NR 531 Week 5 Discussion: Management of Influence, Power, Conflict, and Decision Making
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Module
NR 531
Institution
NR 531
NR 531 Week 5 Discussion: Management of Influence, Power, Conflict, and Decision Making/NR 531 Week 5 Discussion: Management of Influence, Power, Conflict, and Decision Making/NR 531 Week 5 Discussion: Management of Influence, Power, Conflict, and Decision Making
Dear Dr. Scott and Class
Effective communication is essential to the success of an organization at every level.
Hospitals are complex organizations that must run as efficiently at night as they do during the
day, which requires staff to work a variety of shifts. One of the most challenging aspects of
being a nurse executive is ensuring that you effectively communicate with staff on all shifts.
According to Reed (2017) one of the most effective ways a leader can engage staff is to interact
with them in their own work environment. Providing opportunities for staff to interact with
leadership on their own unit shows them that the leader cares about them and the work they are
doing. Staff need to feel valued and recognized for their contributions and innovative ideas.
One strategy that the nurse executive could employ to engage the night shift staff at
SLMC in the Magnet designation process is to round on the nursing units on the off shift. This
visibility will provide the nurse executive to share information about the Magnet designation
process with staff, listen to their ideas and address any concerns they might have. It also
demonstrates the nurse executive’s commitment to supporting a Magnet environment. Another
strategy to increase compliance with attending the Magnet preparation sessions is to offer them
at times that are more convenient for off shift staff to attend such as during their shifts or
immediately before or after their shifts. Both approaches will engage the staff in the process and
create a sense of empowerment as they involve the “sharing of vision, mission, knowledge,
expertise, decision making and resources necessary for employees to reach organizational goals”
(McEwen & Wills, 2014, p.369).
Reference
McEwen, M., Wills, E. M. (2014). Theoretical basis for nursing (4th ed). Philadelphia: Wolters
Kluwer, Lippincott Williams & Wilkins
Reed, S. B. (2017). Five key attributes of leadership. Healthcare Financial Management, 1-4.
Retrieved from https://www.hfma.org/hfm/
Dear James
The statistics in your post were very informative and you raise some valid points about
nigh shift staff. They often lack connection to the activities and opportunities that occur during
the day making them less engaged in the organization overall. I agree that it is very important
for leadership to have a regular presence on the unit on the off shift to provide opportunities for
staff to interact with leadership and have their voices heard. For example, on my unit, we hold
staff meetings during day shift and night shift to engage staff in the content being presented. Our
leadership team also plans out our schedules each week to ensure that at least one of us is present
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