This document discusses the role and responsibilities of nurse managers. It covers key theories around management and the operational roles of managers. Specific topics include Drucker's seven foundational management concepts, the domains of the nurse manager, managing different generations in the workforce, organizational culture, quality of care, and being a leader. The document also provides a case study about a nurse manager who must resolve a conflict with a friend under their management and discusses maintaining appropriate boundaries.
This document discusses leadership in nursing. It defines a leader as someone who works with others to develop a clear vision of the future and make that vision a reality. The document evaluates transactional and transformational leadership approaches and their effects on followers and organizational outcomes. It also provides tips for developing leadership skills and addresses leadership challenges like generational differences. The overall message is that visionary and responsible leadership is critical for nursing's future success.
This chapter discusses concepts of power, influence, and empowerment in nursing leadership. It provides tips for developing a powerful personal and professional image through grooming, dress, speech, body language, and attitude. The chapter emphasizes the importance of valuing nursing as a profession through continuing education, mentoring others, and engaging in professional organizations and politics to advocate for nursing issues.
This document discusses leadership in nursing. It defines a leader as someone who works with others to develop a clear vision of the future and make that vision a reality. The document evaluates transactional and transformational leadership approaches and their effects on followers and organizational outcomes. It also provides tips for developing leadership skills and addresses leadership challenges across different generations, roles, and community levels. The overall message is that visionary and responsible leadership is critical to the future of nursing.
This document discusses the role and responsibilities of nurse managers. It covers management theories, the operational roles of managers, and the domains of the nurse manager role according to AONE. It also discusses managing healthcare settings, quality of care, and organizational culture. The document presents a case study about a nurse manager who is friends with a disruptive employee, Mary, and is struggling with how to resolve issues of favoritism in a way that is fair to all staff. It prompts the reader to evaluate what was learned about manager functions, the nurse manager role, organizational culture, and qualities of good leadership.
The document discusses workplace violence and incivility among nurses. It defines horizontal violence/incivility as unwanted abuse or hostility within the workplace. Consequences of horizontal violence include impaired relationships, accidents, errors, and attrition. Toxic work environments with bullying and lack of trust between workers and management can result. The Joint Commission recommends educating staff on desirable behaviors, implementing anti-bullying policies, and providing conflict resolution training. Solutions proposed include modeling professional behavior, addressing bullying, reflecting on one's own actions, and participating in initiatives to prevent abuse.
This document discusses important considerations for pharmacotherapy in pregnant and breastfeeding women. It notes that most drugs pass through the placenta to the fetus, unlike the blood-brain barrier. Physiologic changes in pregnancy can alter drug absorption, distribution, metabolism and excretion. Careful evaluation of potential adverse effects on the developing fetus is required before prescribing medications to pregnant women. Lifestyle factors like alcohol and drug use can also significantly impact fetal development. Non-pharmacologic alternatives should be considered when possible to minimize fetal exposure to drugs during pregnancy.
This chapter discusses self-management strategies for stress and time management. It defines self-management and explores sources of stress, signs of stress, and strategies for preventing and managing stress such as finding social support, exercise, and developing hobbies. The chapter also examines common causes of poor time management, like interruptions and perfectionism, and provides time management strategies such as setting priorities, staying organized, and using time management tools. Meeting management is also briefly discussed.
This chapter discusses concepts of power, influence, and empowerment in nursing leadership. It provides tips for developing a powerful personal and professional image through grooming, dress, speech, body language, and attitude. The chapter emphasizes the importance of being politically astute through activities like networking, mentoring, and actively participating in nursing organizations to help shape policy.
This document discusses leadership in nursing. It defines a leader as someone who works with others to develop a clear vision of the future and make that vision a reality. The document evaluates transactional and transformational leadership approaches and their effects on followers and organizational outcomes. It also provides tips for developing leadership skills and addresses leadership challenges like generational differences. The overall message is that visionary and responsible leadership is critical for nursing's future success.
This chapter discusses concepts of power, influence, and empowerment in nursing leadership. It provides tips for developing a powerful personal and professional image through grooming, dress, speech, body language, and attitude. The chapter emphasizes the importance of valuing nursing as a profession through continuing education, mentoring others, and engaging in professional organizations and politics to advocate for nursing issues.
This document discusses leadership in nursing. It defines a leader as someone who works with others to develop a clear vision of the future and make that vision a reality. The document evaluates transactional and transformational leadership approaches and their effects on followers and organizational outcomes. It also provides tips for developing leadership skills and addresses leadership challenges across different generations, roles, and community levels. The overall message is that visionary and responsible leadership is critical to the future of nursing.
