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Strategies for Each of the Leadership Challenges Identified

Discuss about the Nursing for Orthopaedic and Trauma Nursing.

Every day we face various challenges in our life. When we are at our workplace carrying out our activities we come across them. All these form part of an endless learning cycle when we finally overcome the challenges. According to Crisp, Douglas & Rebeiro (2016), any position that one may be in an organization’s hierarchy always comes with a number of challenges. A managers’ work in a clinical facility is a demanding job with overwhelming responsibility according to Managed Healthcare Executive’s 2016 State of the Industry Survey. Newly recruited employees with little experience also have many obstacles in their career path too. These challenges as earlier stated can be overcome. (Crisp, Douglas & Rebeiro, 2016).

I noted that the experienced staffs were intimidating the new staff. They appeared impolite and demeaned the junior counterparts. As the leader one has reorganize and develop team building. This helps all to learn that they are part of the larger organization. Crisp, Douglas & Rebeiro, (2016) explain that “The staffs that have served for long period of time often want their effort to be recognized in a special way” (p.71). In the spirit of team work, their effort together with those other employees shall be seen to have a pivotal role in the success of the organization. This will help end intimidation from the experienced employees.

When the veteran employees show unwelcoming and negative attitude towards nurturing the inexperienced, this is a challenge to the leadership. Long serving employees attach a lot of value to their experience. They would always want this to be recognized. The organization should appreciate these individuals depending on their personal inclination; some would feel appreciated by being offered incentives which could be in form of job promotions (Crisp, Douglas & Rebeiro, 2016).

Given the fractured employee relations, the inexperienced are carried away and focus more on their predicament. This made them to fail to recognize the learning opportunities available. We learn that no matter how sour our relations would be with our bosses and supervisors, given their experience we still have a lot more to learn from them. Its high time people learn to separate, and deal with issues rather than persons. At times peoples’ emotion override and the only weapon would be to uphold professionalism. To always be ready to ask with an intention to know. To endeavor to learn from the seniors despite what come may (Tan, 2017).

Conclusion

High staff turnover is a problem experienced in many organizations including hospital set up. It is said that change is good as rest. It therefore means it is unavoidable. High rates of staff turnover, directly affects the productivity (Crisp, Douglas & Rebeiro, 2016).The leader should then identify the reasons why workers are departing so as to come up with a retention strategy. Many employees are likely to leave if they are offered a better pay elsewhere. It is therefore important to ensure that the employees’ packages match their counterparts elsewhere to avoid losing them on such a ground. One can conduct salary survey to help get feedback from the employees so as to make sound judgments on their salary packages (Crisp, Douglas & Rebeiro, 2016).

Some clinical facilities have too much work load for their employees. This is as a result of fewer numbers of staff that is not proportional to the workload of the facility. The staff becomes overworked and left with little or no time for recreation. This makes their work boring and tiresome. Some duties performed by the clinic staff e.g. laboratory technicians, drug prescriptions etc require accuracy and precision, therefore tasking the mental capacity. The staff should be given the recommended work load so as also to increase productivity. The number of hours that they work should also be checked to avoid overworking employees (Crisp, J., Douglas & Rebeiro, 2016).

Employee motivation has worked against many organizations. Health workers have not been left out either. Having a lucrative package in exchange to a highly productive staff does not guarantee productivity from the employee. (Edvardsson, Watt & Pearce, 2017). Other factors play part as well. A poorly motivated health worker may not deliver much. Given the brain intensive work in the clinics, some employers have opted to have increase the day offs of employees, in an effort to give time to recuperate. Day care facilities may be started to take care of the staffs’ children at the expense of the facility. Fitness rooms may be set up within the facility and the staffs given the privilege of free services (Sloane, 2016). Other options that may be explored is giving discounts on services received by employees e.g. travelling, medical care among others

Personal development is a sticky issue that every individual fights with. Nobody would wish to remain in their current positions forever. Individuals that are high performing endeavor to grow and develop professionally. In order to fulfill their dreams as a leader, it is important to constantly meet the staff and discuss their career plan. One may offer in-service training programmes to sharpen the skills of your employees. Knowledge advance day and night and this is the only to be at par with the current issues that are in line with one’s profession (Berthelsen & Frederickson, 2017)

Works Cited

When a new member joins an organization no matter how ironed out issues may be, some challenges are always faced (Caruso, 2016). The new member may have difficulty in internalizing the culture and way of operation of the new organization. Meeting a new boss, a different supervisor and unfamiliar environment may take a little time to cope with. Leaders should assign other employees to orient the new employees so as to familiarize themselves with the operations in the new work station.

