Type of unit or organization developing is a new nursing unit in a large urban hospital.
The organization name is “Hope Medical Care and Maternity (HMCM).”
Description of the Mission Statement and Values of the Organization
The mission of Hope Medical Care and Maternity is to advance quality health care service and practice as well as offer quality and affordable nurse-midwifery practice through preparation of practitioners and staff who will:
Use scientific evidence and research to promote the general healthcare of clients in the surrounding communities and beyond.
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Apply and use scientific evidence and research that promote the well-being of women and child-bearing families in the surrounding communities and beyond.
Pro-actively operate and lead other healthcare services in advancing the practice of healthcare and nurse-midwifery through the application, generation as well as trying inventive models of care.
Search for prospects for professional growth for caregivers, assessment of practice, as well as policy development that target to promote the careers of caregivers.
The values of Hope Medical Care and Maternity include professionalism, accountability, integrity, excellence, social responsibility, diversity, Respect and collaboration.
Professionalism: Each employee of Hope Medical Care and Maternity is expected to act and behave professionally while doing the different duties and tasks assigned to them. They have to adhere to the professional ethics and conduct of the healthcare facility as well as the different areas that guide the dynamic profession in the caregivers' field as supported by Murray (2017) work. All have to maintain a commitment of professionalism through evaluation of professional growth and systematic evaluation of practice.
Accountability: All caregivers, including nurse-midwives, have to maintain a commitment to professionalism and take answerability through thoughtful and systematic evaluation of performance.
Integrity: All caregivers in the facility are expected to respect their self-worth, professional integrity and dignity. They offer a surrounding that gives privacy and safety for all clients of the facility and their families, which covers them from unethical and detrimental practices.
Excellence: The caregivers in the facility apply scientific evidence from healthcare science, including midwifery and related sciences that offer care to clients and their families. The requirements and expectations in the different level of education that caregivers have to help them safely and competently practice core competencies, which show and utilize skills in leadership, inquiry of practice as well as assessment
Social responsibility: Social and access to healthcare justice are essential values of healthcare givers practice. The need to develop innovative ways that increase healthcare access for all is essential as a strategy of the healthcare facility
Diversity: Offer care services to clients and their families from the approach of cultural humbleness and analysis and offer care to all and their families without prejudice or discrimination.
Collaboration: Care of clients occurs in a health care system environment that provides for collaborative management, consultation, and referral between the different caregivers that include doctors and nurses, among others. It enhances continuity in the best interest of the healthcare facility clients and that of their families.
Respect: All caregivers in the facility to respect the decorum, individuality and basic human rights of all persons that support all the clients and their families through empowerment and partnership. The main goal of the caregivers is to promote, maintain and restore the well-being and health of all clients, their families and the community at large.
2. An Organizational Chart for the Organization Including Myself (The Head Person) In the Chart
3. Description of Self at the Head of My Unit or Organization
As the head of the Nursing Unit in Hope Medical Care and Maternity, I would be a leader.
The attributes and characteristics that I would seek to have and develop as a leader in the nursing unit of the hospital include knowing self and seeking self-improvement. It would help me understand my attributes and define my personality that would make it easier to blend with others as well as establish a brand as a leader. The attribute of knowing self and seeking self- improvement will be developed by having a self-study, reflection, formal classes as well as interacting with others. It would continually strengthen my attributes. The second attribute is to be technically proficient. As a nurse, I would be placed in a better position to understand the requirements and attributes that caregivers working in my Unit would have and need as well as understand well the leadership role and responsibilities in the nursing unit. I would continually and actively familiarize myself with the current trends and attributes in nursing as well as hospital management and administration by having access to data and information from professional bodies in the healthcare sector as noted in Taylor andWebster-Henderson (2017) work. Third, I would seek responsibility and take responsibility for the actions that I would do and take. By analyzing the organization and unit or department that I lead, it would help me design and guide the unit to a new height that would result in exemplary service and performance that would be emulated not only by other departments in the hospital but also the nursing discipline as a whole. No matter the outcome of the actions and steps that I take, I would stand by my decisions and analyze the situations and if need be take corrective measures and progress to the next task. Fourth, by making sound and timely decisions, it would enhance and make the administration and execution of tasks easy and effective. I would achieve that by the use of tools that would enhance planning, decision making and problem-solving skills and techniques. Fifth, I would set the examples that other follows and lead from the front. I would try to be a good role model to the employees in the nursing unit that I head as well as other departments within the hospital. Setting an example by doing things practically in the right way so will ensures the people that I direct have no excuse but rather are encouraged and motivated from by my leadership to follow in my footsteps as their leader. Next, I would keep the Nursing unit and other unit staff informed of the development that is going on in the work environment. I would go about doing that by establishing effective communication strategies that would cut across all levels and department in the hierarchy and unit in the nursing sections as well as other departments of the hospital. Next, I would train and encourage teamwork. The sections and department in the nursing unit would perform specific and different tasks as a unit that would enhance and make them work as one unit with set goals and objectives (Sfantou et al., 2017). I would encourage rewards to teams as opposed to individuals that would motivate all the workers to work as one unit and solely focus on the goals and objectives assigned to the groups. Lastly, I would develop a sense of responsibility to the workers in the nursing unit and also other departments in the hospital. I would encourage good character traits from the caregivers in the nursing unit and build their confidence by supporting them when they apply and practice professionalism in the workplaces, and they take responsibility for their actions. It would be achieved by noting and rewarding actions that show responsibility and accountability from the staff in the decision that they make. I would also use such actions as examples that others that emulate in the unit and beyond.