This document discusses the role and responsibilities of nurse managers. It covers management theories, the operational roles of managers, and the domains of the nurse manager role according to AONE. It also discusses managing healthcare settings, quality of care, and organizational culture. The document presents a case study about a nurse manager who is friends with a disruptive employee, Mary, and is struggling with how to resolve issues of favoritism in a way that is fair to all staff. It prompts the reader to evaluate what was learned about manager functions, the nurse manager role, organizational culture, and qualities of good leadership.
The document discusses workplace violence and incivility among nurses. It defines horizontal violence/incivility as unwanted abuse or hostility within the workplace. Consequences of horizontal violence include impaired relationships, accidents, errors, and attrition. Toxic work environments with bullying and lack of trust between workers and management can result. The Joint Commission recommends educating staff on desirable behaviors, implementing anti-bullying policies, and providing conflict resolution training. Solutions proposed include modeling professional behavior, addressing bullying, reflecting on one's own actions, and participating in initiatives to prevent abuse.
This document discusses important considerations for pharmacotherapy in pregnant and breastfeeding women. It notes that most drugs pass through the placenta to the fetus, unlike the blood-brain barrier. Physiologic changes in pregnancy can alter drug absorption, distribution, metabolism and excretion. Careful evaluation of potential adverse effects on the developing fetus is required before prescribing medications to pregnant women. Lifestyle factors like alcohol and drug use can also significantly impact fetal development. Non-pharmacologic alternatives should be considered when possible to minimize fetal exposure to drugs during pregnancy.
This chapter discusses self-management strategies for stress and time management. It defines self-management and explores sources of stress, signs of stress, and strategies for preventing and managing stress such as finding social support, exercise, and developing hobbies. The chapter also examines common causes of poor time management, like interruptions and perfectionism, and provides time management strategies such as setting priorities, staying organized, and using time management tools. Meeting management is also briefly discussed.
This chapter discusses concepts of power, influence, and empowerment in nursing leadership. It provides tips for developing a powerful personal and professional image through grooming, dress, speech, body language, and attitude. The chapter emphasizes the importance of being politically astute through activities like networking, mentoring, and actively participating in nursing organizations to help shape policy.
The document discusses role transitions in nursing management. It describes the phases of role transition as role preview, acceptance, exploration, discrepancy, development, and internalization. The document also presents the ROLES framework for analyzing a manager's role, which stands for responsibilities, opportunities, lines of communication, expectations, and support. Finally, the document outlines strategies for facilitating successful role transitions, such as recognizing internal resources, negotiating the role, seeking mentors, and getting additional education.
The document discusses role transitions in nursing management. It describes the phases of role transition as role preview, acceptance, exploration, discrepancy, development, and internalization. The document also presents the ROLES framework for analyzing a manager's role, which stands for responsibilities, opportunities, lines of communication, expectations, and support. Finally, the document outlines strategies for facilitating successful role transitions, such as recognizing internal resources, negotiating the role, seeking mentors, and getting additional education.
The document discusses managing one's career, including differentiating among career styles and their influence on career options. It covers developing targeted cover letters and resumes for specific positions, analyzing critical interview elements, and describing various professional development activities like continuing education programs. The document also identifies benefits of involvement in professional organizations.
This chapter discusses various personal and personnel problems that may arise in nursing management including absenteeism, uncooperative behavior, clinical incompetence, and substance abuse. It provides strategies for nurse managers to address these issues such as clarifying role expectations, implementing progressive discipline, and documenting performance problems. The goals are to improve employee performance and maintain patient safety.
The document discusses building effective teams through communication and partnerships. It defines key concepts such as groups, teams, commitment, communication and connectedness. It identifies communication barriers and pitfalls to avoid. Effective teams exhibit qualities like conflict resolution, shared mission, cooperation and commitment. Synergy within teams to produce extraordinary results is discussed. Leadership plays an important role in team effectiveness and communication skills are crucial for building strong teams that enhance patient safety and quality of care.
The document discusses building effective teams through communication and partnerships. It defines key concepts such as groups, teams, commitment, communication and connectedness. It identifies communication barriers and pitfalls to avoid. Effective teams exhibit qualities like conflict resolution, shared mission, cooperation and commitment. Synergy within teams to produce extraordinary results is discussed. Leadership plays an important role in team effectiveness and communication skills are crucial for building strong teams that enhance patient safety and quality.
