Civility in the Workplace Essays

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Civility in the Workplace Essays

Complete the Clark Workplace Civility Index Assessment. After you are finished, read the assigned article: Lachman, V. D. (2015). Ethical issues in the disruptive behaviors of incivility, bullying, and horizontal/lateral violence. Urologic Nursing, 35(1), 39-42. Retrieved from http://proxy.chamberlain.edu:8080/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=c9h&AN=100927729&site=eds-live&scope=site . Next watch the video by clicking on the link below. Video (Links to an external site.)Links to an external site.

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Transcript (Links to an external site.)Links to an external site. Reflect on what you observed in the video as you answer the following: Based on what you observed, what leadership skills should you, as Masaya’s preceptor, model for your fellow coworkers to promote his acceptance into the work-group or team. Does incivility seem to be an issue in the scenario? Describe any common themes you discovered among the article, the video and the Civility Index Share how you may improve your score on the index based on what you have read. Week 7 discussion Our Future Leaders In Huston’s (2010) brief, but impressive article (required reading this week), the author outlines several leadership competencies that EVERY nurse leader will need for 2020. That year is not too far in the future, is it? Select one of the eight leadership competencies Huston described and relate it to your own leadership of nurses and nursing. This should promote a robust discussion as we come from different clinical and nonclinical perspectives. Discuss how the BSN-prepared nurse can assist a nurse leader in the budgeting process by contributing data readily available to the staff nurse. Huston, C. (2010). What skills will the nurse leaders of 2020 need? (2010). Kai Tiaki Nursing New Zealand, 16(6), 14–15. Retrieved from http://proxy.chamberlain.edu:8080/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=ccm&AN=105060080&site=ehost-live (Links to an external site.) Week 8 discussion Closing the Loop Complete the Week 8 AACN Essentials Self-Assessment (Links to an external site.)Links to an external site. Civility in the Workplace Essays. Compare your scores from Week 2 to Week 8. Describe how far have you come and how much further do you wish to go in improving your competencies during the next two years of practice. Next, review the Course Outcomes as listed in the Syllabus. Select one of the course outcomes and share with your classmates how you feel you have achieved the outcome and how you will utilize the essentials and course outcomes in your practice setting.

Impacts of Employee Empowerment and Psychological Safety

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Impacts of Employee Empowerment and Psychological Safety

Comparing and analyzing the interviews

Speaking up bravely and powerfully has increasingly become an important quality in the workplace, particularly for the vulnerable demographic groups. It allows personnel to share revelations about their workplace cultures and how they affect them. It is important to note that speaking out is not without risk, and the scope and degree of the risk varies widely given the situation and context. In such cases, personnel will not speak up against damaging or intolerable behavior if the risk includes punishment that outweighs the gains. Yet, speaking up is important to a functioning and healthy workplace (Finkelman, 2016) Impacts of Employee Empowerment and Psychological Safety. The present paper compares and analyses the results of interviews conducted with three participants to collect their perceptions on empowerment and psychological safety.

 

The interviews first collected the participants’ perspective on the concept of empowerment for personnel. A common themes on the definition for employee empowerment is that it is the management approach that offers personnel responsibility and autonomy concerning their specific job tasks. One participant specifically mentioned that it is the workplace concept that allows lower level personnel to participate in decision-making by offering unique views on the problems and issues facing the organization. Besides that, they noted that empowerment has been advantageous. Firstly, it results in increased responsiveness to problems and issues facing the organization. Secondly, it helps in increasing productivity. Finally, it improves personnel commitment to the goals of the organization since they take ownership of the decisions made. Also, they noted that it presents some three disadvantages. Firstly, it reduces the speed of decision making so that it is not optimized and uniform. Secondly, it creates coordination problems since decisions are decentralized. Finally, it blurs authority and presents opportunity for conflict. Finkelman (2016) presents similar views on employee empowerment, defining this concept as the control and autonomy that personnel assigned in their workplace activities. It also notes that the concept includes having less oversight and allowing personnel to have greater voice in workplace processes (Finkelman, 2016) Impacts of Employee Empowerment and Psychological Safety. Overall, the participants presented an informative awareness of employee empowerment as a concept, noting that it allows employees to be involved in decision making to improve productivity as well as quality of life.

Secondly, the interviews collected the participants’ perspective on whether autonomy is important in the workplace. The interviews identified autonomy as the freedom that personnel enjoy in completing job tasks with all of them conceding that they enjoy some autonomy. One of the participants linked autonomy to being allowed to set work schedules so that an employee is only expected to meet the set deadlines. Another participant identified autonomy as the freedom to make workplace decision with minimal supervision. Still, they all conceded that autonomy allows them to enjoy freedom that in turn results in increased job satisfaction so that they are motivated to continue working for the organization and improve their productivity Impacts of Employee Empowerment and Psychological Safety. Ozbiglin, Groutsis and Harvey (2014) acknowledges the views presented in the interviews, noting that autonomy gives personnel freedom that results in increased job satisfaction. This results in greater feelings of responsibility among personnel so that they are motivated to improve their quality of life. Besides that, autonomy helps with reducing turnover and increasing happiness. The mentioned benefits can only be realized if the autonomy is moderated so too much freedom could result in disorganization. Besides that, individual personnel have unique characteristics that make them respond differently to autonomy. Some personnel thrive in autonomy while others report improved outcomes (Ozbiglin, Groutsis & Harvey, 2014). It is clear that employee autonomy offers unique benefits to include improved happiness, motivation, and productivity.

