Bleachs Tasks of Followership - Assignment Example

Critical Thinking Questions This essay discusses three main topics. The first one is the relationship between fellowship and management in the sense of a nursing health care. The two are analyzed with the help of Bleach’s tasks which give an outline of how the two differ from each other. Management is more focused on use of power in office where as fellowship is more of individual relationships between the managers and the staff. The next part deals with cost effectiveness and clinical effectiveness in a workplace and how one can evaluate its effectiveness in limiting cost. The last part of the paper is an analysis of a problem in my workplace and a summary of how I can implement a change that will bring solution to the problem. The problem in discussion is the allocation of shifts among nurses. There have been occurrences of inexperienced nurses being allocated shifts together affecting the effectiveness of the hospital. My recommendation is that a more balanced should be used where experienced nurses are combined with nurses who have little experience. Critical Thinking Questions 1. According to Bleach’s tasks of management and Bleach’s tasks of followership, what are the differences? Where do the two tasks overlap? Give specific examples from your workplace for each task and support your answer with scholarly resources. In nursing and generally health care, management skills are very crucial as well as the relationship people in management create with the rest of the staff. According to Grossman & Valiga (2012), the aspects of management and fellowship both are associated with behaviors of either the general organization and that of the individuals in the organization. It is important to know the difference between these two aspects. A better understanding can be established by understanding their different tasks. Bleach’s tasks of management Management, in a more clear definition are behaviors as well as activities that create a structure and guidance in carrying out patient care as well as organizational functions where the objectives and outcomes to be attained and achieved are known, and where an intended sequence to achieve these outcomes is detailed, either in writing or through past practices founded in the culture of an organization. According to (Roussel, 2013) management in nursing involves constructively using professional power to guide the accomplishment of tasks that are instrumental to clinical as well as organizational success. This success can be achieved through managerial tasks which were outline by Bleich and they include; a) Indentify frameworks and procedures for which the manager has an obligation, and responsibility. b) Verify the minimum and ideal benchmarks and particulars for staff to accomplish. c) Validates the knowledge, abilities, and capacities of accessible staff; maximizes on strengths and reinforces areas that need improvement. d) Devises and imparts a thorough broad view plan for the division of work, respecting the unpredictability and variety of assignments made at an individual level. e) Wipes out hindrances/impediments to work viability. f) Measures the value of workload and uses information to reach judgments about productivity and viability g) Offers rewards and acknowledgment to individual staff and teams. h) Prescribes approaches to enhance systems and procedures. i) Includes others in decision making when suitable or applicable. Bleach’s tasks of followership On the other hand fellowship in nursing refers to behaviors shown by individuals who interact and work with a leader or a manager. Fellowship in so many ways involves the use of personal behaviors in healthy and assertive manner. Consequently, these behaviors lead to the achievement and realization of goals and objectives for patients, families and the healthcare team. These together, lead towards organizational and clinical outcomes. Armes, Bernotas &Joint Commission on Accreditation of Healthcare Organizations (2007) say that in order to meet the needs of patients and all the stakeholders, there is need to incorporate the diverse individual behaviors of the nurses. Below are Bleach’s tasks of followership a) Is individually responsible and accountable while working inside the setting of organizational frameworks and processes; does not change the way work is done for individual interests or use of short cuts. b) Respects the principles and particulars needed to convey adequate care/services. c) Offers knowledge, abilities, and capacities to finish the current tasks. d) Collaborates voluntarily with the leaders and managers; evades passive-aggressive or nonassertive reactions to work assignments. e) Incorporates data accumulation as a regular daily practice as a self-guide for proficiency and viability and to add to result evaluation. f) Exhibits accountability on individual actions on team effort. g) Takes risky steps as a counter for fearing change or unknown outcomes. h) Gives criticism on the productivity and effectiveness of systems and procedures that influence results of care/services; values very well planned and designed work. i) Gives and gets criticism to other colleague, managers and leader to improve the culture of nurturance. Management task vs. fellowship tasks The management largely relies on the team around them to execute their tasks. The managers therefore have to rely on the relationships they have with their staff. For effective execution of the management tasks, managers tend to consider the different behaviors, weakness and strengths of their "followers". These distinctive behaviors will therefore help in accomplishing the goals. In a workplace, a managerial task could involve writing daily reports concerning the practices in the organization. The manager may decide to work with an employee who he knows has the character of persistence. Such an employee will not easily get tired of making the daily reports. 