leadership and management
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| def leadership | the ability to influence other pple- cause others to respond b/c they want to- it is a way of behavior
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| def followship | skilled, self-directed
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| def management; they are ___ oriented | ensure that care is given effectively and efficiently; problem
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| leader vs. manager: what is leader role; what is manager role; leader has what type of thinkning; what are functions of manageer | informal, role selected and assumed; formal and assigned role; requires initiative, critical thinking; planning, organizing, directing, controlling
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| management theories: traditional- def; | productivity;
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| management theories: behavioral- def; what type of ppl do the most work in this theory | human interaction-consider the worker's needs; satisfied happy ppl do the most work
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| management theories: systems theory- decisions are based on what; considers what | how others will be affected; all parts of the system as a whole
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| management theories: contingency theory- aka; def | motivational; what motivates workers to be productive and effective in their work
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| leadership styles: autocratic- aka; def; when are we like this as a nurse | authoritarian; they give the order and accept the responsibility; in a code
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| leadership styles: democratic- aka; def; when are we like this as a nurse | participative; guidance share the planning and the outcome; in long term care
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| leadership styles: laissez-faire- def; | lack of leadership, decisions are not made, people flounder
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| leadership theories: what type of leader is flexible; def situational leader; def interactional leadership | contingency leadership; adaptable select style that situation requires; leaders are not just born this is built on trust
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| leadership theories: transactional/transformational: what is the focus on; if nurse leadersa are able to be part of ___ they can help promote change | the vision, decision making
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| Generations: silent- what years; def | 1925-1942; used to hierarchy, loyal, disciplined, respect for authority
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| Generations: baby boomers- what years; def | 1943-1960; idealism, value what others think, want to be recognized, build careers, they put work first often, 50% of workforce
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| Gnerations: x- what years; def; | 1961-1977; change jobs frequently, vaule free time, want democratic manager, conflict with the boomers, 10% of workforce
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| Gnerations: y- what years; def; | 1978-1995; children of theboomes, grew up with computer, diversity believe in education, multitask well, variety of skills to manage them, 30% of the workforce
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| Gnerations: now- def | immediacy, always had technology
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| qualities of effective leaders | integrity, courage, initiative, energy, optimism, balance, ability to handle stress, self-awareness
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| behaviors of effective leaders | critical thinkers, problem solvers, respect others, listen, set goals, give feedback, develop self and others
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| qualities and behaviors of effective followers | be involved in ID problems and plan, explain why you disagree, be assertive, listen, analyze, think about the new ideas, be curious learn, think critically, share what you learn
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| manager responsibilities: first level: they spend more time what; what type of nurse | giving and directing patient care; bedside floor nurse
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| manager responsibilities: middle level: what type of nurse; def; | managers of the nursing units; less direct care, spend more time in planning, monitoring and coordinating activities on the unit;
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| manager responsibilities: top level:ex of this nurse; def | chief nurse executive; the plan and have a vision for 5-10 yrs out
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| delegation: def; who retains accountability for the delegation; aka | transferring to a competent individual the authority to perform a selected nursing task in a selected situation; the nurse; transfer of responsibility
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| delegation: assignment- def; | describes the distribution of work that each staff member is to accomplish on a given shift or work period;
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| delegation: supervision- def; | the provision of guidance and direction, oversight, evaluation and follow up by the licensed nures for accomplishment of nursing task delegated to nursing assistive personnel
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| delegation: right person for right ___; as delegator what do we need to do; what are examples of direct delegation; def indirect delegation | job; assess, direct and follow-up; feeding, bathing, ambulating, toileting, gathering data; environmental services, dietary, stocking, transporting
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| authority: def; use what in the decision; what is level one; what is level 2; what is level 3; what is level 4; | right to act or command the action of others and accept the responsibilities; the nursing process; data gathering; data gathering and recommendation; data gathering double check and act; act and inform- aka do what I would do in my absence
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| accountability: def; review what; part of who's job; can we give this away; | accept responsibility for my own actions, accept ownership; judgments, decisions, eval and direct future plans; all in any organization;no;
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| accountability: what is the delegator accountable for | own actions, supervision, assessment of the situation, followup, intervention, corrective action
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| accountability: delagatee- what are they accountable for | actions, accepting delegation, appropriately notifying me, accomplishing that task
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| responsibility: allocate what ____ and what is accepted; it is a 2 way what; RN transfers authority to complete task but retains what | responsibility; process; theresponsibility to monitor completion
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| supervision: def; check with them when; does the RN supervise another RN; who's duty is a performance eval | directly overseeing the work of others; throughout the day to see what is done and what needs to be done; no; supervisor
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| LPN-RN and the Michigan public healthcode- def practice of nursing; | means the systemic application of substantial specialized knowledge and skill, derived from the biological, physical, and behavioral sciences to the care, treatment, counsel, and health teaching of individuals who are experiencing changes
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| LPN-RN and the Michigan public healthcode- LPN: less knowledge and skill then whom; under supervision of whom | RN; RN physician and dentist
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| LPN-RN and the Michigan public healthcode- RN: engages in the practice of what; | teaching, direction and supervision of less skilled personnel in performance of delegated nursing activities;
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| unlicensed assistive personnel: def; | individuals who are trained to function in as assistive role to the registered nurse in the provision of pt/client care activities as delegated by and under the supervision of the registered nurse
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| the delegation process: we can delegate activities that fall where; must provide supervision of what; RNs can delegate to whom; can LPNs delegate | within the scope of practice; the task; RNs, LPNs, UAP; no
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| what are the 5 rights of delegation: name them; what is the right task; what is the right circumstance; what is the right person; | right task, circumstance, person, direction, supervision; task is delegatable; right pt setting and resources; right person is delegating the right task to the right person;
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| what are the 4 Cs of delegation | clear, concise, correct, complete
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| what are ways to obtain delegation and communication feedback | ask for input, give credit, share perception, explore differing points of view, pan interventions, eval
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| what are 4 Ps of delegation | person, picture, purpose and part
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| RN responsibilities | ASSESS THE PATIENT, delegate orders, know the meds, make care plan, sterile procedures, pt teaching,
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| LPN responsibilities | teaching from the care plan, vs, remove sutures, sterile procedures, give meds
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| UAP responsibilities | ADLs, I&Os, VS, BG,
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| Decision making grid: ask these questions before delegation | pt stability, level of UAP competence, Level of RN competence, potential for harm, frequency, level of decision making, ability for self care
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| what is the AACNs guidelines for delegation; score of what means RN is less likely to delegate task | potential for harm, complexity of a nursing activity, required problem solving and innovation, redictability of outcome, extent of patient intervention; higher score
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| What should not be delegated | initial nursing assessment and follow-up, decisions and judgements about client outcomes, determination and approval of a plan of care, interventions that require professional nursing knowledge, decisions or skills, decisions and judgements necessary for
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| do not routinely delegate what | sterile procedures, invasive procedures, care of broken skin other than first aid cuts or abrasions
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| consider what task related things when delegating; consider what relationship oriented things when delegating | ability, priorities, efficiency, appropriateness; fairness, learning, health, compatibility, preference
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| barriers to delegation: | experience, licensure, quality of care, assigning work to others, cannot let go, distrupt others to do it right, think if they delegate all the techs tasks, some are more comfortable wit htech that with teaching and planning
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| what are nurse managers responsibilities when delegating | develop staff members ability to delegate, determine the mix of staff on the unit and ID the staff best able to perform direct and indirect duties
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| when making assignments what should be considered | holistic needs, complexity for what has to be done for that person, geographics, continuity,
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