Equating Status With Authority In Nursing

The Health Care System 's purpose is to meet the physical and mental health needs of the communities in which they serve, these systems operate using people working within heal care facilities as well as other health delivery resources. One group of individual that help with facility operations are nursing administrators. Nursing Administrators contribute in managing along with directing the nursing care delivery system. Their leadership style, characteristics, communication strategies, including the way that they negotiate as well as manage conflicts can determine the quality of the healthcare services treat the facility provide as well as help to develop a set of guidelines to standardize the type and quality of the nursing services. (Cipriano, 2011) Together the Nurse Mangers work toward the same goals along with guiding nurses in their practice and contribute to the facilities successes. (Frankel, 2011) The nursing leaders are advocates who directly affect the quality of the nursing care along with also having a positive impact on healthcare through leadership.

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.

Accountability: As an endorsed enrolled nurse my responsibility is to be accountable for my actions and know the legal and ethical requirements and ramification of care for my patients. It’s my own professional practise to accept accountability and responsibility for my own actions and know my own level of competence and accept delegation from an RN or others in the health care team but also choosing whether or not I feel competent and do so these tasks by demonstrating and recognising my own level of competence and providing safe and practical care for patients

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).

5) The nursing organization structure begins with the director of nursing. The director of nursing is responsible for multiple units around the hospital. Responsibilities for the director range from meeting budgeting needs to working with other staff members to meet everyday departmental needs. Next in command is the nurse managers. Nurse managers report directly to the director and oversee the nursing operations on the floor. Nurse managers are in charge of the clinical aspect of the unit and ensure that proper staffing, supplies, and resources are available to provide proper care. When a manager is not available to oversee operations, the charge nurse of each unit steps in and

It is very important to maintain a healthy balance of power between nurse and the patients. Imbalance of power may have many negative outcomes and impacts on patient’s healthcare. In comparison with the service users’, nurses can be placed in a more powerful position because of many factors such as knowledge, occupational status, nurses not lying in the bed feeling pain and fear like the patients (Buckley et al. 2016).

Some of the sources of power on this cardiac unit are positional and personal. Randall (2012) believes those who are in the position of power may influence others in shaping the climate in which they work. Randall explains the three positional powers are legitimate, reward, and coercive. The legitimate or positional power of the nurse manager, who has the power to structure their unit, so the organization’s mission, standards, and objectives are met by methods, such as mentoring programs and training. Randal believes reward power promotes productivity and interest in employees,’ such as providing time off, movie tickets, and extra pay for unscheduled shifts. Also, coercive power is considered disciplinary measures implemented by the nurse

Obtain a copy of the nursing organization chart. What is the position of this role within the institution 's/agencies administrative hierarchy? What is the relationship of this position with other departments/areas within the institution/agency? Director of Nursing

I currently hold a nurse director’s position in a small rural hospital. Professional authority and power have been delegated to me by the Chief Nursing Officer (CNO). I sit with the CNO and the Chief Executive Officer (CEO) in meetings, and they look to me for solutions to care coordination issues. The medical director listens to me and respects my opinion on issues; this results in a sense of personal and positional power; the result of this is a sense of personal and professional responsibility. To fulfill the expectations of the administrative leaders, I must exhibit both self-confidence and a positive outlook (Mindtools, 1996-2016).

The survey showed a pattern on all of the units which consisted of “high levels of involvement, peer cohesion, task orientation and managerial control. Scores for work pressure and autonomy were a moderate-high and physical comfort, supervisor support, clarity and innovation were moderate”, (Kotzer & Arellana, 2008). There was a vast difference in what the nurses saw as ideal and the reality of the situation, which suggests that nurses know where the problems lie, but difficult to get the changes

Bish, Kenny, and Nay (2014) that while nursing often has strong formal power, nurse leaders

The equal power of the chief nurse and other organizational leaders was depicted in the organizational chart of the hospital. It was noted that a solid horizontal line is connecting the chief nurse with other organization leaders. With this type of organizational chart, the chief nurse has the ability

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).

I chose this capability because I believe respect is something we all want, in our jobs, with friends, family and our everyday interactions with people. Respect is more than just a word but to understand that the other person is not you. Growing up I believed respect needed to be earned, however, over the years I have matured and grown into the person I am today. Working in the healthcare system as a Registered Nurse, I have changed my belief about respect I believe respect should be given to everyone regardless if I think they have deserved it. I must admit, I can be quick to judge sometimes, but I feel as though knowing I have these flaws is something I am willing to challenge myself to strive for better. I believe that respect is very important in every social structure, especially when working with Indigenous people and their communities. Knowing what Indigenous people went through from the invasion of their country, to wiping out their communities from the diseases carried by Europeans, I have gained a lot of respect for First People’s. They fought hard for their country and are still fighting to be recognised as an equal. . After the white settlement, history has denied them their rights, place, tradition cultural structure destroyed, families have broken and left traumatised.

I think is important when we see the nursing situation, we can understand that there are many differences that connecting a leader and a manager. Frequently while a manager is something that has been given, or delegated authority