Effective Succession Planning In Nursing Literature Review
Week One Discussion Two Response to O 'Neill The addition of nurse leaders in the executive suite is essential in facilitating the perception that nurses are critical decision makers in the health care industry. Furthermore, it is imperative that a formal succession plan is incorporated in organizations to assure strategic leadership, quality care, and operational effectiveness incorporate nursing at the uppermost level of decision and influence (Trepanier & Crenshaw, 2013). The Chief Nurse Executive role is evolving as a tactical authority in acquiring a major influence on our nation’s health care delivery systems and clinical outcomes (Bradley, 2014). As health care shifts and changes, nursing must be at the forefront to assure optimal influence
When things get difficult, the vision and mission are there to guide the team and help them remember why they are there in the first place. In nursing, the common goal is providing quality, holistic care to patients while they are healing. Nurse leaders, including charge nurses, nurse managers, and CNO’s, have the responsibility of keeping their nurses focused on that vision and mission when times are rough. Sometimes believing in the vision takes faith when burnout is imminent, but mentor leaders are there to encourage and remind the team about their common
In the Vila Heath scenario, data is presented from St. Anthony Medical Center in Minneapolis. The areas of concern are: RN turnover, medication errors, and admissions by age. When evaluating the data, there are limitations for interpreting the data since there are critical pieces of information missing. This review of the data is an assumption based on data from national studies and statistics. RN
IT SHOULD come as no surprise to most nurses that the best and most experienced clinical members of wards or unit teams do not necessarily make the most effective managers. Yet employers persist in appointing senior clinical staff into ward or unit managerial posts, or worse, encourage clinical staff to take up managerial posts and then burden them further by asking them to retain clinica! responsibilities (Stanley 2006a, 2006b}.
Delegation Paper Breanna Lake Department of Nursing, Davenport University NURS433: Nurse Manager and Leader Professor Debbie Bosworth February 17, 2023 Delegation Paper Introduction For my leadership experience, I spent seven weeks on a medical-surgical unit in Hastings, Michigan. I worked alongside my nurse preceptor on night shift, and as the clinical experience unfolded, I learned numerous new skills and gained knowledge that will be extremely beneficial moving forward in my nursing career. I evaluated the hospital’s mission statement, the leadership and communication styles among team members, and I evaluated how my skills and leadership style evolved over the course of the clinical rotation. General Information
Transition to Leadership Scholarly Paper: Transformational leadership Leadership demonstrated by nurses has been identified as an essential aspect of efficient functioning within a unit as well as, it is a pillar of high quality nursing care (Ajanaku & Lubbe, 2021). The state of healthcare is constantly evolving and changing and throughout this nurse leaders have played a part in helping transition to new best practices. Kouzes and Posner have developed a leadership mode centred on different leadership practices that when used helps develop effective nurse leaders. This model includes 5 areas of practice which includes: model the way, inspire a shared vision, challenge the process, enable others to act, and encourage the heart. For a nurse
(2008). I would like to challenges Chief Nurse Executives (CNEs) to lead the journey and highlights how patients, their families, and health care organizations would benefit immeasurably if CNEs stepped forward and accepted this leadership role, then and only then can the best practice changes begin to improve what we as nurses already know. The processes of leading are intended to enable more people to develop into leaders and more people to share the roles of leading, to enhance the quality and safety of patient care (Stone P. Hughes R, Dailey M.
The profession of nursing is ever expanding and growing. The particular unit that has been the focus of this discussion is a medical surgical unit, and as nurses gain experience they may transition, get promoted, specialize, or take on a completely new role and leave the unit, thus leaving a vacancy. Keeping this in mind, one would measure whether or not the interventions offered, such as the weekend only option, is filled and being utilized. The hospital would keep track if the education assistance, the career progression or ladder program, and the mentor and/or preceptor programs were being utilized and successfully advancing nurses within their health system. Even though these long-term solutions would eventually assist in creating turn-over on the studied unit, they would in turn still draw new nurses to apply to that unit.
The varying definitions of turnover, “have impeded a clear understanding of associated financial costs, as replacement cost estimations vary according to location and components included in the measure,” yet there is a definite hindrance in the indirect costs of the nurse turnover (244). Another effect the nurse turnover has had is on nurses who have continued in the profession. It has been shown that “as hours of care per patient day increased, so did the overtime nurses were asked to work and the incidence of missed shifts due to illness,” meaning the less nurses available, the more likely other nurses are going to have to work overtime or become ill due to the amount of work they have done. In order to accurately portray the current situation, Hayes implemented many different research studies done on the topic of the nursing turnover. These improved the credibility, or ethos, of her
Shared governance is an innovative model used to provide direction for the professional practice of nursing. This model is used to direct nurses to participate in unit-based decision making that allow nurses to demonstrate accountability and ownership for their practices. The goal of the model is to improve quality patient care contain costs, and retain nursing staff. According to Marquis and Houston (2012), “In shared governance, the organization’s governance is shared among board members, nurses, physicians, and management” (p. 270-271). Shared governance is imperative in the healthcare institutions.
Mukamel, D. B., Spector, W. D., Limcangco, R., Wang, Y., Feng, Z., & Mor, V. (2009). The costs of turnover in nursing homes. Medical Care, 47(10), 1039-1045. doi:10.1097/MLR.0b013e3181a3cc62 Location: JSTOR Purpose and Key finding: The aim of this paper is to estimate the net costs associated with turnover of direct care staff in nursing homes. The study showed that turnover and cost is negative i.e. turnover is associated with cost saving.
Transformational Leadership in Nursing Introduction Transformational Leadership is the moral ability of a person to make sound judgment and wise decision to influence and inspire others to perform the best outcome even in the critical situation. It is the ability to guide others not just in words, but also by example. Nurses are able to cultivate trust and harmony and establish good relationship with their patients and co-workers through effective and constant communication and intervention. They respond to the basic needs and expectation (Rousel, 2011), they set aside their personal interest for the benefit of their patients and the organization.
The role of the nurse has always been that of the first point of contact for the patient to the clinical care team. As outlined by the Nursing and Midwifery Board of Australia (2016) the role of the nurse is to advocate, educate, liaise with, and provide adequate and appropriate clinical care to the patient. Additionally, the nurse represents the statistical majority of the Australian clinical team, outnumbering medical doctors at a ratio of almost 4:1 (Australian Bureau of Statistics, 2013) which is consistent throughout all sectors of healthcare. Therefore, the nurse has a powerful and tangible effect on policy and the outcomes for patients in the clinical setting.
The importance of staff retention Nurse retention is to provide staff with implements that will empower them in the workplace. Empowerment in organizational structures include power and opportunity. Employees with high levels of power are included in lines of information, support, resources and opportunities to learn and grow (Schwinger ET AL., 2010). In additional employees who have high levels of opportunity in their jobs tend to be more proactive problem solvers and accept change. When staff have opportunity and power, they are motivated, feel more in control, have increased wellbeing and have greater job satisfaction (Schwinger ET AL., 2010).
Her answer was that nursing leadership meets every two years to assess the strategic planning by using Strength, Weakness, Objectives, and Threats (SWOT) Analysis. Question two, three and four were about utilization of the strategic plan, her thought, and the strength of the strategic plan. Dr. Massengale took a moment to think, and then she replied, “It is hard to say, but the plan was to find better ways to improve the health while providing excellent care for our veterans, but it would not have been possible without involving all stakeholders in the discussion.” (J. Massengale, personal communication, 2017). She continues to say that the strength of a good succession plan, is to involve the front-line staff as well as the veterans
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