This document discusses different types of power in the workplace. It begins by defining power as the possession or exercise of authority or influence. It then outlines 7 common types of power found in the workplace: coercive, connection, expert, informational, legitimate, referent, and reward power. Each type is defined based on its source. The document encourages readers to do a self-assessment to identify what types of power they have. It stresses that power exists in everyone and should not be viewed negatively when used properly.
evidence based practice is best for the people working with patients
ebp should be used by the heath care provider.
ebp based upon clinical experties
best research evidence
patient preference and values
evidence based practice is best for the people working with patients
ebp should be used by the heath care provider.
ebp based upon clinical experties
best research evidence
patient preference and values
Clinical teaching is an individualized
or group teaching to the nursing
student in the clinical area by the
nurse educators, staff and
clinical nurse manager
Curriculum Development
Learning Strategies
Very basic ideas about curriculum development focused for teachers in medical education with medical background .
IN THE FIELD OF HEALTH CARE EVIDENCE BASED PRACTICE IS MOST IMPORTANT FOR MOST ACCURATE CARE AND TREATMENT.FOR THIS PURPOSE RESEARCH IS COMPULSORY.THIS PRESENTATION TELLS ABOUT THE IMPORTANCE OF RESEARCH,LEADERSHIP AND MANAGEMENT IN NURSING.
Clinical teaching is an individualized
or group teaching to the nursing
student in the clinical area by the
nurse educators, staff and
clinical nurse manager
Curriculum Development
Learning Strategies
Very basic ideas about curriculum development focused for teachers in medical education with medical background .
IN THE FIELD OF HEALTH CARE EVIDENCE BASED PRACTICE IS MOST IMPORTANT FOR MOST ACCURATE CARE AND TREATMENT.FOR THIS PURPOSE RESEARCH IS COMPULSORY.THIS PRESENTATION TELLS ABOUT THE IMPORTANCE OF RESEARCH,LEADERSHIP AND MANAGEMENT IN NURSING.
Nurse is a person who is dedicated to taking care of people in the.docxcherishwinsland
Nurse is a person who is dedicated to taking care of people in the health care field. Nurses play a role of leader in every step of their career. They use their skills, knowledge and experiences to take care of individual and communities. Therefore, every nurse should be aware of their leadership role within self as well as need to identify weakness which may be due to lacking knowledge and skills. Nursing is an independent profession of health science and has a great influence in shaping healthy work environment. Being A nurse for a few years as well as taking the position of charge nurse, I have found myself having the quality of the leadership traits. I feel that there are more rooms for me to do and learn, which will make me a reliable nursing professional. This paper discusses the weakness and strength of a nurse based on the nurse manager skills tools. The nurse manager inventory skill tool reflects my skills, behavior, and professional accountability, career planning, my journey disciplines and reflective practice reference behaviors.
Personal and professional accountability
When evaluating myself on personal growth, career development, continuing education and certification, I would rate myself in the average range. Despite of being enrolled in school for BSN degree, I still have more to do such as, medical/surgical and orthopedic certification are my area of interest. Currently working to achieve these along with my BSN degree. I am a stroke certified nurse and a member of the American Nurses Association since 2010. After completing my BSN degree, I plan to continue my nursing for a doctorate degree in nursing. I have not been active in the legislation in advocation my fellow nurses nor my patients. However, I rate myself high when it comes to the ethical act and nursing practices. I am highly influenced through the evidence bases practice to improve the quality of care and patient outcomes. It is important for me to demonstrate this behavior as well as show dedication to other fellow nurses to keep the culture of practice and improve the quality of care.
Career planning
With the evolution of health care industry nurses’ responsibility, role, education changes according to the healthcare demand. This evolving of the profession has created an atmosphere for nurses to regulator their career in futures according to the needs of society. According to NCBI “career planning and development provides nurses with a focused strategy to take greater responsibility for engaging in the ongoing planning process that is crucial throughout the major stages of their career (Rebecca Hendren, October 2010)”. Nurses should also continue to develop their knowledge, leadership skills, and competencies with other health care professionals as well. According to Institute of Medicine (IOM) report, sickest patient will only be admitted to hospital, but the less sick patient remains at home (Donner, G. J., & Wheeler, M. M. (2001, June). This indicates that nu.
