Combining Nurse Leader with Advocacy The critical impact of nurse managers in molding healthy work atmospheres is verifiable. A nurse supervisor has an intricate and demanding job that includes planning the work of individuals with fluctuating abilities, education and identities to give safe, superb patient care (Greenwood, n.d.). Nurse Managers must accept accountability regarding staff execution, economic management, resource use and patient outcomes, and in addition guaranteeing that care is provided according to standards of practice and institutional strategy (Greenwood, n.d.). A good nurse leader must give leadership, guarantee the department or unit runs easily and be a professional good example for her staff (Greenwood, n.d.). This paper is a replication on the author’s abilities and practices to be an effective nurse leader by utilizing the nurse manager inventory tool.
Personal and Professional Accountability The nurse manager inventory tool report exhibited that this author is getting into the classification of expert practice by instructive headway to BSN (AACN, 2008). Continuing education is an absolute necessity to stay aware of the present health care challenges. This author is responsible for individual and professional development as she is lively with continuance education by going to classes and in-services, effectively taking an interest in the unit committees, and has a participation in AACN. Nursing principles and extents of
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.
Nurse leaders are the background to the nursing care. Effective nurse leaders can promote a positive workforce and a healthy work place for other nurses. Workplace dynamics is an essential part of how each nurse functions. Nurses, being mentally and physically stressed, need to have support and guidance from a nurse leader to feel confident about performance. The impact of nursing leaders can be a positive and guiding force for the younger or more inexperienced nurse. Having strong relationships with solid leaders can instill values in the beginning stages of a newer nurses’ career. Gaining insight and core concepts from a more experienced leader can make a world of difference in the way a new nurse performs, provides patient care, and sets future goals for themselves. A newer nurse with a positive role model and nurse leader can model themselves to become a leader for future nurses.
In healthcare it is very important to have strong leaders, especially in the nursing profession. A nurse leader typically uses several styles of leadership depending on the situation presented; this is known as situational leadership. It is important that the professional nurse choose the right style of leadership for any given situation to ensure their employees are performing at their highest potential. Depending on which leadership style a nurse leader uses, it can affect staff retention and the morale of the employees as well as nurse job satisfaction (Azaare & Gross, 2011.) “Nursing leaders have the responsibility to create and maintain a work environment which not only promotes positive patient outcomes but also
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.
Education is power, which can take an individual to places. According to the Institute of Medicine (IOM) report, more education will be needed in today’s nursing practice in order to meet the challenges of today and future health care. (IOM, 2010). My goal is to proceed to the Master’s level post baccauleratte (BSN) with yearly CCU as a form of continuous education and also the hospital’s compelled in-services. Major focus at the present time will be on the management and advocacy in relation to staffing, and burnout by nurses. Something needs to be done pertaining to this area, though some approaches has been used in the past that took me by surprise. In this area in general, I see myself with a competent experience.
The intent of a leader is to implement change, instill inspiration, orchestrate collaboration, and empower their followers to go beyond their limitations. Nurses are leaders who strive to improve the overall quality of patient care by leading those around them to participate in the vision of the corporation. He or she must be fully aware of the organization’s philosophy, clearly state its expectations, and possess the ability to develop well-versed and quality leaders (Tinkham, 2013). Every health care organization possesses a vision, a mission statement, and core values that every member functioning under that union must adhere to. Goals, achievements, and adjustments are essential to ensuring that the vision of the organization is being met and evaluated for positive outcomes. However, getting workers to believe and abide by the vision of the facility calls for effective and stimulating leaders. According to Schwartz, Spencer, Wilson, and Woods (2011), “Success in the workplace often is contingent on a leader’s ability to effect positive change and inspire others to higher levels of achievement” (p. 737).
