Power can be defined in many different ways and can have both a negative or positive connotation. A nurse’s power lies in his or her ability to apply the knowledge, skills and expertise in patient care. Additionally, it is essential for nurses to identify their own power and have the ability to influence or encourage patients, families and the interdisciplinary team members. Therefore, after reading chapter thirteen (13) of the text “Leadership Roles and Management Functions in Nursing” by Marquis and Huston (2017), I realized that at this stage in my nursing career and as a novice nurse, I would like to associate myself with nurses who are good role models or mentors who places high value to quality patient care. Therefore, I believe that …show more content…
Correspondingly, I could increase my power by taking good care of myself first so I could take good care of others, devoting time in increasing my knowledge through advanced education, and lastly, by working hard to accomplish my individual and team goals. Before we could empower others, we first have to empower ourselves by maintaining good physical and emotional health. Nurses need to find time to relax and take care of themselves. It is important that I make sure to find time away from work and enjoy life with family and friends. In the same way, I would make sure to eat healthy, exercise, and keep a positive spirit. Marquis and Huston (2017) stated in the text that “lead managers who do not take care of themselves begin to make mistakes in judgment” (Marquis & Huston, 2017, p. 334) especially when they do not take the time to contemplate or think through every decision they …show more content…
During the on-boarding process, one of the human resources (HR) personnel, who thought had a power over my position as a registered nurse, disrespected me in front of the ancillary staff. Although there was some miscommunication with the managers about my employment, it was not my duty to inform this person that I have to be at work that day to be trained. I was approached by this person in a demeaning behavior; telling me that I should not be there and that he was not informed of my presence. However, his job does not entail anything to do with my position as a nurse. Instead, the director of nursing services has advised me to report to work to start my training with another nurse. The registered nurse who was going to train me did not in any way employ her power over this person to stop. I found this situation to be very disturbing and therefore, unacceptable. I reported the unprofessional, disrespectful behavior to the facility administrator and the human resources personnel was reprimanded. Eventually, I did not continue my employment with the facility as I did not feel any support or sense that I belong or that the job was a right fit for
This case study examines a case of an LPN who became ill while about halfway through her shift and chose to go home. This LPN was assigned to care for five patients in an obstetrical ward, four of which were considered stable. The fifth patient was awaiting an obstetrical consultation when the LPN became ill and vomited. At this time, she notified the other nurses and, subsequently, the charge nurse that she needed to leave due to illness. The charge nurse instructed her to notify her supervisor prior to leaving the facility; however, the LPN chose not to do so and went home. Her reasoning in not notifying her supervisor as she was instructed was that she feared that the supervisor would ask her to go to the emergency room for care. The LPN testified that she did not want to pay for an emergency visit and that she intended to make an appointment with her family doctor early that same day. The facility terminated the LPN’s contract and also reported her to the state board of nursing for patient abandonment. As a judgment, the board of nursing suspended here nursing license pending a psychological examination and fined her $1000 for abandoning her patients. In this paper, we will examine the viewpoints of the LPN, the charge nurse, and the nursing supervisor as they relate to the Nurse Practice Act and the board of nursing.
They care and nurture patients back to health so they can develop and perform as highly as possible. Nurses must be willing to take the time to listen carefully to other staff members and patients for mutual respect and trust to evolve. Nursing leaders influence and motivate subordinates by building relationships and further developing the practice skills of individual team members. A Servant Leader makes sure the needs of the individual team members are addressed and any conflicts are dealt in way that enhances professional competency among nurses. Recognition that servant leadership advocates a more group-oriented approach to analysis and decision making helps to strengthen the organization and improve the healthcare community (Murphy,
Nurses are caring by nature. Nurses care for family members while at home, community members who may be neighbors, church members or friends from school and sports with children in common; however, nurses are known to display uncaring attitudes towards each other. When nurses are discourteous and disrespectful towards one another this may be known as workplace incivility. Incivility is defined by Merriam-Webster as, “the quality of state of being uncivil and a rude or discourteous act” (n.d.). Alexander (2017) related incivility to the events of the 2016 United States election as “rude and impolite behaviors that may be manifested when people feel fear or mistrust” (p. 79). Healthcare is subject to the same negative influence through communication between healthcare providers, educators and patients.
13). Power is extremely important in nursing. Nurses have the ability to change their patient’s mind about certain things. For instance, if a patient does not want to take a certain medication that could potentially save their life, the nurse has the power to change their mind. Catalano (2012) says, “Until nurses understand the sources of their power, how to increase it, and how to use it in providing client care, they will be relegated to a subservient position in the health-care system” (p.
I was shadowing the charge nurse that day and she had two patients that was assigned to her besides her obligations as a charge nurse. One of the Doctor was there to check on a patient and remove the Jackson Pratt tube. The Doctor saw me and asked me to assist him. Before assisting the Doctor, the Charge Nurse asked me to contact one of the CNA to clean one of the rooms. When I called the CAN, she said she was busy but will get to it when she
Healthcare is a continuous emerging industry across the world. With our ever changing life styles and the increased levels of pollution across the world more and more people are suffering from various health issues. Nursing is an extremely diverse profession and among the highest educated with several levels ranging from a licensed practical nurse (LPN) to a registered nurse (RN) on up to a Doctorate in Nursing. Diane Viens (2003) states that ‘The NP is a critical member of the workforce to assume the leadership roles within practice, education, research, health systems, and health policy’.
