Shared Governance Paper

Joseph, M. L., & Bogue, R. (2016, July-August). A theory-based approach to nursing shared governance. Nursing Outlook, 64(4), 339-351. http://dx.doi.org/10.1016/J.OUTLOOK.2016.01.004

The objective function of the program implementation is to yield better patient experiences/outcomes. When patients had a good hospital stay, a numerical value can be associated with out HCAHPS scores and reimbursement to the organization. Shared governance will afford clinical staff nurses to deliver better care through their practice. The result will be shown in decrease in our NDNQI nurse-sensitive indicators. The organization will see less/no falls, CLABSI’s, CAUTI’s, and HAPU’s. Decreasing or eliminating the cost of hospital associated conditions will be a secondary reflection on the development of shared governance at the unit

To understand workplace positivity it is essential to recognize that customer service along with job satisfaction will result in pride. Healthcare is a service that customers pay for. Therefore they deserve great customer service, especially when it comes to health. Focusing on service can help the job feel more rewarding and even provide or renew a sense of pride in

Evaluating various shared governance structures, the councilor structure was determined to be most appropriate for the organization. Staff at all levels received education and training on the principles of shared governance as well as how to effectively lead shared governance councils. The BSWMC-MF shared governance structure consists of unit level councils, regional level councils, as well as Baylor Scott & White Health (BSWH) division and system level

In conclusion, this paper explored the strengths and weaknesses of this organization. A weakness is identified and improvement is recommended to create a Patient Advisory Council in the Shared Governance to promote better patient-centered care. In doing so, patients will have sense of empowerment by having their input in the plan of care. To measure the success of the recommended change, the use of HCAHPS and patient metrics are utilized and compared nationally.

The falls committee is more of a shared governance structure and I believe this is why this committee has had such great outcomes. The nurses and other professionals on the front line that understand what patients require to have their needs met are in more control over decisions that influence that practice. It promotes responsibility by giving nurses' control of their practice and the environment in which they practice. In summary, depending on the culture of the medical facility, building wide shared governance may not be possible. However, small committees or units can attempt a shared governance structure with great

The organization obtains the input of direct care nurses (DCN) prior to the implementation of changes that affect care delivery or and work flow. Shared governance is incorporated into the professional practice model by DCN’s at the Providence Veterans Administration Medical Center (PVAMC). Shared governance promotes critical thinking, decision-making, and a just culture at the PVAMC. DCN’s are empowered to develop and direct professional practice based on their knowledge and expertise. According to the “Medical Center Plan for Nursing Practice” Policy Memorandum 118-1: the shared governance model “reflects the high professional stature of nurses at the medical center”.

Every day the healthcare organization is changing with new developments and enhancements that are supportive to the new millennium. With the new changes a power source is needed to construct an efficient healthcare team. According to Kelly (2012), the ability to utilize resources to achieve goals results in a powerful organization. Power is essential to guide an individual and group (Kelly, 2012). NJ uses her power to encourage team members to perform within their scope of practice that will results in minimum medical errors. The level of success achieved with any team is partially based on the influential aspects of the leader and the response driven by the group (NJ, personal communication, 2016). Therefore, power should not be abused

Queens Hospital Center Department of Nursing practices Shared Governance Model; it is defined as both process and outcome. Within a culture of collaboration, honest, respect, trust, and open

The purpose of this assignment is to select a healthcare-based organization for review and compose a report. This paper will include basic information about the organization, such as the location, size, mission, and values of the organization. This paper will also discuss what internal and external factors there are that may affect the organization, the importance of servant leadership in an organization, and organizational structure.

This paper will discuss my organization's mission, vision, values, and goals.  I will also discuss how nurse's individualized role plays a big part in carrying out organization's goals. Each organization has a different structure, either centralized or decentralized. Then I  will discuss two positives and negatives of my organization's nursing model and how we can improve it. Lastly I will talk about and define shared governance and how it may oppose risks or benefit nursing.

Shared governance model within nursing has been able to provide a structural format that allows the profession to implement local decisions, meaning that decisions are made where they are implemented (p. 56). Shared governance allows for nurses to have there input this is important because clinical decisions require ownership and investment by clinicians (p.

1.) Nurses’ satisfaction with their general practice- The nurses that work on the Labor & Delivery floor at my clinical site love their job and what they do. Although nursing can be stressful, the staff work great together and really do enjoy coming into work.

The Board of Directors and CEO has decided to transition me into a new executive role called Chief Information Governance Officer (CIGO). This position of CIGO requires me to get experience of leadership, which can ensure employee learning is strategically associated to the hospital's missions, transformational goals, and ideas; that corporations and governance constructions are established and maintained; and that inside and outside resources are successfully applied to maximum effect. In addition, my responsibilities will be to administrate coordination, investigate and evaluate all of employee’s education and training; coordinating and providing strategy and direction to national and field program offices for developing and implementing

For high performance team, shared leadership is important as a project moves through the phases of initiation, early phase, later phase and close. Wu and Cormican (2016) found that managers should focus on developing strong internal leadership patterns at the early stage to maximize team effectiveness, where shared leadership is prominent with team members interacting, cooperating and exchanging information. As the team advances into later phase, leadership would turn to focus on few individuals who might consistently demonstrate greater leadership competence. In addition, the leader would benefit from the effective use of the Hill model for team leadership (“A framework,” 2013), in making decision (to take action or to continue to monitor the situation) and assessing appropriate actions (internal relation-related, internal task-related, or external action).