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NUR 514 Discussion How Have You Seen Or Experienced Organizational Change Within An Organization?

NUR 514 Discussion How Have You Seen Or Experienced Organizational Change Within An Organization?

NUR 514 How Have You Seen Or Experienced Organizational Change Within An Organization?

 

Re: Topic 2 DQ 1

Management and leadership are critical components of providing high-quality health care. Both are comparable in some ways but may involve distinct outlooks, abilities, and behaviors. According to the World Health Organization (WHO), effective managers should strive to be effective leaders, and effective leaders require management capabilities (World Health Organization, 2019). Leaders envision what is possible and then communicate this vision to others. Through motivating others and securing resources, leaders develop strategies for bringing the vision to life. Managers ensure that available resources are organized and used effectively to achieve the best results (WHO, 2019).

Leadership is frequently considered as an art, not a science, whereas management is frequently viewed as a science, as it entails a sequence of logical processes that may be followed to accomplish whatever the role requires. Leaders, in my experience in the health care profession, differ in a variety of ways from managers. Leaders take an active role in developing goals and objectives for their direct reports and are constantly on the lookout for ways to improve efficiency. Managers work to complete assigned duties and will typically do whatever is necessary to complete the assignment.

An Advanced Practice Registered Nurse (APRN) is capable of both leadership and management because they possess expert knowledge, sophisticated decision-making abilities, and clinical competence for extended practice in the setting in which they are certified to work (Lamb, Martin-Misener, Bryant-Lukosius, and Latimer, 2018). For instance, APRNs can effectively lead in formulating patient care goals that contribute to the reduction of surgery site infections. An APRN can advise staff on duties that the nurse can perform to help prevent infections, such as correct skin preparation procedures and dressing administration. APRNs are knowledgeable about evidence-based practice and may apply their expertise to increase efficiency. An APRN in a leadership position will endeavor to improve the efficiency of the organization in which they work through policy changes. The APRN leader may identify equipment or staff training requirements to serve patients with severe medical conditions. The APRN manager would then continue this movement to ensure staff training is finished, that staff was comfortable with policy revisions, and that ultimately the procedure was rolled out completely. APRNs are an advantage to firms since they advanced education allots for an individual capable of both leading and managing the team.

NUR 514 Discussion How Have You Seen Or Experienced Organizational Change Within An Organization

NUR 514 Discussion How Have You Seen Or Experienced Organizational Change Within An Organization

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References

Lamb, A., Martin-Misener, R., Bryant-Lukosius, D., Latimer, M. (July 2018). Describing the leadership capabilities of advanced practice nurses using a qualitative descriptive study. Nursing Open, 5(3): 400-413.

World Health Organization (2019). Chapter 10: Leadership and Management. https://www.who.int/hiv/pub/imai/om_10_leadership_management.pdf

Re: Topic 2 DQ 1

Hi La Shionna,

According to Wood (2021), advanced practice nurses (APN) must learn to lead in multi-professional teams that are compassionate and include all team members. APNs must learn collaborative leadership skills that include listening, encouraging, and adapting to situations that arise. This type of leadership in a collaborative setting allows for the delivery of appropriate care. Wood (2021) describes this as the way nurses lead although they may not recognize it as such. Noninclusive hierarchical management styles do not take into account the ideas generated by all team members that may benefit the patient.

References

Wood, C. (2021). Leadership and management for nurses working at an advanced level. British Journal of Nursing30(5), 282–286. https://doi.org/10.12968/bjon.2021.30.5.282

Re: Topic 2 DQ 1

“Leadership begins with an individual who is motivated and self-aware” (O’Neill, 2013). Management would be considered those who make the decisions for the unit, hospital, staff, etc.Providing leadership does not necessarily means you are considered management.

A leader helps promote change and influences those around them. They provide resources and motivation to others especially those just starting their careers. It would be beneficial to have these members in the management team but it doesn’t mean that all leaders are management and even vise versa. Some management may not be considered good leaders and don’t have followership. Cruz discusses the need for self awareness and knowing when the leader is the real issue and not those following them (2014).

“Nurse leaders will serve a primary role in leading change to meet the current and future demand of our healthcare system” (O’Neill, 2013). Advance practice nurses are generally motivated to improving the healthcare system that’s why they further their education. By motivating others to further themselves as well can show leadership and managerial skills. You want those around you to get better which in turn could help the healthcare system as a whole because they will be able to provide more resources. “Good leaders are transparent and become exemplars of what is valuable and right”(Porter-O Grady & Malloch, 2018). As management transparency is key and unfortunately I feel that was lacking during this last year. The pandemic showed many flaws in our management team and there has been some changes that may ease the tension. Many of our leaders have stepped up into management positions and their followers are loyal to them and hopefully will improve the relationships between management and staff.