Marquis, B. L., & Huston, C. J. (2012). Leadership Roles and Management Functions in Nursing: Theory and Application. (7th ed.). Philadelphia: Lippincott, Williams & Wilkins.
Section 5.4, which is the preservation of integrity, suggests that nurses will inevitably have to deal with threats to their moral or professional integrity at some point in their careers. Nurses should do their best to maintain professional integrity when met with adversity, weather it be from uncooperative issuance companies, an unsound work environment, or from the patients themselves. When working in an unsound or unsafe work environment that violates law or the ANA code of ethics nurses must go through the proper channels to fix the problem. If a nurse feels that a procedure or treatment their patient is having conflicts with his or her own moral integrity and they cannot participate, the nurse must report they unwilling to tr...
I had a patient that was a threat to others, was not redirectable, and was refusing to come out of the bathroom. I informed the doctor that this patient was threatening staff, the doctor told me what to give; nurses usually collaborate to get security, additional staff, draw IM medications, etc. As another nurse and I were drawing up Haldol, Benadryl, and Ativan, the doctor peeked in and told us not to bother, that the patient was now calm. This patient was refusing all PO medication and was grossly psychotic. It did not matter if in that instance she was calm, she was a threat to staff because she had threatened them, and my note reflected this. When I gave report to the next shift, I warned them. The next day in morning report the evening/night staff reported that security was called and that this patient had to be medicated. This doctor does not understand, that if this patient had hurt staff, the doctor would be liable because my note stated that she was a threat and that the physician refused to medicate. This doctor was angry at me because I documented the facts, so
Nurses continually strive to bring holistic, efficient, and safe care to their patients. However, if the safety and well-being of the nurses are threatened or compromised, it is difficult for nurses to work effectively and efficiently. Therefore, the position of the American Nurses Association (ANA) advocate that every nursing professional have the right to work in a healthy work environment free of abusive behavior such as bullying, hostility, lateral abuse and violence, sexual harassment, intimidation, abuse of authority and position and reprisal for speaking out against abuses (American Nurses Association, 2012).
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 positively influences teams and individual nurses” (Malloy & Penprase, 2010.) Let’s explore two different leadership styles and discuss how they can enhance or diminish the nursing process.
Each individual gets to a point in life whereby they assess their internal qualities, people reflect their profession aspirations and attempt to see which careers will make them happy in their lives. It is also important for a person to consider whether they have the qualities needed for a particular profession and also consider the available resources that will help him or her reach their set goals (Chafey, Rhea, Shannon, & Spencer, (1998). Every human being has weaknesses and strengths in their personal or professional aspirations. Having strength means that someone has the physical and mental power to perform things in a successful manner. On the other hand, weaknesses are the drawbacks, the inadequate lack of strength or power to accomplish important goals in life, and every human has some potential of being a leader in some way (American Association of Critical Care Nurses (2006). This paper will discuss the outcome results inventory on the nurse as a manager, it illustrates personal strength and weaknesses in relation to personal life and professional aspirations. The paper will also discuss planning for career, disciplines in personal expedition, practice
Leadership is defined by Northouse (2013) as a transactional experience between persons whereby one individual influences a group of individuals who have a mutual goal. Leaders may hold authority attributed to them by the group, substantiated by how they are regarded, whether or not they have positional authority. In contrast to management, where the goal is to provide order through control, leadership is concerned with producing change through transformation and practical adjustments (Northouse, 2013). Because of the nature of nursing, its obligation to promoting health and healing of people, nursing leadership concentrates change efforts based on human needs and concurrently ponders the needs of administrations largely because they understand the interrelatedness of the two influences.
In today’s society, leadership is a common yet useful trait used in every aspect of life and how we use this trait depends on our role. What defines leadership is when someone has the capability to lead an organization or a group of people. There are many examples that display a great sense of leadership such being an educator in health, a parent to their child, or even a nurse. In the medical field, leadership is highly used among nurses, doctors, nurse managers, director of nursing, and even the vice president of patient care services. Among the many positions in the nursing field, one who is a nurse manager shows great leadership. The reason why nurse manager plays an important role in patient care is because it is known to be the most difficult position. As a nurse manager, one must deal with many patient care issues, relationships with medical staff, staff concerns, supplies, as well as maintaining work-life balance. Also, a nurse manager represents leadership by being accountable for the many responsibilities he or she holds. Furthermore, this position is a collaborative yet vital role because they provide the connection between nursing staff and higher level superiors, as well as giving direction and organization to accomplish tasks and goals. In addition, nurse managers provide nurse-patient ratios and the amount of workload nursing staff has. It is their responsibility to make sure that nursing staff is productive and well balanced between their work and personal lives.
An accusation of professional misconduct should never be taken lightly. The truth is, relying solely on an employer's policy is risky. An employer's policy is usually designed to protect your employer first. Further, it will only provide protection to you for incidents that occur at work. Also, it is not likely that an employer's policy will have any protection for you if the Board of Nursing is investigating you. And, let's face it; your license is one of your most valuable assets. You need to protect your license and your right to practice as best you can. Disciplinary action usually has far-reaching consequences affecting more than the nurse's career.