This week we went over risk management. It is a topic that is actually kinda nerve racking for me. These situations occur where risk management has to be involved because an injury that could’ve been prevented occurred. It’s sad for the patient to have something like this occur. We went over a scenario where a patient had burns occur, but in the scenario I did not see anyone at fault. The nurse did what she was suppose to do and it’s hard to say if the security staff did what they were suppose to do. But knowing this I think a change in policy should still occur in this scenario so that future injuries do not occur.
While I was a resident student we had risk management team come talk to us about what they do and how they can help up. I think that we hear risk management and get nervous but the team did give us encouraging words about how they can help us in situations. I think that I can apply this in my career because I can learn to utilize the risk management team appropriately and get them involved with patients early on so that injury or risk doesn’t occur.
The semester is coming to an end. I have one more journal after this. It’s bitter sweet because I will be graduating after these courses. It is coming time to apply what I have learned in these bachelors courses and work toward a leadership position.
This week was focused on motivating employees and how to keep employees engaged and involved even when pay is not the issue. It is true, pay is not always a way to keep employees engaged and wanting them to work for a company or a unit. If the stress is high enough, the employees may not want to continue to go through that. For this week as a group we decided on a 7 step strategic plan for helping to keep employees engaged.
1. Communicate with staff about their concerns and what makes them unhappy. Knowing why is the first step in being able to solve the problem. Taking the time to ask is important, listening to those concerns is even more important.
2. Food is the way to an employees heart. Seriously though…working 12 hours is a long shift, and oftentimes it can be difficult to step away for long enough to grab something to eat, Providing meals occasionally for the staff would help to build morale.
3. Involve patients in showing gratitude for the hard work the nurses are putting in. This is why we do what we do! Hearing the gratitude would mean so much to the nurses.
4. Involve the staff in more than just bedside nursing. Let them lead, encourage them to lead. Let them make decisions and teach and influence others. Empowering nurses to be involved will give them ownership over their workplace and increase their satisfaction.
5. Celebrate accomplishments, no matter how small. Being recognized for progressing as a nurse and for doing a good job will incentivize nurses to put in even more effort, and do so gladly.
6. Assign nurses to mentor each other. Sometimes as nurses we can feel like we have to be able to do it all on our own. We can also feel lost at times. especially if we are new to the unit or the organization. Providing mentors will help the mentor feel more valuable and will help ease the mind of the person being mentored.
7. Resolve conflict and halt backbiting as soon as it becomes apparent. Nothing will crater morale more quickly than someone feeling as thought they aren’t welcome. We are a team and each member deserves to feel included and valued.
This is something that as a nurse now I can bring forth as a recommendation when going gets tough. If I were to be involved in leadership then I would want to be able to apply this so that I could help keep my employees engaged and keep the drama down on the unit. I think nursing is hard because we are in high stress levels as it is and to be surrounded by so many others it is important to keep employees working as a team and minimize the dram between them.
This week we reviewed conflict resolution and what to do in those situations. After discussion with my group we reviewed definitions of conflict, assertive communication and aggressive communication. We gave examples of each. My group had some great examples of each and one of them was how on units nurses can approach changes they do not like or agree with with assertive communication with managers versus having aggressive communication and nothing being resolved. On units, employees should communicate concerns they are having but also approach how they discuss it in a manner that will help the situation. We also gave good examples on how to deal with the situations: Start communication early on, setting up a meeting between conflicting parties to discuss the issues. Finding a good time and safe place to discuss the issues. Listen to each sides story and being an active listener. Work toward an agreement that works for everyone.
This week I watched “The Guardian”, I must say I did cry! I knew something bad was going to happen and that I shouldn’t cry but when Senior Chief died I couldn’t handle it. I ended up crying. This movie gave some good examples of conflict between Senior Chief and Goldfish. They did not get along in the beginning but they actually had much in common. They both had lost their team and they both did not know how to deal with the loss that they were going through. They were about to talk about it and help each other cope. By goldfish getting stuck in the boat he helped senior chief move past the fears/flash backs he kept having in water and go save him. He chose saving goldfish instead of both of them dying. That takes huge selflessness.
Another activity we had this week was bargaining in a situation when you are negotiating with employees. It looks like most of us had close to 12-13%. After rolling the die we rolled a 4 or 5. Which dropped our percentage a little. We had a net gain for 3 years of $9,000-$12,000. After reading everyones discussion posts. It seems that we each did not realize about union bargaining and how that plays out in bargaining situations. A lot comes with bargaining and it does take strategic planning, forethought and a leader who knows what they are doing for the bargaining to be beneficial to employees and for the employer to not lose to much money.
I can apply what I learned this week by making sure I handle conflicts in there right way. I do not like conflict and it makes me nervous so working on my communication skills in conflict situations will help me as a grow in leadership.
This week was interesting regarding team activities, we came up with a change to a healthcare system so that we could work on planning as a team. I chose to expand advertising and eventually expand to a commercial. It was interesting to see what everyone was coming up with to expand the healthcare system and compete with the other health care system. I was able to think about what I think should be changed in the BSN program. It was hard to think of changes I think would be best not to make it easier but to build it up so students continue to learn and enjoy the program.
I feel like its hard to plan things for companies and it would be hard to be a manager making these operational decisions. I don’t have a lot of other stuff to ponder on this week but I will continue to work through thinking how to apply this to my career.