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Pros and Cons of Organizational Model
There are many positives to my organization's nursing model. Berger (2017), is always working to improve health care solutions and advance services in our county for many on-coming years ("The Berger way"). I see this as a positive and negative. This is a pro because we are always looking for opportunities for advancement, however, it also means that there are many areas that need advancement. Being a small rural hospital, often I find that we do not always have everything that a patient may need. There are times when we have to send patients to larger organizations simply because we do not have the proper resources or consulting doctors available. This will be a time consuming process trying to advance
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This really makes nursing personal and helps each staff member provide more compassionate care. I also believe that introducing The Berger-way when staff are first employed is a great idea. This gives an idea of what to expect and what is expected of staff before they even work on the floor. Lastly, I think that the way Berger is able to encourage teamwork and excellent attitude is great structure. In my evaluation, I was told that I scored outstanding in pride and teamwork and this only lead me to wanting to be even more a part of our …show more content…
al., involving staff nurses in developing new plans should come naturally (2015, p.512). To help strengthen our mission and vision, I think that Berger could go into more detail and update the two. They could mention how they are now starting to offer advancements in care. I know we have made a few big changes like offering medical detox for patients wanting to quit drugs and we now have a dermatologist and urologist on site. Like mentioned in the last paragraph, I think that if Berger we able to focus on long-term goals by breaking them down short term goals, issues would get resolved faster. From a nurses standpoint, I think that nurses can be involved in the way these mission and visions are carried out by following policy and also being involved. If voiced, opinions can make a big difference. This goes well with the decentralized structure of my hospital.
Shared governance is framework for empowering accountability and decisions to make an organization as effective as it can be with constant innovation, and is defined as the go-to structure of today (Ohio University, n.d, module 3). In order for this structure to be carried of successfully, there are many key points that need to be in place. Supportive managers who help educate, a culture that encourages shared government, a budget that can handle this structure, and a supportive organizational philosophy (Ohio University, n.d., module
... with the change is critical for accurate job performance. I have fulfillment in knowing the new nurses I precept, the companies that I have managed, the nursing assistant classes I have taught and the countless number of peer I come in contact with, understand the importance of spreading knowledge onto others to help them benefit along their way.
This week I have learned about the importance and nurse’s role in the healthcare policy making. Nurses provide essential services and knowledgeable about client needs. They interact with healthcare consumers in a wide variety of settings. This provide nurses a wide knowledge about patients health needs, an understanding of factors that affect the health of patient and their families and have insight into how people respond to various strategies and services. Nurses play a vital role in interpreting people's needs and expectations for healthcare. They also understand the expectations and needs of society's vulnerable groups. Therefore, they have an important role in the development and enactment of policies that promote health and wellness
...be beneficial for the hospital. The nurses are the front runners in patient care, and their input should be taken into serious consideration. Testing this plan, and revising it before it is fully implemented, can only have positive outcomes for the hospital and patient care.
The American Nurses Association (ANA) developed a foundation for which all nurses are expected to perform their basic duties in order to meet the needs of the society we serve. The ANA “has long been instrumental in the development of three foundational documents for professional nursing; its code of ethics, its scope and standards of practice, ands statement of social policy.” (ANA, 2010, p. 87) The ANA defined nursing as “the protection, promotion, and optimization of health and abilities, prevention of illness and injury, alleviation of suffering through the diagnosis and treatment of human response, and advocacy in the care of individuals, families, communities, and populations” and used to create the scope and standards of nursing practice. (ANA, 2010, p. 1) These “outline the steps that nurses must take to meet client healthcare needs.” () The nursing process, for example, is one of the things I use daily. Other examples include communicating and collaborating with my patient, their families, and my peers, and being a lifelong learner. I continually research new diagnoses, medications, and treatments for my patients. As a nurse of ...
This addresses the environment in which nurses practices and strives for “an innovative environment where strong professional practice flourishes and where the mission, vision, and values come to life to achieve the outcomes believed to be important for the organization” (ANCC, 2008). This type of environment is accomplished by nurses working together towards a strategic plan outlined with facility policies and knowledge-based nursing and skills to achieve desired outcomes and accomplish organizational goals. I believe my facility does a great job with structural empowerment. Our nurse manager makes sure we know what our goals are as a unit. We review hospital satisfaction scores and infection rates to determine what practices need to be addressed for achieving organization and desired outcomes. We work to provide cost-effective care that exceeds national standards for excellence while working to strengthen bonds between staff members and making sure that at our facility “caring comes first”
Nurses are uniquely qualified to fill a demand for change through leadership. Unlike business minded individuals whose primary outcome concern is monetary, a nurses’ primary concern is organic: a living, breathing, tangible being. In a leadership role, a nurse might consider an organization as if it were a grouping of patients, or perhaps an individual patient, each limb with its own characteristics and distinct concerns. They can effectively categorize and prioritize important personal and professional matters and are therefore ideally positioned to lead change efforts. Perhaps most importantly, effective nurse leaders can provide clarity to the common goal and empower others to see their self-interests served by a better common good (Yancer, 2012).
