Responsible Factors for Lack of Assertiveness among Professional Nurses in Nigeria
Background
Assertiveness has developed as a successful moderator of stress for the nursing understudy populace. Being assertive implies that you communicate effectively and remain up for your perspective, while respecting the rights and convictions of others (Eldeeb, Eid and Eldosoky, 2014). The ability to provide a suitable and assertive response in critical or dangerous situations is a vital skill and a lifesaver for patients (Larijani et al. 2010). As a result of the positive aftereffects of assertiveness, it is considered as one of the valuable practices in the field of Nursing (LARIJANI et al., 2010). To be effective, it is essential that nurses are able
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The answer to this question is included in many of the definitions of assertiveness- standing up for one's perspectives. Although Nurse Smith did not want to work an extra shift, her lack of assertiveness made her fail to decline the matron’s request.
The last question, which forms the basis of this review of literature, was why Nurse Smith was not assertive. The search strategy thus aimed at finding out the factors that are responsible for the lack of assertiveness among nurses. As a result, the following primary search terms were used; ‘Assertiveness in Nursing’, ‘Lack of assertiveness in Nursing’ and most significantly ‘Factors related to lack of assertiveness in Nursing’.
The three search terms were put in the Google Scholar search engine. This was aimed at identifying the most relevant study titles and to locate their corresponding journal databases. A total of 158 articles appeared in the Google Scholar search results. However, among these only 50 research articles had relevant titles to the topic under research. Subsequently the other 108 articles were ignored. The identified databases in which the 50 selected articles were published included Wiley Online Library, Taylor & Francis and Springer Science. Consequently the three search engines were searched in the above
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A higher cadre nurse understands the rationales for the decisions or practices he/she undertakes.Therefore, it won’t be difficult to defend their perspectives concerning the care of a patient or anything that impacts on the quality of care provided to the patient. If the level of education is low, the knowledge/ understanding of both clinical and nursing leadership concepts is not optimum. This facilitates the lack of assertiveness (Hagbaghery, Salsali and Ahmadi, 2004; Garon 2012).
Organizational Structure The organizational structure and most importantly the leadership style employed by the managers in the clinical setting influence the exhibition of assertiveness by the subordinates. If the manager is the ‘control-type’ and aims to create fear among the subjects,assertiveness will be impaired (Garon 2012; Curtis, Tzannes & Rudge, 2011). This is a poor leadership style as far as nurturing o assertiveness is concerned. Had the leadership style in the case reflection (Appendix A) encouraged assertiveness, Nurse Smith would have declined the request and the death of the patient would have been possibly
Leadership has many definitions. Chin, Desormeaux, and Sawyer (2016) define leadership as a relationship between followers and a leader with the intent to promote change through a mutual vision. Therefore, leaders are active influences in the outcome of organizations, through their decision-making, strategies, and influence on followers (Dinh et al., 2014). Additionally, in the nursing context, it has been documented that a leader 's style plays a factor in patient outcomes (Fischer, 2016). Indeed, in an ever-changing, complex health care environment, nursing leadership has become a crucial factor in managing challenges and maintaining patient safety (Fischer, 2016).
This essay is going to reflect on my own management and leadership style in delivering patient care. It will discuss the effectiveness of the other leadership and management style within the multi-disciplinary team and its impact on delivering patient care. I will use as an example, my previous experience back home as a nurse and compare it to my current experience in the United Kingdom (UK). This will show my strength and weakness as well as my new learning skills, which have changed my practice. I will be using Driscoll model of reflection (2007) to guide my thought and refine my ideas.
A formal structure is focused on the relationship between authority and subordinate (Schatz, 2017). Task oriented leadership can affect my preceptor’s ability to perform job responsibilities because it focuses on an autocratic approach (Spahr, 2015). This is beneficial to the organization because tasks are being completed however, this type of leadership is not evidence based practice in today’s nursing practice (Davidhizar & Robbins,
The NHS is the pride of Britain being the fifth largest employer in the world. It is more than a health service provider. It is part of who we are. It never fails to hit the headlines almost every day for various achievements, underperformance or deficit. It has become every political party's agenda to have proposals of how to protect, preserve, enhance and improve performance of the NHS.
Personal Philosophy of Nursing Personal Philosophy of Person Nursing has not always been my first choice as a career. I started college not knowing what I wanted to be. For the first two semesters of my college life, my major was undecided. I just couldn’t decide which career would be the best option for me.