The document discusses building effective teams through communication and partnerships. It defines key concepts such as groups, teams, commitment, communication and connectedness. It identifies communication barriers and pitfalls to avoid. Effective teams exhibit qualities like conflict resolution, shared mission, cooperation and commitment. Synergy within teams to produce extraordinary results is discussed. Leadership plays an important role in team effectiveness and communication skills are crucial for building strong teams that enhance patient safety and quality.
The document discusses building effective teams through communication and partnerships. It defines key concepts such as groups, teams, commitment, communication and connectedness. It identifies communication barriers and pitfalls to avoid. Effective teams exhibit qualities like conflict resolution, shared mission, cooperation and commitment. Synergy within teams to produce extraordinary results is discussed. Leadership plays an important role in team effectiveness and communication skills are crucial for building strong teams that enhance patient safety and quality of care.
The document discusses building effective teams through communication and partnerships. It defines key concepts such as groups, teams, commitment, communication and connectedness. It identifies communication barriers and pitfalls to avoid. Effective teams exhibit qualities like conflict resolution, shared mission, cooperation and commitment. Synergy within teams to produce extraordinary results is discussed. Leadership plays an important role in team effectiveness and communication skills are crucial for building strong teams that enhance patient safety and quality.
The document discusses leadership, management, and followership in nursing. It defines leadership as using traits and abilities to address emerging situations, management as guiding others through routines and procedures, and followership as optimally using personal attributes in a team to achieve outcomes. Several theories of leadership and motivation are described, including trait, style, situational, transformational, hierarchy of needs, two-factor, and expectancy theories. Complexity science and its implications for leadership are also discussed.
The document discusses leadership, management, and followership in nursing. It defines leadership as using traits and abilities to address emerging situations, management as guiding others through routines and procedures, and followership as optimally using personal attributes in a team to achieve outcomes. Several theories of leadership and motivation are described, including trait, style, situational, transformational, hierarchy of needs, two-factor, and expectancy theories. Complexity science and its emphasis on relationships and emergence is also covered. The document outlines Gardner's tasks of leadership and Bleich's tasks of management and followership.
The document discusses the topic of job satisfaction. It defines job satisfaction as a pleasurable emotional state resulting from one's job or job experiences. It identifies six main determinants of job satisfaction: the work itself, pay, growth and upward mobility, supervision, co-workers, and attitudes toward work. The document outlines several theories of job satisfaction, including the facet model, Herzberg's motivator-hygiene theory, the discrepancy model, and the steady-state theory. It discusses potential consequences of job satisfaction such as performance, absenteeism, turnover, organizational citizenship behavior, and worker well-being. The document provides advice for managers on understanding and improving job satisfaction.
The document provides instructions for students to complete assignments involving practice filling out job applications and forms. It also includes questions for students to answer about common job interview situations and how to handle them appropriately. Students are asked to provide details on how they would respond to various workplace challenges and interview questions.
This document provides an outline for a lesson on business ethics that includes the following key points:
1. The lesson will discuss an article about office managers admitting to being rude and will include an activity having students complete a chart about the reasons for, effects of, and solutions to bad manners at work.
2. The language focus is on presenting causes and effects, and an activity has students describing different types of workplace bullies.
3. The speaking activity involves using a mind map to describe a person who is a good work model.
4. For writing, students will draft a letter to a magazine editor raising an ethical issue related to industries like manufacturing, pharmaceuticals, or general workplace concerns.
This document discusses leading and managing change in healthcare. It covers change theories, types of change, reactions to change, and strategies for leading change. The key points are: change is constant and unavoidable; there are three stages of change - unfreezing, changing, and refreezing; change can be planned or unplanned; and effective change requires assessing needs, planning, implementing, evaluating, and seeking feedback from staff. Leaders must utilize change management functions and strategies like building trust and empowering staff to successfully facilitate change.
Psychologist Frederick Herzberg conducted a study asking people to describe satisfying and dissatisfying job experiences to determine factors that influence job satisfaction. He identified two sets of factors: motivators related to job satisfaction like achievement, recognition, responsibility and maintenance factors related to job dissatisfaction like company policies, supervision quality, relationships and work conditions. Managers can motivate employees by providing opportunities for achievement and growth to satisfy higher needs, while maintaining employees by addressing lower level needs through job security and fair treatment.