Thirdly, the interviews collected the participants’ responses on whether they have been involved in workplace decision-making. They all acknowledged that although they do not make decisions, they routinely offer input on decisions affecting their jobs. The nurse interviewee particularly noted being involved in decision making concerning patient care, and this has helped with gaining personal and professional stake in the medical facility, as well as its overall success. Crawley, Swailes and Walsh (2013) concurs with the views presented in the interviews, explaining involvement is an indication of commitment, and this leads to increased productivity of personnel as they actively participate in the different aspects of the organization. This is particularly useful for the workers who wish to see their efforts succeed. Besides that, it helps with on the job training as personnel get increased responsibility that expands their skill sets and prepares them for future additional responsibility (Crawley, Swailes & Walsh, 2013). Finkelman (2016) also mentions that involvement in workplace decision-making increases personnel morale through reducing the power gap between management and workers, and opens communication lines. As functioning participants in decision processes, workers get to understand that their ideas are important contributions to the organization. This gives them the power to influence work outcomes thereby leading to positive attitude and increased work satisfaction towards the organization and their position (Finkelman, 2016). Overall, it becomes clear that the concept of personnel involvement in decision-making processes ensures that the company has timely and reliable long-term assistance Impacts of Employee Empowerment and Psychological Safety.

 

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Fourthly, the interviews explored the decision-making authority practiced by the participants’ organizations. They all practice centralization of authority whereby all authority to make decisions is retained by top level managers. The authority can occasionally be delegated to the lower level managers. The participants explained that the financial implications of decisions demand that top level managers retain authority so that they are rightly held accountable for the outcomes. The authority is vested in the management position, allowing each manager to control activities under his/her jurisdiction to include affecting and influencing the behavior of subordinate personnel even without obtaining their permission. For instance, the nurse mentioned that shift assignments are typically done by the nurse managers without consulting the individual nurses. Crawley, Swailes and Walsh (2013) notes that it is not surprising for managers who take care of the organization and are policy makers to be central in decision making. The managers are in charge of the organization and are responsible for overall performance. They provide a sense of direction, evaluation organization methods, provide leadership and formulate strategies. Through centralization of authority, the organization gets to use the expert skills available in the organization. The managers possess valuable leadership knowledge, experience and skills that enable them to present the best decisions (Crawley, Swailes & Walsh, 2013) Impacts of Employee Empowerment and Psychological Safety

Finally, the interviews explored how comfortable the participants are in making suggestions in the workplace. All the participants indicated that there are mechanisms in place that enable them to make suggestions in the workplace. They specifically mentioned that they are comfortable because they can make the suggestions anonymously thus avoiding victimization. In addition, they have representatives who collect their suggestions and present them in the appropriate forums thus allowing the personnel to remain anonymous. As such, the interview participants reported being comfortable pointing out problems in the workplace. Ozbiglin, Groutsis and Harvey (2014) acknowledges that power structures in the workplace creates a situation in which personnel do not feel comfortable making suggestions for improvements. Through the use of anonymous suggestions, personnel are assured of not being victimized so that they remain free to offer unique ideas and perspectives (Ozbiglin, Groutsis & Harvey, 2014).

The interview analysis makes it clear that speaking out is an important resource that organizations should not overlook. It notes that personnel will only be comfortable if they are protected and are allowed to contribute towards decisions. Overall, employee empowerment and psychological safety allows the organization to get new ways of thinking and perspectives, give a voice to personnel, promote active participation, and improve loyalty as well as productivity.

References

Crawley, E., Swailes, S. & Walsh, D. (2013). Introduction to international human resource management. Oxford: Oxford University Press.

Finkelman, A. (2016). Leadership and management for nurses: core competencies for quality care (3rd ed.). London: Pearson Education. Impacts of Employee Empowerment and Psychological Safety

Ozbiglin, M., Groutsis, D. & Harvey, W. (2014). International human resource management. New York, NY: Cambridge University Press.\

 

Impacts of Employee Empowerment and Psychological Safety
Note: You began this Assignment in Week 3 and it will be due by Day 7 of Week 4. Plan your time accordingly.

As you wrap up your analysis of the three interviews you completed, draw on the information and perspectives gained through the Learning Resources and Discussion, this week, to assess psychological safety in each workplace. As a nurse executive, you will have new avenues for making a difference for staff and patients. With those opportunities in mind, consider how to apply the insights you gain regarding psychological safety in healthcare settings.

Photo Credit: Getty Images/iStockphoto

To Prepare:
Review Learning Resources that will guide your analysis of employee empowerment, engagement, and psychological safety.
Use the Guidelines & Questions document, from the Learning Resources, to help you in completing your Assignment, including providing the signature sheet to confirm your three interviews.
Assignment:
Finalize your Module 2 Assignment. Impacts of Employee Empowerment and Psychological Safety

Delegating successfully Nursing Essay

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Delegating successfully Nursing Essay

Delegating successfully

  1. Thinking of the five rights of delegation how should James delegate the work to be done?

It is important for James to make appropriate decisions with regards to the successful assignment of care. In this case, the assignment should be based on patient needs, skills of the personnel, staff job/position description, policies and procedures applied at the facilities, and nursing assistants as well as other members of the nursing team. There are five rights of delegation that must be considered when assigning care. These rights are: the “right” person; the “right” task; the “right” circumstances; the “right” directions and communication; and the “right” supervision and evaluation. In essence, James must assign the right personnel to the right jobs and tasks under the right circumstances. The decision must then be communicated to the person assigned the task even as directions are offered. Also, James should supervise the persons assigned the tasks and determine whether or not the task was competently, safely, appropriately and correctly completed (Barrow, 2019; Burke, 2020).

