SIM 415 Activity 1 Empowering Leaders and Managers
SIM 415 Activity 1 Empowering Leaders and Managers
Activity 1
Empowering Leaders and Managers
Compare and contrast leader roles and management functions. Apply one specific leadership style that a nurse can use to manage a workplace initiative that reflects a current healthcare priority. Discuss the strategies an organization can use to empower leaders and manager and guide him/her to become a transformational leader.
Reading and Resources
- Review chapters 1- 3 in Marquis, B. L., & Huston, C. J. (2021). Leadership roles and management functions in nursing: Theory and application. Philadelphia, PA: Wolters Kluwer.
- Ellis, P. (2017). Learning emotional intelligence and what it can do for you. Wounds UK, 13(4), 66-68.
- Vital directions for health and health care: An initiative of the National Academy of Medicine (2017). Retrieved from https://nam.edu/wp-content/uploads/2017/03/Vital-Directions-for-Health-Health-Care-Priorities-from-a-National-Academy-of-Medicine-Initiative.pdf
- Optional: Kaiser Health Tracking Poll: Health Care Priorities for 2017
- Optional: Subscribe to a free e-newsletter from HealthLeaders Media
- Optional:Roselinde Torres – What it takes to be a great leader
- Research resources available from the American Organization of Nurse Executives
Additional Instructions:
- All submissions should have a title page and reference page.
- Utilize a minimum of two scholarly resources.
- Adhere to grammar, spelling and punctuation criteria.
- Adhere to APA compliance guidelines.
- Adhere to the chosen Submission Option for Delivery of Activity guidelines.
| Submission Options | |
| Choose One: | Instructions: |
| Paper | 2 page paper. Include title and reference pages. |
Activity 1 Empowering Leaders and Managers Example Solution
Leadership and management have distinct functions and roles in an organization. The role of a leader is to inspire, motivate, and influence employees to achieve common goals, while the role of a manager is to plan, organize, and control resources to achieve organizational objectives. In healthcare, effective leadership and management are essential to achieve the desired outcomes, which include improving patient outcomes, enhancing staff engagement, and reducing healthcare costs. This essay will compare and contrast leadership roles and management functions, apply a specific leadership style that a nurse can use to manage a workplace initiative that reflects a current healthcare priority, and discuss the strategies an organization can use to empower leaders and managers to become transformational leaders.
Comparison and Contrast of Leader Roles and Management Functions
Leadership and management are complementary concepts with distinct organizational roles and functions. Leaders have a vision and a sense of direction, while managers have a plan and a set of procedures to achieve that vision (Marquis & Huston, 2021). Leaders inspire and motivate employees to reach their full potential, while managers create systems and processes to ensure that employees are productive and efficient.
Leadership involves setting direction, inspiring others, creating a vision, and empowering others to achieve common goals. Leaders are change agents who take risks, challenge the status quo, and inspire others to be innovative and creative. They create a positive work culture that fosters collaboration, teamwork, and mutual respect.
Management involves planning, organizing, staffing, directing, and controlling resources to achieve organizational goals. Managers are responsible for ensuring that resources are used efficiently and effectively to achieve objectives. They create systems and processes to ensure work is completed on time, within budget, and to the desired quality standard. They provide direction and guidance to employees and ensure that work is allocated and prioritized appropriately.
Application of a Specific Leadership Style
Transformational leadership is a style of leadership that nurses can employ to manage workplace initiatives that reflect current healthcare priorities. Through empowerment, creativity, and collaboration, transformational leaders inspire and motivate their teams to achieve common goals (Page, 2019). Transformational leaders establish an environment encouraging innovation, creativity, and continuous improvement.
Transformational leadership can be used in healthcare to manage workplace activities that reflect current healthcare priorities, such as improving patient outcomes, increasing employee engagement, and lowering healthcare costs (Seljemo et al., 2020). A nurse leader, for example, can use transformational leadership to launch a patient-centered care project that entails working with patients and families to improve treatment quality and patient satisfaction. By highlighting the significance of patient-centered care and allowing staff to be inventive and creative in their approach, the nurse leader can inspire and motivate employees to embrace this initiative.
Strategies to Empower Leaders and Managers to Become Transformational Leaders
Nurse leaders and managers are critical to the success of healthcare organizations, and organizations can assist them in becoming transformational leaders by providing opportunities for training and development. These activities, which focus on communication, decision-making, and team-building, can help them improve their leadership skills. Such opportunities can help nurse leaders and managers lead their teams more efficiently, make informed decisions, and communicate effectively, contributing to the organization’s success.
Additionally, it fosters a culture of transparency and accountability in which leaders and managers are encouraged to express their thoughts and openly communicate with their teams. This can assist in building trust and foster a supportive environment where everyone can collaborate toward a similar objective. Establishing a culture of transparency and accountability can help nurse leaders and managers feel more at ease in their roles, boosting their confidence and capacity to lead successfully.
Conclusion
Effective leadership and management are critical in healthcare to accomplish desired objectives such as improved patient outcomes, employee engagement, and cost-cutting. Management entails planning, organizing, staffing, directing, and regulating resources, whereas leadership entails defining direction, motivating others, developing a vision, and empowering others to achieve common goals. Organizations may encourage nurse leaders and managers to become transformational leaders by providing training and development and building a culture of transparency and accountability.
