Please share what specific knowledge of healthcare operational planning and management that you … through this experience will … most important as you take on your future nurse executive role? How will you use the concepts in this course to identify, guide, and evaluate your final MSN practicum...
NR 532 Week 8 Reflection
On reflection of this weeks lesson and posts, it has been very refreshing to examine leadership theories.
These theories are a great means to draw from and develop our own unique leadership style. I feel that
different instances may call for different leadership approaches and thus is very important for an
effective leader to understand and appreciate the range of leadership theories. I have also enjoyed
reading each post this week and have gained insight from my peers.
As a leader in a healthcare organization it is important to look at different leadership theories and
determine how you want to present yourself to your team. It is important to build a relationship with
your staff and showing vulnerability is important in this step. While this can be difficult to do, it is
extremely important to show your staff you are human and willing to show your flaws in order to better
your staff and yourself.
his week we have focused on the difference between leadership and management roles and the forces
that influence our decisions as leaders. Different leadership theories were discussed, each having a
different influence on leadership styles and how these styles can shape the healthcare organization. The
focus of our discussion topic this week was vulnerability of management. The class discussed how
vulnerability in leadership can link the leader to their followers and strengthen working relationships.
This past week was a very productive week. We discussed leadership and management theories. Leaders
can often influence and guide others toward desirable actions or making positive changes. Whereas a
manager can and often does control the institution and directs the way the company will go, the team
actualizes all those efforts into tenable coordinates. We discussed building relationships with the staff
and showing vulnerability. Showing humility will allow the staff to see the leader's strengths as well as
weaknesses. We also discussed the person-centered nursing framework as it relates to leadership
theories. Such vulnerabilities are beautiful assets for nurse executives to have and maintain. Knowing the
staff skills is crucial to providing what they need to help them preform their jobs effectively
During week 1 we focused on different management roles and the decisions we, as leaders, must make
regarding how we will guide our teams. Vulnerability in management was a focal point of our
discussions and many suggestions, such as admitting failure, being honest, and discussing your own
work-life balance challenges were mentioned as ways to show vulnerability to the team. Ultimately it
was decided showing vulnerability can strengthen the relationships between leader and followers and
can show that the leader is a person and not just a figure head in a company.
This week our discussion was on showing vulnerability as a leader. Showing vulnerability can increase
the trust that your employees have with you. If any leader is able to build trust with his/her employees,
it will increase engagement and satisfaction among the staff.
As a leader, it is very important to hold every colleague responsible for providing high-quality care for the
patients. It is vital for a leader to know their organization's system. It is clear that every single system
focuses on patient care and treating them in a holistic manner. Empowering colleagues to provide input
for changes to processes or policies is the responsibility of a leader. Learning about the different
organizational systems was very enlightening to me. I have worked at the same organization for my
entire nursing career, so I did not quite understand the other systems.
,This week had the class reviewing the five traditional patient care delivery systems and possible
combinations of delivery systems that best influence patient care and cost in a positive way. Nurse hiring
and retention is always a relevant topic of discussion. Professional practice models were reviewed, and
possible retention actions were revealed. A common characteristic of retention is to develop the staff
that is currently employed through education and preceptorships. Organizational structure and the
influence on patient care revealed that complex organizations depend on the organization structure to
influence policy and patient care improvement initiatives. Organizational structure dictates how
accountability is structured, and can have a strong influence on workplace satisfaction.
In summary, our week two lesson explored various patient care delivery models and the affect executive
leaders have on those models. Additionally, we reviewed professional practice models in nursing that
are often implemented to assist in combating the nursing shortage. As a nurse leader, we have
significant input and say into the organizational structure, the responsibility that comes with that is the
affect on patient care delivery. A nurse executive’s leadership style often plays in a role in their
organizational structure.
I enjoy weekly discussion posts as they always make me think about things that I maybe wouldn't of
taken the time to look into otherwise. Something I never considered was managing relationships
between advanced practice nurses and other staff. From the majority of class mates, we seem to agree
that this relationship should be based on respect. Staff most respect that they are a vital member of the
care team and should be treated as so. Someone suggested organizing quarterly meetings to keep lines
of communication open which I agree with. I also have participated in following an organizational chart
but never considered the reflexivity it allowed nursing. Other students have mentioned its many benefits
such as its ability to generate teamwork and establishing a line of accountability and communication.
