Study of nursing management

Extract

[...] Some progress, as in the Atlanta hospital, has been made, but obviously, the commitment needs to be applied at a national level. It is time to start listening and giving back to the nursing sector, a group that has only selflessly given to others. Bibliography: Lynn, Wieck K. (2005). Nurse Manager Survival in an Age of New Health Care Priorities. Nevada RNformation, pages 1-3. Retrieved 9/23/2007, from http://findarticles.com/p/articles/mi_qa4102/is_200505/ai_n13636411 McGuire, E., Kinnerly, S. (2006). Nurse managers as Transformational and Transactional leaders. Journal of Nursing Economics. Vol 24, (40 pg 179 Parsons, [...]

[...] According to the Nursing Leadership Institute Competency Model, nurse managers should seek personal mastery of specific professional traits. First, they need to be open to receiving feedback on both strengths and weaknesses. Additionally, they should demonstrate positive leadership skills in demanding situations and keep a professional demeanor. Nurse managers also serve as role models for other staff members and should assume responsibility for personal and career goal development. Managers should also be open to continual learning along with expanding their network of professional colleagues both within and without the organization. [...]

[...] Discussing the nursing manager shortage, Lynn Wieck acknowledges that "the role of nurse manager has become more difficult, frustrating, and less satisfying than ever before. (Nevada RNformation, 2005)" First, effective leadership and management remain the key factors for nurses to enjoy a satisfying and productive career path. Unfortunately, the nursing shortage contributes to one large challenge to properly recruit and retain the most qualified nurses. Additionally, "When staff is short, the problem falls squarely on the shoulders of the nurse manager who is expected to cover the unit even though there are inadequate bodies to do so. [...]

[...] Not only is the number of nurse management vacancies increasing in the United States, but this trend is evident in other countries as well. The lack of mentoring, extra stress weighs heavily with job dissatisfaction. Those nurse managers who have less stress attribute it to less use of avoidance and defensive coping strategies, and report higher levels of family support. Other nurses have reported that more support from senior administration might help with the challenges as well. All of these articles clearly delineate that nurse managers face significant problems and trials in their careers. [...]

[...] In a Nursing Economics article, SueEllen Pinkerton discusses ways to improve nurse retention based on a study conducted at Northside Hospital in Atlanta, GA. The hospital dispersed a national survey to three teams (Administrative, Education, and Operations) in order to determine what types of changes might raise job satisfaction in nurse managers. Time allocation, the increased need for training and education, and access to administrative support were three areas that were discussed. The operations team founded new ways to strengthen nurse organizational procedures such as new hiring, ensuring competency, and selecting unit preceptors. [...]