In this section of the NCLEX-RN examination, you will be expected to demonstrate your knowledge and skills of concepts of management in order to: Show
Many people think that leadership and management are the same thing but they are not, they are different. Supervision, as discussed somewhat before, is the oversight and evaluation of care, aspects of care and other nursing functions that have been delegated and assigned to others. Management, on the other hand, is meeting established goals and objectives by planning, organizing and directing actions and efforts towards established goals. Registered nurses serve in both management and supervision functions. Nurses, as managers, serve as a collaborator with others, a priority setter, a decision maker, a problem solver, and coordinator of care; they have the knowledge, skills and abilities relating to these functions which facilitate the movement towards established goals, as well as clinical skills and abilities. Identifying the Roles and Responsibilities of Health Care Team MembersAs the manager of client care, registered nurses must be able to identify the functions, roles and responsibilities of the other members of the multidisciplinary health care team members in order to correctly garner these services. The roles and responsibilities of a wide variety of other members of the multidisciplinary health care team were described and discussed above under "Collaborating with Healthcare Members in Other Disciplines When Providing Client Care". Planning Overall Strategies to Address Client ProblemsRegistered nurses must be able to identify and employ overall strategies to address client problems and healthcare concerns. Some of these strategies can include:
Acting as a Liaison Between the Client and OthersAs previously discussed, registered nurses coordinate and manage care as they serve and act as the liaison between the client and others as they advocate for the client and the fulfillment of their needs. Often, the registered nurse serves and acts as the liaison between the client and family members, significant others, other members of the multidisciplinary team, upper healthcare facility administrators and even healthcare insurance companies to negotiate care that is medically necessary and to obtain reimbursement for the necessary care and treatments that the client needs. Managing Conflict Among Clients and Health Care StaffOne of the most upsetting and distressing things that occur when people work together is conflict. One thing that we must understand, however, is that conflict can be beneficial and it is a natural process that will occur and one that cannot be prevented among members of a group. Simply stated, conflicts arise when two or more people have differences in terms of their beliefs or, opinions. Conflicts can be readily identified when arguments, a lack of trust among those involved in the conflict arise, when the flow of work is disrupted, when interpersonal relationships are impaired, when criticism of others and frustration occur. Conflicts can be beneficial when they are resolved in a healthy, mutually satisfying manner so that all involved in the conflict can "win". Conflicts and healthy conflict resolution can lead to and promote personal and group growth and development, creativity, innovation and innovate thought, the free expression of one's beliefs and opinions, and lead to divergent thinking. Conflict resolution and "win-win" conflict resolution is facilitated when group members and group leaders focus on the issues at hand rather than differences between and among people with diverse opinions and beliefs, when opinions and beliefs are presented in a clear, understandable manner after some research, when all maintain respect for others and their diverse opinions and beliefs, and when the conflicting parties are open to the viewpoints of others. Ineffective conflict resolution and "win-lose" conflict resolution is destructive; it can lead to anger, frustration, a lack of commitment to common goals, disputes, struggles for power and control, and impaired thinking processes. Registered nurses, therefore, must be able to recognize, identity, and report conflicts so that conflicts do not tatter the team when they are not identified and resolved. Ignoring conflicts will cause problems; resolving and addressing conflicts can lead to personal and group growth. The stages of conflict and conflict resolution are:
Conflicts, according to Lewin who also developed a theory of planned change, include these four basic types of conflict:
Conflicts can be effectively resolved using a number of different strategies and techniques. These strategies include those below:
Ineffective and unhealthy methods of conflict resolution include those below.
Evaluating Management OutcomesThe outcomes of effective management can be measured and ascertained by scrutinizing the effects of management in terms of a number of different outcomes and variables including but not limited to staff satisfaction, staff productivity, and the provision of high quality effective, cost effective, and timely nursing care and services. It can also be measured and ascertained by evaluating the outcomes of client care and their level of satisfaction with the care and services that were provided to them, for example. RELATED NCLEX-RN MANAGEMENT OF CARE CONTENT:
SEE – Management of Care Practice Test Questions
Alene Burke, RN, MSN Alene Burke RN, MSN is a nationally recognized nursing educator. She began her work career as an elementary school teacher in New York City and later attended Queensborough Community College for her associate degree in nursing. She worked as a registered nurse in the critical care area of a local community hospital and, at this time, she was committed to become a nursing educator. She got her bachelor’s of science in nursing with Excelsior College, a part of the New York State University and immediately upon graduation she began graduate school at Adelphi University on Long Island, New York. She graduated Summa Cum Laude from Adelphi with a double masters degree in both Nursing Education and Nursing Administration and immediately began the PhD in nursing coursework at the same university. She has authored hundreds of courses for healthcare professionals including nurses, she serves as a nurse consultant for healthcare facilities and private corporations, she is also an approved provider of continuing education for nurses and other disciplines and has also served as a member of the American Nurses Association’s task force on competency and education for the nursing team members. Latest posts by Alene Burke, RN, MSN (see all) When dealing with conflict among staff what is the best approach by the nurse manager?Meeting both parties separately is unwise, Heathfield explained, because nurse managers run the risk of becoming biased to one opinion. The most effective way to resolve conflict is for managers to discuss the incident with both parties in the same room, affording them both an equal amount of time to state their case.
What is consensus in negotiation referring to quizlet?In a consensus, an agreement is found that all parties can support, or at least not oppose. The term is not used to describe any of the other options. The nurse-manager is negotiating for the funds necessary to purchase several new isolettes for the facility's newborn nursery.
What are possible source of conflict in an organization?Conflict has many causes, including organizational structures, limitations on resources, task interdependence, goal incompatibility, personality differences, and communication challenges.
What term is used when two or more people have conflict about values or goals?Interpersonal conflict happens between two or more people with differing values, goals, and beliefs.
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