This document discusses conflict and its management. It begins by outlining objectives around understanding conflict and effective approaches. It then defines conflict and describes its types as intrapersonal, interpersonal, and organizational. Several sections provide self-assessment questions to help readers understand their preferred conflict resolution styles such as avoiding, accommodating, competing, compromising, and collaborating. The document concludes by discussing assessing conflict resolution quality and providing an exercise to apply the concepts to an ongoing clinical conflict.
This document discusses conflict and its management. It begins by outlining objectives around understanding conflict and effective approaches. It then defines conflict and describes its types as intrapersonal, interpersonal, and organizational. Several sections provide self-assessment questions to help readers understand their preferred conflict resolution styles such as avoiding, accommodating, competing, compromising, and collaborating. The document concludes by discussing steps to resolving conflict and assessing the degree of resolution.
This document discusses conflict and its management. It begins by outlining objectives around understanding conflict and effective approaches. It then defines conflict and describes its types as intrapersonal, interpersonal, and organizational. Several sections provide self-assessment questions to help readers understand their preferred conflict resolution styles such as avoiding, accommodating, competing, compromising, and collaborating. The document concludes by discussing steps to resolving conflict and assessing the degree of resolution.
The document discusses various microbiology techniques for culturing microbes including inoculation, isolation, incubation, inspection, and identification. It describes how to produce pure cultures through methods like streak plating and describes different types of culture media including solid, liquid, enriched, selective, and differential media. The goals are to transfer microbes to produce isolated colonies, grow them under proper conditions, observe characteristics, and identify organisms through comparing data.
The document provides instructions for creating a research poster, including reviewing sample posters and an article on best practices. It discusses font size, logo placement, poster size, image and graphic quality, and elements that make a poster engaging. A sample student research poster is also included, with sections on the problem, methodology, results, conclusions, and references. The poster summarizes a study on the occupations of school-aged children who have siblings with cognitive or behavioral disabilities.
The document discusses role transitions in nursing management. It describes the phases of role transition as role preview, acceptance, exploration, discrepancy, development, and internalization. The document also presents the ROLES framework for analyzing a manager's role, which stands for responsibilities, opportunities, lines of communication, expectations, and support. Finally, the document outlines strategies for facilitating successful role transitions, such as recognizing internal resources, negotiating the role, seeking mentors, and getting additional education.
The document discusses role transitions in nursing management. It describes the phases of role transition as role preview, acceptance, exploration, discrepancy, development, and internalization. The document also presents the ROLES framework for analyzing a manager's role, which stands for responsibilities, opportunities, lines of communication, expectations, and support. Finally, the document outlines strategies for facilitating successful role transitions, such as recognizing internal resources, negotiating the role, seeking mentors, and getting additional education.
The document discusses managing one's career, including differentiating among career styles and their influence on career options. It covers developing targeted cover letters and resumes for specific positions, analyzing critical interview elements, and describing various professional development activities like continuing education programs. The document also identifies benefits of involvement in professional organizations.
This chapter discusses various personal and personnel problems that may arise in nursing management including absenteeism, uncooperative behavior, clinical incompetence, and substance abuse. It provides strategies for nurse managers to address these issues such as clarifying role expectations, implementing progressive discipline, and documenting performance problems. The goals are to improve employee performance and maintain patient safety.
The document discusses building effective teams through communication and partnerships. It defines key concepts such as groups, teams, commitment, communication and connectedness. It identifies communication barriers and pitfalls to avoid. Effective teams exhibit qualities like conflict resolution, shared mission, cooperation and commitment. Synergy within teams to produce extraordinary results is discussed. Leadership plays an important role in team effectiveness and communication skills are crucial for building strong teams that enhance patient safety and quality of care.
The document discusses building effective teams through communication and partnerships. It defines key concepts such as groups, teams, commitment, communication and connectedness. It identifies communication barriers and pitfalls to avoid. Effective teams exhibit qualities like conflict resolution, shared mission, cooperation and commitment. Synergy within teams to produce extraordinary results is discussed. Leadership plays an important role in team effectiveness and communication skills are crucial for building strong teams that enhance patient safety and quality.
The document discusses building effective teams through communication and partnerships. It defines key concepts such as groups, teams, commitment, communication and connectedness. It identifies communication barriers and pitfalls to avoid. Effective teams exhibit qualities like conflict resolution, shared mission, cooperation and commitment. Synergy within teams to produce extraordinary results is discussed. Leadership plays an important role in team effectiveness and communication skills are crucial for building strong teams that enhance patient safety and quality.