  1. Which is a priority and why?

Determining tasks priority should be based on Maslow’s Hierarchy of Needs that offers five levels of need. The first level is to address the psychological needs of the patients in terms of things needed to live, such as food, water and air. The second level is safety needs that include adequate shelter and being free from danger. The third level is to address love and belonging to include the need for belonging and affection such as family. The fourth level is esteem to include approval from others and self-esteem. The final level is self-actualization that allows the patient to achieve full potential (Stanley, 2017). Delegating successfully Nursing Essay

Based on Maslow’s Hierarchy of Needs, the first task should be to provide the three clients with second day post-ops care as these are psychological needs. The second task should be to prepare the three clients for surgery to include pre-op and post-op teaching thus addressing psychological needs. The third task is to transfer the one client to the rehab unit thus addressing safety needs. The final task is to discharge the one client home and providing discharge teaching thus addressing safety needs.

  1. What type of client management approach should James consider in assigning the work needing to be done to staff members?

James is in a unique situation whereby there is a personnel shortage and shortage of beds. As such, he is best served by a functional nursing model in assigning tasks to the staff members. This model relies on nurses’ hierarchy for the performance of different tasks depending on level of experience, training and education. In applying this method, James would act as the team leader and determine the patients’ needs. Next, he would delegate tasks to the nurses under his supervision. Using this approach, the patient care techs would record vitals and transfer the patient to the rehab, the LPN would conduct patient education, and James (as the registered nurse) would administer treatments and assume overall direction of care. This client management approach maximizes the skill set of each personnel thus addressing the high acuity and understaffing situation. Still, this approach presents a concern with regards to nurses focusing on their individual tasks instead of the overall situation so that holistic care is not provided (Evans, 2018; Stanley, 2017) Delegating successfully Nursing Essay.

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References

Barrow, J. (2019). Nursing five rights of delegation. Retrieved from https://www.statpearls.com/kb/viewarticle/21797

Burke, A. (2020). Assignment, delegation and supervision: NCLEX-RN. Retrieved from https://www.registerednursing.org/nclex/assignment-delegation-supervision/

Evans, M. (2018). Types of nursing modalities. Retrieved from https://careertrend.com/info-8520558-types-nursing-modalities.html

Stanley, D. (ed) (2017). Clinical leadership in nursing and healthcare: values into action (2nd ed.). Hoboken, NJ: John Wiley & Sons.

 

This week you are to read the chapter “Delegating Successfully” The following case study will challenge you to apply the appropriate delegation tools.
Read the following case study and think about what you learned. Use a separate word document, to answer the three questions following the case study, support your answers using the textbook, other resources and your experience.
James works at a large teaching hospital in a major metropolitan area. This institution services the entire geographical region, including indigent clients, and because of its renowned reputation, administers care to international clients and individuals who reside in other states. The staff is also limited with less RN’s and more patient care tech and nurses aids. The acuity of these clients has been quite high, requiring a great deal of time from the nursing staff.
James arrived at work at 6:30 am, his usual time. He looked at the census board and discovered that the unit was filled, and bed control was calling all night to have clients discharged or transferred to make room for several clients who had been in the ED since the previous evening. He also discovered that the other RN assigned to this unit called in sick. His team consists of himself, two patient care techs, and an LPN who is shared by two teams. He has eight clients on his team:3 clients need to be ready for surgery, including pre-op and post-op teaching,1 of which is a 35 year old woman scheduled for a modified radical mastectomy for the treatment of invasive breast cancer; 3 clients are second day post-ops requiring IV antibiotics, dressing changes, NG suctioning, chest tubes, TPN and lipids, central line dressing changes, Foleys, and ambulation; 1 client needs transferred to the rehab unit with report called prior to the transfer and finally, 1 client is to be discharged home and requires discharge teaching on insulin and dressing changes. Delegating successfully Nursing Essay
1. Thinking of the five rights of delegation how should James delegate the work to be done?
2. Which is a priority and why?
3. What type of client management approach should James consider in assigning the work needing to be done to staff members?
* Use citations to support your rationale for each answer.

Rubric
Case Study Rubric
Case Study Rubric
Criteria
Ratings
Pts
This criterion is linked to a Learning Outcome
Clearly identifies main issues/ problems related to the case study

15.0 pts
Exemplary
Provides exemplary identification of main issues related to case study, with evidence of insightful thought on the topics.

14.1 pts
Acceptable
Acceptable identification of main issues related to case study.

12.3 pts
Developing
Minimal identification of main issues related to case study.

11.0 pts
Unsatisfactory
No identification of main issues related to case study.
15.0 pts
This criterion is linked to a Learning Outcome
Determines the delegation of work using the five rights of delegation

15.0 pts
Exemplary
Detailed description of the five rights of delegation when determining appropriate work assignments.

14.1 pts
Acceptable
Acceptable description of the five rights of delegation when determining appropriate work assignments.

12.3 pts
Developing
Limited description of the five rights of delegation when determining appropriate work assignments.

11.0 pts
Unsatisfactory
No or less than satisfactory use of the five rights of delegation when determining appropriate work assignments.
15.0 pts
This criterion is linked to a Learning Outcome
Comments on effective solutions/ strategies. Describes the reason for prioritizing the work

15.0 pts
Exemplary
Exemplary work, documenting, thoughtful and appropriate comments on solutions and proposal for solutions to all issues presented in the case study.

14.1 pts
Acceptable
Acceptable and appropriate work, documenting, thoughtful and appropriate comments on solutions and proposal for solutions to all issues presented in the case study. Delegating successfully Nursing Essay

12.3 pts
Developing
Limited work, documenting, thoughtful and appropriate comments on solutions and proposal for solutions to all issues presented in the case study.