2. Describe how you would evaluate the clinical effectiveness and cost-effectiveness of strategies designed to limit costs in your workplace. Provide examples of nursing-sensitive patient outcomes and support your answer with scholarly resources. Patients response and reaction The implementation of such a strategy is likely to affect the patient significantly. This is either positively or negatively. In order to understand the effectiveness, it would be necessary to have a psychological analysis of the patient, or carry out an interview taking note of their response to the changes. According to Allden & Murakami (2015), the time it takes for a patient to recover can be affected by the nature of health service they receive and the purpose. Staff response and reaction The staff ranging from nurses to the doctors will also be affected by the implementation of the new strategies and therefore they need to be consulted on the effect of the strategy. How has the strategy impacted the nurses in their practice? Has the reduction of working hours made their work easier? An evaluation kind of interview or issuing of questionnaires can be used to get this information. According to Hunt, Sproat & Kitzmiller (2010), strategy implementation in any organization can best be evaluated by taking the feedback from the stakeholders. Nursing-sensitive patient outcomes list pressure sores as one the examples. A patient is at risk of developing pressure ulcers as a result of too much tension and thoughts due to absence of the nurses and subjection to long period of loneliness. This can also be caused by change of service to the patient. If the patient is in this situation for a longer period, it may increase their complications leading to slow recovery and dissatisfaction, hence affecting the outcome. 3. Prepare an actual change that is meaningful to you in your work life. Select a change that provides an opportunity to apply the linear and non linear principles of Change. Draft a plan for change, drawing on the chapter content (Yoder-Wise, Chapter 17) and include change principles discussed in the chapter. Support your answer with additional scholarly resources. At my workplace, the working program for the nurses is scheduled in such a way that the most experienced nurses and other practitioners are given day shifts because they tend to be busier. I intend to change this by making sure that there is a fair distribution of both experienced and the newly enrolled nurses who might be less experienced. This will ensure that the lives of patients are not at risk in anyway. This will also give the less experienced nurses a chance to learn from the other nurses. According to Melnyk & Fineout-Overholt (2011), mentorship at workplace ensures that nurses are able to advance their career as well improve their performance and productivity. Scott & Spouse (2013) add that new employees especially those from the college may lack experience which is very important but nonetheless, this group comes with fresh and the latest skills into the organization. It is also easy to deal with such individuals as they easily accept instructions and procedures. The implementation of this plan shall be done in the following order; a. Assess the current systems and analyze the setbacks b. Review the nurse’s effectiveness, proficiency and experience. c. Develop a new schedule locating the nurses in pairs of two where one is more experienced and the other less experienced d. Share the new schedule with all the stakeholders e. Take feedback regarding the new schedule f. Incorporate the most appropriate recommendations g. Implement the new schedule. h. Evaluate the new schedule by reviewing the performance of the nurses and patient outcomes The change in the schedule is like to affect four main areas; a. The patients; who are in the hospital at night will now get better services than before. b. The nurses will now get chances to learn and teach each other. c. The organization will now be able to handle the patients effectively. References Top of Form Bottom of Form Top of Form Bottom of Form Top of Form Top of Form Top of Form Bottom of Form Top of Form Top of Form Bottom of Form Top of Form Top of Form Top of Form Bottom of Form Top of Form Armes, A., Bernotas, A., & Joint Commission on Accreditation of Healthcare Organizations (2007). Defusing disruptive behavior: A workbook for health care leaders. Oakbrook Terrace, Ill: Joint Commission Resources. Grossman, S. C., & Valiga, T. M. (2012). The New Leadership Challenge: Creating the Future of Nursing. Philadelphia: F.A. Davis Co. Hunt, E. C., Sproat, S. B., & Kitzmiller, R. R. (2010). The nursing informatics implementation guide New York: Springer. In Allden, K., & In Murakami, N. (2015). Trauma and recovery on wars border: A guide for global health workers. Hanover, New Hampshire: Dartmouth College Press Melnyk, B. M., & Fineout-Overholt, E. (2011). Evidence-based practice in nursing & healthcare: A guide to best practice. Philadelphia: Wolters Kluwer/Lippincott Williams & Wilkins. Roussel, L. (2013). Management and leadership for nurse administrators. Burlington, MA: Jones & Bartlett Learning. Scott, I., & Spouse, J. (2013). Practice Based Learning in Nursing, Health and Social Care: Mentorship, Facilitation and Supervision. New York, NY: John Wiley & Sons. Bottom of Form Bottom of Form Bottom of Form Bottom of Form Bottom of Form Bottom of Form Read More