What Is the Significance of Professionalism in Nursing DavidWayne30
Professionalism in nursing entails the act of imparting high-quality care. It also reflects honoring the values of advocacy, respect, and responsibility.
Epowerment and Goverance in Nursing on 18.1.23.pptxanjalatchi
Nurses and nurse managers must be empowered to perform their leadership roles to facilitate positive patient outcomes. Empowerment is possible when employees have access to information, support, resources, and the chance to discover and development.
Write an answer to this and use at leat one reference but not the sa.docxbriankimberly26463
Write an answer to this and use at leat one reference but not the same that appear here.
1. Describe the organizational characteristics of the facility in which you currently have a clinical assignment. Include the following:
a. Type of organization: Rehabilitation center
b. Overall climate of the facility: Quality service, organized and friendly staff, optimum medical equipment.
c. How the organization is structured: This center is a structure in a traditional hierarchical structure, the employee is ranked from the top to the bottom. From the nurse manager of the medical director, nurse manager, nurses, and nurse assistant.
d. Formal and informal goals and processes of the organization:
Formal: Every nurse will provide to their patients with excellent health care.
Informal: Their pre-fill some patient records the day of admission with information that never changes diagnostic and procedures.
2. Why is the work climate of an organization important to nursing leaders and managers?
Healthy work environments have both direct and indirect impacts on patient safety. Healthy work environments have been linked to increased nurse, leader, manager, and health care worker retention, recruitment, job satisfaction and have decreased stress and burnout, which subsequently leads to safer patient practices. A healthy work environment is a productive and collaborative setting in which nurses and other health care workers are free from physical and psychosocial harm while maximizing their ability to provide safe, quality care, along with meeting personal needs and with the empowerment to promote a satisfying work experience. Work environments that are negative, demoralizing, and have unsafe work conditions are deemed “unhealthy” and have been correlated with unsafe patient practice, nursing shortages, nursing job dissatisfaction, and low productivity. The achievement of a healthy work environment is multifactorial and requires the support of the health care workers through an environment of positive communication and co-worker team efforts. Healthy work environments, guided by authentic leaders, produce superior outcomes for both staff nurses and patients.
3. What are the ways in which a nurse can enhance his or her expertise?
Steps that nurse can enhance their own competence:
Participate in interdisciplinary team conferences and patient-centered conferences on your units.
Attend continuing education offering to enhance your expertise.
Attend local regional and national conferences sponsored by relevant nursing and specialty organization.
Read journals and books in your specialty area.
Participate in nursing research projects related to your clinical specialty.
4. Explain “shared governance,” and describe how it can affect the power structure of a health-care organization.
In share governance, staff nurses are included in the highest levels of decision making within the nursing department through representation on various councils that gov.
Running head nursing1Nursing 10Nursing Student name.docxtodd581
Running head: nursing 1
Nursing 10
Nursing
Student name
Institutional affiliation
Previous report overview from the interview.
From my final report, I pointed out important points that are of help especially in this field of nursing. The report was to give a general overview of the primary care office including the services being provided and the role of the office holder with other collaborated workers. Also the aim of the report was to discover the roles of the family nurse practitioner (FNPs) and the qualification, and certifications based on legal and education requirements to become a full practicing family nurse practitioner. I addition the report had was to come up with a solution on the question “what is a clinic service provider supposed to do if a patient is not able to respond positively to the prescribed medication”.
In the report I gave my solutions to the problems that were on query. These include; the role of the clinician and non-clinician in the primary care office among them being, providing patient advocacy in healthcare system and ensuring that the services provided in any location are cost effective to the locals.
In addition, in the report I discussed what the Family Nurse Practitioners are supposed to have in order to practice and these include; the attaining of the minimum educational certificates, have a certification from the governance and the license of operation in order to practice the health care services.
The report includes my view on working as a team and the advantages of teamwork, for example the benefits of teamwork in time management and service delivery and experience from other team members. Also, I discussed work ethics in handling the complaining patients who are not satisfied with the medical prescription and in the report I stressed the need to give the patients hope in that situation and for those who have been prescribed wrong medicine by giving them the top priority before dealing with other cases.
