Nursing

Project Presentation Your presentation should be constructed as follows: You will open a new PowerPoint presentation and save it to your computer desktop or other storage device with the filename: N4455_ YOURNAME. In the actual file, YOURNAME should be replaced by your name. The presentation should include slides with the script in the Notes section […]

Action Plan (Pivotal portion of project) Your plan will include at least- · Supporting rationale for implementing the new program. · Steps and processes necessary to assure staff compliance. · Ways in which you will communicate your plan. · The change process you have chosen with an explanation of how and why this model was

Change Theories Project Note: You will create a PowerPoint slide presentation (not an APA paper) for this assignment. Submit your assignment to the Academic Coach for grading for this module. If you do not submit a PowerPoint slide presentation you will not receive credit for this assignment. Overview: Change Theories Project Each student will produce

There is no one single way to motivate people. The organization and the manager must use various tools to offer incentives and rewards that satisfy their staff. Increased productivity, pa- tient care quality, job satisfaction, and retention are all outcomes that can result in appropriate motivational activities. Case Study 17-1 illustrates how one nurse manager

Leadership Development Developing internal staff is a cost-effective way to build leaders within the organization. The advantages include knowledge of the skills and strengths of the candidates, the cost saving in retaining high-performing staff, and the ability to design a program that fits the organization’s specific needs. In fact, many nurse leaders fail not because

  MOTIVATING AND DEVELOPING STAFF 235 Horizontal promotion rewards the excellent clinical nurse without promoting the nurse to management. A clinical ladder, based on Benner’s (2000) novice-to-expert concepts, includes: 1. Clinical apprentice—new nurse or nurse new to the area 2. Clinical colleague—a full partner in care 3. Clinical mentee—demonstrates preceptor ability 4. Clinical leader—demonstrates leadership

MANAGING RESOURCES:of the mentor’s instruction, support, and encouragement. of the mentor’s instruction, support, and encouragement. The mentor thus buffers the mentee from criticism. A breakup stage may occur from six months to two years after a significant change in the relationship, usually resulting from the mentee taking a job in another department or organiza- tion

Mentoring Mentoring is another strategy to improve retention. Mentors take a greater role than preceptors in developing staff. Precepting usually is associated with orientation of staff, whereas mentoring occurs over a much longer period and involves a bigger investment of personal energy. Mentor- ing is suggested as a strategy to retain new graduates (Butler &

The efficiency of the unit may be reduced when on-the-job instruction occurs. 10. The learner must be closely supervised to prevent him or her from making any major mistakes and carrying out procedures incorrectly. Preceptors One method of orientation is the preceptor model, which can be used to assist new employees and to reward experienced

MOTIVATING AND DEVELOPING STAFF 233 8. Employees serving as teachers should understand that their new assignment is by no means a chance to get away from their own jobs but that they must build instructional time into their workload. Place Your Order Here!