Please respond to each entry as if you were responding to a colleague in class. Each entry should be at least 200 words and have 1 scholarly source. Thank you.
Number 1. Private not-profit healthcare is an organization founded by civic, charitable, or religious group (Weiss & Tappen,2015). I currently work in a private not-for-profit facility, the medical center offers both inpatient and outpatient health services, including a state-of-the-art cancer center, a heart center, orthopedics, neurosciences and rehabilitation services, women’s and children’s services, as well as providing the San Fernando Valley communities with a Level II Trauma Center. Providence promotes an organizational culture that supports ethical conduct and a commitment to comply with all governing laws and regulations not only in the delivery of our health care, insurance and education services, but in our dealings with our workforce members, physicians, faculty, agents, payers and the communities in which they operate.
Providence Holy Cross follows a formal organization process which they follow a written policies and procedures. They regulate compliance in establishing performance goals and allocates resources and assess policies in a strict manner. They follow a core value that provides quality service and performance of work assignments and duties with respect, justice and compassion. They follow a more traditional approach to their organizational structure.
Power is a complex and extensive concept in nursing, which has a decisive impact on the accomplishment of duties, satisfaction and achievement of professional goals (Sepasi et al., 2016). The three formal dimensional of power are the relational, dependence and the sanctioning aspect of power. The relational aspect of power indicates that power has to do with relationships between two or more actors in which the behavior of one is affected by the other (Sepasi et al., 2016). In this type of power people needs to work together, help each other out and team-up for the success of the organization (Huber,2014).
The second type of power is the dependence aspect of power. It is suggested that this power resides implicitly in the other’s dependence. For example, we as nurse’s dependent on the outcome of other ancillary staff to do their duty to the patient so the outcome can be higher in providing care to our patients. Dependency is a particularly evident in organizations that require interdependence of personnel and subunits (Huber,2014). Nurses not only focus on patient’s care but they also create beneficial environment of care that optimize health and well-being for their patient’s (Huber,2014).
The third one is the sanctioning aspect of power. It refers to the direct manipulation of the other’s outcome (Huber,2014). Sanctions can consist of manipulation of rewards, punishments, or both (Huber,2014). The sources of such power can be in the form of having decision-making power. punishing and rewarding power. For example, some hospitals are run by unions and with that a performance-based incentives can be seen, and it can manipulate how the staff achieves their rewards. Financial resources are one of the biggest resources in our hospital, we work so we can gain some sort of financial incentives. That is the power that our employers drive us to go to work every day. When a reward power is used, people comply because doing so produces positive benefits.
Number 2. My current hospital is dedicated to nursing excellence. It is one of the leading research facilities in the nation. It is Magnet certified and implements strong nursing practices that provide the structure for transformational leadership, empowerment, innovation, and quality. I was very intimidated when I began working here a few years ago because I felt as though I did not measure up to the staff that has been here for years. I have learned that because I have the qualities that is required of the facility and what they stand for is why I am here. This facility exemplifies committed leadership that is dedicated to the organization and the surrounding communities. There are numerous outreach programs that the facility provides to the underserved and underrepresented communities. The leaders possess a deep sense of responsibility to their neighbors and emphasized personal commitment to quality and safety. Board members emphasize quality and safety by overseeing patient outcomes and quality rather than financial matters. The facility is a voluntary non-profit private Medicare certified acute care hospital and level one trauma center with 661 beds. The practical use of innovative technology is displayed through the telehealth along with the limited use of predictive modeling and augmented intelligence. The major focus is on continuous performance improvement. Board members, physicians, leadership and staff work together to focus on delivering superior care. The mission and vision of this facility is to create, preserve, teach, and apply knowledge in the service of humanity. It is internationally recognized as an inquiry-driven, ethically engaged, and diverse community, whose members embrace respect and employ creativity, critique, and collaboration in providing courageous leadership for positive transformation in the world through teaching, research, scholarship, healthcare, and social action. This facility provides services to a major transgender and homeless population. They enforce the formal processes of written policies and procedures while implementing evidence-based nursing practice. The common hospital structure is hierarchical and divisional that employs the standard chain of command. Administration is at the top with responsibilities including imposing policies and procedures, and managing the budget. Information services follows with responsibilities for documenting all necessary paperwork, patient information, medical and family records, keeping staff-related documents, recruiting new employees, and conducting educational seminars for staff and patients (Uy, 2003). Therapeutic services include doctors, surgeons, therapists, dieticians, nurses, social workers and psychologists. Diagnostic services include engineers, electricians and janitors who make sure the medical supply are plentiful, machines are in good working condition and the hospital is clean and functioning.
Power is the ability to influence other people despite their resistance and can be negative or positive (Weiss and Tappen, 2015). Authority is the power given to person or group to control resources and decision making by way of their position in the chain of command. For example, RNs have expert authority over LPNs, aides and other personnel by their position in the ranks. Reward is the power to promise money, goods, services, recognition or other benefits. Managers are able to reward staff with increase salary of a day off but can also fire staff and make difficult assignments or deny requests for days off. Coercion is the power to threaten pain of some type of harm which may be physical, economic or psychological. Nurse managers can create a hostile environment by implementing unrealistic goals that may result in a decrease in hours or disciplinary action if goals are not met. Patients can give positive or negative reviews of a hospital according to treatment and outcomes, and patient satisfaction or dissatisfaction influences staff pay increases.Please respond to each entry as if you were responding to a colleague in class. Each entry should be at least 200 words and have 1 scholarly source. Thank you.
