The rationale for inclusion in health care

The rationale for inclusion in health care

Communication is a crucial aspect of the health care department. As such, nurse managers should have a concise way of communicating to their subjects. Nurse Managers can achieve a clear communication framework by attending at least three communication workshops to be acquainted regarding the existing communication framework existing in the organization. Nurse managers will utilize the open-door policy since it has been proven as an approachable and comfortable way through which discussions regarding service improvement can be done (Bateman, 2012). For emphasis, the new nurse manager will use the role-playing technique to outline how their subjects can use open-door policy. Such will be done in the presence of five observers. The resources to be used include five observers, an existing communication guide, human resources policies, and three management meetings. In the rationale, one outlines that the nurse manager is knowledgeable regarding communication and the department. The new nurse manager will make arrangements concerning the anticipated meetings with the workshop consultant and three other managers in the department. The resources provided are based on evidence-based guidelines in nursing managers’ practice.

The rationale for inclusion in health care is geared on the context that staff motivation leads to the best outcomes of the patients in the department. As such, the nurse manager will utilize both monetary and non-monetary motivation techniques to facilitate the change required. To achieve the best outcomes of the patients’ health, the nurse manager will provide the required needs for the patients (Pintar, 2012). Educating staff is an effective way of motivating them since it helps in improving their cognitive development. As such, besides the nurse educator, one will also engage in education provision for the staff. Such offer the necessary foundation through which the staff can be developed into potential nurses.

Resource: Handouts on motivation

Facilitator: Nurse educator

Brief rationale: The new nurse manager and the nursing educator will discuss and provide dates that will use in the training of the nurse. Nursing educators are also part of critical evidence-based resources in health care.

Organizational culture is viewed as the epitome of development in an organization. The rationale for inclusion outlines the use of an effective culture for achieving the best patients and the staff outcome. Such can be achieved by reviewing the challenges in which the existing culture had to the department. The issues outlined can be used to create an environment whereby efficient and friendly culture can be utilized. The nurse manager will attend five meetings with different groups in the department. Such will be used in observing the prevailing culture. Nonetheless, the nurse manager will plan on the interdepartmental transformational meetings with the help of a resource nurse. The new nurse manager will also use case scenario of an established company which uses transformational leadership for achievement of the firm’s objectives.

Resource: Interdepartmental meetings

Facilitator: resource nurse, organizational culture consultant.

Brief rationale: The nurse manager is knowledgeable regarding the application of transformational leadership in the management of the staff. One will discuss schedules of interdepartmental transformational leadership with organizational culture consultant and resource nurse.

Delegating responsibility to other staff is not an easy endeavor. As such, the rationale for inclusion is based on the idea that delegation should be done using competency (American Nursing Informatics Association, 2016). The nurse manager should adhere to the evidence-based practices as outlined by ANA and state guidelines and policies by ensuring the nurse delegated duties is a registered nurse. Such helps in enhancing the accountability required in the department. The resource will utilize the case of Mark, who was a fresh nurse manager, but being overpowered by responsibilities, he delegated some to his staff.

Facilitator: Resource nurse

Resources: state guidelines, American Nurses Association (ANA)

Brief rationale: the policy and procedures outlined will be used to primary guidelines for the new nurse manager.

Performance management is important for nursing management since it helps in achieving the goals of Hope hospital. The rationale for inclusion in this topic on the effectiveness of nurse managers to recruit hardworking and dedicated employees who can help in strengthening the healthcare facility. Identification of positive and negative aspects of employees can be used in the initiation of rewards to help in the reduction of negative behavior in the department (Beauvais, 2019). Objective and subjective data can be utilized in the monitoring of performance management in nursing practice. Employees whose performance meets the expected threshold of healthcare are rewarded.  Performance evaluation and feedback should be provided regularly to facilitate the improvement of service delivery.

Resources: Sample evaluation forms

Facilitator: Performance management expert

Brief rationale: the performance management expert will discuss with the nurse manager on the performance evaluation and feedback training. Such is intended to retrain the entire staff.

The rationale for inclusion outlines effective budget planning that promotes the best methods for the achievement of the financial objectives of the department. As such, the nurse manager should engage in overseeing the financial planning of the department to ensure that patients are offered quality medical care at a lower cost (Hafsteinsdóttir, 2019). Such can be achieved through proper regulation of the expenses used in the unit. For instance, the department should prepare a budget that is within the financial allocation of Hope hospital.

Facilitator: Hospital accountant

Resources: handouts with information regarding guidelines on the budgeting of a unit

Brief rationale: The accountant and new nurse manager will plan how they can discuss and also learn regarding budget preparation for the department. The accountant agreed to provide the required financial knowledge to the nursing manager.

The nursing orientation program is integral to nursing management. The nurse manager is expected to perform all the leadership and management roles of the unit in which one will be leading. As such, the presentation of effective topics that a nurse manager should cover is effective in the development of one’s management skills. Leading a team requires coverage of a plethora of activities in which one has to cover adequately. As such, orientation in facilitators presence is key in learning for both the nurse manager and the staff. To effectively ensure the nurse manager has well understood the management roles. Both long and short-term follow up plans will be established for evaluation purposes. For instance, the short-term plan will take place after three months to observe whether the nurse manager has adapted to the new roles. The long-term plan will be carried out after a year to base the results of the entire department on the nurse manager’s capabilities. This can be through overall changes in the department.