The document discusses building effective teams through communication and partnerships. It defines key concepts such as groups, teams, commitment, communication and connectedness. It identifies communication barriers and pitfalls to avoid. Effective teams exhibit qualities like conflict resolution, shared mission, cooperation and commitment. Synergy within teams to produce extraordinary results is discussed. Leadership plays an important role in team effectiveness and communication skills are crucial for building strong teams that enhance patient safety and quality of care.
The document discusses building effective teams through communication and partnerships. It defines key concepts such as groups, teams, commitment, communication and connectedness. It identifies communication barriers and pitfalls to avoid. Effective teams exhibit qualities like conflict resolution, shared mission, cooperation and commitment. Synergy within teams to produce extraordinary results is discussed. Leadership plays an important role in team effectiveness and communication skills are crucial for building strong teams that enhance patient safety and quality.
The document discusses leadership, management, and followership in nursing. It defines leadership as using traits and abilities to address emerging situations, management as guiding others through routines and procedures, and followership as optimally using personal attributes in a team to achieve outcomes. Several theories of leadership and motivation are described, including trait, style, situational, transformational, hierarchy of needs, two-factor, and expectancy theories. Complexity science and its implications for leadership are also discussed.
The document discusses leadership, management, and followership in nursing. It defines leadership as using traits and abilities to address emerging situations, management as guiding others through routines and procedures, and followership as optimally using personal attributes in a team to achieve outcomes. Several theories of leadership and motivation are described, including trait, style, situational, transformational, hierarchy of needs, two-factor, and expectancy theories. Complexity science and its emphasis on relationships and emergence is also covered. The document outlines Gardner's tasks of leadership and Bleich's tasks of management and followership.
The document discusses the topic of job satisfaction. It defines job satisfaction as a pleasurable emotional state resulting from one's job or job experiences. It identifies six main determinants of job satisfaction: the work itself, pay, growth and upward mobility, supervision, co-workers, and attitudes toward work. The document outlines several theories of job satisfaction, including the facet model, Herzberg's motivator-hygiene theory, the discrepancy model, and the steady-state theory. It discusses potential consequences of job satisfaction such as performance, absenteeism, turnover, organizational citizenship behavior, and worker well-being. The document provides advice for managers on understanding and improving job satisfaction.
The document provides instructions for students to complete assignments involving practice filling out job applications and forms. It also includes questions for students to answer about common job interview situations and how to handle them appropriately. Students are asked to provide details on how they would respond to various workplace challenges and interview questions.
This document provides an outline for a lesson on business ethics that includes the following key points:
1. The lesson will discuss an article about office managers admitting to being rude and will include an activity having students complete a chart about the reasons for, effects of, and solutions to bad manners at work.
2. The language focus is on presenting causes and effects, and an activity has students describing different types of workplace bullies.
3. The speaking activity involves using a mind map to describe a person who is a good work model.
4. For writing, students will draft a letter to a magazine editor raising an ethical issue related to industries like manufacturing, pharmaceuticals, or general workplace concerns.
This document discusses leading and managing change in healthcare. It covers change theories, types of change, reactions to change, and strategies for leading change. The key points are: change is constant and unavoidable; there are three stages of change - unfreezing, changing, and refreezing; change can be planned or unplanned; and effective change requires assessing needs, planning, implementing, evaluating, and seeking feedback from staff. Leaders must utilize change management functions and strategies like building trust and empowering staff to successfully facilitate change.
Psychologist Frederick Herzberg conducted a study asking people to describe satisfying and dissatisfying job experiences to determine factors that influence job satisfaction. He identified two sets of factors: motivators related to job satisfaction like achievement, recognition, responsibility and maintenance factors related to job dissatisfaction like company policies, supervision quality, relationships and work conditions. Managers can motivate employees by providing opportunities for achievement and growth to satisfy higher needs, while maintaining employees by addressing lower level needs through job security and fair treatment.
This document discusses conflict and its management. It begins by outlining objectives around understanding conflict and effective approaches. It then defines conflict and describes its types as intrapersonal, interpersonal, and organizational. Several sections provide self-assessment questions to help readers understand their preferred conflict resolution styles such as avoiding, accommodating, competing, compromising, and collaborating. The document concludes by discussing assessing conflict resolution quality and providing an exercise to apply the concepts to an ongoing clinical conflict.