In this regard therefore, the report is useful in tackling this paper because it builds up from the report. Some of the areas in which will be the discussion of different roles of the APRN who have acquired degrees and have the license and fully certified to take their roles in educating, informing and other scopes.
Roles of Advanced Practice Registered Nurse.
From what I have discovered, is that the first role of the APRN is certified nurse midwife (CNM), whereby the main focus is on women health and childbirth services. Apart from the physical health, they also take interests, of patient’s mental health and psychological especially for pregnant women to ensure that they are doing well during and after their period of pregnancies. Also, the CNM provide prenatal education on how to deal with parenting in ensuring the care of a kid and the mother is of quality.
The other role is that of certified registered nurse anesthetist (CRNA), who mainly work in surgery centers in providing anesthesia to.
Running head nursing1Nursing 10Nursing Student name.docxglendar3
Running head: nursing 1
Nursing 10
Nursing
Student name
Institutional affiliation
Previous report overview from the interview.
From my final report, I pointed out important points that are of help especially in this field of nursing. The report was to give a general overview of the primary care office including the services being provided and the role of the office holder with other collaborated workers. Also the aim of the report was to discover the roles of the family nurse practitioner (FNPs) and the qualification, and certifications based on legal and education requirements to become a full practicing family nurse practitioner. I addition the report had was to come up with a solution on the question “what is a clinic service provider supposed to do if a patient is not able to respond positively to the prescribed medication”.
In the report I gave my solutions to the problems that were on query. These include; the role of the clinician and non-clinician in the primary care office among them being, providing patient advocacy in healthcare system and ensuring that the services provided in any location are cost effective to the locals.
In addition, in the report I discussed what the Family Nurse Practitioners are supposed to have in order to practice and these include; the attaining of the minimum educational certificates, have a certification from the governance and the license of operation in order to practice the health care services.
The report includes my view on working as a team and the advantages of teamwork, for example the benefits of teamwork in time management and service delivery and experience from other team members. Also, I discussed work ethics in handling the complaining patients who are not satisfied with the medical prescription and in the report I stressed the need to give the patients hope in that situation and for those who have been prescribed wrong medicine by giving them the top priority before dealing with other cases.
In this regard therefore, the report is useful in tackling this paper because it builds up from the report. Some of the areas in which will be the discussion of different roles of the APRN who have acquired degrees and have the license and fully certified to take their roles in educating, informing and other scopes.
Roles of Advanced Practice Registered Nurse.
From what I have discovered, is that the first role of the APRN is certified nurse midwife (CNM), whereby the main focus is on women health and childbirth services. Apart from the physical health, they also take interests, of patient’s mental health and psychological especially for pregnant women to ensure that they are doing well during and after their period of pregnancies. Also, the CNM provide prenatal education on how to deal with parenting in ensuring the care of a kid and the mother is of quality.
The other role is that of certified registered nurse anesthetist (CRNA), who mainly work in surgery centers in providing anesthesia to.
Respond to Krystle B and Stacy A, 2 citations 2 Refs.Respond.docxpeggyd2
Respond to Krystle B and Stacy A, 2 citations 2 Refs.
Respond to two by explaining how the leadership skills they described may impact your organization or your personal leadership, or by identifying challenges you see in applying the skills described.
Krystle B
RE: Discussion - Week 4
Top of Form
Main Discussion Post
Evidence for Characteristics of a Healthy Work Life
of one’s self. Balanced processing involves an open mind and an open heart. “Leaders described balanced processing as the ability to be open to feedback and diverse opinions, to analyze information objectively, and listen to those who have opposing views” (Alexander & Palan, 2018). Nurses must feel like they can talk to their leaders openly and honestly; they must feel heard and understood. Nurses look to their leaders to help them wade through the difficulties of the every day nurse life. Transparency involves honesty and commitment to nursing staff, and these characteristics drive trust between nurse and leader. The final quality, moral leadership, involves healthy ethics. Nurses look to their leaders to guide their behaviors and A healthy work environment is key to a positive work-life balance. Toxic work environments can lead to nurse burnout, negative behaviors, frequent call-offs, and dismissive attitudes towards patients. However, a positive work environment can have a wildly different impact on patient care. From the resources, I most identified with the authentic leadership model. This model expresses the following leadership characteristics: “self-awareness, relational transparency, internalized moral perspective, and balanced information processing” (Marshall & Broome, 2017). I like this model because I can identify with these characteristics, and I imagine it is the kind of leadership style that I would exude.