As far as staff accepting and understanding the APN role I think its crucial that they understand what the
APN had to offer. By educating staff that APN's can help us implement and improve nursing processes it
allows them to see that they are an asset to our team. One classmate mentioned bedside rounding
together with the APN and staff nurse and I think that is a wonderful idea.
During week 2 we were asked to think about and comment on organizational structure, the roles of
advanced practice nurses, and organizational charts. Ultimately, all of this is to encourage us to think
about our whole organization as an executive and to make necessary changes to meet the needs of our
patients and employees. Organizational culture should be regularly evaluated and corrected if the
institution veers. Additionally, we discussed ways to improve communication and trust between staff
nurses and our APN partners. Ideas such as shadowing one another and including APN’s in meetings
were noted as possible ways to build these relationships.
Students were presented with readings that highlighted professional practice models, several types of
patient care delivery systems and the impact nurse executives can have on organizational structures. A
lot of the patient care delivery models currently being utilized are a combination of traditional models
that are based on the type of unit and acuity of patients seen. Nurse executives are in a perfect
professional position to start implementing strategies to help address the growing nursing shortage
through programs such as the Magnet Recognition Program, new grad residency programs, and
healthcare provider collaboration. The nurse executive remains important to ensuring staff satisfaction,
quality care, availability of resources and outcome potential.
, This week focused more closely on organizational structure, utilizing organizational charts, the specific
roles that advanced practice nurses play in the healthcare organization, and how professional practice
models often guide the decision making of the organization's executive leaders. The use of a
professional practice model is a key element to maintaining a focus on patient care while organizing and
managing a healthcare organization. Again this week we discussed the importance of assessing the
needs/goals of the organization as a nurse leader and adapting organizational structure and
management style to meet those needs. There is no one size fits all approach and often styles overlap or
are interchanged dependent on the needs/goals of the organization which is why a nurse administrator
must keep their finger on the pulse of the organization recognizing things that are working, things that
need changing and ensuring a constant focus on the mission, vision, and values that drives the
organization.
This week we discuss different care delivery systems. After reading and researching the five traditional
care delivery systems, I came to realize that we employ two of the systems to do deliver care to our
patients. We employee the team and modular care along with primary care nursing. Their of are teams
of three, 1 nurse and 2 patient care technicians, to take care of one side of the room for two weeks. The
staff and the patients seem to like the fact they can relate to one set of staff for more than a day or two.
Professional practice models and organizational structures were also discussed this week. There has
been a shortage of nurses in my area for over two years. As an incentive to attract and retain nurses the
company offered sign-on bonuses up to 7,500 to be disbursed over a two year period. This has helped
because we just hired three nurses for our area.
This week I've gain more knowledge on the five different care delivery models. I've reflected on the
different care delivery models my recent and previous employers used and noted the disadvantages and
advantages. It is known that total patient care is the most effective care delivery model; delivering the
highest quality of care. Unfortunately, this model is not ideal due to the growing shortage of nurses. In
order to implement total patient care model, an organization must have sufficient nurses and have the
financial means to compensate the nurses. For this reason, I've seen primary and team nursing care
delivery models utilized more often.
This week we explored the concepts of organizational structures, patient delivery models, and reflexivity.
All ideas will be something that we, as nurse leaders, will have to deal with in the future. I will want all of
my staff to be self-aware and able to learn from experiences on the job. Organizational structures help
form how management is involved and the level of interaction with non-management staff. My current
employer utilizes a decentralized form of structure that seems to work well and is deemed adequate by
job satisfaction surveys that are completed once a year by all staff, which asks how satisfied are you with
management and their presence. The different patient delivery models are something that we will have
to understand and how it will affect the areas that we manage. Applying the best cost-effective and
patient-centered care delivery system will be one of our challenges as a nurse leader.
This week we discussed both collaboration between staff nurses and APNs as well as how organizational
charts can improve collaboration between different departments. It seems we have varying experience
on how APNs are utilized in our different facilities. Communication and education seems to be the key to
improving relationships between staff nurses and APNs.
Organizational charts can be useful tools to enhance collaboration between departments. These charts
can allow others to see the order of which people report as well as how teams are connected. This could
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