Managers Perception Of Unit Versus Staff Perception

Nurse mangers is the leader of a specific department or unit of a healthcare facility. The nurse manager is responsible for recruitment and retention of the nursing staff, collaborating with other health care providers on patient care, and assisting patients and their families when needed. The nurse manager works with administration communicating and interpreting the facility’s policies and procedures to the staff. Usually with other departments in the facility, the nurse managers develop quality improvement measures tracking the patient services and care. According to Espinoza et al (2009), the nurse manager plays a pivotal role in

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

Every day, a set team of nurses and nursing managers set out to ensure the health and well-being of their patients. To achieve this goal, a nurse manager must adhere to a specific style of nursing leadership. There are many different styles of leadership in the healthcare field. Bass and Barnes (1985) stated that the two most common are transformational and transactional (as cited in Frankel, 2008, p.24). This paper will define leadership, the two different styles, how each are executed, as well as pros and cons of each.

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.

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

Having effective leadership and management is essential for any health care facility to operate. Both leadership and management are an essential part to delivering quality healthcare to the patients that they serve. The foundation to any facility is nursing which must be led by the best leadership and management available for its continued success. This is the key to helping that facility to achieve a high level of patient and employee satisfaction. Having adequate staffing for any facility is an issue that many facilities face due to the shortage of nurses. This paper will compare and contrast nurse leaders and managers thoughts with the use of contract employees to assist with the shortage of nursing staff. It will also show support with theory, principles, skills, and roles of the leader versus the manager. It will also identify the writer’s personal philosophy of nursing as well as explain her own personal style of leadership.

The national nursing shortage is predicted to continue to rise to levels that have not been seen since the 1960’s (Fasoli, 2010). Managers must create an environment that is conducive to employees. The leader needs to promote organizational commitment and retain employees by promoting a positive culture on the unit. Nurses want an environment where they can provide high-quality care to patients and leaders must help facilitate and maintain this environment. Employees also want to feel like their opinions matter to the manager, and they have a say in the future of the unit. Employees do not want to feel like they are not important, or their voices are not being heard.

Leadership and management are essential to any health care organization, balancing patient care, employees, physicians, and the organization. Nursing is founded on interpersonal relationships. As a people-oriented profession, nursing leadership styles are influenced by humanism. The mission, attitude, and behaviors of a health care organization begins with its leadership, which creates the direction and purpose of the organization. The purpose of this paper is to differentiate between leadership and management, describe views of leadership, and explain the

I agree that an organization’s structure plays an influential role in a nurse’s overall satisfaction. In fact, Buffington, Zwink, and Fink (2012) concur stating, “Creating an organizational culture committed to registered nurse (RN) retention is a strategy to reduce nurse turnover” (p. 273). Research reveals numerous hospitals today are restructuring their organizations to try and increase overall nurse satisfaction and retention. This “new recipe for healthcare leadership and organization is needed,” according to Miners, Hundert, and Lash (2015), not only to improve nurse satisfaction, but ultimately to improve quality of care and increase patient outcomes (p. 114).

Nursing shortage refers as a difference between supply and demand of registered nurses (RN) and turnover refers to the loss of an employee due to transfer, termination, or resignation (Huber, 2014). Worldwide, Hospitals are experiencing nursing shortage despite of intervention and innovation attempt. Nursing shortages can lead to longer working hours under stressful situation that can result in fatigue, burnout, medical errors, mistake, and job dissatisfaction which can endanger patients’ safety and quality of care (American Nurses Association, 2015). Hospital leaning toward the profit making is also adding up nursing dissatisfaction. Therefore, visionary leader and manager can help to resolve these issues and promote the friendly working environment to reduce the nursing shortage, turnover, dissatisfaction and safety issues. In this paper, the writer explains the necessary steps that manager and leaders need to take to minimize the nursing shortage based on philosophy of nursing, organizational structure along with the writer’s personal approach finding the solution of the problem.

Healthcare changes occurring today along with shrinking budgets and reimbursement rates for hospitals has forced institution CEOs to do more with less. Changes and restructuring of various health facilities require nursing leaders with flexibility and adaptability. Nurse leaders must also consider budgetary constraints, cost effectiveness, patient safety, and quality care while maintaining focus on improved patient outcome. The responsibility of ensuring patients receive safe and high quality care belongs to every employee in the hospital, including support staff such as IV therapy. In this hospital, this led to the development of a nurse director position to oversee the

When leadership is ineffective, morale suffers and productivity declines creating a negative impact on patient care and outcomes. Ultimately, an effective nurse leader shapes and influences nursing practice into opportunities for better performance and effective change. Additionally, when RN turnover is high, morale, patient care and recruitment suffer. On the other hand, retaining experienced nurses leads to stronger teams, better morale, improved patient care and significant cost savings. Today, health care providers are experiencing changes such as fiscal constraints, workforce shortages, sophisticated health care consumers and

“Managers with leadership styles that seek and value contributions from staff, promote a climate in which information is shared effectively, promote decision making at the staff nurse level, exert position power, and influence coordination of work to provide a milieu that maintains a stable cadre of nurses”, (Boyle, Bott, Hansen, Woods & Taunton, 2009). This statement describes the large impact a leadership style can make on the work environment, and the morale of the team. In nursing history, several theories and leadership

In the healthcare field, nursing leaders and managers face consistent issues in their respective practices that force them to alter the way they work and the way they think. In taking on a role as a leader within the field, nursing leaders and managers also take on the role of ensuring that work within an organization runs smoothly regardless of new issues that may arise in the healthcare arena. For instance, in today's healthcare environment, the issues of nurse shortage and nurse turnover have the capacity to alter the healthcare field and many of its respective branches and organizations should these problems not be managed properly by the leaders in the field. In viewing the issue at hand and in discovering how nursing leaders and managers are expected to act, and do act, in order to approach this issues, along with pinpointing the best approach possible to aid this issue, one can better understand which leadership styles are necessary for leaders to function.