The attention of the nurse leader should focus on influencing the staff nurse towards the realization of the hospitals goals. For the leader to be effective she must foster a work environment where the staff feel they have input. The leader appreciates that all people are created differently and must know each person’s strengths to assure they are able to attain positive patient outcomes (Gottlieb, Gottlieb, & Shamian, 2012). Staff need be aware that creativity is welcome and needed to accomplish daily tasks. For the leader to foster this environment she must, above all, be visible (Huber, 2014). When the day is falling apart, I have always felt refuge in seeing a face that can make things better. Secondly, the leader needs to be effective in communication (Huber, 2014). If the nurse is expected to perform a task properly, the nurse must be aware of what is expected and be informed of any changes of this expectation. Lastly, the leader can create democratic environment by motivating staff (Huber, (2014). A good leader will motivate by example. This means, if the leader expects staff to be on time to work, the leader must be on time also. If the leader needs staff to get creative about staffing hours, reward the person who comes up with a workable idea. If the nurse leader wants a nurse who practices autonomy, give the nurse the tools and freedom to make decisions, then recognize this quality. Most people want to go to work and do a good job, therefore, give them the resources to make this a
It has been noted that many nurse managers move up the ranks from bedside nurse to nurse manager without ever having any formal training or orientation to their new leadership role. According to Sherman, Bishop, Eggenberger & Karden (2007), many new nurse mangers report feeling overwhelmed and ineffective in their new role, yet their role is fundamental to connecting the overall goals and visions to bedside practice. When a leader lacks leadership or education and skills to lead, his/her subordinates lacks faith and respect for the leader. Several evidenced-based strategies have been proposed to enhance staff nurse retention by improving nursing leadership. These strategies emphasize the importance of leader preparation and organizational structure.
According to Agency for Healthcare Research and quality ([AHRQ], 2014), the nurse manager skills inventory tool is used to determine a nurse personal leader skill and growth, and it is completed by a nurse and a nurse manager. First, the nurse completes the initial assessment. Second, the nurse manager does a follow-up assessment. Then when they are done, both of them go over the result and analyze any area that there is a conflict or disagreement in between their result. The assessment consists of four main areas, which the author will discuss in this paper. The first area is the author’s personal and professional accountability as a nurse; the second area is her career planning;
Leadership traits associated with nurse executives are honesty, credibility, supportiveness, visibility, and flexibility. Nurse executives analyze nursing functions and empower nurses through participatory decision making, shared governance, and employee involvement. Nurse executives share the vision and goals of the hospital and promote application of a nursing theory into the nursing care delivery system. They anticipate the future of health care and nursing and serve as monitor, role model, and preceptor to lower level management (Upeniecks, 2003). Nurse executives in the Magnet program are required to have advance practice degrees with certification in their specialty (ANCC). Understanding evidence-based management and enabling the use of evidence-based knowledge provides the nurse executive with the tools to improve patient outcomes. The transformational leader will remove barriers to improvement and encourage outcome based thinking. While nurse leaders are charged with questioning the status quo, nurse managers in the transformational approach to leadership are charged with maintaining the status quo.
According the American Nurses Association (ANA) (2012), nurses will be always the backbone of the health care. Empowering nurses improve productivity, quality, and moral in work accomplishments. The nurse’s role is not only about bedside assessment and intervention, rather, it is building and strong relationship with the rest of the team to deliver the ultimate patient centered care (ANA, 2012). The nurse manager plays an important role in empowering the nursing staff by two methods. First, giving the nurses a voice. Nurses, frequently feel
In the past week 's discussions, we have discussed so much on the importance of different leadership and managers; likewise, different authors have also emphasized on effective leadership in health care setting. Nursing leadership is the essential, as we nurses have formed the largest discipline in the health care sector. In nursing, leadership is associated with positive patient safety outcomes; it
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.
Before I started this leadership/management coarse I had no idea what qualities a good leader manager needs to hold. I had no idea a registered nurse was considered a leader/manager. Now that I have reviewed all the chapters in the Leadership Roles and Management Functions in Nursing (Marquis & Huston, 2015) I have a full understanding of how important leadership/management functions play in a nurse’s career. Chapters 12-25 describe roles and functions that are needed for a nurse to become a successful leader/manager. These chapters discussed the roles and functioning of organizing, staffing, directing, and controlling.