11.0 pts
Unsatisfactory
No or unsatisfactory work, documenting, appropriate comments on solutions and proposal for solutions to all issues presented in the case study.
15.0 pts
This criterion is linked to a Learning Outcome
Outlines the management approach used for assigning staff

15.0 pts
Exemplary
Insightful and thorough analysis of all issues using a management approach when assigning staff work load

14.1 pts
Acceptable
Acceptable analysis of all issues using a management approach when assigning staff work load

12.3 pts
Developing
Limited, analysis of all issues using a management approach when assigning staff work load

11.0 pts
Unsatisfactory
No or Unsatisfactory, analysis of all issues using a management approach when assigning staff work load
15.0 pts
This criterion is linked to a Learning Outcome
Supportive evidence links to course readings and additional resources

15.0 pts
Exemplary
Excellent research into the issues with clearly documented links to readings and resources used to support answers

14.1 pts
Acceptable
Acceptable show of research into the issues with documented links to readings and resources used to support answers

12.3 pts
Developing
Limited evidence of , research into the issues with limited documented links to readings and resources used to support answers

11.0 pts
Unsatisfactory
Unsatisfactory evidence of research into the issues without documented links to readings and resources used to support answers
15.0 pts
This criterion is linked to a Learning Outcome
Writing Style

15.0 pts
Exemplary
Highly skilled presentation of ideas. Engages reading. Work exceeds expectations for this level of student. Absolutely no errors in the following areas: grammar, APA, punctuation, and spelling.

14.1 pts
Acceptable
Skilled presentation of ideas. Engages reading. Work meets expectations for this level of student. 1-2 errors in the following areas: grammar, APA, punctuation, and spelling.

12.3 pts
Developing
Able to present ideas. Comes close to expectations for work at this level. Greater than three errors in the following areas: grammar, APA, punctuation, and spelling.

11.0 pts
Unsatisfactory
Limited ability to convey ideas noted. Below expectations of work at this level. Not formatted in APA. Errors noted in spelling, punctuation, and grammar. No citations to support rationale
15.0 pts
Total Points: 90.0 Delegating successfully Nursing Essay

Nursing Care Models Papers

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Nursing Care Models Papers

The purpose of this assignment is to identify nursing care models utilized in today’s various health care settings and enhance your knowledge of how models impact the management of care and may influence delegation. You will assess the effectiveness of models and determine how you would collaborate with a nurse leader to identify opportunities for improvement to ensure quality, safety and staff satisfaction.

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Course Outcomes Completion of this assignment enables the student to meet the following course outcomes. CO1: Apply leadership concepts, skills, and decision making in the provision of high quality nursing care, healthcare team management, and the oversight and accountability for care delivery in a variety of settings. (PO2) CO2: Implement patient safety and quality improvement initiatives within the context of the interprofessional team through communication and relationship building. (PO3) CO3: Participate in the development and implementation of imaginative and creative strategies to enable systems to change. (PO7) CO6: Develop a personal awareness of complex organizational systems and integrate values and beliefs with organizational mission. (PO7) CO7: Apply leadership concepts in the development and initiation of effective plans for the microsystems and/or system-wide practice improvements that will improve the quality of healthcare delivery. (PO2, and 3) CO8: Apply concepts of quality and safety using structure, process, and outcome measures to identify clinical questions as the beginning process of changing current practice. (PO8)

NURS 6221 Performance Management System Matrix Nurse Executive Interview

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Performance Management Interview Guidelines & Questions

Module 3 Assignment
Performance Management System Nurse Executive Interview

 

 

Planning and Arranging the Interview
Plan for 45–60 minutes to conduct the interview. You may speak in person, by phone, via Skype, or another means that is convenient for you and the interviewee. If you record the interview, obtain the person’s permission in advance.

Confirm to your interviewee that all information obtained in the interview will be confidential. If preferred by the individual, you may identify the nurse executive and his/her healthcare organization using pseudonyms in the Assignment materials you submit.

Interview questions to guide your conversation begin on Page 3 of this document.

Note: You are required to request the individual’s signature to confirm the interview. Fill in the information on Page 2, print out the page, and obtain the nurse executive’s full signature. Scan and submit the signed Page 2 as a separate Word file with your completed NURS 6221 Performance Management System Matrix Nurse Executive Interview Assignment.

 

 

 

 

 

Interviewee Profile and Confirmation Signature
 

Name  Melissa Y.

 

Healthcare Organization VAMC

 

Unit/Department Critical Care and Emergency Department

 

Job Title Chief

 

Years in Position 9years

 

HR-Related Responsibilities Hiring and interviewing

 

Relationship to You/How Identified for Interview Co-Worker

 

 

 
Interviewee’s Signature:

 

 

 

Conducting the Interview
There are 10 sets of question that follow for examining the performance management system in your interview subject’s healthcare organization. Keep the interview focus on the nurse executive’s unit (i.e., neonatal, critical care) to obtain as detailed information as possible: NURS 6221 Performance Management System Matrix Nurse Executive Interview

 

Take notes on the responses in the spaces on the right. If you record the interview, you are still encouraged to take notes on the person’s responses, as a safeguard in case there is any problem with the recording.
 

Questions

 

 Responses
1. What criteria are used to evaluate employee performance within your specific unit (i.e., neonatal, critical care) in the healthcare organization?

 

What are the sources of information (e.g., observation, patient satisfaction) that inform the criteria?

 

How are the criteria communicated to employees?