Number 1. Private not-profit healthcare is an organization founded by civic, charitable, or religious group (Weiss & Tappen,2015). I currently work in a private not-for-profit facility, the medical center offers both inpatient and outpatient health services, including a state-of-the-art cancer center, a heart center, orthopedics, neurosciences and rehabilitation services, women’s and children’s services, as well as providing the San Fernando Valley communities with a Level II Trauma Center. Providence promotes an organizational culture that supports ethical conduct and a commitment to comply with all governing laws and regulations not only in the delivery of our health care, insurance and education services, but in our dealings with our workforce members, physicians, faculty, agents, payers and the communities in which they operate.
Providence Holy Cross follows a formal organization process which they follow a written policies and procedures. They regulate compliance in establishing performance goals and allocates resources and assess policies in a strict manner. They follow a core value that provides quality service and performance of work assignments and duties with respect, justice and compassion. They follow a more traditional approach to their organizational structure.
Power is a complex and extensive concept in nursing, which has a decisive impact on the accomplishment of duties, satisfaction and achievement of professional goals (Sepasi et al., 2016). The three formal dimensional of power are the relational, dependence and the sanctioning aspect of power. The relational aspect of power indicates that power has to do with relationships between two or more actors in which the behavior of one is affected by the other (Sepasi et al., 2016). In this type of power people needs to work together, help each other out and team-up for the success of the organization (Huber,2014).
The second type of power is the dependence aspect of power. It is suggested that this power resides implicitly in the other’s dependence. For example, we as nurse’s dependent on the outcome of other ancillary staff to do their duty to the patient so the outcome can be higher in providing care to our patients. Dependency is a particularly evident in organizations that require interdependence of personnel and subunits (Huber,2014). Nurses not only focus on patient’s care but they also create beneficial environment of care that optimize health and well-being for their patient’s (Huber,2014).
The third one is the sanctioning aspect of power. It refers to the direct manipulation of the other’s outcome (Huber,2014). Sanctions can consist of manipulation of rewards, punishments, or both (Huber,2014). The sources of such power can be in the form of having decision-making power. punishing and rewarding power. For example, some hospitals are run by unions and with that a performance-based incentives can be seen, and it can manipulate how the staff achieves their rewards. Financial resources are one of the biggest resources in our hospital, we work so we can gain some sort of financial incentives. That is the power that our employers drive us to go to work every day. When a reward power is used, people comply because doing so produces positive benefits.
Number 2. My current hospital is dedicated to nursing excellence. It is one of the leading research facilities in the nation. It is Magnet certified and implements strong nursing practices that provide the structure for transformational leadership, empowerment, innovation, and quality. I was very intimidated when I began working here a few years ago because I felt as though I did not measure up to the staff that has been here for years. I have learned that because I have the qualities that is required of the facility and what they stand for is why I am here. This facility exemplifies committed leadership that is dedicated to the organization and the surrounding communities. There are numerous outreach programs that the facility provides to the underserved and underrepresented communities. The leaders possess a deep sense of responsibility to their neighbors and emphasized personal commitment to quality and safety. Board members emphasize quality and safety by overseeing patient outcomes and quality rather than financial matters. The facility is a voluntary non-profit private Medicare certified acute care hospital and level one trauma center with 661 beds. The practical use of innovative technology is displayed through the telehealth along with the limited use of predictive modeling and augmented intelligence. The major focus is on continuous performance improvement. Board members, physicians, leadership and staff work together to focus on delivering superior care. The mission and vision of this facility is to create, preserve, teach, and apply knowledge in the service of humanity. It is internationally recognized as an inquiry-driven, ethically engaged, and diverse community, whose members embrace respect and employ creativity, critique, and collaboration in providing courageous leadership for positive transformation in the world through teaching, research, scholarship, healthcare, and social action. This facility provides services to a major transgender and homeless population. They enforce the formal processes of written policies and procedures while implementing evidence-based nursing practice. The common hospital structure is hierarchical and divisional that employs the standard chain of command. Administration is at the top with responsibilities including imposing policies and procedures, and managing the budget. Information services follows with responsibilities for documenting all necessary paperwork, patient information, medical and family records, keeping staff-related documents, recruiting new employees, and conducting educational seminars for staff and patients (Uy, 2003). Therapeutic services include doctors, surgeons, therapists, dieticians, nurses, social workers and psychologists. Diagnostic services include engineers, electricians and janitors who make sure the medical supply are plentiful, machines are in good working condition and the hospital is clean and functioning.
Power is the ability to influence other people despite their resistance and can be negative or positive (Weiss and Tappen, 2015). Authority is the power given to person or group to control resources and decision making by way of their position in the chain of command. For example, RNs have expert authority over LPNs, aides and other personnel by their position in the ranks. Reward is the power to promise money, goods, services, recognition or other benefits. Managers are able to reward staff with increase salary of a day off but can also fire staff and make difficult assignments or deny requests for days off. Coercion is the power to threaten pain of some type of harm which may be physical, economic or psychological. Nurse managers can create a hostile environment by implementing unrealistic goals that may result in a decrease in hours or disciplinary action if goals are not met. Patients can give positive or negative reviews of a hospital according to treatment and outcomes, and patient satisfaction or dissatisfaction influences staff pay increases.
Weekly Clinical Experience 1
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