced veteran nurse.

Nurses play a very important roles in patient care. They have the power to improve the quality of care, thus improving patient outcomes. According to Fackler, Chambers, and Bourbonniere (2015), the phenomenon, which is stated in this study, is that the concept of power is usually viewed by nurses ' perception of their work environment; the environment that allows them to take proper care of their patients. Furthermore, based on the social theory that power is defined as the capacity to achieve goals, the authors believe that if the nurses ' capacity to achieve goals for themselves and their patients culminates in a positive conclusion, then power becomes an essential phenomenon to explore (Fackler et al., 2015).

Each organization must have a structure of the authority defined and distributed to help in the organization of the tasks and functions with the aim of achieving the objectives of the organization. An organization structure offers details of the formal structure of the authority in the organization. It is essential to study the organization structure of the organization in order to understand the functioning of the organization. This paper examines the organization structure of the nursing department in Kingston Centre hospital. The paper will look at the nursing and the nursing service management department in the hospital (Burke, 2013). The hospital is selected because I have been able to interact with the facility many times. I have been able to work in this department hence I understand the organization structure and the services offered in the department.

This author spoke with several nurses to discuss Summa’s shared governance. There were two that had two opposing views of it. One nurse, who was younger, felt that the shared governance was just for show to achieve Magnet status. The cons she found was that the recommendations that staff nurses made were just ignored. Another problem she found was that the work that was put into it was not being reimbursed financially. Problem with shared governance is that it is believed to exist where there is empowerment, but it is has more to do with traditional board governance with some staff input. The result is that it is not founded in the actions of the staff nurse, but the actions of administration (Joseph & Bogue, 2016). The other nurse, who was older, was very excited to discuss shared governance. Her department was the first at Summa to initiate shared governance. Some of the pros were nurses had a voice and a path to follow to institute change. She explained how she

Nurses are increasingly becoming the strong leadership in developing all aspects of health care policy and decisions. Unfortunately the shared consensus is that most nurses do not possess leadership skills adequate enough to keep up with the ever-evolving field. The IOM reports on this by stating: “Nurses at all levels need strong leadership skills to contribute to patient safety and quality of care.” (IOM, 2010 pp.223) It is felt that nurses are depicted as people who carry out

Grippingly, the medical unit met the majority of the criteria of a highly functioning organization. Yet, areas for improvement still exist. On the Organizational Assessment, the answer to question #24, Is there evidence that all nursing personnel know the organizational structure and understand their assignments and those of their

Marquis, B.L., & Huston, C.J. (2015). Leadership roles and management functions in nursing: Theory and application (8th ed.). Philadelphia, PA: Lippincott, Williams & Wilkins.

There are many differences in functions of a regulatory board of nursing such as the Illinois Board of Nursing (IBN) and a professional nursing association such as the Hospice and Palliative Nurse Association (HPNA). The Illinois Board of Nursing functions as the licensing body for professional nursing, regulatory enforcer and where complaints about nurses or nursing practice can be addressed. It’s role is to protect the public safety in regards to nursing and it’s practice (Cherry & Jacob, 2010). The role of the HPNA is one of advocacy for it’s members and their profession, including lobbying for laws and

The study done by Van Bogaert, Kowalski, Weeks, Van Heusden, and Clark shows “that it is important for clinicians and leaders to consider how nurses are involved in decision-making about care processes and tracking outcomes of care and whether they are able to work with physicians, superiors, peers, and subordinates in a trusting environment based on shared values.” When nurses are involved in their own governance and are able to interact freely with nursing management as well as medical providers, it fosters a low-risk culture in the hospital. Prince George's Hospital Center nursing councils is an excellent way that nurses can be directly involved in the decision-making

1. Administration – He or she carries full administrative responsibility and authority for the entire nursing service of the hospital. The policies and procedures as well as objectives of each unit is always verified by the nursing director so that it will be congruent with the whole organization’s reason for existence.