Cruz, J. (2014). Great Leaders Inspire Great Followership.Leadership Excellence Essentials.

O’Neill, J. A. (2013). Advancing the Nursing Profession Begins With Leadership.JONA: The Journal of Nursing Administration,43(4), 179–181. https://doi.org/10.1097/nna.0b013e3182895aa9

Porter-O Grady, T., & Malloch, K. (2018). Leadership in nursing practice: Changing the landscape of health care (3rd ed.). Burlington, MA: Jones & Bartlett Learning. ISBN-13: 9781284146530

Re: Topic 2 DQ 1

According to Barker & Denisco (2016), “management is the coordination of resources to meet organizational goals, whereas leadership is built on relationships” (p. 136).

In my experience, management has to do with the day-to-day operations functions of an organization such as, managing patients’ care by delegating to others, budgeting, staffing, competencies being up to date, and making sure the organization is following rules and regulations. Leadership to me is leading by example and inspiring others to follow. I have seen my manager, lead by making sure the staff is doing well. If we are short staffed, the manager will do what it takes to make sure we get the help we need, will jump in, and help where needed. Our manager listens and asks for our opinions on how to make improvements for our patients and staff.

Those who manage have people under them, they provide direction from hierarchical order. Management produces order and consistency by planning, setting timetables, allocating resources, organizing staffing, hiring, establishing rules, controlling and problem solving, and taking corrective action (Porter-O’Grady & Malloch, 2018).

When a nurse influences members of the healthcare team, patient, or any part of the health organization, then the nurse is leading (Porter-O’Grady & Malloch, 2018). Anyone can be a leader; no title is needed. Leaders are intentional, committed, inspire, build trust, communicate goals, build teams, empower, encourage, and lead by example (Porter-O’Grady & Mallock, 2018).,

The advanced practice nurse (APN) can lead and provide management by using transformational leadership. “Transformational leadership empowers all team members to work together to achieve a shared goal; lead with a clear vision and use coaching, inspiring, and mentoring to transform themselves, followers, and organizations” (DeNisco & Barker, 2016, p136). The APN can also incorporate the APN Leadership Capabilities Model, which discusses the patient-focused leadership and organizational and system-focused leadership capability domains, which include:

“Patient‐focused leadership included the following four leadership capability domains: 1) managing patient‐centered care; 2) coaching and educating; 3) advocating and 4) initiating meaningful communication. “Organization and system‐focused leadership” included the following seven leadership capability domains: 1) improving the quality of care provided; 2) enhancing professional nursing practice; 3) being an expert clinician; 4) communicating effectively; 5) mentoring and coaching; 6) providing leadership on internal and external committees and 7) facilitating collaboration.” (Lamb et al., 2018, pp 402-403)

References

Denisco, S. M., & Barker, A. M. (2016). Advanced practice nursing: Essential knowledge for the profession (3rd ed.). Burlington, MA: Jones & Bartlett Learning. ISBN-13: 9789384323103

Lamb, A., Martin-Misener, R., Bryant-Lukosius, D., & Latimer, M. (2018). Describing the leadership capabilities of advanced practice nurses using a qualitative descriptive study. Nursing open5(3), 400–413. https://doi.org/10.1002/nop2.150

Porter-O Grady, T., & Malloch, K. (2018). Leadership in nursing practice: Changing the landscape of health care (3rd ed.). Burlington, MA: Jones & Bartlett Learning. ISBN-13: 9781284146530

Second Response:
Writing
6 (6%) – 6 (6%)

Communication is professional and respectful to colleagues.

Response to faculty questions are fully answered, if posed.

Provides clear, concise opinions and ideas that are supported by two or more credible sources.

Response is effectively written in standard, edited English.

5 (5%) – 5 (5%)

Communication is mostly professional and respectful to colleagues.

Response to faculty questions are mostly answered, if posed.

Provides opinions and ideas that are supported by few credible sources.

Response is written in standard, edited English.

4 (4%) – 4 (4%)

Response posed in the Discussion may lack effective professional communication.

Response to faculty questions are somewhat answered, if posed.

Few or no credible sources are cited.

0 (0%) – 3 (3%)

Responses posted in the Discussion lack effective communication.

Response to faculty questions are missing.

No credible sources are cited.

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