Nursing, Leadership and Management Case Analysis
Source of motivation
The nursing career is a challenging one and needs a lot of motivation and determination in order for one to continue in the quest to offer the service to those who need it and stay motivated and even motivate others. There are varied sources of my motivation in the nursing field. The most important is the intrinsic motivation source. It is described as the willingness of a person to make some decision or take an action depending not on the material rewards but the possible satisfaction that they may derive from the experience or the action (Jeremy Wight, 2011). The decision to engage in the nursing management activity is motivated by the pleasure or the learning experience that is derived from engaging in the activity. It is indicated that intrinsically motivated people derive pleasure from completing a task, the job itself or recognition. They are the category of people who do not look for any kind of tangible rewards or incentives in order to motivate them but are motivated from within.
According to Maslow theory, which indicates that people are motivated in life to achieve the basic needs first after that is when they can move to the more complex needs. The concept is usually put in form of a pyramid with the basic needs being at the base and the more complex secondary needs being at the apex. Maslow emphasized that each individual seeks the self-actualization (Learning Theories, 2012). This is yet another source of my motivation as I wish to climb higher in the ladder of managerial positions and reach the peak in my professional career at a given time.
2. Managing difficult employee situation
There are various difficult employee situations that arise every time within the nursing field and being that it is the lives of people that are being dealt with, there is need to ensure all is done for the best interest of the patient. One common situation is has to do with creating a positive and performance oriented culture. Most nurses may experience burnout effects at work due to the demanding roles of nursing. This may cause misunderstanding hence attrition at work and indifference to the patients. This is a dangerous situation in nursing since empathy is the basis of nursing. This can be handled by creating an open communication channel between the nurses and the management, and in effect leading to a performance oriented culture. There is need also to create multi-disciplinary teams that will help out each other in times of difficulties.
3. Measuring performance improvement
One quality improvement initiative that has caught my attention is the quality improvement in the rural hospitals. The measure that was in determining the improvement in the rural hospitals is process improvement, implementation of the health IT procedures within the hospitals and safety culture change as indicated by Rural Health Research gateway, (2012). The initiative has been widely accredited to be successful in areas where it has been fully implemented. The success is owed to the fact that the concerned agencies first delved into the target areas and conducted thorough needs assessment and several interviews with the residents of the regions (Janet Pagan et.al, 2009). It was after finding the first hand information that they implemented the QI initiatives that were formatted for the region hence a big success.
4. Implementing safety standards
The safety of the patients as well of the staff at any health institution is of the highest consideration. One common incidence in the care for patients is the issue of polypharmacy, a situation where the patient uses more variety of drugs than he actually needs to use. One of the goals of the joint commission on national patient safety is to ensure that this is controlled. Here, the personnel is needed to find out what medications the patient is using. The commission therefore requires each hospital worker to give the list of the medications to the next caregiver, the regular doctor and the family as well before the patient returns home (Rebecca S. McClinton, 2012). This is a measure to ensure that the patient takes the required drugs only and if there is any change in prescription, then it is adhered to.
5. Communicating with your staff — Holiday scenario
The best way to communicate with the staff about the change in the manner in which they sign up for they holiday time would be through an internal memo which could be pinned on the staff only notice boards as well as sent through mail. This method would ensure the communication has an official approach as well as ensuring no one from outside the organization comes to learn of it. The email supplement will ensure each person intended for the message gets it and keeps it as a reminder incase of future referencing.
6. HIPAA and the privacy of patients’ information
The case given here is a complex one since the subject of the circumstance is an employee within the medical institution. However, my analysis pints towards a violation of the HIPAA guidelines since the nurse must be treated as an independent entity when it comes to the medial records and not as a prisoner of the institution. If there was any doubt to the call details as the supervisor had suspected, the best thing was to ask the nurse to forward the evidence to support her call of absence for more than a day in advance. By the supervisor taking up the file from the E.R it means he was privy to accessing even other unintended information.
7. The nurse leader’s role in financial considerations
The nurse has a more hands on approach to healthcare than any other person within the health institution. This means they are able to advice the management on a variety of issues concerning the budgeting and procurement of hospital implements. They will advice on the products that are best for the patients and those that are effective in enabling then do their work effectively. This will save the finances of the institution in that they will avoid buying equipments that will be of no use to the institution. With sufficient mentoring and the hands on experience in using the implements, the nurses will be able to guide the management in the financial decisions that are to be made.
8. The nurse leader’s role in cost reduction
In the process of cost reduction, the hospital must involve the nurse since they will guide in eliminating unnecessary purchases, they will then complementary products as well as the substitute products (hence no need to buy both), they will also advice on the duration a given quantity can help in the works, they will also ensure the re-usable implements are brought back to the cycle hence cutting down on costs immensely.
The nurses need to be fully engaged in the budgeting of the hospital, other wise they would not be held accountable if the budget and subsequent purchases go wrong. There is need to ensure the nurses are consulted on the most cost effective products that will ensure the needed work goes on, the patients are adequately taken care of but the hospital stays within the limits as required.
References
Janet Pagan et.al, (2009). Achieving Success in QIO and Rural Hospital Partnerships. Retrieved August 11, 2012 from http://www3.norc.org/NR/rdonlyres/93069917-D956-4E87-8A2E-8EC1F3ABC287/0/WalshQIORevisedReportFeb09_final.pdf
Jeremy Wight, (2011). What is Intrinsic Motivation. Retrieved August 11, 2012 from http://www.pro-psychology.com/articles/jeremy/IntrinsicMotivation.html
Learning Theories, (2012). Maslow’s Hierarchy of Needs. Retrieved August 11, 2012 from http://www.learning-theories.com/maslows-hierarchy-of-needs.html
Rebecca S. McClinton, (2012). Goals of the Joint Commission on National Patient Safety. Retrieved August 11, 2012 from http://www.ehow.com/facts_6809483_goals-commission-national-patient-safety.html
Rural Health Research gateway, (2012). Quality Improvement Organizations’ Contributions to Rural Hospital Performance. Retrieved August 11, 2012 from http://www.ruralhealthresearch.org/projects/100002108/
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