Week 5 Leadership for the Healthcare Professional
Introduction
Motivation nurses and managing their performance plays a major role in ensuring effectiveness and positive outcomes in their ability to perform better in their responsibilities and role within a healthcare setting. Sally Brown is in danger of being demotivated. This problem will affect her career as a registered nurse and the quality of healthcare services she offers to patients. Although medical errors pose a significant danger to nurses, they do happen. As a result, it would be important to ensure nurses like Sally Brown understand how to avoid such errors.
Plan
As a new nurse, it will be important to show Sally’s understanding and let her do her job. Generally, being a nurse is tough. Showing Sally that I understand how tough it is for her as a nurse. The agency’s medical director should also consider dynamic leadership, which will help build and promote a culture needed to motivate nurses, boost engagement, and most importantly, keep aligned (Baljoon et al. 2018). The primary goal, in this case, is mainly to affect change that will have a positive impact on making Sally’s daily life easier. This case is one of the key principles to ensure Sally remains engaged and focused, particularly in her job and responsibilities.
Providing positive feedback is also important for Sally. In any healthcare environment, words tend to be more powerful. For example, it will be important to help Sally understand that she is not to be blamed and should not blame herself for the death of a patient with diabetes that died two weeks ago and died suddenly due to renal failure. Providing Sally with more encouragement will help ensure effectiveness and positive outcomes inability to stay motivated, care, and, most importantly, stay more optimistic. Therefore, organizing weekly meetings with her to provide personalized feedback on her performance will be important in this case (Ahlstedt et al. 2019). This strategy is critical in allowing for gentle correct sub-par work while improving positive relationships with Sally.
Providing extrinsic motivation is also important. All nurses have intrinsic motivation. The occupation center of Sally, particularly in helping patients heal, is mainly a challenging environment. It will be important to provide extrinsic motivation for sally, which helps in raising her intrinsic level. Enacting positive principles for Sally and her work will ensure effectiveness in providing her with a chance to stay motivated and, most importantly, engaged in her work and responsibilities (Ayalew et al. 2019).
Re-motivating and Decreasing Sally’s Job Dissatisfaction
To provide a climate that re-motivates and decrease Sally’s job dissatisfaction, one of the most important factors of consideration will be to provide her with a clear set of instructions and goals (Mammen et al. 2018). The provision of clear instructions and goals will help to improve Sally’s confidence in her duties and performance. Making myself available for Sally when she has queries is important, and providing her with more instructions if there are not clear will also increase her level of motivation.
Encouraging Sally to constantly communicate with her Subordinate like the agency’s medical director is also important. Open communication line, in this case, will provide Sally with an opportunity to show how she feels about her performance, provide opinions, and, most importantly, show her skills. This case will help Sally understand that she is valuable to the organization and that her roles have greater impacts on the organization’s general performance (Ahlstedt et al. 2019). This strategy also helps in avoiding any issues that may arise, particularly as a result of miscommunication.
What is happening to Sally?
Generally, Sally’s current performance has been affected mainly by the medical error she made, which led to the agency’s medical director becoming angry with her and her performance. As a result, Sally believes her roles and responsibilities put patients at greater risk, thus becoming afraid and demotivated as a nurse. The rationale behind this plan is mainly based on helping Sally understand that although medical errors happen and pose significant risks to patients, they can be avoided, particularly when effective measures and strategies are taken. This plan helps Sally understand how to deal with such issues and others that may arise in her work and the healthcare environment and, most importantly, how best she can respond to solve and avoid them in general. The plan is realistic as it will help assess Sally’s performance and give feedback that will help improve her experiences and general strategies in her roles and responsibilities as a nurse. With time, Sally’s experiences can be improved, thus minimizing the occurrence of such issues.
Sally’s Responsibility
To achieve this plan’s positive and desired outcomes, Sally must understand that she has the most important role in influencing her motivation and, most importantly, satisfaction. Sally, therefore, is responsible for how best and committed she will be in following strategies and measures taken to improve her performance and solve any issue that might arise. Sally must understand that any help she receives is going to improve her performance and the productivity of the agency in general. As such, Sally must be committed to ensuring she follow and accept measures taken to help improve her current experience and roles.
References
Ahlstedt, C., Lindvall, C. E., Holmström, I. K., & Athlin, Å. M. (2019). What makes registered nurses remain in work? An ethnographic study. International Journal of Nursing Studies, 89, 32-38.
Ayalew, F., Kibwana, S., Shawula, S., Misganaw, E., Abosse, Z., Van Roosmalen, J., … & Mariam, D. W. (2019). Understanding job satisfaction and motivation among nurses in public health facilities of Ethiopia: a cross-sectional study. BMC nursing, 18(1), 1-13.
Baljoon, R. A., Banjar, H. E., & Banakhar, M. A. (2018). Nurses’ work motivation and the factors affecting It: A scoping review. International Journal of Nursing & Clinical Practices, 5(1).
Fernet, C., Trépanier, S. G., Demers, M., & Austin, S. (2017). Motivational pathways of occupational and organizational turnover intention among newly registered nurses in Canada. Nursing outlook, 65(4), 444-454.
Mammen, B., Hills, D. J., & Lam, L. (2018). Newly qualified graduate nurses’ experiences of workplace incivility in Australian hospital settings. Collegian, 25(6), 591-599.
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