Professional Documents
Culture Documents
Directing
A basic management function that includes building an effective work climate and creating opportunity
DIRECTING
Directing is the issuance of orders,
assignments and instructions that permit the nursing personnel to understand what are expected of them and the guidance and overseeing them, so that they can an contribute effectively and efficiently in the attainment of the goals of the institution. DOUGLAS
Elements of Directing
1. 2. 3. 4. 5. 6. 7. 8.
Delegation
is the process by which a manager assigns specific tasks/duties to workers with commensurate AUTHORITY to perform the job without giving ones own responsibility for this duties. .
Principles of Delegation
1. Select the right person to whom the job is to be delegated.
learn.
4. Delegate gradually.
5. Delegate in advance
THREE ASPECT OF
DELEGATION
Authority Responsibility Accountability
AUTHORITY/POWER
one has the right to act or make decisions w/o approval of higher authorities and it is always associated with responsibility and accountability
Responsibility
One
Accountability
One is able & willing to assume
responsibility for ones actions and to accept the consequences of ones behavior.
BARRIERS TO DELEGATION
I can do it better myself Fallacy
Lack of ability to direct Absence of control that warm of
impending difficulties Aversion to taking a risk for fear of being blame for others mistakes
STEPS IN DELEGATION
1. 2. 3.
4.
Describe the task / project/ procedures to be done Relay the description of the task Establish check points - policy Standards - Allocate Resources - Time Frame - Rounds Establish Dialogue before, during and after for Feedback on - Clarification - Attitude / Feeling of staff delegated with the task - Judgment of Delegation
AFTER DELEGATION
Keep yourself informed by requesting simple oral report If something goes wrong, discuss with the person with whom you have delegated responsibility In general, let the individual prepare the correspondence, reports sign his name
Leadership
LEADERSHIP
It is the process of
INFLUENCING the activities of an organized group in its effort toward goal setting and goal achievement. (Stogdill)
LEADER
LEADERSHIP ROLES
MANAGER- MIDDLE - Directs, supervises and coordinate the effort of their subordinates ADMINISTRATOR -TOP - Concerned with the over-all planning and setting up of objective, developing and scheduling of programs, budget proposal, and establishment of policies HEADNURSE- FIRST LEVEL - Responsible for the management and supervision on a particular unit
LEADERSHIP QUALITIES
A leader possesses
striking physical personality and is energetic - sense of purpose and direction - power of ready speech - enthusiastic about the purpose of the group and is devoted to its cause - keen insight into the human nature of people - courage and persistence even in the face of opportunity - decisive - cheerful and even-tempered - technical mastery that inspires to do above average performance in their job - intelligent, versatile and has sense of humor - Moral vision, integrity and idealism
-
Trait Theory
1930-40
1940-50
1960
1970
1990
19th century
Title of Author/ Argument / Belief Theory Proponent Great Aristotle . that great Man leaders are born, Theory not made. These
theories often portray great leaders as heroic, mythic and destined to rise to leadership when needed.
Similar in some ways to "GreatMantheories, i t assume that people inherit certain qualities and traits that make them better suited to leadership.
2. Charismatic Robert House Charismatic leader Theory has 4 personal characteristics: dominance, self confidence, need for influence & power, and conviction of moral righteousness.
Likert,
The task orientd beh, relationship oriented beh, participative leadership are 3 types of leadership beh that marked the diff bet effective
Rooted in behaviorism, this leadership theory focuses on the actions of leaders not on mental qualities or internal states.
3. Rational leader
4. Consensus leader
Classification
Argument / Belief
Burns
of Leadership contd
Both leaders & followers have the ability to raise each other to higher level of motivation & morality. The leader is able to transform the follower into one like her/him. Able to cascade his leadership to the followers.