The clinical nurse leader covers a broad spectrum of responsibilities, and is intended to facilitate cohesiveness of patient care between various departments. However, there tends to be some misunderstanding of the role amongst the general public. On one hand, the clinical nurse leader may be viewed as an authoritative position, serving in a supervisor role. In contrast, others view the clinical nurse leader role as that of a floor nurse, who possesses a higher level of education and skill set, able to “apply system-level thinking” (Baernholdt and Cottingham 2011). Rankin (2015) compares the role of the clinical nurse leader in the nursing profession to that of an attending physician with resident physicians.
Working with patient’s that are aggressive can be challenging and even overwhelming at times, making it important of the nurse to self-reflect upon the encountered situation to gain insight and understanding. Being self-aware to one’s own feelings while working with patients and reflecting upon those feelings can benefit a nurse’s practice and care that is provided. As I stood outside the clinic room, I had a lot of nervous energy going because I had no idea what to expect walking into the room and what would happen. I felt hesitant to enter the room which seemed to be a similar response to everyone else as well that was waiting outside their respective doors. As we entered the room I was quite throw off by having the patient sitting on the
For the purpose of this analysis, it is presumed that all nurses have the capability to be present, therefore it is assumed all nurses can also enhance their presence within their practice to be measured and
Marquis and Huston (2014) discuss how the mark of a good nursing leader is in the ability to inspire and motivate others to action; furthermore, no one leadership style is ideal and may vary according to the situation. The purpose of this paper is to match and explain the nursing leadership theory that is most applicable to solving communication issues, and to explain how legislation and health care policy can impact communication issues in the nursing. Nursing Leadership Theory Nursing leadership is complex and multifaceted and has been cited as a main reason nurses leave their current position (Blake, Leach, Robbins, Pike, & Needleman, 2013). Blake et al.
Kantek & Gezer (2009) has indicated that over 50% of the students frequently and 80% occasionally experienced conflicts. Some student nurses reported that they had experienced aggression and bullying in clinical settings from staff nurses, nursing managers, and patients and their families. Nursing students are particularly inexperienced, immature and unprepared to manage conflict and response in avoiding way frequently in conflict situations (Pines et al., 2014). Therefore, more attention and support should be provided to student nurses due to their inability to effectively manage the conflicts they
Conflicts within the nursing profession may be seen among the different age generations, with senior nurses holding different values than new graduates. For example, there are many cases where horizontal violence and bullying occurs between senior nurses and new nurses. However, in most cases, nurse bullying results from ineffective communication (Sauer, 2012). Interprofessional conflict may occur due to the medical hierarchy and existing profession stereotypes. According to Whitehead (2007), a barrier to physician collaboration is the vision of a ‘flattened hierarchy’ where a physician’s traditional power, decision-making responsibility, and status is reduced.
However, there are certain strategies that can overcome these barriers. For instance, the nurse’s resistance to change and poor communication of objectives is overcome by constant communication of the benefits of this leadership style not just through word, but also through actions until they understand its
According to people/superiors, nurses can use the right substantive arguments on behalf of a patient’s interests or needs. They accept that this expertise is important for patients because it is related to the quality of
When looking at the function of professional nursing, the attitude, experiences, as well as factors such as demographics, social class, education, and values, can determine how the nurse will view violence in the workplace. These factors that have contributed to the development of the professional nurse can also determine how the nurse views and even reacts to workplace violence and aggression towards them. The qualities of the professional nurse and their background can determine how the human behavior from the patient is viewed and can lead to de-escalation or escalation of violent situations. The behavior of the patient can include cooperation, calmness, anxiety, aggression, or anger. Behaviors of aggression, anger, frustration, and acts of intimidation when patients are experiencing an illness can exacerbate stressful situations which can turn violent.
They are able to connect, communicate and coordinate across multiple departments, professional opinions and voices, and the daily schedules of patients. Advocating and designing care with the patient and family is a true skills set and cultural attribute that adds tremendously to a culture of safety and patient – centeredness but requires the most able leadership to build these bridges across the many professionals engaged in care. Building this culture is a leadership challenge and there is no one in my experience better able to make these changes than nursing leaders ( Maureen Bisognano, 2009). Nurses should not just be at the bedside or within the nursing community but must be involved as leaders and decision – makers throughout the healthcare system. As Maureen Bisognano (2009) points out, the best nurses are accomplished envoys among different players and interests involved in direct patient care, which is a skill needed throughout organizations and businesses, not just in hospitals or