This document discusses conflict and its management. It begins by outlining objectives around understanding conflict and effective approaches. It then defines conflict and describes its types as intrapersonal, interpersonal, and organizational. Several sections provide self-assessment questions to help readers understand their preferred conflict resolution styles such as avoiding, accommodating, competing, compromising, and collaborating. The document concludes by discussing steps to resolving conflict and assessing the degree of resolution.
This document discusses conflict and its management. It begins by outlining objectives around understanding conflict and effective approaches. It then defines conflict and describes its types as intrapersonal, interpersonal, and organizational. Several sections provide self-assessment questions to help readers understand their preferred conflict resolution styles such as avoiding, accommodating, competing, compromising, and collaborating. The document concludes by discussing steps to resolving conflict and assessing the degree of resolution.
The document discusses various microbiology techniques for culturing microbes including inoculation, isolation, incubation, inspection, and identification. It describes how to produce pure cultures through methods like streak plating and describes different types of culture media including solid, liquid, enriched, selective, and differential media. The goals are to transfer microbes to produce isolated colonies, grow them under proper conditions, observe characteristics, and identify organisms through comparing data.
The document provides instructions for creating a research poster, including reviewing sample posters and an article on best practices. It discusses font size, logo placement, poster size, image and graphic quality, and elements that make a poster engaging. A sample student research poster is also included, with sections on the problem, methodology, results, conclusions, and references. The poster summarizes a study on the occupations of school-aged children who have siblings with cognitive or behavioral disabilities.
The document provides instructions for creating an effective research poster. It discusses reviewing sample posters to understand best practices like font size, logo placement, size of the poster, and quality of images. It also recommends considering what makes sample posters visually engaging and how one's own poster could be improved.
Position Your Body for Learning implements evidence-based measurements to assess optimal positioning for learning. The document describes three simple assessments - "roll", "rattle", and "rumble" - to determine if desk height matches elbow rest height and chair height matches popliteal height. It explains that proper ergonomic positioning through adjustments can improve students' attention, fine motor skills, and performance on standardized tests. The document provides a form called "Measuring for Optimal Positioning" to document student measurements and identify furniture adjustments needed.
The agenda outlines a thesis dissemination meeting that will include welcome and introductions, a syllabus review, project summaries from students, breaks, a presentation on APA style and thesis document preparation from the writing center, library resources overview, and discussion of thesis resources and dismissal. The document also lists various thesis course, poster, article, and conference resources that will be made available to students.
This document discusses program evaluation, outlining key concepts and approaches. It describes the purposes of program evaluation as determining if objectives are met and improving decision making. Formative and summative evaluations are explained, with formative used for ongoing improvement and summative to determine effects. Both quantitative and qualitative methods are appropriate, including experimental, quasi-experimental and non-experimental designs. Stakeholder involvement, utilization of results, and addressing ethical considerations are important aspects of program evaluation.
The document outlines topics from Chapter 6 of a course, including similarities and differences between intervention planning for individuals and community programs, best practices for developing mission statements and effective teams, and issues related to program sustainability. It also provides examples and activities for developing SMART goals, vision and mission statements, and sustainability plans for a fall prevention program. Resources and considerations are presented for each step of the program development process.
Compliance, motivation, and health behaviors stanbridge
This document provides information about compliance, motivation, and health behaviors as they relate to learners. It introduces several occupational therapy students and their backgrounds. The objectives cover defining key terms and discussing theories of compliance, motivation concepts, and strategies to facilitate motivation. The document then matches vocabulary terms to their definitions and discusses several theories of behavior change, including the health belief model, self-efficacy theory, protection motivation theory, stages of change model, and theory of reasoned action. Motivational strategies and the educator's role in health promotion are also outlined.
Ch 5 developmental stages of the learnerstanbridge
This document provides an overview of developmental stages of the learner from infancy through older adulthood. It begins with introductions of the presenters and learning objectives. Key terms are defined. Development is discussed in terms of physical, cognitive, and psychosocial characteristics at each stage: infancy/toddlerhood, early childhood, middle/late childhood, adolescence, young adulthood, middle-aged adulthood, and older adulthood. Teaching strategies are outlined for each developmental stage. The role of family in patient education is also addressed.
This document summarizes the content covered in Week 2 of a course on community-based occupational therapy practice. Chapter 3 discusses using theories from related disciplines in community practice and identifying strategies for organizing communities to meet health needs. Chapter 4 covers understanding relevant federal legislation, including laws supporting reimbursement and those focused on education, medical rehabilitation, consumer rights, and environmental issues. The document also lists vocabulary terms and guest speakers for the week.