References
Marquis, B. L., & Huston, C. J. (2021). Leadership roles and management functions in nursing: Theory and application. Philadelphia, PA: Wolters Kluwer. https://choolskool.com/wp-content/uploads/2021/07/LEADERSHIP-ROLES-AND-MANAGEMENT-FUNCTIONS-IN-NURSING-1.pdf
Page, A. (2019). Transformational leadership and evidence-based management. Nih.gov; National Academies Press (US). https://www.ncbi.nlm.nih.gov/books/NBK216194/
Seljemo, C., Viksveen, P., & Ree, E. (2020). The role of transformational leadership, job demands and job resources for patient safety culture in Norwegian nursing homes: A cross-sectional study. BMC Health Services Research, 20(1). https://doi.org/10.1186/s12913-020-05671-y
| Management and Leadership – Empowering Leaders and Managers | ||||
| Description: The baccalaureate-graduate nurse will demonstrate an awareness of leader roles and management functions | ||||
| Course Competency: 2) Critique decision making models for effective leadership and management in professional nursing practice. | ||||
| QSEN Competency: 2) Teamwork and Collaboration | ||||
| BSN Essential II | ||||
| Area | Gold Mastery | Silver Proficient | Bronze Acceptable | Acceptable Mastery not Demonstrated |
| Compare and Contrast | Fully compares and contrasts leader roles and management functions. | Superficially compares and contrasts leader roles and management functions. | Does not compares and contrasts leader roles and management functions. | Does not address section. |
| Apply One Leadership Style | Fully applies one specific leadership style that a nurse can use to manage a workplace initiative that reflects a current healthcare priority | Superficially applies one specific leadership style that a nurse can use to manage a workplace initiative that reflects a current healthcare priority. | Does not applies one specific leadership style that a nurse can use to manage a workplace initiative that reflects a current healthcare priority | Does not address section. |
| Empower Leaders and Managers | Fully discusses the strategies an organization can use to empower leaders and managers and guide him/her to become a transformational leader | Fully discusses the strategies an organization can use to empower leaders and managers and guide him/her to become a transformational leader. | Does not discusses the strategies an organization can use to empower leaders and managers and guide him/her to become a transformational leader | Does not address section. |
| APA, Grammar, Spelling, and Punctuation | No errors in APA, Spelling, and Punctuation. | One to three errors in APA, Spelling, and Punctuation. | Four to six errors in APA, Spelling, and Punctuation. | Seven or more errors in APA, Spelling, and Punctuation. |
| References | Provides two or more references. | Provides two references. | Provides one references. | Provides no references. |
SIM 415 Activity 2 Motivation & Organizational Climate
Evaluate the organizational climate and motivation of a unit where you currently or previously worked. Describe how leaders and managers evaluate the level of motivation and organizational climate. Analyze two actions found in the literature that leaders could employ to improve the management of workplace issues (motivation, conflict, scheduling or discrimination).
Support your discussion and opinions with facts and relevant examples from personal nursing practice.
Reading and Resources
- Review chapters 1-3 in Marquis, B. L., & Huston, C. J. (2021). Leadership roles and management functions in nursing: Theory and application. Philadelphia, PA: Wolters Kluwer.
- Deschamps, C., Rinfret, N., Lagacé, M. C., & Privé, C. (2016). Transformational leadership and change: How leaders influence their followers’ motivation through organizational justice. Journal Of Healthcare Management, 61(3), 194-212.
- Review chapters 4 & 6 in Marquis, B. L., & Huston, C. J. (2017). Leadership roles and management functions in nursing: Theory and application. Philadelphia, PA: Wolters Kluwer.
- Stewart, K. R. (2017). SBAR, communication, and patient safety: An integrated literature review. Medsurg Nursing, 26(5), 297-305.
- Review: IOM Future of Nursing Report
- Review: Campaign for Action Resources
Additional Instructions:
- All submissions should have a title page and reference page.
- Utilize a minimum of two scholarly resources.
- Adhere to grammar, spelling and punctuation criteria.
- Adhere to APA compliance guidelines.
- Adhere to the chosen Submission Option for Delivery of Activity guidelines.
| Submission Options | |
| Choose One: | Instructions: |
| Paper | 2 page paper. Include title and reference pages. |
| Management and Leadership – Motivation and Organizational Climate Rubric | ||||
| Description: The baccalaureate-graduate nurse will demonstrate an awareness of complex organizational systems. | ||||
| Course Competency: 3) Examine the change process and how it may impact an organization both positively and negatively. | ||||
| QSEN Competency: 2) Teamwork and Collaboration | ||||
| BSN Essential II | ||||
| Area | Gold Mastery | Silver Proficient | Bronze Acceptable | Acceptable Mastery not Demonstrated |
| Organizational Climate and Motivation | Fully discusses the organizational climate and motivation of a unit where you currently or previously worked. | Superficially discusses the organizational climate and motivation of a unit where you currently or previously worked. | Lists the organizational climate and motivation of a unit where you currently or previously worked. | Does not identify the organizational climate and motivation of a unit where you currently or previously worked. |
| Leaders and Managers | Fully discusses how leaders and managers evaluate the level of motivation and organizational climate. | Superficially discusses how leaders and managers evaluate the level of motivation and organizational climate. | Lists how leaders and managers evaluate the level of motivation and organizational climate. | Does not discuss how leaders and managers evaluate the level of motivation and organizational climate. |
| Analyzes Two Actions | Fully analyzes two actions found in the literature that leaders could employ to improve the management of workplace issues (motivation, conflict, scheduling or discrimination). | Superficially discusses two actions found in the literature that leaders could employ to improve the management of workplace issues (motivation, conflict, scheduling or discrimination). | Lists two actions found in the literature that leaders could employ to improve the management of workplace issues (motivation, conflict, scheduling or discrimination). | Does not include two actions found in the literature that leaders could employ to improve the management of workplace issues (motivation, conflict, scheduling or discrimination). |
| APA, Grammar, Spelling, and Punctuation | No errors in APA, Spelling, and Punctuation. | One to three errors in APA, Spelling, and Punctuation. | Four to six errors in APA, Spelling, and Punctuation. | Seven or more errors in APA, Spelling, and Punctuation. |
| References | Provides two or more references. | Provides two references. | Provides one references. | Provides no references. |
SIM 415 Activity 3 Maintaining Standards
Choose a topic and discuss the standards in detail. Analyze how these concepts/ processes influence the standards in your organization, including staffing, decision making or workplace issues, both positively and negatively.
