The nursing manager has to perform the job of analyzing the performance of each nurse in her team. By this activity, she not only can ensure that every of the nurses are performing their job successfully but also helps her to realize the changes required in them to overcome issues or to develop their practice (Narayanaswamy & Penny, 2014). In the report, the proper coaching model of a nursing manager will be discussed taken into example of a hypothetical case of a nurse with improper service delivery.
The nurse manager on the duty has analyzed the performance of the newly recruited registered nurse for over three months. She has seen the nurse to be well skilled in handling out critical analysis of the patients before planning her intervention. This has ensured of a safe practice for patients helping to get well soon. Moreover, she is also very careful in handling the sharp objects and maintaining the safe practice. The nurse performs the different works like manual handling of the patient, wound dressing, maintaining records and data of the patients in a proper manner. However, a particular area where the nurse seems to lack proper expertise is in her ethical and moral decisions. Various complaints have poured in from the patients and their family members regarding her behavior and maintenance of patient satisfaction. It has been often noted that she fails to maintain the correct principles she need to follow like maintenance of autonomy and dignity of the patients. Evaluation of her records also says that she has the habit of getting rude with patients also.
The nurse was seen to force her thinking over the patients’ dignity. She has the habit of pressuring the patient to accept her interventions as she thinks that her interventions will bring out the best results of the patients. She has been complained recently about forcing a patient going bariatric surgery to have a meal, which was not at all liked, by the patient. However, the patient had to take it at that moment but later complained that his dignity was hurt. Several such situations also had the attention of the nursing manager.
The nursing manger had therefore taken the responsibility of grooming the nurse in a way, which would help her learn the main ethical and moral virtues important in a nursing profession.
The nurse manager had followed the coaching model in order to groom the nurse’s activities in a way so that no negative impacts occur on her self-respect and ego but will help her to understand how to provide the best care to patients. The manager therefore called the nurse in her personal chamber in order to discuss what were the major issues and barriers to practice her ethical and moral virtues properly. From the answer of the nurse, it was clear to the manager that she had very little idea about the importance of dignity and autonomy of the patient in the organization and in patient satisfaction. The nurse manager asked entirely described her, the concept of dignity and autonomy and gave her instances and examples to make her understand how to practice it. She was always very encouraging in her approach and never demeaned her of the performance. She gave her suggestions in a tone, which helped the advice to be taken in a positive way (Higgins, 2015). After clearly clarifying the modifications that the nurse need to do in her practice, the nursing manager should also discuss the importance of attending the expectation of the organization and the employer (Graham & Melnyk, 2014). She discussed that every healthcare organization has primary aim of achieving patient satisfaction, which will help them to gain reputation and hence more profit. Once the nurse takes into account the mission and vision of the organization to which she needs to align, she should them commit to try her best in order to maintain the desired expectation from her. The nurse manager’s duty is not over yet as she needs to evaluate the nurse’s alteration of the practices and critically analyze whether further modifications are important or not (Titxer & Shirey, 2013). This would help her to ensure that her coaching model has been correctly applied. Feedback from the employer and the patients is also important in this scenario (Rich et al., 2015).
Workshops need to be conducted where the nurse would be able to understand how dignity and autonomy of the patient is to be maintained. She can also be placed under an experienced senior nurse to guide her in conducting proper communication with the patient. Reviews should be conducted to evaluate her betterment in the domain (Clark et al., 2017). Reduction of complaints against her and reviews from patients and family members will help the organization to understand how well she is fairing in her task. She should also be suggested to follow the American Nurses Association Code of Ethics for nurses, which will act as a guideline for her. She need to ensure that each and every of the provisions mentioned are thoroughly analyzed and applied by her in her regular practice (Lindbergs et al., 2014). This will in turn make her cover the gaps on her practice and gain reputation among patient and family members (Jacobs, 2016).
Nursing manager (NM), Nurse (n):
NM: Hi Sally! I saw that how skillfully you managed the patient coming that came with cardiac ache. You were so fast in your assessment and intervention that the higher officials were highly impressed.
n: Thanks mam. I try to provide the best for the patients.
NM: well Sally, as per I know that you are one of the most efficient nurse that this organization has. However, recently there have been complaints that you are not behaving properly with patients. They said their autonomy and dignity were not maintained.
n: Yes mam, the patient wanted to have high sugar food which was very dangerous for me. Therefore, I had to be strict with him so that he maintains his diet. Another patient was not ready to have an injection, which was very important for him to maintain his physical demand.
NM: Yes Sally, I am happy to see how much you care for the patients and their health. However, you should try to understand that as a nurse you have to align yourself with the organization’s mission and vision, which states that patient satisfaction is important. If you do not maintain the dignity and autonomy of the patient, the patient will complain and take legal actions, which will overshadow all your greatness, skill and knowledge of your profession.
n: I see mam. I understand that these would be harming my reputation and will overcome my real motive of thinking the best of the patients.
NM: I see Sally that you are really very intelligent and understanding as well and I can surely say that you will go a long way. I would like to help you achieve it. Here I have set up a training plan, which will guide you in the best way.
n: (Sally smiles and accepts the plan willingly)
NM: Can I expect a nurse with the best reviews from the patients and families.
n: Sure Mam.
Smiling, she leaves the chamber.
Conclusion:
From the above scenario, it was seen that by properly applying the coaching model, nurse manager can bring modifications in the capabilities of nurses without hurting sentiments and ego of the nurses.
References:
Clark, J. (2017). Defining the concept of dignity and developing a model to promote its use in practice. Caring, 6, 00.
Graham, S., & Melnyk, B. M. (2014). The Birth of a Healthcare Leadership Academy: Lessons Learned From The Ohio State University. Nurse Leader, 12(2), 55-74.
Higgins, E. A. (2015). The Influence of Nurse Manager Transformational Leadership on Nurse and Patient Outcomes: Mediating Effects of Supportive Practice Environments, Organizational Citizenship Behaviours, Patient Safety Culture and Nurse Job Satisfaction.
Jacobs, B. B. (2016). Respect for human dignity in nursing: Philosophical and practical perspectives. Canadian Journal of Nursing Research Archive, 32(2).
Lindberg, C., Fagerström, C., Sivberg, B., & Willman, A. (2014). Concept analysis: patient autonomy in a caring context. Journal of advanced nursing, 70(10), 2208-2221.
Narayanasamy, A., & Penney, V. (2014). Coaching to promote professional development in nursing practice. British Journal of Nursing, 23(11).
Rich, M., Kempin, B., Loughlin, M. J., Vitale, T. R., Wurmser, T., & Thrall, T. H. (2015). Developing leadership talent: a statewide nurse leader mentorship program. Journal of Nursing Administration, 45(2), 63-66.
Titzer, J. L., & Shirey, M. R. (2013, July). Nurse manager succession planning: a concept analysis. In Nursing forum (Vol. 48, No. 3, pp. 155-164).
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