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Therefore, it is a position and necessity that all the expertise in the childcare health consultancy is experienced in child health and development (Braveman and Tarimo, 1994). Moreover, they must have the knowledge about the distinct needs that concern the children in and out of home childcare settings.
Mission: The mission of this health institution is to provide basic childcare health consultancy towards preventing harm and promoting optimal health programs towards bettering the child health care services. Additionally, the consultant aims at liaising with other health professionals as well as relevant community organizations.
Mission Statement: The mission statement of the child care health consultancy seeks to establish a strong relationship with the child health care providers by identifying, implementing, and evaluating strategies towards achieving quality child health care services including the establishment of basic health and safety operational plans and guidelines to the children health care providers (Pilnick, Hindmarsh, and Gill, 2010).
Organisational Structure: this health care institution has numerous department departments and practitioners since it targets children with different health needs. The chief consultant who will be in charge of the institution heads the institution and he/she will be the final decision maker of the institution. Under the chief consultant, there are numerous departments including medicine, pharmacy, nursing, chiropractic, and allied health among other care providers (Pilnick, Hindmarsh, and Gill, 2010). Notably, most of the works are done by the primary care, secondary care as well as tertiary care. The consultant has a series of field health practitioners who are responsible for collecting child health care data as well as sensitizing the community of the advantage and the importance of the child health care consultancy for the society and its health care related concerns.
Budget: the budget of this
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The conclusion is that there is no set of personal qualities, which present in all effective leaders are often cited as evidence that the effectiveness of leadership is situational in nature. However, the Stogdill said that his view is not enough emphasizes the personal nature of leadership. He argues that there are substantial evidence for the fact that different situations require different ability and quality.
Various theories and functions are found in nursing leadership and management. The theories of Taylor and Weber form some of the foundations for nursing leadership, however in the contemporary context, the concept of interprofessional practice in the health delivery is the primary focus for nursing leadership and management.
It influences the people in the work place to achieve desired goals of an organisation. It can determine the failure and success of the organisation. Leading is an activity of human beings and few persons are there who are expert in leadership. The leader of an overseas company must develop specialised skills and abilities to manage and influence the employees and workers of the foreign nation to set certain goals.
Unlike other industries, the health sector lags behind in its implementation of technology driven leadership structures (Porter-O’Grady, 2003). The article "A different age for leadership, Part 1" explores the issue of leadership and the increasing need to learn new skills among health workers.
According to the paper Kalisch and Lee provide the hypothesis of the study in the discussion section. Importantly, the researchers ensured that the hypothesis was in line with the research questions and objective of the study. Importantly, the hypothesis is in line with the structuring of a hypothesis in nursing research since it shows a relationship between two variables in a research study.
According to the study conducted, the article is a masterpiece through which decisions may be made to improve managerial approaches in healthcare facilities, leading to a better nurse and nurse manager relationship. Such improved relationships would lead to improved performance and service delivery in healthcare facilities.
By means of contrast, management may be defined as a set of actions that are intended to coordinate the efforts of other people as a means of brining about a set of desired results. From even a cursory level of analysis, the reader can come to the appreciation that leadership represents more of a macro process whereas management is more definitive and specific; at least with relation to eliciting a certain behavior or result from the process.
It is admittedly difficult to make such predictions but there is some evidence in the literature which is indicative of some definitive trends.
The key determinant of the market demand for nursing professionals is age. Nursing in most countries has an 'ageing' profile with a sizeable proportion of the nurses being considerably experienced.
eadership by Logan and King (2008) defines alignment in an organization as bringing different pieces and shaping them into one direction so that their efforts are geared toward achieving a common goal. Logan goes on to give an example of a tribe whose goals are aligned. Such a
Basing on the outlines, leadership is the ability to know about and the conversion of visions into a reality. Not only in the nursing department, has to be exercised across the healthcare provision. The idea that patients are treated with dignity and respect at all
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