Question

1. Know the following roles: Ideal, perceived, performance, and practice. 2. Conflict resolution 3. Different module of nursing care i.e. team etc. 4. Management style of nursing 5. Communication style of men vs women 6. The process of communication 7. Communication style 8. Delegation of tasks. 9. Incivility: factors that cause it and how to alleviate it. 10. Horizontal violence 11. Spirituality: secular vs non-secular 12. The elderly and health care 13. Affordable care act. 14. Health care expenditure 15. Managing difficult behavior in children.

Answer 1

Ans) Ideal: A job that provides opportunity to learn, progress and contribute to the organization. A teamwork-oriented environment in a company that empowers employees to create and take initiatives. A job that my skills are utilized to the maximum and allows me to grow within the organization.

Percieved: become aware or conscious of (something); come to realize or understand.

Performance: an act of presenting a play, concert, or other form of entertainment

Practice: the actual application or use of an idea, belief, or method, as opposed to theories relating to it.

2) Conflict resolution is conceptualized as the methods and processes involved in facilitating the peaceful ending of conflict and retribution.

- Kenneth Thomas and Ralph Kilmann developed five conflict resolution strategies that people use to handle conflict, including avoiding, defeating, compromising, accommodating, and collaborating.

3)

Team nursing is a model in which a group of healthcare professionals, including nurses, care for a group of patients in the acute care or inpatient setting. Acute care, also known as critical care, is when nurses help patients confronting life-threatening issues. This model came about in the 1950s and 1960s in a response to the increasing shortage of nurses due to World War II and nurses leaving hospitals.

The team usually consists of a charge nurse or team leader (also a nurse), more nurses, and patient care technicians or nurse's aides. The charge nurse is responsible for assigning patients to the team members, as well as being knowledgeable about the patients and their plans of care. The nurses who are assigned to the patients delegate tasks to the patient care technicians or nurse's aides within their scope of practice to assist in the care of the patients. Each team is responsible for five to six patients, depending upon the setting and staffing.

If you've ever been a patient in a hospital, you may have had two people caring for you at a time (a nurse and a patient care technician, or nurse's aide) each performing certain types of tasks in order to complete orders from the healthcare provider and help you recover from illness or injury. This is considered team nursing.

4) Management style of nursing:

Transactional Leadership
A leader of this type will try to ensure that the staff complies with rules by instituting a system of rewards and punishments. Those individuals who follow his or her instructions and achieve the set targets will be rewarded accordingly. On the other hand, those who fail to obey and to reach the goals will be punished for their transgressions. This style is firmly focused on the supervision of subordinates, keeping the organization running smoothly and improving group performance. There is a keen interest in the work done by followers to find deviations. This leadership style is effective in managing a crisis and completing highly detailed projects.

Transformational Leadership
This style is leadership by example. Followers see their leader’s behaviors, and they are inspired to change for the better. They see the hard work from the top as well as the concern for their well-being. They perform beyond all expectations because they put in more effort than usual. They no longer put themselves first as they place more importance on what is best for the organization. Leaders provide a clear vision of the future that motivates staff members to exceed themselves. Old assumptions and traditions are questioned to come up with novel ideas for solving problems more effectively.

Democratic Leadership
With this style, the team is encouraged to speak up and join in the decision-making process. The open communication makes all staff members feel that their voices matter. They are more concerned about the things that go on in the organization knowing that they can influence situations if they act on them. Workers are given their own personal responsibilities and are accountable for reaching certain targets. They get feedback on their performance, which allows them to adjust if necessary. The focus is on improving the quality of the systems and processes, not on finding errors made by the individual team members.

Authoritarian Leadership
This approach is the opposite of the democratic style as the leader calls all the shots. Decisions are made rapidly without any form of consultation with the staff. All the power is concentrated at the top, and individuals at the bottom can only follow. Those team members who disagree and don’t do as they are told are often punished to keep them in line. Knowledge may be kept in the hands of a few to keep the power within their ranks. When mistakes happen, authoritarians make an example of the offenders by punishing them in front of their peers. The blame is always on the individuals despite faulty processes. On the other hand, this style may be required in emergency situations when fast action is necessary.

Laissez-faire Leadership
In this style, very little supervision is exercised by the leaders. They prefer to take a hands-off approach to daily operations. They would rather let people do what they need to do on their own, perhaps trusting that they will be able to do well without guidance. While it does promote independent thinking, this approach can have several negative consequences. Important decisions are not made on time. Few changes ever happen at the workplace. Quality improvements happen only when the situation begs for it. This style is frequently used by inexperienced leaders who are still learning, as well as transitional managers who are simply waiting for someone to replace them.