| Affordable Care Act Agency for Healthcare, Quality and Research Benchmarking Tools and Organizations Certification for Nursing Electronic Health Care Record Electronic prescribing / Telehealth Institute for Healthcare, Quality Improvement Lean Project Management Outcomes Management Patient Care Pathways Population Health Management | Practice Guidelines Quality Management Risk Management Sentinel Event Management Standards of Nursing Practice Standards of Patient Care Structure Standards TJC Accreditation Utilization Management Value based care |
Support your discussion and opinions with facts and relevant examples from personal nursing practice.
Reading and Resources
- Review chapter 13 & 23 in Marquis, B. L., & Huston, C. J. (2021). Leadership roles and management functions in nursing: Theory and application. Philadelphia, PA: Wolters Kluwer.
- Aroh, D., Colella, J., Douglas, C., & Eddings, A. (2015). An example of translating value-based purchasing into value-based care. Urologic Nursing, 35(2), 61-74. doi:10.7257/1053-816X.2015.35.2.61
- Kizer, K. W. (2015). Clinical integration: A cornerstone for population health management. Journal of Healthcare Management, 60(3), 164-168.
- Spruce, L. (2015). Back to basics: Implementing evidence-based practice. AORN Journal, 101(1), 106-112. doi:10.1016/j.aorn.2014.08.009
- Visit the Agency for Healthcare Research and Quality (AHRQ)
- Visit the Centers for Medicare & Medicaid Services(CMS)
- Visit the American Nurses Credentialing Center (ANCC)
- Visit The Joint Commission
- Visit Affordable Care Act
Additional Instructions:
- All submissions should have a title page and reference page.
- Utilize a minimum of two scholarly resources.
- Adhere to grammar, spelling and punctuation criteria.
- Adhere to APA compliance guidelines.
- Adhere to the chosen Submission Option for Delivery of Activity guidelines.
| Submission Options | |
| Choose One: | Instructions: |
| Paper | 2 page paper. Include title and reference pages. |
| Management and Leadership – Maintaining Standards | ||||
| Description: The baccalaureate-graduate nurse will examine the concepts/ processes that assist in maintaining standards that promote patient safety. | ||||
| Course Competency: 4) Develop a personal “toolkit” based on best practice evidence for managing workplace issues such as change initiatives, conflict and discrimination. | ||||
| QSEN Competency: 2) Teamwork and Collaboration | ||||
| BSN Essential II | ||||
| Area | Gold Mastery | Silver Proficient | Bronze Acceptable | Acceptable Mastery not Demonstrated |
| Choose a Topic | Selects a topic from the list above and discusses the standard in detail | Selects a topic from the list above but does not discuss the standard in detail | Selects a topic from the list above and lists details of the standard | Selects a topic from the list above but does not discuss the standard |
| Analyze the | Discusses how | Mentions how these concepts/ processes influence the standards in your organization, including staffing, decision making or workplace issues, both positively and negatively. | Lists how these concepts/ processes influence the standards in your organization, including staffing, decision making or workplace issues, both positively and negatively. | Does not discuss how these concepts/ processes influence the standards in your organization, including staffing, decision making or workplace issues, both positively and negatively. |
| Influence | these concepts/ | |||
| processes | ||||
| influence the | ||||
| standards in your | ||||
| organization, | ||||
| including | ||||
| staffing, decision | ||||
| making or | ||||
| workplace | ||||
| issues, both | ||||
| positively and | ||||
| negatively. | ||||
| Support the | Supports the | Supports the discussion and opinions with either facts or relevant examples from personal nursing practice | Lists facts and | Does not support |
| Discussion | discussion and | relevant | the discussion | |
| opinions with | examples from | and opinions | ||
| facts and | personal nursing | with facts and | ||
| relevant | practice with no | relevant | ||
| examples from | discussion | examples from | ||
| personal nursing | personal nursing | |||
| practice | practice | |||
| APA, Grammar, | No errors in | One to three | Four to six | Seven or more |
| Spelling, and | APA, Spelling, | errors in APA, | errors in APA, | errors in APA, |
| Punctuation | and Punctuation. | Spelling, and | Spelling, and | Spelling, and |
| Punctuation. | Punctuation. | Punctuation. | ||
| References | Provides two or more references. | Provides two references. | Provides one references. | Provides no references. |
Activity 3 Maintaining Standards Example Solution
Nursing practice standards are more important than ever as healthcare continues to evolve. Maintaining practice standards is critical to ensuring patient safety and quality care. In nursing, certification is one way to demonstrate competence and adherence to these standards. This essay will discuss nursing practice standards and how nursing certification affects these standards in healthcare organizations.
Certification for Nursing
Nursing certification is a process that validates nurses’ competence through assessment and evaluation. It ensures that nurses have the necessary education, knowledge, and skills to provide safe and high-quality care to patients (Lockhart, 2019). Nursing certification is optional but highly recommended for nurses who want to advance their careers, improve their professional development, and demonstrate their expertise in a specialized area of nursing.
