Impact Of Nursing Leadership

CAPSTONE PROJECT PRESENTED IN PARTIAL FULFILEMENT OF THE REQIUREMENT FOR THE REGISTERED NURSING/BSc. DEGREE IN NURSING AT TEXILA AMERICAN UNIVERSITY TOPIC

THE DEVELOPMENT, IMPLEMENTATION AND EVALUATION OF THE NURSING LEADERSHIP AND MANAGEMENT AS IT AFFECTS STAFF RETENTION.

AUTHOR

CYNTHIA ULOAKU EGBOMUCHE APPLICATION NUMBER 10029

ABSTRACT:

Owing to the fact that there is an increasing need to retain healthcare’s greatest assets, work environments must provide positive relationships and Registered

Forty registered nurses and ten other personnel from various health professions and human resources departments participated in the assessment of supervisory support and practice environment measurements. The Supportive Supervisory Scale (SSS) was used to measure perceived nursing leadership behaviors. For the purpose of my research work, I will report or make reference with only the area that involved RN/RM. Descriptive statistics revealed areas of weakness to be those of relationship-building and shared decision-making. The Bridge Clinic’s Practice Environment Measure (B-PEM) was used to measure nurse perceptions on their work environment. The areas identified that needed most improvement were “feeling valued” and “professional development”. The organizational assessment along with both surveys supported the need for nursing leadership development in relationship building skills and empowering nurses. The results of these assessments informed the improvement of an organizational specific leadership development intervention and implementation. Leadership development workshops were conducted at different levels of nurses attainment as a pilot intervention and

Sustainability of these skills will be dependent on continued organizational mentoring and growth of the participants of the trainings and workshops. The desired outcome of staff nurse retention will need to be evaluated by the Clinic in the future to determine if leadership development has been successful. INTRODUCTION

Recognizing the wealth of clinical expertise, organizational knowledge and judgment that experienced nurses/midwives bring to the patient’s bedside, it became very important that I with the permission of The Bridge Clinic, ITISA(Interdependence & Transformation In South Africa), Pathcare, health systems and nursing leaders, started looking at the ways The Development, Implementation and Evaluation of Nursing Leadership and Management affects Staff Retention. These processes will only be effectively implemented through systems, knowledge and skills that can recognize the continued acceleration of nursing shortage and how important it is to retain nurse. It is predicted that by the year 2020, the growing number of people with chronic disease who will require health care, in addition to the increase in life expectancy of the general population, will create a nursing shortage that will be at a critical point.