4. Description of Five Strategies You Will Use To Empower Staff Members
Empowered staff show more authority, accountability as well as the highest level of professionalism that when combined provide a synergy that leads to achievements of set goals and objectives not only for healthcare facilities but also other organizations. The five strategies that I would use to power members in the nursing unit and other departments within the hospital would include but not limited to delegation; provision of resources; communication and constructive feedback; rewards, recognition of efforts and hard work; and lastly but not least communicating a clear vision.
Delegation strategy, according to Fernandes, Araújo and Pereira (2018), would allow employees and workers given different task, roles and responsibility and opportunity to learn and perform different tasks that would empower them with relevant skill and knowledge in performing unusual tasks. When the workers in the unit would be able to perform delegated tasks correctly, it would prepare them for future tasks and responsibilities in the leadership role as well as other positions in the unit and other departments of the hospital. The target of delegation ought to remain growth, develop capabilities and responsibilities of the employees. Delegation should go beyond work in the unit and also include other events such as meetings where employees can take the responsibility to lead and conduct the meeting effectively. It, hence, would be an essential strategy to empower staff members.
Communication and constructive feedback would encourage staff members and give them confidence on their job as it would act as a guideline, monitor and evaluate the tasks and job done by the employees. It also would provide an early opportunity that the staff members can use to change in the event they had moved slightly off the set target and objective in the different work goals. The strategy would allow and encourage monitoring and evaluation that would empower the staff members and act as an approval on the different tasks and responsibilities that they engage in the nursing unit and beyond. The strategy, therefore, would be used to empower staff members of the hospital and nursing unit.
The rewards, recognition of efforts and hard work strategy would also be used in the nursing unit to empower staff members. The approach would encourage staff to repeat the right acts, motivate and inspire others to emulate such good work through innovation, action and problem-solving techniques. It would provide a platform that shows feedback between the different level of management and staff in the workplace. The strategy would be used in the nursing unit and the hospital at large to empower staff members.
Provision of resources to staff members would play a critical role in empowering of staff members. Provision of physical resources that the staff uses to perform their tasks would empower them to produce effectively the services offered in the nursing unit. For example, the right attires and facilities that are required to perform different tasks, resources for communication within and without the unit, as well as education and professional resources that the staff members can refer and consult in the execution of the different tasks bestowed to them would empower staff members.
Communicating a clear vision strategy would assist staff members to remain focused on the goals and objectives of the unit and hospital as a whole. The vision acts as a pilot that guides the actions not only of staff members but also leaders, managers and administrators of such facilities. The different teams in the unit and the organization have to know how their tasks and responsibilities contribute and link to the vision that the facility and its nursing unit have (Sfantou et al., 2017). The result is it empowers the staff members when they know how they, directly and indirectly, contribute to the vision of the facility that they serve. It empowers and motivates them encouraging a sense of ownership, responsibility and accountability.
5. Description of One Team That Will Function in My Organization (ICU Nursing Team)
The nursing unit shall have different teams that shall work in the different departments in the healthcare facility. They include the maternity nursing team, the emergency and casualty nursing team, the Intensive Care Unit team as well as the general services nursing team.