In a study on leadership styles and their impact on nurse’s perceptions of a positive work environment, there were several characteristics of leadership that correlated with positive nursing attitudes. Overall, the highest correlation between leadership styles and positive nursing attitudes was a relational leadership style. “The findings of this systematic review provide robust support that relational leadership versus task-focused leadership styles are linked to better nursing workforce outcomes and related organizational outcomes.” (Cummings, Tate, Lee, Wong, Paananen, Micaroni, & Chatterjee, 2018). Nurses are receptive to leaders who are genuine in nature. They want to feel that they are being led by someone who is honest and fair. Can I talk to this person and expect an honest response? Are they easy to talk to? Can I vent to this leader and feel heard and understood? These are important qualities of a relational leader.
In another study, researchers assessed the attitudes towards a healthy work environment possessed by nursing executives. The researchers spoke with seventeen nursing executives to assess their ideas of important characteristics of man.
Respond to Krystle B and Stacy A, 2 citations 2 Refs.Respond.docxaudeleypearl
Respond to Krystle B and Stacy A, 2 citations 2 Refs.
Respond to two by explaining how the leadership skills they described may impact your organization or your personal leadership, or by identifying challenges you see in applying the skills described.
Krystle B
RE: Discussion - Week 4
Top of Form
Main Discussion Post
Evidence for Characteristics of a Healthy Work Life
of one’s self. Balanced processing involves an open mind and an open heart. “Leaders described balanced processing as the ability to be open to feedback and diverse opinions, to analyze information objectively, and listen to those who have opposing views” (Alexander & Palan, 2018). Nurses must feel like they can talk to their leaders openly and honestly; they must feel heard and understood. Nurses look to their leaders to help them wade through the difficulties of the every day nurse life. Transparency involves honesty and commitment to nursing staff, and these characteristics drive trust between nurse and leader. The final quality, moral leadership, involves healthy ethics. Nurses look to their leaders to guide their behaviors and A healthy work environment is key to a positive work-life balance. Toxic work environments can lead to nurse burnout, negative behaviors, frequent call-offs, and dismissive attitudes towards patients. However, a positive work environment can have a wildly different impact on patient care. From the resources, I most identified with the authentic leadership model. This model expresses the following leadership characteristics: “self-awareness, relational transparency, internalized moral perspective, and balanced information processing” (Marshall & Broome, 2017). I like this model because I can identify with these characteristics, and I imagine it is the kind of leadership style that I would exude.
In a study on leadership styles and their impact on nurse’s perceptions of a positive work environment, there were several characteristics of leadership that correlated with positive nursing attitudes. Overall, the highest correlation between leadership styles and positive nursing attitudes was a relational leadership style. “The findings of this systematic review provide robust support that relational leadership versus task-focused leadership styles are linked to better nursing workforce outcomes and related organizational outcomes.” (Cummings, Tate, Lee, Wong, Paananen, Micaroni, & Chatterjee, 2018). Nurses are receptive to leaders who are genuine in nature. They want to feel that they are being led by someone who is honest and fair. Can I talk to this person and expect an honest response? Are they easy to talk to? Can I vent to this leader and feel heard and understood? These are important qualities of a relational leader.
In another study, researchers assessed the attitudes towards a healthy work environment possessed by nursing executives. The researchers spoke with seventeen nursing executives to assess their ideas of important characteristics of man ...
This paper explores what a nursing philosophy is and gives insight into my own personal philosophy of nursing. It defines what a nursing philosophy is, the theories behind its framework, as well as providing my own views on nursing and how it allows me to practice and care for my patients to the best of my ability to provide high-quality care.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
1. 7 Types of Power in the Workplace
by Sharlyn Lauby on March 4, 2010
There’s a quote by Margaret Thatcher that says, “Power is like being a lady…if you have
to tell people you are, you aren’t.” Personally, I find the study of power fascinating.