 

 1. Notes/verbatim quotes:
2. Basically, “performance management” refers to all activities carried out to manage and improve employee performance. This includes obtaining performance information and communicating this information to the employee; supervision; coaching; rewards; training; discipline; and at times, career development.\NURS 6221 Performance Management System Matrix Nurse Executive Interview

 

Thinking about the performance management system for nurses in your specific unit, how does the system support development and retention of desired employee characteristics and behaviors?

 

Note: Ask for both specific examples and comments on how well the system works.

 

 

 2. Notes/verbatim quotes:

 

NURS 6221 Performance Management System Matrix Nurse Executive Interview
3. To what extent are the various components of performance management interconnected?

 

For example, is performance appraisal information used to help identify training needs for employees?

 

 

 3. Notes/verbatim quotes:
4. What types of training are provided to enhance employee performance and retention?

 

 4. Notes/verbatim quotes:
5. How is information collected, maintained, consolidated, and summarized on employee performance and retention?

 

What is the role of technology in this process, including ensuring privacy of employee information?

 

 5. Notes/verbatim quotes:
6. Are peer reviews or multisource feedback (i.e., 360-degree feedback) used?

 

If it is/has been used, what are/were its strengths and drawbacks?

 

If it was tried and abandoned, why was it discontinued?

 

What is your overall assessment of the multisource feedback, and circumstances (if any) when it might be useful?

 

 6. Notes/verbatim quotes:
7. What are two types of training you would recommend to help prepare managers to discuss performance with employees?

 

 7. Notes/verbatim quotes:
8. What are strengths of your performance management system to recommend as exemplars?

 

 

 

 8. Notes/verbatim quotes:
9. What weaknesses in the performance management system need to be addressed?

 

How do you know the nature of the weaknesses?

 

 

 

 9. Notes/verbatim quotes:
10. What mechanisms are available, if any, for your employees to provide input on the performance management system?

 

 10. Notes/verbatim quotes:
Analyzing and Reflecting on the Interview
·      Reflect on the results of the interview, including background information on the professional, the healthcare organization, and performance management system.

 

·      Consider how you would summarize information gained in the interview using the Performance Management System Interview Matrix Template and your Reflection paper to provide a thorough description of the performance management system.

 

·      Consider strengths and weaknesses of the system, as described by the nurse executive and from your own analysis, and strategies and approaches you would recommend for addressing the weaknesses.

 

·      As needed, follow up with your interviewee by phone or e-mail to clarify answers and conclusions. You may ask the nurse executive to review a draft of your interview summary to ensure that you captured the individual’s intent.

 
Completing the Module 3 Assignment
 

Part 1: Interview Matrix Summary

Complete the Performance Management System Interview Matrix Summary Template, provided in the Module 3 Learning Resources, to create a visual summary of the information gathered through your interview with a nurse manager. NURS 6221 Performance Management System Matrix Nurse Executive Interview

 

Part 2: Interview Reflection

In a separate Word document, write 2–3 pages that reflect on the interview and your overall impressions and that include the following:

 

·   Briefly describe the professional you interviewed, including title, years of experience, and his/her healthcare organization (e.g., size, location, special services). Note: Be mindful of your interviewee’s privacy in the details you provide.

·   Explain the concept of “performance management” that guided your interview and the interviewee’s responses.

·   Evaluate the healthcare organization’s performance management system for effectiveness, drawing on the nurse executive’s assessment and your own observations and conclusions.

 

·   Describe characteristics and/or factors that stand out to you as contributing to the system’s strengths and weaknesses.

 

·   Describe actions, strategies, or approaches you would recommend to address weaknesses in the system.
Final Submission

Submit in three separate files:

·         Performance Management System Interview Matrix Summary

·         Interview Reflection

·         Interviewee Profile and Confirmation Signature (Page 2 from this document)

 

 

Performance Management Interview Matrix Summary

 

Module 3 Assignment

 

Performance Management System Interview Matrix Summary

 

Complete this matrix to summarize information from your interview with a nurse executive on the performance management system for the individual’s healthcare organization. Identify the nurse executive’s unit/department that is the specific focus of your evaluation.

 

Characteristics/Factors

 

 Performance Management System for [specify nursing unit]
System Features
Employee Evaluation
Criteria
Sources of
Evaluation Criteria 		  

 
How Criteria
Communicated to
Employees
How Components of

Performance Management

Are Interconnected in the
System

 
How Information Collected,
Maintained, Consolidated,
and Summarized on
Employee Performance
and Retention 
Technology Integration
in the System 
Privacy Protections

 
System Analysis
How System Supports

Employee Development

 

  

 

NURS 6221 Performance Management System Matrix Nurse Executive Interview

 
How System Supports

Employee Retention

 
Use of Peer Reviews/

Multisource (360 degree)

Feedback and

Effectiveness

 
How Training Used to

Enhance Employee
Performance

and Retention

 
How Training Used to

Support Managers That
Evaluate Performance

 
Mechanisms for Employee

Input on the System

 
System Evaluation
How Well System
Supports EmployeePerformance Growth and
Development 
How Well System
Supports Employee
Retention  
Performance Management

System Strengths

 
Performance Management

System Weaknesses

 
Overall Conclusions

 

 

 

Performance Management Interview Guidelines & Questions

 

Module 3 Assignment
Performance Management System Nurse Executive Interview

 

 

Planning and Arranging the Interview
Plan for 45–60 minutes to conduct the interview. You may speak in person, by phone, via Skype, or another means that is convenient for you and the interviewee. If you record the interview, obtain the person’s permission in advance.

Confirm to your interviewee that all information obtained in the interview will be confidential. If preferred by the individual, you may identify the nurse executive and his/her healthcare organization using pseudonyms in the Assignment materials you submit. NURS 6221 Performance Management System Matrix Nurse Executive Interview

Interview questions to guide your conversation begin on Page 3 of this document.