Nursing units today, need to be ran like a well-oiled machine. In order to do this, everyone that makes up the nursing unit needs to understand their co-workers and what drives them professionally. There are four generations that make-up todays nursing units. I believe, if everyone had a clear understanding of what generations encompass their nursing unit there will be less conflict in the nursing unit and a better understanding of what drives each individual professionally. Which in turn, leads to nurses spending more time at the patient’s bedside, better patient care given and thus improved patient outcomes.
Nurses are active, they see policies as what they can restructure or change, instead of taking it as what has been imposed on them. They are involved in policy development as well as working together as one profession. As nurses, they participating in decision making regarding health policies, as well as taking part in implementations associated with changes in health care. Currently, nurses are serving “on advisory committees, commissions, and boards” (Cohen, M. & Walker, A. 2010). Policies and decisions in these areas will help to advance patient care in health
...inistrators do not fully understand the need for change regarding nurse staffing. High nurse to patient ratios require nurses to hesitantly cut corners in order to get the job done as best as possible. Health care administrators are not concerned until there is a bad outcomes (Robbins, 2015). The focus on value based healthcare, increases the emphasis on cutting costs to protect the organization’s bottom line (Robbins, 2015).
Support of a decentralized organizational philosophy can transform organizations, staff, and patients because it affects the culture, improves staff outlook, promotes personal involvement and encourages staff to reach higher levels of quality care. In my organization, nursing leaders should strive to involve all patient care units and staff in shared governance, educate unit leadership council chairs, and build on the positive aspects by empowering, motivating and developing staff members. These actions will increase creativity, responsibility, intellectual stimulation, and well-being.
In a workplace knowing the mission, vision, values, and stated goals of the organizations are very important to remain true to the place one has chosen to work. By being aware of the mission and values you can be a better employee and help to care for your patients. If you live and breathe your mission statement I believe you can touch more people who come to your organization for care. This paper will talk about the company I work for and our mission, vision, values, and stated goals of the organization. Also, this paper will discuss my role in our mission statement, the structure of our nursing department and the pros and cons of our nursing model.
In today’s society healthcare providers, and patients have many options when it comes to which health care facility they would like to join or attend. An organization 's culture which includes their values, believes and assumptions contributes to an individual’s verdict (Huber, 2014). In this paper I’m going to describe my organization’s mission, vision, values and stated goals; I will then on to provide examples. Next, I will define our departments as well as my units’ mission, vision, values and stated goals, continuing on to explain the role I play in meeting our mission and stated goals of our unit. After reviewing this, discussion of the connection between my unit, our department and the organization will made. Two strategies to strengthen the mission, vision and organizational structure of nursing in my organization will be stated. Lastly, the structure of the nursing department in my organization, will be evaluated.
The Future of Nursing Being a registered nurse affords one the option of working in many diverse healthcare settings. In any practice setting, the climate of health care change is evident. There are diverse entities involved in the implementation and recommendation of these practice changes. These are led by the Robert Wood Johnson Foundation (RWJF), the Institute of Medicine (IOM), nursing campaign for action initiatives, as well as individual state-based action coalitions. Nurses need to be prepared and cognizant of the transformations occurring in health care settings, as well as the plans that put them at the forefront of the future.
Coordinating can be achieved by various ways such as programming, meeting and establish the corporate culture. Communication skills and interaction are important coordination that can help managers to identify the disadvantage of the organization. It is beneficial to take shape the collective perception of employees. Their beliefs and values also will assist the coordinating part of the organization. However, how does the company can do more effective coordination? It must be emphasized the responsibility and who will be taken to take this role. Discussing organization generally goes with broad and complex challenges. Coordination theory is that mechanisms and dependencies for managing them are general. Firstly, I would like to discuss with coordination mechanisms and some corresponding problems. It should be noticed that direct supervision is a special kind of coordination mechanism that works best in relatively small, centralized units. So this is also the most vertical approach. Vertical organizational structure is characterized by hierarchy, which means the power like flow from top to bottom. On the contrary, horizontal organizational structure is more decentralized, flat, and flexible, because workers are granted more responsibilities when they are working. It can be seen that the
Organizational structure determines how the roles and responsibilities are assigned within a department and how information flows between the various levels of management.