“Leaders are those individuals who are out front taking risks, attempting to achieve shared goals, and inspiring others to action” (Marquis & Huston Pg. 40). The writer had the pleasure of interviewing Mrs. Olaleye-Abner, a registered nurse at the department of behavioral health and developmental disability. She has been a nurse for 30 years and currently in the position as an RN supervisor. She works night shift starting from 11pm to 7:30am. The writer choose to interview her because of her wealth of experience in the nursing field.
Georgia Department of Behavioral Health and Developmental Disability is a publicly owned facility of the state of Georgia. It provides treatment and support services to people of all ages with mental disabilities
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“Motivation is the force within the individual that influences or directs behavior” (Marquis & Huston). She stated that there are various incentives that are put in place to motivate workers to put their best in the job. She stated that staffs that are doing well on their jobs are recognized and appreciated when they have done something that is exceptional. One of the way this is done is by allocating a special parking spot right in front of building for the employee of the month. This serve as a way to encourage them not to relent in their effort in providing quality patient care and customer satisfaction. She stated that motivation is very important because working with unmotivated staff may be difficult and makes the job more stressful.
Mrs. Olaleye-Abner explained that despite that she loves her job as an RN supervisor, she faces a lot of challenges in her leadership role. She stated that one of her biggest challenges as a nurse leader is managing people that have different attitude and behaviors toward their job. She gave some examples that some of the staff will be sleeping at work during night shift. When they are corrected on this behavior they take it personal and see her as a mean individual. She stated that despite their attitude she ensures they perform best practice regardless if they like or dislike her for doing her
Brooks County Assessment Candyce Brown, Leedle Bryan, Arabelly Camilo, Monica Chokshi, Jen Chung, Lara Franceschi, Michelle Gillig, Tyler Hanke-Diego Emory University Nell Hodgson Woodruff School of Nursing Brooks County Assessment ASSESSMENT A. (10 Points) Introduction, Overview, Community as a Place Introduction: Brooks County is located in Southern Georgia and borders Florida. The rural county spans about 500 square miles with a population around 16,000 residents while the average county in Georgia has (Head Start Community Assessment, 2013). The county seat of Quitman is located in the center of the county. Quitman is the hub of county serves such as
The DNP student implied that this program was funded by the Florida Blue Foundation. The DNP student discussed the process and challenges endured during the program. The outcome of being a participant in this program was the opportunity to connect with other nurse leaders, and learn the process of policy development build on leadership skills. Several individuals in the audience wanted to know more in details about the student’s DNP project.
Delegation Paper Breanna Lake Department of Nursing, Davenport University NURS433: Nurse Manager and Leader Professor Debbie Bosworth February 17, 2023 Delegation Paper Introduction For my leadership experience, I spent seven weeks on a medical-surgical unit in Hastings, Michigan. I worked alongside my nurse preceptor on night shift, and as the clinical experience unfolded, I learned numerous new skills and gained knowledge that will be extremely beneficial moving forward in my nursing career. I evaluated the hospital’s mission statement, the leadership and communication styles among team members, and I evaluated how my skills and leadership style evolved over the course of the clinical rotation. General Information
Specific practice setting is an inpatient acute care Mental Health & Behavioral Science (MH/BS). As a registered nurse in this Mental Health setting Ms. Greene provides leadership skills using the problem- solving process, solution-focused and has the ability to inspire staff members. She collaborates for the improvement of veterans’ care outcomes on the mental health behavioral science unit. She serves as a preceptor, mentor, and role model to current healthcare staff members and newly hired staff involved in the care of our veterans on the ward. Ms. Greene demonstrates experience in the following areas: leadership, advocacy, delegation, problem solving, intervention, collorbaration, planning, and priortozing .
Transformational leaders, who empower nurses to advocate, understand that communication and professional collaboration are the core ingredients to foster safe nursing care and to collectively advocate for improved health care policies. Of interest, due to communication and collaborative efforts among state hospital associations and the ANA along with the state nurses associations, seven states have enacted safe staffing legislation using the Registered Nurses Safe Staffing Act’s committee approach (ANA, n.d.). Conclusion The essence of an effective nurse leader lies in the ability to inspire and motivate others to action, which begins with communication and professional collaboration skills.
Jerri was proudly nominated by Professor Jeff Blake, who has been a mentor to her during her time at NAU. Professor Blake said, "Jerri is an excellent student with a very positive attitude." After completing the summer term, Jerri will graduate with her Bachelor of Business Administration degree with an emphasis in Management. Jerri lives a busy life. In addition to taking two to three courses per semester, she also juggles her family life, and her many hobbies.
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).
The Institute of Medicine (IOM) has a strong stance on nurses and leadership. They believe that nurses are a vital component to health care system and nurses in leadership roles can have a positive impact on such. Nurses are in all sorts of roles within the health care systems ranging from a staff nurse, nurse managers, to advance practice, all the way to congress (Finkelman & Kenner, 2013). In addition, they even serve in the boardroom within some health care organizations. Leadership doesn’t necessarily mean a nurse in a manager position, but a nurse who has an influence on staff.
Patricia Johnson possesses many leadership skills that she uses to make a great team. Johnson provides an atmosphere in which nurses are allowed to practice contributing to professional growth. A quality that is recognized is inspiration
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
The faculty member I interview was Mary Menninger-Corder, a nursing professor. Mary was born and raised in California. She studied History at Berkeley University, then came to Washburn University in August of 1976. She started studying Nursing because they had an accelerated program for that. She then moved to New York City, and worked at the 1800 Bin hospital for awhile, then she moved back to Topeka, KS to find her job.
Introduction Motivational interviewing is a collaborative, person-centred form of communication which focuses on the language of change. ‘It is designed to strengthen personal motivation for and commitment to a specific goal by eliciting and exploring the person’s own reasons for change within an atmosphere of acceptance and compassion’ (Miller et al., 2013, p.29). The technique of motivational interviewing was developed by two psychologists, Bill Miller and Steve Rollnick. Motivational interviewing is therapeutic to patients as it is based on a partnership, rather than a nurse-patient relationship (Heckman et al., 2010). There are four processes of motivational interviewing; engaging, focusing, evoking and planning.
An Afternoon with Prashanth Kodiyalam Interview Narrative by Anmol “Badshah” Mehrotra Sitting down in the English Classroom, his dark, thick, curly hair waves like a black sea. As Prashanth sits with his legs parallel to the floor and his mind open to my questions, he recalls his past experiences when he would play the piano, in his house. As his eyes grow stale and his mind wanders off into a long past world, he slowly recollects these great times. “When I was a little boy, I was fascinated with music. My parents realized this and got me a piano.
He or she needs to learn to take control of issues and handle them as a good leader should instead to reporting all issues to the leader in charge. He or she assist the employees and protect them from being molested by both internal and external forces. They help to prevent unnecessary retrenchment of staff but rather redistribute them to other departments where their services are more useful. The nurse manager helps to motivate the workers by rewarding them financially and non-financially. He also inspire the nurses to provide a better patients care and become more productive and satisfied in their
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