Note: You are required to request the individual’s signature to confirm the interview. Fill in the information on Page 2, print out the page, and obtain the nurse executive’s full signature. Scan and submit the signed Page 2 as a separate Word file with your completed Assignment.

 

 

 

Interviewee Profile and Confirmation Signature
 

Name: XX

Healthcare Organization: xxxxxxx

Unit/Department: Medical-surgical unit

Job Title: Nurse manager

Years in Position: 2 years

HR-Related Responsibilities

·         Supervising nursing staff

·         Make management decisions

·         Implementing effective strategies

·         Set work schedules

·         Coordinate meetings

·         Make decisions about personnel.

Relationship to You/How Identified for Interview

A colleague at my workplace
Interviewee’s Signature:

 

 

 

Conducting the Interview
There are 10 sets of question that follow for examining the performance management system in your interview subject’s healthcare organization. Keep the interview focus on the nurse executive’s unit (i.e., neonatal, critical care) to obtain as detailed information as possible:

 

Take notes on the responses in the spaces on the right. If you record the interview, you are still encouraged to take notes on the person’s responses, as a safeguard in case there is any problem with the recording.
 

Questions

 

 Responses
1. What criteria are used to evaluate employee performance within your specific unit (i.e., neonatal, critical care) in the healthcare organization?

 

 

 

What are the sources of information (e.g., observation, patient satisfaction) that inform the criteria?

 

 

 

 

How are the criteria communicated to employees?

 

 

 1.      Notes/verbatim quotes:

Competency & key knowledge: Measures how well the individual is able to perform clinical skills

Time management: Evaluate how the staff manages their time

Communication: Measures communication skills

Teamwork: Measures how a staff member interacts and collaborate with others

 

Observation: The staff is observed when performing his/her duties by a clinical leader

 

 

 

Direct feedback about the performance is provided by the unit’s or department’s leader to the nurse

NURS 6221 Performance Management System Matrix Nurse Executive Interview

 
2. Basically, “performance management” refers to all activities carried out to manage and improve employee performance. This includes obtaining performance information and communicating this information to the employee; supervision; coaching; rewards; training; discipline; and at times, career development.

 

Thinking about the performance management system for nurses in your specific unit, how does the system support development and retention of desired employee characteristics and behaviors?

 2.      Notes/verbatim quotes:

The system encourages employee engagement and professional development because when weaknesses are identified training is planned for all staff members and this improves skills and performance as well. Additionally, through the system, employee feel they are part of the organization. All these aspects promote employee retention in the organization
3. To what extent are the various components of performance management interconnected?

 

For example, is performance appraisal information used to help identify training needs for employees?

 

 

 3.      Notes/verbatim quotes:

Different elements of performance management are connected. For example, after the employee reviews, different needs are identified and then employees are trained basing on the identified weaknesses and needs

NURS 6221 Performance Management System Matrix Nurse Executive Interview
4. What types of training are provided to enhance employee performance and retention?

 

 4.      Notes/verbatim quotes:

·         Teamwork training where staff members are trained about teams work together effectively in order to increase engagement and collaboration and eventually improve performance and retention

·         Skills trainings

·         Emotional intelligence training

 
5. How is information collected, maintained, consolidated, and summarized on employee performance and retention?

 

What is the role of technology in this process, including ensuring privacy of employee information?

 

 5.      Notes/verbatim quotes:

The information is stored in a computer system that can only be accessed by authorized individuals in order to ensure privacy of the information

There is also information collected using hardcopies and this data is stored in a private shelf only accessible to authorized parties
6. Are peer reviews or multisource feedback (i.e., 360-degree feedback) used?

 

If it is/has been used, what are/were its strengths and drawbacks?

 

If it was tried and abandoned, why was it discontinued?

 

What is your overall assessment of the multisource feedback, and circumstances (if any) when it might be useful?

 

 6.      Notes/verbatim quotes:

360-degree feedback is used. The information is collected from the supervisor, colleagues and subordinates regarding an individual’s work-related behavior and its impact.

 

The main strength of 360-degree feedback is that it provides a wide perspective regarding employee performance including how an employee interacts with the co-workers, subordinates, and clients

 

360-degree feedback creates a culture of openness and improves self-awareness

 
7. What are two types of training you would recommend to help prepare managers to discuss performance with employees?

 

 7.      Notes/verbatim quotes:

Emotional intelligence and training on communication skills
8. What are strengths of your performance management system to recommend as exemplars?

 

 

 

 8.      Notes/verbatim quotes:

The performance management system promotes a culture of openness because direct feedback is provided

The system leads to employee development where the weaknesses are significantly improved after being identified

NURS 6221 Performance Management System Matrix Nurse Executive Interview  
9. What weaknesses in the performance management system need to be addressed?

 

How do you know the nature of the weaknesses?

 

 

 

 9.      Notes/verbatim quotes:

Sometimes the performance review is normally too involving and takes too much time

The weaknesses are notable because the metrics used are many and provided regularly
10. What mechanisms are available, if any, for your employees to provide input on the performance management system?

 

 10.  Notes/verbatim quotes:

The employees provide recommendations about some of the aspects that should be integrated in the performance management system
Analyzing and Reflecting on the Interview
·      Reflect on the results of the interview, including background information on the professional, the healthcare organization, and performance management system.

 

·      Consider how you would summarize information gained in the interview using the Performance Management System Interview Matrix Template and your Reflection paper to provide a thorough description of the performance management system.

