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LSU BSN 4 – Leininger

LSU BSN 4 – Leininger

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Published by ehjing
from sir jiddo's class :)
from sir jiddo's class :)

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Published by: ehjing on Nov 22, 2009
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LSU BSN 4 Leininger CI: Mr. Jiddo Andrei MAranda, RN
-is the planning and implementation of career plans and can beviewed as a critical life process involving both the individual and theemployer.Mcpeck (2001) states, “Career plans are about where you are todayand, more importantly, where your going tomorrow” thus careerplanning is about exploration, opportunities and change.Career development is accomplished through assessment of oneself and ones work environment, job analysis, education, training, jobsearch and acquisition and work experience.
3 Different job stage among nurses (McNeese-Smith)
1.Entry2.Master3.Disengagement1. Entry- is the process of involvement, skill development, andincreasing congruity between an individual’s self conception and his orher role in the job. Group membership follows a period of training,orientation and supervision.2. Master- Begins with the new member having advanced beginnerskills, possessing some job esteem, and moving toward seniority,expertise and high esteem. This is a time of accomplishment, challenge and a sense of purpose and the individual often achieves a high enough level of expertise to be a role model to others.3. Disengagement- Commences if the congruency and relationship betweenself identity- and job identity begins to decline. The focus of identityshifts to something else and the job no longer provides growth and arelevant sense of identity and job identity begins to decline. Thus the employee may become bored and indifferent tothe job.
 Justification for Career Development
1.Reduce Employee attrition.2.Provides equal employment opportunity.3.Improves use of personnel4.Improves quality of work life.5.Improves competitiveness of the organization.6. Avoids obsolescence and builds new skills.
The components of Career Development
Career Planning(Individual)
Self-assess interests, skills, strengths, weaknesses and values
Determine goals
Assess the organization for opportunities
Develop strategies
LSU BSN 4 Leininger CI: Mr. Jiddo Andrei MAranda, RN
Implement plans
Evaluate plans
Reassess and make new plans as necessary, at least biannually.Career Management(Organizational)
Integrate individual employee needs with organizational needs
Establish, design communicate and implement career paths.
Disseminate career information
Post and communicate all job openings.
Assess employees career needs.
Provide work experience for development
Give support and encouragement
Develop new personnel policies as necessary.
Provide training and education.
The employees Responsibility for Career Planning
Career Planning is the subset of career development thatrepresents individual responsibility. It includes evaluating onesstrengths and weaknesses, setting goals, examining careeropportunities, preparing for potential opportunities and usingappropriate developmental activities.
 The resume is an important screening tool used byemployers for selection of applicants. Often resumes are attached tothe applicants but they serve somewhat different purpose.Resumes are important as a career-planning tool. Theyalso are used for promotion decisions; therefore, maintaining anaccurate and current resume becomes a career- planning necessity forthe professional nurse.Guidelines for RESUME Preparation:
1 The resume should be typed in a format that is easy to read.
2. The resume should maximize strong points and minimizeweakness.
3. The style should reflect good grammar, correct punctuation,proper sentence structure, and simple, direct language.Content of Resume:
Educational History
Work Experience
Personal characteristics; membership in professionalorganizations; community involvement, awards, honors, andpublications, professional objectives; health statusPreparing a professional portfolioA professional portfolio can be described as a collection of materialsthat document a nurses competencies and illustrate the expertise of the nurse. All nurses should maintain a portfolio to reflect their ownprofessional growth.
LSU BSN 4 Leininger CI: Mr. Jiddo Andrei MAranda, RN
Maintaining a professional portfolio avoids lost opportunities tosave documents. It allows the nurse to always have readily availabledocumentation when pursuing a promotion, considering a new positionin a new agency, or when applying for another person in the presentemployement.
Management Development
Is a planned system of training and developing people so theyacquire the skills, insights, and attitudes needed to manage peopleand their work effectively within the organization. Managementdevelopment is often referred to as succession planning.
Roles and Functions in OrganizingOrganizational Structure
Refers to the way in which a group is formed, its lines of communication, and its means for channeling authority and makingdecisions.a. Formal Organizational structure- generally highly planned andvisibleb. Informal Organizational structure-unplanned and is oftenhidden. It is generally social with blurred or shifting lines of authorityand accountibility.
Setting up the organizational structure
 The successful setting up of the organizational structure enables andorganization to achieve its purposes.1. It informs members of their responsibilities so that they maycarry them out.2. It allows the manager and the individual workers toconcentrate on his/her specific role and responsibilities.3. It coordinates all organizational activities so there is minimalduplication of effort or conflict.4. It reduces the chances of doubt and confusion concerningassignments.5. It avoids overlapping of functions because it pinpointsresponsibilities6. It shows to whom and for whom they are responsible
Organizational Theory
Max Weber a german scientist, known as the father of organizationaltheory. Generally acknowledge to have develop the mostcomprehensive classic formulation on the characteristics of 
Weber postulated types of authority or reasons why peoplethrough out history have obeyed their rulers. One of these, legal-rational authority. Obedience then was owed to the legally establishedimpersonal set of rules. Rather than to a personal ruler.Characteristics of Bureaucracies:a.A clear division of laborb.A well defined hierarchy of authority in which superiors areseparated from subordinates.c.Impersonal rules and impersonality of interpersonalrelationships.

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