Depending on the certification body, the nursing certification process may include meeting specific eligibility requirements, passing an examination, and maintaining certification through continuing education and ongoing professional development (Lockhart, 2019). The American Nurses Credentialing Center (ANCC) is one of the most well-known nursing certification organizations in the United States, offering certifications in various specialties such as critical care, gerontological, and pediatric nursing. The ANCC certification process requires that nurses have a certain level of education and experience in the specialty area, pass an examination, and continue to meet continuing education requirements.
The Impact of Nursing Certification on Organization’s Standards
Nursing certification is a widely accepted method for nurses to demonstrate their expertise and advance their careers. However, nursing certification has positive and negative effects on nursing practice and workplace issues. Improved patient care is one of the benefits of nursing certification. According to Mlambo et al. (2021), certified nurses have a higher level of expertise in their field, which results in better patient care and outcomes. Furthermore, certification can help nurses advance in their careers and provide new opportunities for professional development. This results in professional recognition and increased respect and recognition from colleagues and employers, which can contribute to increased job satisfaction.
Nursing certification, on the other hand, has some drawbacks. One of the most significant adverse effects is the cost of certification, which includes fees for the examination, continuing education, and recertification. Preparing for certification can also be time-consuming and require substantial study and preparation, which can be difficult for nurses who already work long hours (Dierkes et al., 2021). Nursing certification requirements can also impact staffing because not all nurses are certified in a specific specialty area, causing staffing and scheduling issues. Maintaining certification can also be stressful, putting nurses under pressure to meet ongoing continuing education requirements, leading to burnout and high turnover rates.
In my nursing practice, I have seen firsthand how nursing certification can improve patient care and overall workplace standards. Certified nurses, for example, are frequently more confident in their practice and can provide more comprehensive and up-to-date care to their patients. Certified nurses are also more likely to be current on the most recent evidence-based practices and can apply this knowledge to improve patient outcomes. Furthermore, certified nurses frequently exhibit higher professionalism, which can improve teamwork and collaboration among staff.
Conclusion
Maintaining nursing practice standards is critical for ensuring patient safety and quality care. Nursing certification is one method of validating nurses’ competence and demonstrating adherence to these standards. While nursing certification has positive and negative consequences, the positive consequences, such as improved patient care and career advancement, far outweigh the negatives. Nursing certification will become increasingly important as healthcare evolves to ensure nurses have the knowledge and skills to provide safe, quality care.
References
Dierkes, A. M., Schlak, A. E., French, R., McHugh, M. D., & Aiken, L. (2021). Why do some nurses obtain specialty certification and others do not? JONA: The Journal of Nursing Administration, 51(5), 249–256. https://doi.org/10.1097/nna.0000000000001009
Lockhart, L. (2019). Nursing certification. Nursing Made Incredibly Easy! 17(3), 56. https://doi.org/10.1097/01.nme.0000554606.21726.05
Mlambo, M., Silén, C., & McGrath, C. (2021). Lifelong learning and nurses’ continuing professional development, a meta-synthesis of the literature. BMC Nursing, 20(62), 1–13. https://doi.org/10.1186/s12912-021-00579-2
SIM 415 Activity 4 Delegation
Provide a summary of the delegation guidelines in your state. Analyze how inappropriate may delegation jeopardize patient safety and quality patient care. Discuss at least three barriers to delegation nurse managers may encounter. Describe at least three strategies nurse managers can use to reduce legal risks of delegation and strengthen the efficiency of the health care team.
Support your discussion and opinions with facts and relevant examples from personal nursing practice.
Reading and Resources
- Review chapter 15 & 20 in Marquis, B. L., & Huston, C. J. (2021). Leadership roles and management functions in nursing: Theory and application. Philadelphia, PA: Wolters Kluwer.
- Search out your Nurse Practice Act and brief yourself on the delegation section.
- Review: Joint Statement on Delegation American Nurses Association (ANA) and the National Council of State Boards of Nursing (NCSBN). Retrieved from https://www.ncsbn.org/Delegation_joint_statement_NCSBN-ANA.pdf
- Riisgaard, H., & Nexøe, J. (2017). Successful task delegation in general practice – a way to maintain primary health care in the future. Scandinavian Journal Of Primary Health Care, 35(2), 111-112. doi:10.1080/02813432.2017.1335056
Additional Instructions:
- All submissions should have a title page and reference page.
- Utilize a minimum of two scholarly resources.
- Adhere to grammar, spelling and punctuation criteria.
- Adhere to APA compliance guidelines.
- Adhere to the chosen Submission Option for Delivery of Activity guidelines.