This document outlines the topics and activities to be covered in Week 3 of a course on community health and health promotion program development. It will describe processes of environmental scanning, trend analysis, and the key steps of community health program development. Students will learn about needs assessments, theories in health promotion planning, goals and objectives, and the ecological approach. They will develop implementation strategies at different levels of intervention and learn the purposes of program evaluation. Readings, discussions, and activities are planned, including a scenario analyzing a sheltered workshop using SWOT analysis. Key terms and concepts are defined.
This document outlines the topics that will be covered in the first two chapters of a course on community-based occupational therapy practice. Chapter 1 will discuss the history and roles of OT in community-based practice as well as characteristics of effective community-based OTs. It will also cover paradigm shifts in OT. Chapter 2 will address concepts in community and public health, determinants of health, and strategies for prevention. It will discuss OT's contributions to Healthy People 2020 and its role in health promotion. The schedule includes lectures, small group work, and a guest speaker.
This document discusses how to critically appraise quantitative studies for clinical decision making. It covers evaluating the validity, reliability, and applicability of studies. Key points include assessing for bias, determining if results are statistically and clinically significant, and considering how well study findings can be applied to patients. Study designs like randomized controlled trials, case-control studies, and cohort studies are examined. The importance of systematic reviews and meta-analyses in evidence-based practice is also covered.
This document discusses the importance of clinical judgment in evidence-based nursing practice. It states that research evidence must be considered alongside patient concerns and preferences. Good clinical judgment requires carefully examining the validity of evidence and how it is applied to specific patients. The fit between evidence and each patient's unique situation is rarely perfect. Nurses must understand patients narratively and use judgment over time to determine the most appropriate care based on evidence and the patient's needs. Experiential learning and developing expertise in caring for particular patient populations enhances a nurse's clinical grasp and judgment.
This document discusses qualitative research and its application to clinical decision making. It describes how qualitative evidence can inform understanding of patient experiences and perspectives, which are important components of evidence-based practice. The document outlines different qualitative research traditions like ethnography, grounded theory, and phenomenology. It also discusses techniques for appraising qualitative studies based on their credibility, transferability, dependability, and confirmability. The key point is that qualitative evidence provides insights into human experiences, values, and meanings that can help inform clinical decisions.
This document discusses critically appraising knowledge for clinical decision making. It explains that practice should be based on unbiased, reliable evidence rather than tradition. The three main sources of knowledge for evidence-based practice are valid research evidence, clinical expertise, and patient choices. Clinical practice guidelines are the primary source to guide decisions as they synthesize research evidence. Internal evidence from quality improvement projects applies specifically to the setting where it was collected, unlike external evidence which is more generalizable. Both internal and external evidence should be combined using the PDSA (Plan-Do-Study-Act) cycle for continuous improvement.
This document discusses implementing evidence-based practice (EBP) in clinical settings. It emphasizes that engaging all stakeholders, including clinical staff, administrators, and other disciplines, is key. It also stresses that assessing and addressing barriers like knowledge, attitudes, and resources is important. Finally, it highlights that evaluating outcomes through quantifiable measures can help determine the impact of EBP changes on patient care.
This document discusses clinical practice guidelines (CPGs), including how they are developed based on evidence, how they can standardize care while allowing flexibility, and how to evaluate and implement them. It notes that CPGs systematically develop statements to guide regional diagnosis and treatment based on the best available evidence. While CPGs provide time-effective guidance, the commitment of caregivers is most important for successful implementation.
This document discusses key aspects of writing a successful grant proposal. It explains that grant proposals request funding for research or evidence-based projects by outlining specific aims, background, significance, methodology, budget, and personnel. Successful grant writers are passionate, meticulous planners who can persuade reviewers of a project's importance and address potential barriers. The most important initial question is whether a project meets the funding organization's application criteria. Proposals need compelling abstracts that explain why a project deserves funding and clearly written background and methodology sections. Common weaknesses that can lead to rejection are a lack of significance or novel ideas and inadequate description of study design.
The document discusses ethical considerations for evidence implementation and generation in healthcare. It outlines key ethical principles like beneficence, nonmaleficence, autonomy and justice. These principles form the foundation for core dimensions of healthcare quality according to the Institute of Medicine. The document also differentiates between clinical research, quality improvement initiatives, and evidence-based practice. It notes some controversies around applying different ethical standards to research versus quality improvement. Overall, the document provides an overview of how ethical principles guide evidence-based healthcare practices and quality improvement efforts.
