Duke Ranks's Team-Nursing Model

Organizations function on the fundamental philosophy that drives a company for success and deliver quality care to patients. Each hospital develops a mission statement to help with the understanding of the purpose of the company. Therefore, without a strong mission statement, an organization can lack certain values and goals for the hospital to work on a high level. Duke Hospital is known for quality care given to patients and the excellent scientific research, around the world. Consequently, people come from near and far to seek the best treatment, to uncover problems, and to seek an understanding of the disease process that other hospital could not meet. Duke Ranks as one of the best hospitals in the United States, although it is a prestigious

Duke health focuses on directing imaginative essential and clinical research, making an interpretation of leap forward disclosures to patient care and wellbeing, giving a one of a kind performance to future clinical endeavors, and essentially striving for answers to complex answers to the challenges in health care ("Duke Health," n.d.). Patient care and research are both strong components to the values and mission that drives Duke health care.

Each organization has a model of patient care delivery that allows the unit to work in a cohesive way. Duke’s ICN focuses on the team-nursing model of care delivery system with the charge nurse at the top, team leads underneath, followed by the nurse and then the patient receiving care. Marquis and Huston (2015) note, this type of nursing provides group members with, as much autonomy as they need to get the job done, however, accountability and responsibility is a collective part of the

When an organization follows a specific structural design, there are befits and problems that can occur because no structure is perfect. While the matrix structure lends itself to a seamless exchange of information with different departments working closely together, issues translating information still occur (Donovan, 2014). An area of contention is the need for the balance of power in the organization due to the nature of the dual command present with this type of structure (Donovan, 2014). When Stacey was the charge nurse for the day she was basically left to her own devices because of her confusion with whom she could turn to for help. Another problem with this kind of structure that may have a harmful effect on the company is the act of stopping power struggles before they become an issue (Davis & Lawrence, 1978). When management is struggling to manage on a level that is way above the nursing staff, then it is taking time away from the leadership and management of this level of workers, essentially, creating problems for the company. A high turnover rate in the nursing level of staff is present when leadership is not present with a lack of job satisfaction.