| Submission Options | |
| Choose One: | Instructions: |
| Paper | 2 page paper. Include title and reference pages. |
| Management and Leadership – Delegation | ||||
| Description: The baccalaureate-graduate nurse will examine the roles of nurse managers in providing patient safety. | ||||
| Course Competency: 5) Assess various staffing methodologies/models related to building an effective health care team. | ||||
| QSEN Competencies: 1) Patient-Centered Care 2) Teamwork and Collaboration | ||||
| BSN Essential II | ||||
| Area | Gold Mastery | Silver Proficient | Bronze Acceptable | Acceptable Mastery not Demonstrated |
| Summary | Fully details a summary of the delegation guidelines in your state. | Describes a summary of the delegation guidelines in your state. | Lists the delegation guidelines in your state. | Does not discuss the delegation guidelines in your state. |
| Inappropriate Delegation | Fully details how inappropriate delegation may jeopardize patient safety and quality patient care. | Describes how inappropriate delegation may jeopardize patient safety and quality patient care. | Lists how inappropriate delegation may jeopardize patient safety and quality patient care. | Does not discuss how inappropriate delegation may jeopardize patient safety and quality patient care. |
| Barriers to Delegation | Fully details at least three barriers to delegation nurse managers may encounter. | Describes at least three barriers to delegation nurse managers may encounter | Lists at least three barriers to delegation nurse managers may encounter. | Does not discuss at least three barriers to delegation nurse managers may encounter. |
| Strategies to Reduce Legal Risks | Fully details at least three strategies nurse managers can use to reduce legal risks of delegation and strengthen the efficiency of the health care team. | Describes at least three strategies nurse managers can use to reduce legal risks of delegation and strengthen the efficiency of the health care team. | Lists at least three strategies nurse managers can use to reduce legal risks of delegation and strengthen the efficiency of the health care team. | Does not at least three strategies nurse managers can use to reduce legal risks of delegation and strengthen the efficiency of the health care team. |
| APA, Grammar, Spelling, and Punctuation | No errors in APA, Spelling, and Punctuation. | One to three errors in APA, Spelling, and Punctuation. | Four to six errors in APA, Spelling, and Punctuation. | Seven or more errors in APA, Spelling, and Punctuation. |
| References | Provides two or more references. | Provides two references. | Provides one references. | Provides no references. |
SIM 415 Activity 6 Management Interviews
Interview two persons in a nursing leadership/management role, such as a Charge Nurse/Team Leader, Head Nurse/Manager, Director of Nursing, or Chief Nursing Officer. Select one leader that has been in the role less than two years and the other that has at least two years of leadership or management experience. Compare and contrast the findings from the two interviews with the best practices identified in the literature. Then reflect on your own perceptions of the roles. For example, would you see either as a career goal for yourself? Why or why not?
In your interviews, ask each person the following questions:
- What are the qualifications for your management position?
- What type of training did you experience for this position?
- What were some challenges/ roadblocks and how were these overcome?
- What successes/ accomplishments have you had and how did they come about?
- What skills are there to master to support your performance in your role?
Finally, reflect on your own perceptions of the roles. For example, would you see either as a career goal for yourself?
Reading and Resources
- Review chapters 1, 4 & 6 in Marquis, B. L., & Huston, C. J. (2021). Leadership roles and management functions in nursing: Theory and application. Philadelphia, PA: Wolters Kluwer.
- Optional Videos: Future of Nursing: Campaign for Action. Retrieved from https://campaignforaction.org/resource/videos-nurse-leader/
Additional Instructions:
- All submissions should have a title page and reference page.
- Utilize a minimum of two scholarly resources.
- Adhere to grammar, spelling and punctuation criteria.
- Adhere to APA compliance guidelines.
- Adhere to the chosen Submission Option for Delivery of Activity guidelines.
| Submission Options | |
| Choose One: | Instructions: |
| Paper | 3 -page paper. Include title and reference pages. |
| Management and Leadership – Management Interviews | ||||
| Description: Demonstrate leadership and communication skills to effectively implement patient safety and quality improvement initiatives within the context of the interprofessional team. | ||||
| Course Competencies: 1) Compare and contrast effective communication techniques and conflict management styles related to nursing management of individuals and groups. 2) Critique decision making models for effective leadership and management in professional nursing practice. | ||||
| QSEN Competency: 2) Teamwork and Collaboration | ||||
| BSN Essential II | ||||
| Area | Gold Mastery | Silver Proficient | Bronze Acceptable | Acceptable Mastery not Demonstrated |
| Qualifications | Details the qualifications for a management position. | Describes the qualifications for a management position. | Lists the qualifications for a management position. | Does not include the qualifications |
| Background and Training. | Details the background and training that is needed to prepare a nurse to transition to a management role. | Describes the background and training that is needed to prepare a nurse to transition to a management role. | Lists the background and training that is needed to prepare a nurse to transition to a management role. | Does not include background and training |
| Challenges | Details challenges to the role related to decision making, staffing, conflict or discrimination and how an individual can approach to overcome roadblocks. | Describes challenges to the role related to decision making, staffing, conflict or discrimination and how an individual can approach to overcome roadblocks. | Lists challenges to the role related to decision making, staffing, conflict or discrimination and how an individual can approach to overcome roadblocks. | Does not include challenges |
| Methods | Details methods utilized to build an effective health care team | Describes methods utilized to build an effective health care team | Lists methods utilized to build an effective health care team | Does not include methods utilized to build an effective health care team |
| Skills | Details the skills that a more | Describes the skills that a more | Lists the skills that a more | Does not include discussion of skills |
| experienced nurse needs to master. | experienced nurse needs to master. | experienced nurse needs to master. | ||
| Supports Opinions/ Perceptions | Fully supports opinions/ perceptions of the roles of the manager you interviewed. | Describes opinions/ perceptions of the roles of the manager you interviewed. | Lists opinions/ perceptions of the roles of the manager you interviewed. | Does not include discussion of opinions/perceptio ns |
| Evaluates | Evaluates the exercise and judges whether this is a role to which you would aspire. | Describes the exercise and/or judges whether this is a role to which you would aspire. | Reflects on the exercise and whether this is a role to which you would aspire. | Does not evaluate the exercise |
| APA, Grammar, Spelling, and Punctuation | No errors in APA, Spelling, and Punctuation. | One to three errors in APA, Spelling, and Punctuation. | Four to six errors in APA, Spelling, and Punctuation. | Seven or more errors in APA, Spelling, and Punctuation. |
| References | Provides two or more references. | Provides two references. | Provides one references. | Provides no references. |
SIM 415 Activity 7 Patient Management and Delegation
Complete the Patient Management & Delegation virtual simulation activity which can be found by clicking Enter Virtual Simulation. Then debrief on the experience by creating a VoiceThread, video or a written essay.