Dictionary.com defines power as “a person or thing that possesses or
exercises authority or influence”. So in essence when we use power; we’re utilizing our
authority to get something.
Everyone has power. Everyone. And, I don’t believe that power is a bad thing. The
issue becomes what kind of power a person has and how someone uses that power. Here
are some of the common types of power found in the workplace.
• Coercive power is associated with people who are in a position to punish others.
People fear the consequences of not doing what has been asked of them.
• Connection power is based upon who you know. This person knows, and has the
ear of, other powerful people within the organization.
• Expert power comes from a person’s expertise (duh!). This is commonly a person
with an acclaimed skill or accomplishment.
• A person who has access to valuable or important information possesses
informational power.
• Legitimate power comes from the position a person holds. This is related to a
person’s title and job responsibilities. You might also hear this referred to as
positional power.
• People who are well-liked and respected can have referent power.
• Reward power is based upon a person’s ability to bestow rewards. Those rewards
might come in the form of job assignments, schedules, pay or benefits.
Now, stop being modest and thinking to yourself…I don’t have any power. As you can
see, there are lots of different ways power can manifest itself. And for that reason, it’s
important to realize that power exists in all of us. It’s also possible that you have
different kinds of power with different groups or situations.
2. Now, the two biggest mistakes I see with people’s use of
power revolve around (1) trying to use power they don’t have and (2) using the wrong
kind of power to achieve results.
To help you identify your ‘power zone’, take a moment and think about how you try to
influence action from others. You could use the descriptions above as a pseudo self-
assessment. Rate yourself on a scale of 1-5 in each of the different kinds of power. With
1 being not at all characteristic of you and 5 being quite characteristic.
This can be a (sorry for the pun) powerful exercise. If you’re honest with yourself, I
hope you’ll find the results helpful. Not only for the way you tend to use power but in
the way others use power with you.
Characteristics of Nursing Power
In responding to our opening question, "How do you define power?" the nurse leaders
reflected on their own experiences and those of their nursing colleagues. They observed
that the power of the nurse lies in his or her knowledge and expertise related to the
technical, analytical, and interpersonal domains of nursing practice. This expertise, they
observed, is uniquely interwoven into a collaborative, interdisciplinary effort focused
solely on the patients and families that the nurse and care team serve and with whom they
partner. The nursing profession as a whole, they said, establishes power through the
practice of individual nurses who are engaged in patient care, administrative leadership,
teaching, and research. The actions, behaviors, and comportment of each nurse contribute
to or diminish the collective power that the profession of nursing holds in society, within
a given organization, and in practice.
The nurse leaders' observations regarding power underscored the power of individual
nurses and highlighted how the practice of a single individual can impact patients and
families, organizations, interdisciplinary colleagues, and the entire nursing profession.
Characteristics of a Powerful Professional Practice
Through our conversations with nurse leaders, we identified eight characteristics of
powerful nursing practice – practice in which the nurse acts powerfully on behalf of
3. patients and families and is recognized as powerful by others. The eight characteristics of
powerful nursing practice are listed in the Table and are described in more detail below.
1. Nurses with a powerful practice acknowledge their unique role in the provision of
patient centered and family centered care.
During our discussions, the nurse leaders observed that the nursing profession's
emphasis on partnering with and caring for patients and families distinguishes
nurses from other health professionals and positions them to be extremely
powerful. The power of clinical nurses is significantly enhanced by the
therapeutic, interpersonal relationships nurses establish with patients and families
and by a nurse's expertise in relieving the burden of disease and helping patients
and families cope with the continuum of health and illness. Nurses with a
powerful practice, said the nurse leaders, recognize and readily acknowledge their
unique contributions to patient care and realize that their relationships with
patients and families put them in a position to influence the care delivery setting.
"What is good for patients and families is good for nursing practice," observed
one nurse leader. This view, she explained, aligns nurses with the major priority
of health care institutions and positions them to advocate from the perspective of
patients and families – i.e., nurses listen to what patients and families need and
then base their advocacy efforts on the needs that are expressed. While their
ability to partner with patients and families puts nurses in a very powerful
position, it also implies significant responsibility, since it demands that nurses
continually validate their perceptions about what patients and families are telling
them and communicate this information to other members of the care team.