 

·      Consider strengths and weaknesses of the system, as described by the nurse executive and from your own analysis, and strategies and approaches you would recommend for addressing the weaknesses.

 

·      As needed, follow up with your interviewee by phone or e-mail to clarify answers and conclusions. You may ask the nurse executive to review a draft of your interview summary to ensure that you captured the individual’s intent.

 
Completing the Module 3 Assignment
 

Part 1: Interview Matrix Summary

Complete the Performance Management System Interview Matrix Summary Template, provided in the Module 3 Learning Resources, to create a visual summary of the information gathered through your interview with a nurse manager. NURS 6221 Performance Management System Matrix Nurse Executive Interview

 

Part 2: Interview Reflection

In a separate Word document, write 2–3 pages that reflect on the interview and your overall impressions and that include the following:

 

·   Briefly describe the professional you interviewed, including title, years of experience, and his/her healthcare organization (e.g., size, location, special services). Note: Be mindful of your interviewee’s privacy in the details you provide.

·   Explain the concept of “performance management” that guided your interview and the interviewee’s responses.

·   Evaluate the healthcare organization’s performance management system for effectiveness, drawing on the nurse executive’s assessment and your own observations and conclusions.

 

·   Describe characteristics and/or factors that stand out to you as contributing to the system’s strengths and weaknesses.

 

·   Describe actions, strategies, or approaches you would recommend to address weaknesses in the system.
Final Submission

Submit in three separate files:

·         Performance Management System Interview Matrix Summary

·         Interview Reflection

·         Interviewee Profile and Confirmation Signature (Page 2 from this document)

 

 

Performance Management Interview Matrix Summary

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Module 3 Assignment

 

Performance Management System Interview Matrix Summary

 

Complete this matrix to summarize information from your interview with a nurse executive on the performance management system for the individual’s healthcare organization. Identify the nurse executive’s unit/department that is the specific focus of your evaluation.

 

Characteristics/Factors

 

 Performance Management System for [specify nursing unit]
System Features
Employee Evaluation
Criteria		 NURS 6221 Performance Management System Matrix Nurse Executive Interview
Sources of
Evaluation Criteria 		  

 
How Criteria
Communicated to
Employees
How Components of

Performance Management

Are Interconnected in the
System

 
How Information Collected,
Maintained, Consolidated,
and Summarized on
Employee Performance
and Retention 
Technology Integration
in the System 
Privacy Protections

 
System Analysis
How System Supports

Employee Development

 

  

 

 

 
How System Supports

Employee Retention

 
Use of Peer Reviews/

Multisource (360 degree)

Feedback and

Effectiveness

 
How Training Used to

Enhance Employee
Performance

and Retention

 
How Training Used to

Support Managers That
Evaluate Performance

 
Mechanisms for Employee

Input on the System

 
System Evaluation
How Well System
Supports EmployeePerformance Growth and
Development 
How Well System
Supports Employee
Retention  
Performance Management

System Strengths

 
Performance Management

System Weaknesses

 
Overall Conclusions

 

 NURS 6221 Performance Management System Matrix Nurse Executive Interview

 

Performance Measurement PowerPoint Slide Show

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Performance Measurement PowerPoint Slide Show

The purpose of this PowerPoint presentation is to locate and compare performance measurement data on common health conditions for the hospitals in your area. You will investigate the Centers for Medicare and Medicaid Services websites and locate hospital compare data for hospitals within a 50-mile radius of the community where you are working or had your prelicensure clinical experiences. You will prepare a PowerPoint presentation and share the results of your findings.

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Opportunities for improving performance measurement indicators will be shared. Course Outcomes Completion of this assignment enables the student to meet the following course outcomes. CO1: Apply leadership concepts, skills, and decision making in the provision of high-quality nursing care, healthcare team management, and the oversight and accountability for care delivery in a variety of settings. (PO2) CO2: Implement patient safety and quality improvement initiatives within the context of the interprofessional team through communication and relationship building. (PO3) CO3: Participate in the development and implementation of imaginative and creative strategies to enable systems to change. (PO7) CO7: Apply leadership concepts in the development and initiation of effective plans for the microsystems and system-wide practice improvements that will improve the quality of healthcare delivery. (POs 2 and 3) CO8: Apply concepts of quality and safety using structure, process and outcome measures to identify clinical questions as the beginning process of changing current practice. (PO8)

Nursing Essay Discussion Papers

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Nursing Essay Discussion Papers

Week 3: Conflict Resolution Paper

The purpose of this assignment is to learn how to identify and effectively manage conflicts that arise in care delivery settings resulting in better management of patient care, including appropriate delegation. You will gain insight into conflict management strategies and develop a plan to collaborate with a potential nurse leader about the conflict and its impact in a practice setting. Course Outcomes Completion of this assignment enables the student to meet the following course outcomes. CO1: Apply leadership concepts, skills, and decision making in the provision of high-quality nursing care, healthcare team management, and the oversight and accountability for care delivery in a variety of settings. (PO2) CO3: Participate in the development and implementation of imaginative and creative strategies to enable systems to change. (PO7) CO6: Develop a personal awareness of complex organizational systems, and integrate values and beliefs with organizational mission. (PO7) CO7: Apply leadership concepts in the development and initiation of effective plans for the microsystems and system-wide practice improvements that will improve the quality of healthcare delivery. (POs 2 and 3)

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Week 5: Nursing Care Models Paper