Once you enter Sentinel Hospital
- Click BEGIN
- You’ll enter the lobby and be led to the hospital map
- Clicking SKIP will take you directly to map
- Select Location: Medical/Surgical or SIMPath Competencies: Management and Leadership OR Evidence-Based Practice OR Collaboration for Improving Outcomes
- Reflect on your feelings while fulling the role of the charge nurse in the simulated activities on delegation and caseload management. Consider how you utilized the experience and efficiency information provided.
- Summarize the responsibilities, including planning, coordinating and evaluation of nursing resources, managed by the charge nurse in the simulated activity.
- Reflect on any correct and incorrect decisions and responses that you would change if you were to repeat this activity.
- Describe what you learned in this experience that will be incorporated into your clinical practice.
Reading and Resources
- Review chapters 17, 19, 20 21 & 25 in Marquis, B. L., & Huston, C. J. (2021). Leadership roles and management functions in nursing: Theory and application. Philadelphia, PA: Wolters Kluwer.
- Hill, K.S., Higdon, K, Porter B.W., Rutland, M.D. & Vela, D.K. (2015). Preserving staffing resources as a system: Nurses leading operations and efficiency initiatives. Nursing Economics, 33(1):26-35.
- Plonien, C. (2015). Perioperative leadership. Using personality indicators to enhance nurse leader communication. AORN Journal, 102(1), 74-80. doi:10.1016/j.aorn.2015.05.001
- Shimp, K. M. (2017). Systematic review of turnover/retention and staff perception of staffing and resource adequacy related to staffing. Nursing Economics, 35(5), 239-258,266A. Retrieved from https://search.proquest.com/docview/1954857855?accountid=169658
- Optional Video: Optional: Dan Pink – The puzzle of motivation
Additional Instructions:
- All submissions should have a title page and reference page.
- Utilize a minimum of two scholarly resources.
- Adhere to grammar, spelling and punctuation criteria.
- Adhere to APA compliance guidelines.
- Adhere to the chosen Submission Option for Delivery of Activity guidelines.
| Submission Options | |
| Choose One: | Instructions: |
| Paper | 3 page paper. Include title and reference pages. |
| Management and Leadership- Patient Management and Delegation | ||||
| Description: The baccalaureate-graduate nurse will examine the roles of nurse managers in providing patient safety. | ||||
| Course Competencies: 1) Compare and contrast effective communication techniques and conflict management styles related to nursing management of individuals and groups. 4) Develop a personal “toolkit” based on best practice evidence for managing workplace issues such as change initiatives, conflict and discrimination. 5) Assess various staffing methodologies/models related to building an effective health care team. | ||||
| QSEN Competencies: 1) Patient-Centered Care 2) Teamwork and Collaboration | ||||
| BSN Essential II | ||||
| Area | Gold Mastery | Silver Proficient | Bronze Acceptable | Acceptable Mastery not Demonstrated |
| Experience | Synthesizes the experience as the charge nurse related to delegation and caseload management. | Describes feelings experienced as the charge nurse related to delegation and caseload management. | List feelings experienced as the charge nurse related to delegation or caseload management. | Does not meet expectations. |
| Summarize | Summarizes the change nurse responsibilities. | Discusses two charge nurse responsibilities | Names three or details one charge nurse responsibility. | Does not meet expectations. |
| Reflection | Reflects on correct and incorrect decisions and responses; considers changes to make if repeating module | Reflects on correct and incorrect decisions and responses OR considers changes to make if repeating module | Briefly lists correct and incorrect decisions and responses OR lists changes to make if repeating module | Does not meet expectations. |
| Application to Practice | Discusses how 3 or more experiences can be applied to practice. | Discusses how 2 of the experiences can be applied to practice. | Discusses how 1 of the experiences can be applied to practice. | Does not meet expectations. |
| APA, Grammar, Spelling, and Punctuation | No errors in APA, Spelling, and Punctuation. | One to three errors in APA, Spelling, and Punctuation. | Four to six errors in APA, Spelling, and Punctuation. | Seven or more errors in APA, Spelling, and Punctuation. |
| References | Provides two or more references. | Provides two references. | Provides one references. | Provides no references. |
Activity 7 Patient Management and Delegation Example Solution
Patient management is an essential aspect of healthcare delivery that entails organizing and coordinating various medical activities to provide the best potential patient outcomes. Healthcare professionals such as physicians, nurses, pharmacists, and other allied health workers must work together efficiently to achieve this. Delegation is essential to patient management since it allows healthcare providers to delegate specific tasks and duties to other trained personnel to offer efficient and effective patient care. Delegation entails giving enough resources, support, and instruction to individuals tasked with completing the work successfully (Barrow & Sharma, 2022). Nurses, in particular, play an essential role in patient management and must be skilled at delegation. I analyzed my performance as a nurse in charge during the simulation by examining my responsibilities, decision-making abilities, strengths, and limitations. This paper will examine a nurse charge’s roles and responsibilities in patient management and delegation.
Roles and Responsibilities as a Nurse Charge
The primary task was to examine the acuity levels to determine the severity of the patient’s condition. This evaluation primarily relied on the patient’s clinical situation. Based on my assessment, I classified patients as having high, medium, or low acuity. Patients with high acuity had complex and urgent medical demands that necessitated regular monitoring, interventions, and additional resources. Those with medium acuity require constant medical monitoring, whereas patients with low acuity were clinically stable and showed no evidence of life-threatening illnesses (Juvé‐Udina et al., 2020). As a result, compared to individuals with high acuity, these patients may obtain therapy later. I worked with the healthcare team to establish appropriate care plans for each patient based on acuity level, ensuring that resources and staff were allocated effectively to deliver the best care possible.