2. Nurses with a powerful practice commit to continuous learning through
education, skill development, and evidence-based practice.
All of the nurse leaders identified knowledge and expertise as an essential element
of the nurse's power base and underscored the importance of continuous learning.
Nurses who are powerful, they said, continuously seek new knowledge and base
their practice on evidence. The educational level of nurses was also viewed as an
essential element of a powerful professional practice. The nurse leaders agreed
that attaining a BSN is essential, and that more education generally leads to
greater power.
3. Nurses with a powerful practice demonstrate professional comportment and
recognize the critical nature of presence.
The nurse leaders noted that the professional comportment of nurses – their
behaviors and how they carry themselves – is a key component of nursing power.
Openness, transparency, authenticity, honesty, and integrity are some of the
characteristics that the nurse leaders associated with powerful nurses.
The nurse leaders also commented that the way nurses use language, particularly
how they refer to themselves, can enhance or detract from their professional
4. image. Nurses in powerful practices consistently acknowledge their own
professional status and that of others by using first and last names during
introductions, and by avoiding phrases, such as "I am only a nurse," or "She is just
a nurse," that diminish individual nurses and the profession of nursing as a whole.
The nurse, said the nurse leaders, brings a unique skill set, knowledge, and
perspective to the care team, executive table, research team, or faculty – a
contribution that nurses, themselves, must not doubt since self-confidence is
linked to power. That said, nurses must work to sustain their credibility by
maintaining competency and remaining current in their practice area and by
remembering that they are professionals who work with others to meet the best
interests of the patient and family.
4. Nurses with a powerful practice value collaboration and partner effectively with
colleagues in nursing and other disciplines.
Many of the nurse leaders cited the ability to collaborate with nursing colleagues
and those outside of nursing as a hallmark of effective nursing leadership and a
characteristic of powerful nursing practice. They noted that collaborating does not
mean acquiescing or giving in. Nor does it mean competing or engaging in
divisive actions and behaviors. Rather, it involves authentic, transparent
discussion, debate, and deliberation and striving to reach consensus-driven
outcomes. A powerful professional, said the nurse leaders, works well with
others, is fair, and has opinions and perspectives that are "sought out" by others.
Leading and participating on teams and partnering with others is essential to
sound, expert nursing practice and is a critical element of a nurse's power base.
5. Nurses with a powerful practice position themselves to influence decisions and
resource allocation.
A number of the nurse leaders observed that powerful nurses typically position
themselves to provide direction, input, and information about decisions affecting
their practice, including decisions related to resource allocation. Such nurses
recognize that decisions regarding staffing, technology to support practice,
salaries, wages, and other factors that affect the practice environment should be in
the hands of the nursing professionals who work in that environment; and if they
are not, powerful nurses question whether it is because the organization does not
value professional nursing practice.
6. Nurses with a powerful practice strive to develop an impeccable character; to be
inspirational, compassionate, and to have a credible, sought-after perspective.
A number of the nurse leaders observed that nurses with a powerful practice are
grounded by a set of values and principles that they freely share with others and
that guide their decisions and actions. The values and principles also help foster
compassion, make the nurses less fearful and more open to others' ideas, and help
nurses stay the course during times that may be tumultuous for patients, families,
and colleagues. Nurses who are open to others and who use a values-based
approach also find that others often seek out their perspective; this not only brings
the nurse more power, but is the antithesis of using power as a coercive strategy.
5. 7. Nurses with a powerful practice recognize that the role of the nurse leader is to
pave the way for nurses' voices to be heard and to help novice nurses develop into
powerful professionals.
Many of the nurse leaders noted that helping novice nurses develop a voice that is
based on professional credibility and expertise is a responsibility of nurse leaders
at the unit, practice, program, and institutional levels. Powerful nurses, they said,
recognize this and know that by fostering a nurse's professional development they
promote the power of the individual nurse, enhance their own power, and
strengthen the power of nursing as a profession. Powerful nurses in leadership
positions also avoid using phrases such as, "My nursing staff," or "My faculty."
