Effective Approaches in Leadership and Management

Running head EFFECTIVE APPROACHES IN LEADERSHIP AND centering rough-and-ready Approaches in Leadership and Management Marissa Krick Grand Canyon University NRS-415V November 18, 2012 legal Approaches in Leadership and Management Many healthc be organizations worldwide argon seek to achieve attracter designation. Having the magnet title is essential because it recognizes health apportion organizations that act as a magnet for excellence by establishing a work environment that identifies, rewards, and promotes professional care for (ANCC draw Designation, 2012).A magnet infirmary is considered to be one where nursing provides excellent persevering c ar, where nannys have a high level of job satis itemion, and where there is a low provide agree turnover rate. This paper will discuss how nursing leadership and managers obtain magnet designation. Nursing leaders and managers play an important type in attaining magnet designation and take different approaches in swan to ach ieve much(prenominal) stance. Obtaining magnet status is essential and highly accept in the nursing practice today. go fors play a vital division in patients and families over all experience and atomic number 18 the primary source of cargon and support during the most vulner open times in an individuals life. At magnet infirmarys, draws are attentive and knowledgeable, spending more time at patients bedsides providing gracious and upmost pure tone of care. Managers are unbrokenly striving to maintain quality service and patient care through the use of patient surveys in station to plan short and long term objectives in parliamentary procedure to take appropriate actions.With the use of patient surveys, managers are able to communicate their staff on areas for rectifyment or where to keep up the acceptable work. Managers provide direction and motivation to their nursing unit in straddle to carry out desired actions and are focused on do sure that their staff are follo wing the correct policies and procedures in locate to maintain a safe workplace. Leadership in nursing maintains graceful policies and procedures, exclusively the main focus is on influencing staff to accomplish goals. hold article aboutProduction ManagementNurse leaders inspire early(a)s to work in concert in quest of a shared goal, for instance, improved patient care. The halt leader is a faultfinding thinker, sets goals, uses entrapive communication, and recognizes the emotional needs of others (Roskoski, 2012). Nurse leaders carry out any changes that are to be do that have been implemented by counseling. Scottsdale Healthcare is an organization of magnet status and is continuously striving to find ways in which to improve patient happiness and quality of care.As of October 2011, Scottsdale Healthcare implemented bedside field in order change magnitude patient satisfaction providing the patient and family knowledge in regards to their circumstance and plan of care in order to set goals for the patients recovery and gives them the efficiency to ask questions. Prior to bedside report taking effect, management gathered all employees from the unit going over what is to be expected and how bedside report was non only taking effect on our unit alone, but hospital wide.Nursing leaders knew that they had a situation at reach out due to the fact that nursing staff was so comfortable in giving report at the nurses station and did non want to wake the patient or deal with a family member, but they remained positive and encouraged staff that this would dramatically change our satisfaction scores. In maintaining patient satisfaction scores, the hospital would condition for reimbursement from Medicare. The nurse leaders were the ones who made the transition a smooth process, as the managers unspoilt informed staff how things were going to be.The nurse leaders give others the ability to understand the vision, informing those of why they are being aske d to do things, and how it relates to the bigger picture (The residual surrounded by leadership and management, 2012). In order to maintain magnet status, managers and nurse leaders must(prenominal) work together in order to meet the necessary requirements. With implementing bedside report, not only have patient satisfaction scores increased, the rapport between patient and nurse and quality of care has increased as well.Organizations such as Scottsdale Healthcare are recognized for treating their employees with respect and encourage educational growth in offering tuition reimbursement. With upholding magnet status, organizations are able to keep their employees when given the ability to offer such programs. This writer has been an employee at Scottsdale Healthcare for five years now and has seen many changes take effect on the unit implemented by the nurse manager striving to increase patient satisfaction. Changes that have occurred on the unit consist of edside reporting, hourl y rounding, and updated white boards for patient information, just to name a few. Within the past(a) couple of months, patient satisfaction scores have decreased and management is not happy. The nurse managers have informed staff that if hourly rounding, bedside reporting, and modify white boards are not being completed employees will be reprimanded. The nurse managers have been going into patient rooms asking the patients if their nurse has been performing the tasks as listed above, and take it upon themselves to tell the patient that if these tasks are not being performed, then the nurse could possibly be terminated.With all the ban feedback from the managers, nurses are becoming burned out. The nurse managers want to see an increase in outcomes, but drive to do so is lacking from constant negative feedback. At the last staff meeting, we were informed that if patient outcomes did not increase, then we need to start looking for employment because there are other individuals out there that would love to have our position. On the other hand, the nurse leaders acknowledge the irritation of decreased satisfaction scores, but go above and beyond to build up morale for a positive change.Those who take the time to listen to others and incorporate ways to improve issues on the unit are considered as participatory leaders. This leadership drift includes the leader and one or more employees in the decision qualification process (Leadership Styles, 2010). As a team, the nurse leader and employees will be able to come up with a plan on ways to improve patient satisfaction, with the nurse leader having the final say. All in all, managers and nurse leaders ultimately have the same goal it is just the difference in approaches and how one handles stress.A nurse leader wants to provide attention in any way possible, they are creative and remain positive, whereas, nurse managers will stay completely focused on improving situations and are more controlling not providing a ny assistance. This writer believes that she is a correct leader than manager. Participatory leadership is this writers way of dealing with situations at hand. Effective communication and taking into consideration the feelings of others along with providing a helping hand whenever in need is of upmost importance to this writer.A way that patient satisfaction scores could increase on the unit that this writer works on is if the managers took a different approach in how they speak to their staff creating a different vibe on the floor rather than biting your applauder every time you see their face. However, it is very possible that due to the commercial enterprise we provide care to, a lot of them suffer addiction problems and much times request more medications than what we are able to give. These unhappy patients are more than likely the ones who return the patient satisfaction surveys, therefore, resulting in abject satisfaction scores.Leadership and management play an importan t role in the nursing process, but their focus is different depending on the situation. Nurse managers and leaders attain for doing the right thing and doing things right. With the dramatic and rapid changes in healthcare today, possessing critical thinking, active listening, and coping skills are essential in the nursing workforce. Together, leaders and managers need to imagine the future and lead the way to a procreative and well-organized unit with satisfied employees in order to maintain magnet status. References ANCC Magnet Designation. (2012). Meridian Health.Retrieved November 16, 2012, from http//www. meridianhealth. com/MH/ForHealthProfessionals/NursingAtMeridian/ANCCMagnetDesignation. cfm Leadership Styles. (2010). Big Dog and Little Dogs Performance Juxtaposition. Retrieved November 16, 2012, from http//www. nwlink. com/donclark/leader/leadstl. html Roskoski, J. (2012). What Is Nursing Leadership?. eHow. Retrieved November 16, 2012, from http//www. ehow. com/about_65793 87_nursing-leadership_. html The difference between leadership and management. (2012). Strategies for Nurse Managers. Retrieved November 16, 2012, from http//www. strategiesfornursemanagers. com/ce_detail/208037. cfm