Conclusion

The challenges faced in organizations are only to make us smarter thinkers. We learn how to go about the problems we face by offering solutions and not avoiding nor dodging them. We make better decisions after challenges have rocked us preparing us to be better leaders and learners (Colet, 2017). In health care therefore, it is important for individuals to be critical thinkers. Critical thinking is very important in health sector. It can help nurse for instance to prioritize or arrange patients in the order they can receive treatment especially in circumstances where health experts handling the patients are few. In addition to critical thinking, the organization needs to motivate employees. Employee motivation is one of the most important elements an organization can use to ensure that service delivery is improved. A motivated employee tends to be productive. However it is important to note that motivation if note done fairly and properly can also lead to devastating negative effects on the part of service delivery in the health sector (Crisp, Douglas & Rebeiro, 2016).

Edvardsson, D., Watt, E., & Pearce, F. (2017). Patient experiences of caring and person?centredness are associated with perceived nursing care quality. Journal of Advanced Nursing, 73(1), 217-227.

Berthelsen, C. B., & Frederiksen, K. (2017). Orchestrating care through the fast-track perspective: A qualitative content analysis of the provision of individualised nursing care in orthopaedic fast-track programmes. International Journal of Orthopaedic and Trauma Nursing, 24, 40-49.

Tan, F. E., (2017). Innovative Nursing Homes, Promoting Activities and Social Interaction for People With Dementia. Journal of the American Medical Directors Association, 18(1), 40-46.

Colet, P. (2017). Health care perspectives among baccalaureate nursing students in Saudi Arabia: A cross-sectional study. Nurse Education Today, 49, 156-162.

Barton-Burke, M., Ciccolini, K., Mekas, M., & Burke, S. (2017). Dermatologic reactions to targeted therapy: A focus on epidermal growth factor receptor inhibitors and nursing care. Nursing Clinics of North America, 52(1), 83-113.

Xiao, S., Widger, K., Tourangeau, A., & Berta, W. (2017). Nursing Process Health Care Indicators: A Scoping Review of Development Methods. Journal of Nursing Care Quality, 32(1), 32-39.

Bragadóttir, H., Kalisch, B. J., & Tryggvadóttir, G. B. (2017). Correlates and predictors of missed nursing care in hospitals. Journal of clinical nursing.

Martsolf, G. R., Gordon, T., May, L. W., Mason, D., Sullivan, C., & Villarruel, A. (2016). Innovative nursing care models and culture of health: Early evidence. Nursing outlook, 64(4), 367-376.

Caruso, R. (2016). Hospitalised heart failure patients: what is behind their satisfaction with nursing care?. In European Journal of Heart Failure (Vol. 18, pp. 252-252).

Sloane, D. M. (2016). Unmet Nursing Care Linked to Re-hospitalizations Among Older Black AMI Patients: A Cross-Sectional Study of US Hospitals. Medical care, 54(5), 457-465.

Quinn, P. D., Hur, K., Chang, Z., Krebs, E. E., Bair, M. J., Scott, E. L., ... & D'onofrio, B. M. (2017). Incident and long-term opioid therapy among patients with psychiatric conditions and medications: a national study of commercial health care claims. Pain, 158(1), 140-148.

Gomes, L. M. X., Andrade Barbosa, T. L. D., Vieira, L. J. T., Castro, K. P. A. N., Caldeira, A. P., Torres, H. D. C., & Viana, M. B. (2017). Effectiveness of an educational programme about sickle cell disease in the form of active methodologies among community health agents and nursing technicians of primary care in Minas Gerais, Brazil. Paediatrics and international child health, 37(1), 56-62.

Crisp, J., Douglas, C., & Rebeiro, G. (2016). Potter & Perry's Fundamentals of Nursing (5th ed.). Mosby Australia: Reed International.

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