PromotingControl of Nursing Practices
Walkthe talk: Promoting control of nursing practice and apatient-centered culture
Thesmooth running of any organizations depends on the structures thathave been put in place. The leadership of these organizations mustprovide direction and guidance to their juniors in order to achievethe set objectives. Leaders must lead by example and motivate othersto emulate them (Henrikson, 2006). Controlling the nursing professionand creating a culture where the primary concern is providing care tothe patients is paramount to the success of any hospital. Nurses inany hospital depend on their mangers to provide guidance. Thisarticle will show the importance of walking the talk and creating anenvironment that will improve the quality of care given to patients.
Itis common to hear the term walk the talk being used in varioussituations. Whatever context the term is used in, it means followingones words with action that will generate the desired results. Thebest may to manage a group of people is to involve them in thedecision making process (Krameret al, 2009).Delegation does not shift the load of responsibility to the juniors.Leaders in the groupwill still be accountable for their actions.However, involving all those concerned will help in theimplementation of the programs that will improve the delivery ofservicesto the clients.
Havingworked as a nurse in various hospitals, I have had the opportunity ofserving under the leadership of different individuals. All of themwere successful to varying degrees. However, my current leader standsout from the rest (Henrikson, 2006). Her approach involves all in theteam. To her, being a leader does not mean to be a ruler. Sheinvolves everyone in the decision making process. This makes everyoneown the whole process from its implementation through to the end. Atthe start of every week, we hold a meeting in which we chart the wayforward. These meeting are consultative and everyone owns what isdecided. After the meeting we are all expected to ensure that theplan we designed is followed until the objectives are achieved. Incase of problems, our leader is there for consultation. The input ofother members of the group may be sought where necessary (Henrikson,2006). Ifadjustments are required in the plans, they are made toensure the process is not affected.Everyone has clearresponsibilities that contribute towards the achievements of thegoals of our unit and eventually for the entire organization. Thisapproach that involves all makes everybody motivated to achieve thecommon goals that we have set together.
Everyorganization has its beliefs, behaviors, language and assumptionsthatdefine who they are. The combination of all these factors forms itsculture. Culture is created by the interaction of people in a workgroup. They identify values and standards that will guide theiractions (Krameret al, 2009).Communication within the group, the level of acceptance of the valuesand their adaptability determine dynamism of the culture. There arecertain processes that need to be followed to ensure the culture isdynamic. The first is to define norms and values of the group. Thesecond is to ensure that the norms and values are handed over topeople joining the group.
Itis very important for new group members to be introduced to itsvalues. This is necessary to avoid conflicts. Every hospital orclinic has the delivery of the best service to their patients as oneof their core values. Unless new members are aware of the values,they will not contribute to the goals of the hospital or unit. In thecase of Masaya, Alicia has to ensure he understands what the groupstands for and how it runs its operations (Henrikson, 2006). First ofall, it is important for Alicia to understand and appreciate thecultural background of Masaya. Being new in the hospital, it willtake some time before he fully comprehends what needs to be done.Alicia has to determine the best way to ensure that Masaya is welloriented into the group. He should be allowed to learn the culture inthe group that have a direct impact on his work. Unless this is done,there will be problems interacting with other people. This is notgood for the work of the entire team and might affect the quality ofservice provided to the patients.
Aliciamay not succeed in helping Masaya all by herself. The other membersof the group have to be involved. They should accept the new memberof their group and help him adapt to the new environment (Krameret al, 2009).The method of orientation tobe usedin the group should be discussedand agreed. Everyone should understand that their work will beaffected by the conduct of each other and especially new members.Therefore, they should accept Masaya and assist him blend with therest.
Inconclusion, the quality of service in a hospital or clinic isdetermined bythe kind of leadership offered. The top managers shouldinvolve the other workers in the decision making process. Accordingto Krameret al (2009), thismotivates the other workers in their duties. All organizations have aculture that define them and drivetheir activities. It is importantfor new members to be oriented to the ways of the group so that thevalues can be continued into the future.
Henrikson,M.Great leaders are made, not born: conclusion of a four-part series.AWHONNLifelines.200610(6):510–515.
Kramer,M. et al, (2009). Walk the talk: Promoting control of nursingpractice and a patient-centered culture. CriticalCare Nurse,29(3), 77-93.