While the goals of healthcare administration usually aligns employee and patient interests, there are times when conflicts arise. Therefore, nurse administrators need to have deft and well-developed political skills. The nurse administrator is someone who is highly qualified for the position, who has received essential training and necessary skills certification (American Nurses Association, 2016).
Nurse administrators handle the day-to-day operations of the institution but also take into account global and macro-level issues in healthcare ranging from federal healthcare policies to changes to local ordinances that might impact hospital logistics. Healthcare administrators make decisions related to how to allocate funds and human resources, how to handle and resolve conflict, and how to maintain effective relationships with stakeholders through activism and philanthropy in ethical ways (Klein, 2014). Within the healthcare context, nurse administrators can work in urban, suburban, or rural regions. Their institutions can be small, large, local, national, or multinational. The nurse administrator frequently juggles divergent demands from funding partners, community members, patients, nursing staff, and lawmakers. On call all the time, nurse administrators continually coordinate between different public and private sector stakeholders by attending meetings, reading and learning about policy changes, and keeping up to date on emerging tools, technologies, and practices. Even nurses who feel healthcare is a basic human right…
Section 1. Introduction Today, nurse administrators are playing an increasingly important role in a wide range of health care settings, and there has been a corresponding increase in interest in understanding the relevant competencies, scope and standards of practice for this profession in recent years. To this end, this paper reviews the relevant literature to identify the scope and standards for nursing administrators, followed by a description of the profession’s general
This also, unfortunately, contributes substantially to the high attrition rate (attributable to failure to adapt to the professional environment) among foreign-educated nurses (Reid, 2009). Ultimately, the effective establishment of leadership culture in healthcare organizations and with respect to the nursing profession especially, requires first addressing these fundamental issues that undermine the most basic necessary elements for cultivating leadership in organizations. Personal Philosophy of Nursing Leadership and Management in Clinical Practice My
Nursing Culture: Overcoming Barriers to Change Introduction and Theoretical Framework This program of study continues personal research and professional practice in the field of nursing within the area of public and private health systems. In an era characterized by increasing calls for more efficient approaches to healthcare delivery and accountability on the part of healthcare providers, there is a growing need for identifying opportunities to overcome organizational barriers to change that facilitate
Nursing Shortage: Its Effect on Patient Outcome In today's environment of rising costs in the health care industry, one of the first casualties in many hospitals is the level of RN staffing. In fact, across the country, hospital RNs are increasingly forced to work in an atmosphere in which they are understaffed, overworked, and charged with responsibilities wholly unrelated to direct patient care. This is a phenomenon illustrated in alarming detail
; Assists staff to effectively supervise and delegate to other team members; Models coaching and mentoring; Effectively builds an cohesive nursing team; and Assists staff in managing conflict. (2003) In relation to 'Caring for Self, Staff and Patients' the Nursing Leadership Institute Competency Model states the following key competencies and behaviors as being necessary: Recognizes the importance of building a sense of community in the work environment; Demonstrates supportive behaviors in working with staff; Rewards and celebrates
Introduction Performance scorecards provide a straightforward means of integrating metrics into a healthcare organization’s strategic planning. Scorecards are most effective when they have a clear purpose, identifying specific patient populations and outcome measures. According to Baker (2015), “savvy organizations select the best metrics to track that are appropriate to what the organizational staff members wish to measure,” which could include specific issues like patient vital signs or patient satisfaction survey outcomes