The purpose of this assignment is to identify nursing care models utilized in today’s various health care settings and enhance your knowledge of how models impact the management of care and may influence delegation. You will assess the effectiveness of models and determine how you would collaborate with a nurse leader to identify opportunities for improvement to ensure quality, safety and staff satisfaction. Course Outcomes Completion of this assignment enables the student to meet the following course outcomes. CO1: Apply leadership concepts, skills, and decision making in the provision of high quality nursing care, healthcare team management, and the oversight and accountability for care delivery in a variety of settings. (PO2) CO2: Implement patient safety and quality improvement initiatives within the context of the interprofessional team through communication and relationship building. (PO3) CO3: Participate in the development and implementation of imaginative and creative strategies to enable systems to change. (PO7) CO6: Develop a personal awareness of complex organizational systems and integrate values and beliefs with organizational mission. (PO7) CO7: Apply leadership concepts in the development and initiation of effective plans for the microsystems and/or system-wide practice improvements that will improve the quality of healthcare delivery. (PO2, and 3) CO8: Apply concepts of quality and safety using structure, process, and outcome measures to identify clinical questions as the beginning process of changing current practice. (PO8)

Week 6: Performance Measurement PowerPoint Slide Show

The purpose of this PowerPoint presentation is to locate and compare performance measurement data on common health conditions for the hospitals in your area. You will investigate the Centers for Medicare and Medicaid Services websites and locate hospital compare data for hospitals within a 50-mile radius of the community where you are working or had your prelicensure clinical experiences. You will prepare a PowerPoint presentation and share the results of your findings. Opportunities for improving performance measurement indicators will be shared. Course Outcomes Completion of this assignment enables the student to meet the following course outcomes. CO1: Apply leadership concepts, skills, and decision making in the provision of high-quality nursing care, healthcare team management, and the oversight and accountability for care delivery in a variety of settings. (PO2) CO2: Implement patient safety and quality improvement initiatives within the context of the interprofessional team through communication and relationship building. (PO3) CO3: Participate in the development and implementation of imaginative and creative strategies to enable systems to change. (PO7) CO7: Apply leadership concepts in the development and initiation of effective plans for the microsystems and system-wide practice improvements that will improve the quality of healthcare delivery. (POs 2 and 3) CO8: Apply concepts of quality and safety using structure, process and outcome measures to identify clinical questions as the beginning process of changing current practice. (PO8)

Concept Map-Hypertension Essay Assignment

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Concept Map-Hypertension Essay Assignment

Develop and learntoday.info/Learn/NU254_Fall_14/site/Media/Worksheets/Concept%20Map%20Exemplars.docx”>Concept Map, using the form provided, on the following patient. Include Diagnostic data and medical orders that you expect to be ordered on the patient. Attach references as well in APA format.  T.J., a 30-year-old African American client, is in his last year of law school and is clerking for a prestigious law firm. He and his fiancé plan to marry as soon as he graduates. During the last week he has had four dizzy spells and a headache at the base of his skull upon awakening for the last 2 days. His father has a history of hypertension, so T.J. is aware that his symptoms may indicate high blood pressure.

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On his way home from work, T.J. stops by the clinic and asks the nurse to check his blood pressure. The nursing assessment yields the following data. Subjective data: States he has had four dizzy spells and has awakened with a headache in the occipital lobe the last two mornings. T.J. has 1 glass of wine at lunch and 2-3 beers in the evening to relax from the tension of school and work. Most of his meals are at fast-food establishments and have a high fat content. T.J. does not smoke. He used to jog 4 mornings a week but quit when he started clerking. He has had nocturia for the last 3 weeks. He is not taking any medication. T.J. states he is concerned about having hypertension because he does not want to take medication. Objective data: T 98.6°F(37°C), AP 78 beats/min, R 16 breaths/min, BP 142/92 mm Hg, Wt 190 lbs (optimum weight 160). No edema noted in hands, feet, or legs.

Research Data Analysis Design – Influenza prevention strategies

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Research Data Analysis Design – Influenza prevention strategies

The CDC is proposing to train public health professionals nationally on improving Influenza A prevention strategies targeting particular high-risk groups in the state. In order to prepare for next year’s flu season, the CDC needs to identify the locations where possible mass vaccination clinics need to be set up.

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You are the head of a nine-member public health committee at the state public health department. You need to present the proposed data analysis design to the public health department chair. Your proposed data analysis design should include the following:

  • A proposal for the research design.
  • A sample, methods, and data analysis strategy that you would use for this study.
  • Specifics of your research.
  • Updated estimates on the number of influenza cases and related hospitalizations and deaths in your state in the previous years.
  • An analysis of data by geographical area.
  • An analysis of data by demographics.
  • Key flu indicators and their prevalence in your state.
  • Recommendations on the locations of future clinics.

Infectious Disease Outbreak Essay Questions

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Infectious Disease Outbreak Essay Questions

in an infectious disease outbreak, there is often an urgent need to control the outbreak and prevent the disease from spreading. An infectious disease outbreak can be costly—both in health risks and in healthcare expenditures. A common method to confirm that an outbreak is indeed occurring is to examine the surveillance data. Examining the surveillance data is also crucial throughout the outbreak to determine if the control measures were adequate.

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From the assigned textbook readings this week, review the chapter, “Controlling an Outbreak of Shigellosis with a Community-Wide Intervention in Lexington County, Kentucky.”

Respond to the following:

  • Examine the infectious disease outbreak of shigellosis in Lexington County, Kentucky.
  • Based on the information contained within the case study, describe additional measures that could have been taken to identify and control the spread of the Shigella infection in a timely manner.
  • In addition to the standard laboratory surveillance, describe other surveillance measures that would have been useful to identify the continued number of shigellosis cases.
  • Suggest other strategies to monitor the potential for an outbreak of this particular infection.

Support your statements with appropriate examples and scholarly references.