2 kinds of leader; Transactional or traditional Transformational has a vision and committed and has the ability to empower others
COMPARISON
TRANSACTIONAL LEADER
TRANSFORMATIONAL LEADER 1. Identifies common values 2. Is committed 3. Inspires other with vision 4. Has long-term vision 5. Looks at effects 6. Empower others
1. Focus: Management task 2. Is a Caretaker 3. Uses Trade-off to meet goals 4. Share Values not identified 5. Examines Causes 6. Use Contingency reward
LEADERSHIP STYLES
AUTOCRAT
DEMOCRAT
LAISSEZ-FAIRE
Democratic
Limited power Shared Participates Flexible
Laissez-Faire
No power Same or less Joins Neutral
Expects Involvement Independent Different More Involve Independent General Goals, controls and time pressure understood No clear, purpose, control or time pressure
Situation Appropriate Crisis, Emergency or great skill required of leader only Inappropriate
Need Answer
Laissez-Faire
Primarily horizontal communication among peers Permits selfstarters to do things as they see fit without leader interference Group may drift aimlessly in the absence of direction from leader
Primary Weakness
SUPERVISION
SUPERVISION
It
is providing guidelines, direction & periodic inspection of the actual accomplishment of the task or activity.
2.
Good technical, managerial and human relation skills; Ability to communicate well in both spoken and written language; ability to listen;
3. Firmness with flexibility to adjust to the needs of the situation; 4. Fairness in dealing with the employees;
Qualities of Good Supervision 6. Good decision-making skills; 7. Willingness to grow and develop;
Good supervision requires adequate planning & organization which facilitates cooperation, coordination and synchronization of services.
Good supervision gives autonomy to workers depending in their competency, personality and commitment.
PRINCIPLES OF GOOD SUPERVISION 3. Good supervision stimulates the workers ambition to grow into effectiveness.
4. Good supervision creates an atmosphere of cordiality and trust. It creates a suitable environment for productive work.
5.
6. Good supervision
7. Good supervision considers equal distribution of work considering age, physical condition and competence.
Techniques in Supervision
Observation of the worker while making the rounds Spot checking of charts through nursing audits Asking the patient about the care they receive Looking into the general condition of the units Getting feedback from co-workers Asking questions discretely to find out the problems they encounter in the wards Drawing out suggestions from the workers for improvement of their work situation.
SUPERVISORY TOOLS
1. Organizational Chart
2. Communication Device
3. Purposeful rounds
4. Guide to Workmanship /
Manuals
COORDINATION
COORDINATION It unites personnel and services toward a common goal resulting in efficient, smooth and harmonious work flow.
Medical Services, Administrative Service, Ancillary Services, Staff Development We coordinate our work with other departments by conveying to them clearly defined policies,
MOTIVATION
MOTIVATION- is a force
Satisfaction-comes from truly motivating factors such as interesting and challenging work, utilization of ones capabilities , opportunity to do something meaningful. Dissatisfaction occurs when the following factors are not present in the job: - Equitable pay, good working environment, opportunities for selfdevelopment, recreation and congenial
1. REINFORCEMENT THEORY /
are increased if a person perceive a positive relationship between effort and performance.
Valence
Expectancy
Probability of Getting it
Motivation
Strength to drive toward action
Strength of desire
3.Equity Theory People believed that they are being treated with equity when the ratio of their efforts to rewards equals those of others.
4.Need Theory
Needs People are motivated to satisfy needs beginning from basic physiolagical needs to complex psychological needs.
1. Hygiene factors relate to the working conditions such as salary, quality of supervision, job security interpersonal relations policies and supervision . These are called dissatisfiers
2.Motivating factors - satisfiers, these are motivating factors that relate to the job itself and include opportunities for growth and development, advancement and added responsibilities, recognition and achievement.
1.achievement desire to make contribution, to succeed, to excel. To advance 2. power wants to be in control and desire to influence other, more interested in personal prestige 3. affiliation desire in working in a harmonious, seek a meaningful friendship
so that they can achieve their objective simultaneously with the organization Make work interesting, establish understood and accepted plans standards and limits.
amicably and fairly. Give each person maximum freedom with understood and accepted standards. Help employees achieve more, help them grow in advance. Reward or recognize good work timely and generously. Prevent and relief stress and burn out
COMMUNICATION
The process whereby a message is
passed from sender to receiver with the hope that the information exchange will be understood as sender interpret
The
PURPOSE OF COMMUNICATION
It helps promote trust between the health personnel and those of clients;
Provides both client & personnel self satisfaction
It becomes a means of effecting change and serves as lubricant fostering smooth operation of the agency. It provides basis for leadership action
Directives - Administrative Orders which initiate action or doing, instruction during an emergency situation. - It is used to control policy and operation and conduct hospital services.
Manual of Operation - Written procedures and techniques of each department which are kept on file for references.