Although unintentional, phrases like these suggest that a nurse is subservient to
others and can diminish the professional stature of the individual.
8. Nurses with a powerful practice evaluate the power of nursing and the nursing
department in organizations they enter by assessing the organization's mission
and values and its commitment to enhancing the power of diverse perspectives.
Many of the nurse leaders observed that nurses with a powerful practice tend to
seek out and work in environments that support nurses and nursing practice, and
that are led by strong nurse leaders who are themselves respected and valued by
the institution. Such organizations place a high value on nurses and nursing care
and, by design, uphold and contribute to the power of nurses that practice within
them.
All of the nurse leaders agreed that institutions that value diversity and respect are more
likely to value nursing and are stronger organizations as a result. They noted that in
organizations where the power of nursing is diminished, nurse leaders and nursing staff
must develop strategic plans that promote respect and diversity, and must work to elevate
the nursing profession and nursing practice through leadership development, establishing
a strong research base, and creating programs that foster the professional development of
nurses at all levels.
During our discussions, the nurse leaders described their experiences in their current
places of work and compared and contrasted these to their experience in general and in
other organizations. While all but one nurse leader described their current nursing
department and nurse leaders as powerful, perceptions of the power of nursing seemed to
vary across organizations. For example, in the comprehensive cancer center where "the
cure of cancer through research" was the dominant mission, nurses felt less powerful than
in the academic medical center where "patient care" was the prominent mission and
nurses' role in the around-the-clock care of patients gave them greater power as a group
and as individuals (this was particularly true for nurses who had established themselves
as expert, compassionate professionals). Nurse leaders from the university/college setting
noted that the power base of nurses in academic settings depends on the dean of the
school of nursing and on the mission of the college/university. These two factors, they
said, play a significant role in determining the nursing school's esteem and credibility
within the organization.
6. Types and Sources of Power
Formal Power – power often tied to a formal position where the responsibilities of that
position includes the ability to influence or make decisions affecting a community
Informal Power – power that is not tied to any position, often resulting from personal
characteristics. This power allows the person/group to influence and/or represent a
community without formal decision making.
Sources of formal or informal power:
Resources – money, knowledge, skills, materials
Example – A local foundation can decide what issues and organizations should
receive the foundation’s resources.
Elected or appointed position
Example – A city council member can vote on decisions affecting citywide
policy.
Community support and/or representation
Example – A well respected youth organizing group has the support of and
can mobilize hundreds of local youth to speak out on an issue
Others’ perception of power
Example – A local activist regularly tells decision-makers of his ability to
mobilize large numbers in his community. Although this activist has limited
support within the community, decision-makers often listen to and support
his ideas.
Personal Power – power resulting directly from the persons or persons representing a
group
Sources of personal power:
Expertise – knowledge, skills and experience relevant to the task
Example – A Youth Innovation Fund Board’s extensive understanding of
pressing issues in the community.
Personal attraction – characteristics associated with likeability (“charisma” and
ability to inspire)
Example – A teacher’s passion and inspirational descriptions about the
impact service-learning has had in her classroom
Effort – dependability and evidence of higher than expected time commitment
7. Example – A Youth Innovation Fund grantee’s demonstrated hard work and
commitment to addressing a local issue
Legitimacy – actions clearly display a particular value commonly held among partners
Example – A recently elected mayor’s decision to implement the youth voice
agenda on which she campaigned, as soon as she is in office.
Positional Power – power resulting directly from the position and tasks performed by a
particular group
Sources of positional power:
Centrality – access to information in a broad and diverse communication network
Example – A site coordinator’s ongoing communication with young people,
adults, local decision makers, community organizers, funders, other Youth
Fund sites, etc.
Flexibility – ability to improvise and innovate
Example – A Youth Innovation Fund Board’s ability to identify and address
the most pressing issues in a community
Visibility – the number of “influential” people with whom a group interacts
Example – A Youth Innovation Fund Site’s ability to interact with diverse
influentials as a result of access to influential groups held by the various
consortium partners
Relevance – how much a group’s work is connected to larger community’s priorities
Example – A Youth Innovation Fund Youth Board addressing an issue
identified as a pressing concern of youth and adults in the community