Emotion intelligence and apathy are often needed within the medical profession. The health care industry overall, has the privilege of dealing with varying degrees and severities of health concerns. Due to this privileged position, practitioners must be cognizant of the emotion extremes that prevail within the environment. Particularly within the nursing profession, stressful situations abound. It is these situations that can cause emotional and physical harm to an individual nurse. Management must therefore be aware of these occurrences and work to remedy them once they are suspected.
Management is predicated on leadership. Without it, goals, tasks, and objectives will be difficult to complete. To accomplish goals within the health care environment, teams must work together in unison. This concept is very prevalent with nurses, as they must work in unison to achieve a desired goal. Customer service, timely care, and proper floor coverage are all achieved through teamwork. A nurse struggling in her position is not only a detriment to themselves, but also to the team as a whole. Therefore, to properly address the issue, management should utilize the Coaching Model discussed in chapter 9. Not only is the model intuitive, it is also very easy to implement.
In regards to a job analysis of the struggling nurse, her job is predicated on timely service and knowledge. Within the health care industry, nurses benefit from information asymmetry. Nurses, simply have a better working knowledge than those the serve. This creates an ability to establish both a report and relationships with patients. They ability to effectively communicate is therefore paramount to a nurses job. The nurse must therefore have the appropriate certifications, degrees, and experience to properly demonstrate their working knowledge. A nurse must be able to commit significant amounts of time working within hours that fall outside the typical workday. In many instances, nurses may work 12-hour shifts 4 days a week, during late night hours. It is essential for the nurse to be committed to these shifts as an absence can be detrimental to the entire team. In regard to the job analysis, a nurse must also have certain qualitative skills to be successful. Patience, emotional intelligence, decisions making, and problem solving skills are all needed to perform the necessary tasks well.
The job analysis often correlates well with the mission and vision of the organization as well. In particular, healthcare organizations have a very unique mandate relative to other professions. Caring for the sick is very rewarding. Studies show that outside of money, and individual cares most about their health. How else would they be able to spend money without first having proper health? Therefore, the mission and vision is critical as it relates to the job analysis and work performance of the troubled nurse. The nurse is literally working in the profession that people care about the most. The health of an individual is the foundation for the quality of life that they will experience. Organizations have mission that direct the activity of all those who work within the facility. For example, Intermountain Healthcare has the mission of "Helping people live the healthiest lives possible." Their vision is to be a "Model health system by providing extraordinary care and superior service at an affordable price." The employees who work in this facility must exemplify this mission and vision in all their activities. Likewise, the troubled nurse must therefore exemplify the mission and vision of the facility in which she works. The nurse has the benefit of working with the attribute that most human beings hold dear. As management, I would remind her of the critical role she plays not only in the lives of an individual patient, but with all the people that individual comes into contact with. The rationale behind utilizing a mission statement to guide behavior is that it inspires the correct action. It allows for individuals to better understand the goals of the organization and move in that direction everyday (Kaufman, 2010).
To address the struggling nurse, the proper use of functions, applications, and skill development are needed. These concepts will be implemented alongside the job analysis and mission statement of the facility, both of which were mentioned in detail above. First, the management team must determine the functions of the nursing role and which of these functions is the troubled nurse having difficulty with. Often direct observation, discussions, past evaluation, and peer feedback can often be used to pinpoint these discrepancies. Performance appraisal is often widely used to address performance issues. The assessment of working performance in accordance with applicable standards is paramount to addressing the troubled nurse. Appraisal is important because it provides a dialogue for management and trouble nurse. It should not be used to degrade or belittle the employee. Instead it should serve a means of realizing a mutually beneficial relationship between the employee...
Onboarding Project Healthcare regulation and industry standards have long been focused on patient care and treatment. This is rightfully so as healthcare costs as a percentage of GDP continues to rise to unsustainable levels. In addition a patient focus is necessitated by an increase in the overall insured population. However, not much emphasis has been placed on the practitioner side of legislative changes. Nurses in particular must now adhere to
Program Evaluation to Health Care Managers Program evaluation is an important part of the health program planning, implementation, review, and change process. Patton (1997) defines program evaluation as "the systematic collection of information about the activities, characteristics, and outcomes of programs to make judgments about the program, improve program effectiveness, and/or inform decisions about future programming." As this definition suggests, program evaluations can be carried out to serve different purposes,
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S. history such as Hurricane Andrew and the Northridge earthquake. Post-9/11 infrastructure protection investments have focused on increasing the security of infrastructure, not in increasing its resilience." (p. 258) Certainly, these breakdowns are an indication that many of the interagency strategies brought to bear in the discussion on public administration had not been executed effectively, especially those intended to coalesce under the roof of the Department of Homeland Security. A quick
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