The focus of this lecture is on developing the role of the manager. Manager may refer to the first-level manager or to someone who is functioning in that role in a service, a unit, or a department.
Scientific management introduced by Frederick Taylor—based on idea that one best way exists to accomplish a task. Production of work = financial reward
Participative management – evolved to ….
Role theory is grounded in management theories that date back to the 1930s. Role theory explains that there are socially desired behavioral norms and there are three central components that are modeled after certain social behaviors and these include: role expectations, the assumption of social roles, and the subsequent enactment of those roles.
Maslow’s hierarchy of needs reflects on the needs of human beings that must be satisfied at their most basic level (physiologic, safety) before reaching higher levels (love and self-esteem) in order to achieve self-actualization.
Path-Goal theory, focused on the environment, clarifying the relationship between the pathway employees take and the outcome or goal they wish to attain.
More recently, many managers are utilizing quantum theory because it addresses unstable, unpredictable environments, as are often seen in healthcare systems.
Chaos and complexity of quantum theory leadership qualities for nurse leaders include self-awareness, vision, empathy, being a team player (knowing the greatest outcome is achieved from the sum of small acts/parts), analytical approach, view problems as opportunities and importantly, does not micromanage and remains flexible.
The management role should focus on the person, allowing the person to develop strengths and abilities that lead to excellence.
The manager should help the person develop realistic goals and foster an environment that promotes goal attainment.
Peter Drucker, who is considered the founder of modern management and is considered by some to be the greatest thinker about management, describes seven foundational concepts of management today.
A manager must not only be able to work within these concepts, but must also be able to rise to new demands in order to excel. For example, the managers must not just manage personnel but lead people and view them as resources in accomplishing today’s work. Another example of the role of the manager is in understanding and leveraging the work of people as knowledge workers who use concepts, theories, and thoughts rather than merely relying on everyday skills to complete a task.
Establishing goals with the person allows the manager to analyze needed activities, determine the decisions to be made, and divide tasks so that they can be managed. The manager creates a team to foster teamwork. The manager also communicates performance results to the worker. This is done with the goal of improving work processes and, more important, developing self and the team to do the best possible work.
Managers are described as “chief culture builders” who are able to establish a positive work environment and culture, where staff are able to work at their best in delivering outstanding patient care.
Duffield, Roch, Blay, & Stasa (2011) studied 2488 nurses across Australia and results also confirmed that staff job satisfaction and satisfaction with nursing was integrally related to their perception of their nurse manager.
Common behavioral characteristics included high visibility, consultation with staff, recognition and praise, and overall perception of the manager as a good leader.
Examples of managing different generations:
maintaining an open door policy for employees (especially younger generations who desire to be heard)
focusing on each individual
being mindful of inclusion of all
individual goals/advancement
work/life balance, benefits
recognition and respect
opportunities for growth and development as well as,
providing motivational opportunities for all generational groups.
The nurse manager should astutely evaluate the work culture and how it can support the workers, taking into account the mission of the unit.
What is the organizational culture of your institution? Is it conducive to worker satisfaction? [Discuss]
The nurse manager has a critical role in ensuring that the environment is balanced and staff has the tools they need to practice safely and at their best, especially in terms of staffing and workload.
Management in healthcare settings is a huge challenge for the nurse manager. Why? Because ever present changes must be addressed, especially in light of various aspects of the workplace such as regulatory requirements (HIPPA) and changing societal mores (workplace violence), management of shrinking resources, and the need to adapt to technologic changes that affect nursing practice.
Developing courage has never been more needed in health care than today. Having courage and the ability to own one’s opinion and to stand up when it is more popular not to, is a hallmark of great leadership and a trait of a quantum leader.
First and foremost, the nurse manager must be ever vigilant that quality of care remain constant. In addition, the professional nurse manager must model behavior that fosters autonomy, accountability, and self-regulation for the team.
A humanistic philosophy that reflects regard for self-determination, independence, and choice in decision making prevails for the staff, as well as for the consumer of care—the patient.
If you want to read more, this study by Laschinger (lash ing er), et al (2012) is an excellent example. You can discuss the examples based on your own experiences and observations. Laschinger analyzes the effect of an intervention in promoting respect, teamwork, and trust.
We are going to turn now to a case study: [Read slide]
So here are the questions. Let’s discuss them. [Be sure that someone points out during the discussion how staff morale can be affected and how important it is for the manager to sit down with her friend and clarify roles.]
Now, to be sure you have learned the key content, please write a brief evaluation as described here.