My second responsibility involved managing the intervention process, which entailed matching patients’ needs with appropriate resources. I relied on a combination of acuity levels and the nurses’ experience level to do this. High-acuity patients required more experienced nurses, but I also had to balance the workload to avoid burnout. It was essential to ensure that nurses could handle the number of patients they cared for, as even a single high-acuity patient could be too demanding for a nurse intern. In my third role, I focused on supplementing the nursing staff by delegating tasks to other team members. This helped to relieve the workload and increase overall effectiveness.
The charge nurse manages patient care by assessing acuity, developing care plans, allocating resources and staff, coordinating interventions, balancing workload, and delegating tasks to other team members. The responsibilities of the charge nurse are critical in ensuring that patients receive the best possible care and that the nursing team is supported and able to fulfill their tasks efficiently.
Evaluating My Decisions in the Activity
During the simulation activity, I excelled at assessing patients’ acuity levels. My proficiency in case management provided me with a broader comprehension of the patient’s clinical condition. As a result, I could distinguish between life-threatening situations and those that could wait. This ability is paramount in prioritizing nursing activities and will be beneficial in my future role as a nurse in charge. I require additional expertise and hands-on experience in effectively connecting patients with appropriate resources. As such, I must review the delegation process. According to Crevacore et al. (2022), effective delegation involves ensuring that the individual receiving the task has adequate resources, support, and guidance to complete the task successfully. Delegation is essential for nurses who play a crucial role in patient management.
Application in Practice
The roles and responsibilities of the charge nurse in patient management and delegation apply to nurses in all healthcare settings. Nurses must be adept at assessing patients’ acuity levels, developing appropriate care plans, allocating resources and staff, coordinating interventions, balancing workload, and delegating tasks to other healthcare providers to ensure patient safety and optimize care results. Nursing delegation is a complex process that requires careful consideration of various factors, such as the task’s complexity, the delegated individual’s skills and qualifications, the patient’s condition and needs, and legal and ethical considerations (Barrow & Sharma, 2022). These are critical abilities that nurses must learn in order to manage patient care effectively.
Conclusion
Patient management and delegation are essential aspects of healthcare delivery that require nurses to understand a charge nurse’s roles and responsibilities comprehensively. This includes assessing acuity levels, developing care plans, allocating resources and staff, coordinating interventions, balancing workloads, and delegating tasks to other healthcare providers. Nurses must also be proficient in the delegation, as effective delegation requires knowledge of the task, the individual delegated, and any legal and ethical considerations. With the proper knowledge, training, and experience, nurses can effectively manage patient care and ensure optimal patient outcomes.
Reference
Barrow, J. M., & Sharma, S. (2022, July 25). Nursing five rights of delegation. National Library of Medicine; StatPearls Publishing. https://www.ncbi.nlm.nih.gov/books/NBK519519/
Crevacore, C., Jacob, E., Coventry, L. L., & Duffield, C. (2022). The integrative review: Factors impacting effective delegation practices by registered nurses to assistants in nursing. Journal of Advanced Nursing. https://doi.org/10.1111/jan.15430
Juvé‐Udina, M., González‐Samartino, M., López‐Jiménez, M. M., Planas‐Canals, M., Rodríguez‐Fernández, H., Batuecas Duelt, I. J., Tapia‐Pérez, M., Pons Prat, M., Jiménez‐Martínez, E., Barberà Llorca, M. À., Asensio‐Flores, S., Berbis‐Morelló, C., Zuriguel‐Pérez, E., Delgado‐Hito, P., Rey Luque, Ó., Zabalegui, A., Fabrellas, N., & Adamuz, J. (2020). Acuity, nurse staffing, and workforce missed care and patient outcomes. A cluster‐unit‐level descriptive comparison. Journal of Nursing Management, 28(8). https://doi.org/10.1111/jonm.13040
SIM 415 Activity 8 Organizational Structure
Organizational structure defines the hierarchy within an organization by identifying each job and where it reports to within the organization.
Explain the organizational structure where you work or an organization you are familiar, include an organizational chart, you may remove specific names.
- Discuss if the organizational structure supported by theory or not
- Describe the formal leadership
- Describe the informal leadership
- Discuss the importance of informal leadership, is the informal leadership a positive or negative influence?
Reading and Resources
- Review chapters 1-3 in Marquis, B. L., & Huston, C. J. (2021). Leadership roles and management functions in nursing: Theory and application. Philadelphia, PA: Wolters Kluwer.
- Deschamps, C., Rinfret, N., Lagacé, M. C., & Privé, C. (2016). Transformational leadership and change: How leaders influence their followers’ motivation through organizational justice. Journal Of Healthcare Management, 61(3), 194-212.
- Review chapters 4 & 6 in Marquis, B. L., & Huston, C. J. (2017). Leadership roles and management functions in nursing: Theory and application. Philadelphia, PA: Wolters Kluwer.
- Stewart, K. R. (2017). SBAR, communication, and patient safety: An integrated literature review. Medsurg Nursing, 26(5), 297-305.
- Review: IOM Future of Nursing Report
- Review: Campaign for Action Resource
Additional Instructions:
- All submissions should have a title page and reference page.
- Utilize a minimum of two scholarly resources.
- Adhere to grammar, spelling and punctuation criteria.
- Adhere to APA compliance guidelines.
