Nursing Power - Assignment Example

Good leadership plays an invaluable role in any workforce setting. Good leadership in nursing should promote the perfect environment for work. Nursing managers should ensure behaviors that are detrimental to achieving coordination in the working environment do not occur (Zydziunaite, 2012). In the unit managed by Mrs. Jackson’, there is a lack of or improper motivation of employees. A workforce that lacks motivation is most likely to underperform in their duties. This is evident in the unit from the failure of Pat Polk to assist Mary Jones.

Lack of motivation in a nursing work environment emanates from nursing managers’ failure to appreciate the efforts of junior staff members. Mrs. Jacksons’ tendency to favor other staff members is a likely reason for the lack of motivation among staff members at the workplace. Improper conflict resolution skills by nurse managers can be detrimental to the cooperation of members. Nurse Managers should adopt sound practices aimed at resolving any form of conflict in the workplace. Mrs. Jackson’s public humiliation of junior staff members depicts her poor conflict resolution skills. This is the most likely cause of the underperformance of the employees. Junior members of the staff are likely to keep any information that may contribute to conflict resolution for fear of Mrs. Jackson’s demeaning treatment.

Optimal team functioning in any nursing environment is achievable when leaders create perfect work environments (Cummings et al., 2009). Staff satisfaction is among the top considerations that nursing managers should ensure in the working environment. Nursing managers should focus on developing proper relationships with staff members. This increases the level of satisfaction in the nursing workforce (Cummings et al., 2009). As Nicol (2012) identifies, collaboration between leaders and members of the nursing staff is necessary for improving service delivery. Education and training of staff members are vital in achieving a working environment that delivers quality services. Developing a definite framework for operation is important in ensuring a coordinated staff. Integration between nursing managers and staff members is critical in any nursing environment (Nicol, 2012). This helps harness leadership skills and promotes harmony and coordination among the members of the staff. This also ensures the realization of quality service and full utilization of the expertise of the staff members.  Strategies that offer platforms for addressing nursing concerns are instrumental in ensuring a good working environment. These include committees set to solve conflicts among members of the staff.

Poor leadership by nursing managers of nursing staff affects the quality of service delivery. Supervisors of nursing managers should ensure set up actions that address any concern of underperformance of nursing managers. The case of Mrs. Jackson involves underperformance in executing the role of nursing manager. Her supervisor can explore strategies that promote educational and professional skills development. The supervisor can recommend training sessions for Mrs. Jacksons to enhance her leadership skills. The supervisor can appoint a nursing practice committee to assess the performance of Mrs. Jackson. The practice committee should make possible recommendations on the best remedy to ensure Mrs. Jacksons performs her duty. 

Re-establishing the strategies for monitoring the performance of Mrs. Johnsons can help improve her management of the unit. Involving the staff members in monitoring the performance of Mrs. Jackson can improve her performance level. Staff members’ complaints are credible avenues for assessing the performance of Mrs. Jackson. The supervisor, therefore, can address the concerns in a timely manner to avoid a lack of motivation among the staff members. In situations when all options are inapplicable, the supervisor can reinstate Mrs. Johnsons.

Observations can be appropriate in monitoring the performance of Mrs. Jackson. Yen-Ju Lin et al. (2011), identify the advancements in the complexity of managerial roles in healthcare units. Such transformations create the need to engage in close monitoring of nursing managers. In monitoring the performance of Mrs. Jackson, the focus should be on her work attendance. She should attend to her work regularly, being a manager of the entire staff of the unit. Her attendance records should depict a regular trend to satisfy the conditions needed to determine the level of performance.

The transformation in employee behavior is an essential tool to determine the performance of Mrs. Jackson. Since there is an apparent lack of motivation among employees, a change in the morale of the staff would act as an observation to measure the performance of the manager. This is possible through interviews of patients to detect any change in service delivery at the unit. Records of the work attendance of the employees can determine their level of commitment to their roles. Regular attendance would imply high performance of the employees, and therefore, the manager. Employee productivity is high when managerial skills are high. Observing the employee productivity can help evaluate the performance of Mrs. Jackson, as well.