. Records - Data of information that maybe used for Decision-making, recommendation or as basis of management or the unit and patients - Basis of legal proof that appropriate care was given or not at all - Patients record is the main source of information in malpractice suits of charges for negligence
People oftentimes unconsciously use: 1. Personal appearance 2. Intonation of the voice-soft and gentle 3. Facial expression-smile 4. Posture and gait-indicates physical, wellness, emotions and attitude 5. Touch- conveys caring attitude
To Superior
NURSES
Downward To Subordinates
Conflict Management
any organization because of the complexity of relationships within the origination, the interaction among its members or their dependence on one another.
struggle among individuals o groups within an organization to excel in striving to meet mutually beneficial goals.
Types of Conflict
Conflict is a dynamic process. It can be overt or covert. Covert conflict is more dangerous because it is not what it appears on the surface. 1. Based on Hierarchical Relationship Vertical conflict- differences in opinions between superiors and subordinates. - caused most often by inadequacy of communication, opposing interest and lack of shared perception and attitudes
-
Source of conflict
by competition, domination and provocation. It arises from differences in knowledge, skills, values, interests; - scarcity of resources; -intergroup rivalry for rewards; -role ambiguity, -unworkable organizational structure and shift in organizational power base and organizational climate - communication Barriers - unacceptable leadership styles.. Cultural Differences may contribute to different attitude, values, belief and behavior
Types of Conflict
- arises as a common struggle or strife between departments or services wherein the degree of inter dependence and collaboration determines the success to achieving shared goals and objectives.
2. Based on Behavioral Standpoint - It is a perceived condition that exists between two or more parties when one or more parties perceive goal incompatibility and some opportunity for interfering with goal achievement of the other.
3. Based on Process Standpoint - conflict can be defined as what occurs when real or perceived conflict exists in goals, values, ideas, attitudes, beliefs, feelings or action of two or more parties. Intrapersonal - occurs within one individual when confronted with two or more incompatible demands or values Ex. Confronted with ethical issues. Interpersonal - Also known as horizontal violence or bullying happens between two or more people with different values, attitudes, and beliefs. Intragroup Conflict - is manifested in feelings of unfairness over distribution of assignment, off-duties and holidays among the staff.
Consequences of Conflict
1. Issues are recognized and brought out in the open.
3. Poor Performance passive people may repress their feeling of conflict and accept things as they are.
Consequences of Conflict
4.
5.
Constructive or destructive result - moderate conflict may produce resolution of problems but high levels of conflict may produce results destructive to the organization There may be rise of leader- when conflict arises individual in the group may emerge as leader
STAGES OF CONFLICT
1. Latent Conflict Implies the existence of antecedents condition which are ripe for conflicts, although no conflict has actually occurred. Participants have developed suspicious and hostile feelings toward one another 2. Perceived conflict or Substantive Conflict It is intellectualized and often involves issues and roles. It is recognize by one or both parties 3. Felt Conflict occurs when the conflict is emotionalized. Tension is begin to build It include anger, hostility, fear, and mistrust Also referred to as Affective Conflict.
involved will be believe they were given fair hearing - If conflict is managed poorly, conflict issue remains and may return later The cycle is completed and hostility are less manifested though parties harbor antagonistic feeling s may provide even more severe hostilities under further provocation
CONFLICT RESOLUTION
it, the problem will go away used by groups who do not want to do something that may interfere with their relationships. - participants never acknowledged that a conflict arises LOSE-LOSE SITUATION
CONFLICT RESOLUTION ACCOMMODATION - means self sacrifice - personal needs are neglected to meet the goals of the other party. WIN-LOSE SITUATION
3. COMPROMISE - Setting
differences in which each side makes concern. - Each parties gives up something in order to gain something - Approach is MODERATE ASSERTIVE and COOPERATION. - LOSE-LOSE SITUATION
manager exert efforts at the subordinate's expense; enforces the rule of discipline - expressed thru suppression of conflict through authority-obedience approach; - enforces rule of discipline WIN-LOSE SITUATION
3. COMPROMISE - Setting differences in which each side makes concern. - Each parties gives up something in order to gain something - Approach is MODERATE ASSERTIVE and COOPERATION. - Accommodation and adjustment lead to workable situation rather than to the best solution. - A weak resolution has the tendency of the leader to give in and lower her standard LOSE-LOSE SITUATION
Smoothing
Dissagreements are ignored so
harmony is maintained in a state of peaceful co- existence. This method maybe appropriate in solving problems but issues remained unsolved and may later resurface. LOSE LOSE SITUATION
FORCING
-
yields to an immediate end to the conflict but leaves the cause of the conflict unresolved. LOSE-LOSE SITUATION
WITHDRAWING
one party is removed to resolve the issue;
CONFLICT
Conflict means a clash between two opposing and
CHANGE
CHANGE
Four general reasons for designing change: To improve the means of satisfying somebodys economic wants b) To increase profitability c) To promote human work for human beings. d) To contribute to individual satisfaction and social well being
a)
Covert Resisters: people who resist the change behind the scenes.