- Adhere to the chosen Submission Option for Delivery of Activity guidelines.
| Submission Options | |
| Choose One: | Instructions: |
| Paper | 2 page paper. Include title and reference pages. |
| Management and Leadership – Organizational Structure | ||||
| Description: The baccalaureate-graduate nurse will demonstrate an awareness of complex organizational systems. | ||||
| Course Competencies: 2) Critique decision making models for effective leadership and management in professional nursing practice. 3) Examine the change process and how it may impact an organization both positively and negatively. 5) Assess various staffing methodologies/models related to building an effective health care team. | ||||
| QSEN Competency: 2) Teamwork and Collaboration | ||||
| BSN Essential II | ||||
| Area | Gold Mastery | Silver Proficient | Bronze Acceptable | Acceptable Mastery not Demonstrated |
| Explains the Organizational Structure | Explains the organizational structure, includes the organizational chart | Mentions the organizational structure, includes the organizational chart | Explains the organizational structure, does not include the organizational chart | Does not discuss the organizational structure, does not include the organizational chart |
| Supported by Theory | Discusses the organizational structure as supported by theory | Discusses the organizational structure and mentions theory | Discusses the organizational structure but does not discuss theory | Does not discuss the organizational structure as supported by theory |
| Formal Leadership | Describes the organizations formal leadership | Mentions the organizations formal leadership | Lists the organizations formal leadership | Does not discuss the organizations formal leadership |
| Informal Leadership | Describes the organizations informal leadership | Mentions the organizations informal leadership | Lists the organizations informal leadership | Does not discuss the organizations informal leadership |
| Importance of Informal Leadership | Discusses the importance of informal leadership, discusses if the informal leadership a positive or negative influence | Discusses the importance of informal leadership, does not discuss if the informal leadership a positive or negative influence | Lists the importance of informal leadership, does not discuss if the informal leadership a positive or negative influence | Does not discuss the importance of informal leadership or if the informal leadership a positive or negative influence |
| Two Best Practices | Discusses at least two best practices from the literature that could benefit your organization | Mentions at least two best practices from the literature that could benefit your organization | Lists at least two best practices from the literature that could benefit your organization | Does not discuss at least two best practices from the literature that could benefit your organization |
| APA, Grammar, Spelling, and Punctuation | No errors in APA, Spelling, and Punctuation. | One to three errors in APA, Spelling, and Punctuation. | Four to six errors in APA, Spelling, and Punctuation. | Seven or more errors in APA, Spelling, and Punctuation. |
| References | Provides two or more references. | Provides two references. | Provides one references. | Provides no references. |
SIM 415 Activity 9 Ethical Decision Making
Describe a situation when you served as an advocate for your patient. Discuss any legal ramifications in this situation. Describe the role of the Nurse Manager, describe the involvement of your facility ethics committee or other interprofessional team members. Analyze two methods or models that leaders and managers can use to improve the quality of decision making.
Support your discussion and opinions with facts, relevant examples from personal nursing practice.
Reading and Resources
- Review chapters 4 & 6 in Marquis, B. L., & Huston, C. J. (2021). Leadership roles and management functions in nursing: Theory and application. Philadelphia, PA: Wolters Kluwer.
- Stewart, K. R. (2017). SBAR, communication, and patient safety: An integrated literature review. Medsurg Nursing, 26(5), 297-305.
- Review: IOM Future of Nursing Report
- Review: Campaign for Action Resources
Additional Instructions:
- All submissions should have a title page and reference page.
- Utilize a minimum of two scholarly resources.
- Adhere to grammar, spelling and punctuation criteria.
- Adhere to APA compliance guidelines.
- Adhere to the chosen Submission Option for Delivery of Activity guidelines.
| Submission Options | |
| Choose One: | Instructions: |
| Paper | 2 page paper. Include title and reference pages. |
| Management and Leadership – Empowering Leaders and Managers | ||||
| Description: The baccalaureate-graduate nurse will demonstrate an awareness of leader roles and management functions | ||||
| Course Competency: 1) Compare and contrast effective communication techniques and conflict management styles related to nursing management of individuals and groups. | ||||
| QSEN Competencies: 1) Patient-Centered Care 2) Teamwork and Collaboration | ||||
| BSN Essential II | ||||
| Area | Gold Mastery | Silver Proficient | Bronze Acceptable | Acceptable Mastery not Demonstrated |
| Advocate | Describes a situation when you served as an advocate for your patient and the role of the Nurse Manager. | Describes a situation when you served as an advocate for your patient and lists the role of the Nurse Manager. | Describes a situation when you served as an advocate for your patient and does not discuss the role of the Nurse Manager. | Does not describe a situation when you served as an advocate for your patient or the role of the Nurse Manager. |
| Legal Ramifications | Describes any legal ramifications in this situation. | Mentions any legal ramifications in this situation. | Lists any legal ramifications in this situation. | Does not describe any legal ramifications in this situation |
| Facility Ethics Committee | Describes the role of the facility ethics committee or other interprofessional team members in patient safety. | Mentions the role of the facility ethics committee or other interprofessional team members in patient safety. | Lists the role of the facility ethics committee or other interprofessional team members in patient safety. | Does not describe the role of the facility ethics committee or other interprofessional team members in patient safety. |
| Nurse Manager | Describes the role of the role of the nurse manager. | Mentions the role of the role of the nurse manager. | Lists the role of the role of the nurse manager. | Does not discuss the role of the role of the nurse manager. |
| Methods or Models | Fully describes two methods or models that leaders and managers can use to improve the quality of decision making. | Mentions two methods or models that leaders and managers can use to improve the quality of decision making. | Lists the two methods or models that leaders and managers can use to improve the quality of decision making. | Does not describe two methods or models that leaders and managers can use to improve the quality of decision making. |
| APA, Grammar, Spelling, and Punctuation | No errors in APA, Spelling, and Punctuation. | One to three errors in APA, Spelling, and Punctuation. | Four to six errors in APA, Spelling, and Punctuation. | Seven or more errors in APA, Spelling, and Punctuation. |
| References | Provides two or more references. | Provides two references. | Provides one references. | Provides no references. |
