Question:
Plan to address their needs as a nurse manager, using the principles effective coaching.
Consider the following:
Follow the Human resource management: Functions, Applications and Skill Development.
Conduct a job assessment of the person.
Describe the current performance, the desired performance, strategies for ensuring commitment to the change, as well as follow-up actions.
Align your action plan with the organization’s mission, vision, goals and rationale.
Create a mentoring, education, or training plan for your employee to help him or her prepare for the next position.
Answer to Question: MSN6103 The Nurse Educator Role
The nursing manager must evaluate the performance of each nurse within her team.
This helps the nurse manager to ensure that they are doing their job well and also helps them to make the necessary changes in order to improve or overcome any issues (Narayanaswamy-Peny, 2014).
A hypothetical case involving a poor nurse service delivery will illustrate the need for proper coaching.
A Job Analysis for the Nurse:
For more than three months, the nurse supervisor on duty has reviewed the performance of newly recruited registered nurses.
Before planning her intervention, the nurse was seen to be skilled at critical analysis of patients.
This has made it possible for patients to feel safe and helped them get well.
In addition, she is extremely careful when handling sharp objects.
The nurse handles the various duties of the patient and wound dressing. She also maintains records and data.
But, the nurse is not well-versed in moral and ethical issues.
Patients and their loved ones have complained about her behaviour and how she maintains patient satisfaction.
Her failure to adhere to the principles of dignity and autonomy of the patients has often been noted.
Also, her records reveal that she can be rude with patients.
Current Practices and Desired Performance:
On occasion, the nurse was observed to put patients’ dignity above her own.
The nurse has a habit of pressing the patient to accept her intervention. She believes her interventions will result in the best outcomes for the patients.
Recently she was accused of forcing a patient who had undergone bariatric surgeries to eat a meal which was not appreciated by the patient.
The patient agreed to the meal, but later complained of being deprived of his dignity.
The nursing manager was also aware of several other situations.
The nurse manager was responsible for training the nurse to be a good and moral person.
The nursing manager used the coaching method to coach the nurse. This not only helps to keep her self-respect and ego in check, but also helps her to understand how best to care for patients.
So, the manager called the nurse to talk about the biggest issues and challenges she faced in achieving her moral and ethical virtues.
The manager was surprised at the nurse’s inability to explain the importance of autonomy and dignity of the patient within the organization.
The nurse manager asked how she understood dignity and autonomy. He gave examples and examples that helped her understand the concepts.
She was very supportive in her approach and did not criticize her performance.
Higgins, 2015 – She offered her suggestions in an encouraging tone that allowed the advice to be received in a positive light.
After defining what modifications the nurse should make to her practice’s procedures, the nursing manager should talk with the employee about the importance of understanding the expectations of both the employer and the organization. (Graham & Melnyk (2014)
She stated that all healthcare organizations have the primary objective of satisfying patients, which will lead to greater reputation and higher profits.
Once she has taken into account the vision and mission for the organization she is responsible, the nurse should be willing to do her best to fulfill the expectation.
It is up to the nurse manager to assess the nurse’s modification of the practices and evaluate whether additional modifications are necessary.
This would help her ensure that her coaching approach has been properly applied.
It is crucial that patients and their employers give feedback in this instance (Rich, et al. (2015)).
Preparing Training and an Action Plan
Workshops are needed to help the nurse understand the importance of respecting the autonomy and dignity of the patient.
You can place her under a senior nurse to help with communication.
Her performance should be assessed (Clark et. al., 2017,).
Organizations will learn how she is doing in this area by reducing the number of complaints against her, and getting feedback from patients and their families.
The American Nurses Association Code of Ethics For Nurses should also be recommended to her.
She needs to make sure that all the provisions are properly analyzed, and then applied in her daily practice (Lindbergs (2014)).
This will enable her to cover any gaps in her practice as well as gain a good reputation among her patients and her family members (Jacobs (2016)).Transcript:Nursing manager (NM), Nurse (n):
Sally, how are you?
I was amazed at how skillfully and quickly you dealt with the patient suffering from cardiac pain.
You performed such a quick assessment and intervention, that higher officials were very impressed.
n: I appreciate your kindness.
I try my best to offer the best care for patients.
NM. Sally: As I understand it, you are one the most efficient nurses this organization has.
Recent complaints have raised concerns that you may not be treating patients properly.
They said that their dignity was not protected.
n. Yes mam. My patient wanted high-sugar foods, which is very dangerous.
I had no choice but to make sure he was eating a healthy diet.
Another patient wasn’t ready for an injection. He needed to be able to continue his physical demands.
NM. Sally, it is great to see your concern for patients and their well-being.
It is important to remember that nurses must be aligned with the organization’s vision and mission. This means that patient satisfaction matters.
The dignity and autonomy of the patients will be violated by you, and they will take legal action against you, which will ruin all your skills and knowledge.
n: My mam.
These will harm my reputation and defeat my true motivation to think the best for my patients.
Sally: Sally, it is clear that you are intelligent and very understanding. I am certain that you will succeed.
I’d like to help.
Here’s a plan I created that will help you get started.
n. (Sally smiles happily and accepts the plan)
NM: What are the best ratings from patients and their families for a nurse?
n: Sure Mam.
She smiles and leaves.Conclusion:
As you can see, the coaching model can make a difference in the abilities of nurses.References:Clark, J. (2017).
The concept of dignity was defined and a model developed to support its practice. Caring, 6, 00.Graham, S., & Melnyk, B. M. (2014).
The Birth of a Healthcare Leadership Academy – Leçons Learned from The Ohio State University Nurse Leader, 12(2), 55-74.Higgins, E. A. (2015).
The Influence of Nurse Managers Transformational Leadership on Nurse OutcomesJacobs, B. B. (2016).
Respect for human dignity: Philosophical and pragmatic perspectives.
Canadian Journal of Nursing Research Archive. 32(2).Lindberg, C., Fagerstrom, C., Sivberg, B., & Willman, A. (2014).
Concept analysis: Patient autonomy within a caring context.
Journal of advanced nurses, 70(10). 2208-2221.Narayanasamy, A., & Penney, V. (2014).
Coaching to promote professional nursing practice.
British Journal of Nursing. 23 (11).Rich, M., Kempin, B., Loughlin, M. J., Vitale, T. R., Wurmser, T., & Thrall, T. H. (2015).
A mentorship program to develop leadership potential for nurses in the state.
Journal of Nursing Administration. 45(2), 63–66.Titzer, J. L., & Shirey, M. R. (2013, July).
Nursing manager succession planning: A concept analysis. In Nursing forum (Vol. 48, No. 3, pp. 155-164).