Overt Resisters: those who openly resist the change. Skeptics: people who need to be convinced of the need for the change. 4. Observers: those who watch and withhold judgment about the need of merit of the change. 5. Participants: people who accept the change and go through the necessary options. 6. Committed: Those who embrace the change. 7. Champions: Those who are the initiators of the change.
2. Unclear goals and performance measures Things that Can Get in the Way
Many agency managers lack clear, hierarchically linked roadmaps that offer straightforward illustration of how their work contributes to attaining strategic goals. This situation can be complicated by poorly integrated accounting information and reporting systems.
3. Lack of incentive for change
For many agencies, performance is measured by the amount of money spent, people employed or tasks completed. Increased attention should be given to rewarding behaviors that meet strategic resultbased goals.
Non mutual goal setting, imbalanced power ratio & one-sided deliberativeness characterize coercive change
2. Emulative change
3. Indoctrination
Uses mutual goal setting, has an imbalanced power ration and is deliberative. Subordinates are interested in the beliefs of the power source.
4. Interactional change
Types of Change
Mutual goal setting, fairly equal power, but no deliberativeness characterize this. Parties may be unconsciously committed to changing one another
5. Natural change
Include accidents and acts of God. They involve no goal setting or deliberativeness
6. Socialization change
Directly related to interactional change. An individual conforms the needs of the social group. When there is greater deliberativeness on the power ration, change becomes indoctrination.
Types of Change
7. Technocratic change
Collecting and interpreting data bring about change. A technocrat merely reports the findings of the analysis to bring about change.
8. Planned changes
Involves mutual goal setting and equal power ratio and deliberativeness.
TEAM BUILDING
TEAM-BUILDING
A team is two or more employees who are organizationally empowered:
to establish their objectives to make decisions about how to achieve those objectives to undertake the tasks required to meet them, and to be individually and mutually accountable for their results.
TEAM-BUILDING
Empowerment is the delegation of authority to an individual or team and includes autonomy trust and encouragement to make the decisions necessary to accomplish the job.
Teambuilding is a method designed to help teams operate more effectively by improving internal communication and problem-solving skills.
team spirit, high involvement. Decisions are made by consensus. Commitment to decisions by most members is strong. The group continually evaluates itself.
sense of
1.Forming Each person in the process of getting acquainted with the other members, seeks his or her place in the group. - members must reach a common understanding of their objective, as well as agreement on basic operational ground rules, such as when to meet, attendance requirements, how decisions will be made and so on. 2. Storming individual begin to compete for attention and influences -divergent interest surface a members begin asserting their ideas and viewpoint of the task and their feeling about other members
DESCISION -MAKING
Pitfalls of decision making
Managers are resistant to change involving risk and new
ideas; often lack in trust in others who will test the new areas Inadequate fact finding - decision must be based on accurate information Time constraints collection of facts ,opinion and assumptions must be completed in a timely manner Poor Communication communicating the decision to the appropriate individual Failing to systematically follow the steps in decision making process
- problem must be identified; - extent of the problem, - how often does it occur, question all sources for opinion - differentiating symptoms from real problem - prioritize the problem (deal with the problem in order in which they appear, solve easiest problem first, solve crisis problem before all others )
- search for and analysis of alternatives and possible consequences - if we do this, the result will be - factors to be considered are the foll. * time ,resources available ,labor ,cost, * tools and equipment to be used * capabilities of those who will be involved in implementing the decision
STEPS 1. Assess
and analyze-systematic collection, organization, and analysis of data into related information
4.
Implementation of the plan - a process that can be delegated to the subordinates. -requires knowledge and skills appropriate to specific selected alternatives Evaluate - how closely goals and objectives are met; determine if plan should be terminated because the problem is resolved or continued with or without modification