The Intensive Care Unit nursing team is the chosen team for description. The team would be made up of nurses that have more than five years experience in the healthcare provision service. The intensive care unit is very sensitive in health care provision and, thus, experience would play an essential role in formulating the nursing unit team that would be assigned and deployed in the unit. Additionally, the unit shall compose of diverse side that would be able to read and interpret the cultural aspects correctly to help and support care services offered in the facility. The diversity would consider not only experience, but also gender aspects and specialty for the nurses and other caregivers that have opted to specialize in a particular area.
To ensure the group functions effectively, aspects of team building have to be incorporated and practiced by the team. The chosen staff for the ICU team has to meet frequently to familiarize themselves with one another and start the bonding process as a team. The team shall also form and set norms that shall guide them and also help them interact and communicate effectively with the Unit staff members that would also include doctors as shared in Bach and Ellis (2015) piece. The team shall visit the ICU unit frequently as a unit to familiarize themselves with the requirements and expectations while working in the unit so that they can familiarize themselves, bond and readjust to the new environment and members. The team shall establish mission and objectives that shall guide them to focus and perform their jobs effectively. External facilitation by experienced caregivers in the ICU team and unit shall also be considered to give the team a boost and confidence to enable them accomplishes the work and goals of the unit and organization. Meetings organized within and without the premises for the team to enhance and encourage team building attributes and bonding shall also be used to create a strong bond in the team to work effectively. I shall also provide adequate resources on time that would help the team perform its task and responsibilities with ease before, during and even after the team is established. The team shall have access to the nursing unit head where they shall communicate their progress and concerns through their team lead that they shall choose among themselves.
6. On the first day, the new unit opens I come across two nurses having a heated debate in the hallway related to how supplies are ordered for the unit. Description of how I would handle the situation.
The first action would be to calm down the two nurses having a heated debate on how supplies are ordered. Then I would thank them for their concern and desire to see services given to the client and their families are done effectively and professionally. I would then ask each of them to share and give me their opinion and mind about how the process they think needs to be done and the possible changes that need to be made and also the advantages and such actions would results into when implemented. The open conversation and discussion by the two nurses would provide more insight and in-depth information about the challenges and difficulties that the nursing unit experiences as well as provide a clue of the possible approach that the problem can be resolved objectively. I would take the situation objectively and as an opportunity to study the supply chain of the unit and analyze the impact that it has and possible problems that arise as a result of the current procedure for making orders. I would also note the communication channels and strategies used in the unit and facility that staff members communicate their challenges and concerns. If such communication links do not exist, I shall prioritize that so that such heated debates to do not become frequent. Still, instead, I establish a clear communication path that staff members can use to raise their concerns and work challenges. Supplies play an essential role in healthcare service delivery for the staff as well as clients, and failure and delays can have negative impacts on the delivery of quality and timely service by the Unit as acknowledged by Murray (2017) work. The situation also would provide an opportunity that I establish a meeting with staff members so that they air other possible challenges and observations that they think when done and implemented would result in positive changes for the nursing unit as well as the entire hospital in the short and long term. I shall encourage the debating nurses and other staff to openly and boldly walk in the office of the Nursing unit head anytime they feel they have an issue as noted in the scenario. Such a move would show and indicate the openness and desire that the unit head shall have to move the nursing unit and the entire hospital to the next level in terms of quality and faster delivery of care service to clients and their families.
References
Bach, S., & Ellis, P. (2015). Leadership, management and team working in nursing . Los Angeles: Learning Matters
Fernandes, R., Araújo, B. & Pereira, F. (2018). Nursing management and leadership approaches from the perspective of registered nurses in Portugal. Journal of Hospital Administration, 7(3): 1-8.
Murray, E. (2017). Nursing leadership and management for patient safety and quality care . Philadelphia : F.A. Davis Company
Sfantou, D. F., Laliotis, A., Patelarou, A. E., Sifaki-Pistolla, D., Matalliotakis, M., & Patelarou, E. (2017). Importance of Leadership Style towards Quality of Care Measures in Healthcare Settings: A Systematic Review. Healthcare (Basel, Switzerland ), 5(4), 73. https://doi.org/10.3390/healthcare5040073
Taylor, R., & Webster-Henderson, B. (2017). The essentials of nursing leadership . Los Angeles: Sage
