Nursing is a profession that works persistently to maintain its focus on the improvement of a patient’s current health condition, and to provide care that leads to complete satisfaction. Nurses are responsible for the well-being of their patients, and they too must be satisfied with the care they provide. Without these components, a nursing unit is at a higher risk to not be successful in meeting patient satisfaction goals. A nurse manager must work to maintain a work environment that will support
Leadership involves bringing people together and motivating them to accomplish specific set goals (Plonien, 2015). Leadership in nursing is a critical field that is needed in the nursing profession and patient care (Plonien, 2015). Exceptional leaders in the nursing profession are required to motivate the staff to provide patient-centered care and increase their productivity in providing patient care (Plonien, 2015). Several specific qualities are necessary for effective leadership that differs
A treatise on leadership within healthcare has many dimensions. A comprehensive review of the following realms can help illustrate the functional domains of nursing leadership: Innovation, Change Management and Systems Thinking, Communication and Emotional Intelligence; Conflict Resolution; Policy and Advocacy; Decision Making; Organizational Climate and Culture; Influence Vs Power & Leadership and Management; Fiscal Responsibility; Retention and Succession Planning; Quality and Safety; Professional
Leadership style has an impact the health of all organizations with significant consequences for acute hospitals’ care delivery and outcomes. Healthcare leaders are challenged to deliver care that is timely, cost effective, safe, and high quality, while promoting customer satisfaction in a value oriented approach (IHI, 2004). Globally, unstable economic conditions in healthcare have forced organizations to restructure and downsize resulting in delivery of care with limited resources (Graper, 2015)
A variety of factors can influence a registered nurse’s intent to stay, however supportive nursing leadership and management are envisaged to have the greatest impact on improving work environments resulting in greater job satisfaction. The purpose of this organizational assessment was to determine whether the development, implementation and evaluation of the current culture of supportive nursing leadership and management have effect on staff retention. Registered Nurses’ perceptions of
almost every problem one faces in the workplace is critical, especially in the case of nursing. Nurses are constantly faced with complex and challenging medical problems that require critical thinking in order to take care of all of the patient’s needs. Another important aspect of being a nurse is the constant need to educate oneself about new practices and procedures. Each individual nurse has their own learning style and recognizing their strengths and weaknesses in learning is vital to a nurse’s education
organizational factors, such as organizational climate and leadership style are related to workplace bullying (Einarsen, Raknes& Matthiesen, 1994; Vartia, 1996; Einarsen, Aasland, & Skogstad, 2007; Laschinger, Wong, & Grau, 2012 ). These finding support Laymann’s 1993) assertion the reasons for workplace bullying are to be found in the social work environment rather than in the individual. Thus, this study focus on organizational climate and leadership style are the cause of workplace bullying. Concerning perception
According to Sullivan (2013), “a mentor is someone whose words, behaviours, and style you admire and also a person who could teach you” (p. 18). Many persons have helped me throughout my nursing career. However, the one person who stands out is a Nurse Practitioner (NP). I first encountered this NP at my workplace. NP responded to a call I made for an assessment for a sick patient. I provided assessment findings on the patient status. NP was very knowledgeable and professional. She came to the
Being a practice-based profession, nursing needs mentors to support students in clinical setting, as working with practitioners will help learning in a safe, supported and educationally modified environment (Beckett, 1984). In practice setting, students learn skills, acquire knowledge and achieve competencies where the mentors lay support for them. The role of a mentor is crucial in developing future generations of nurses and midwives. The mentor facilitates the learning environment that students
• David John Stanley from the University of Western Australia argues that there is a strong link between clinical leadership and innovation in healthcare. He asserts that expert clinical staff are key to leading changes in practice amongst their colleagues and identify innovation that leads to improved quality of care. These clinical leaders are found at all levels within the organization and may or may not be identified formally as a leader. However, he argues that many managers, and senior leaders