As the nurse executive, how would you manage relationships with advanced practice nurses

(APN) in your setting? Do you feel an organizational chart may enhance collaboration

between departments through reflexivity (one of the person-centered leader attributes)?

How could you facilitate staff nurse’s acceptance and understanding of the APN role?

Share specific examples.

As medication keeps on propelling, there are further APN satisfying jobs as suppliers for

patients in all various areas of medical services. In particular, in my space of work right now, we

use more APN to really focus on patients than inhabitants as of now. Advanced practice nurses

are being considered key suppliers in the cooperative endeavors to address labor force needs

(Glassman, 2016). Fostering a relationship that reflects compelling correspondence and regard

between advamced practice nurses and the nursing staff is pivotal to ensure improved care is

delivered. APNs expand on the ability of the RN range of abilities and exhibit a more noteworthy

profundity and expansiveness of information, a more prominent amalgamation of information,

expanded intricacy of abilities and mediations, and huge job independence (Barnes, 2015).

As the nurse executive, an organizational chart may be beneficial to the department.

Organizational charts are utilized in many areas of healthcare and offer numerous benefits to

staff. High reliability organization charts can be valued due to its transparency. Utilizing this can

help to define specific relationships and roles of staff and providers. It also helps maximize the

efficiency of communication, because everyone knows who to report to with any issues. Such

things help with management and delegation. Using the charts will help other departments know

who to speak with when there is an issue, thus increasing communication and collaboration

(Harvey et al., 2019).

 There is a chance for every nurse to make positive impacts on their profession through

advocating for nurses every day. Therefore, this should be implemented into daily practice

whether the nurse is caring for a patient with a physician or with an APN. The nurse executive

should institute this from day one. Utilizing the organizational chart will help implement this into

practice as nurses have a guide to who is caring for that patient each day. To effectively profit by

these creating valuable opportunities, medical caretakers must cooperate, across business settings

and jobs, to advocate for the benefit of associates and the profession (Barnes, 2015).

References

Barnes, H. (2015). Exploring the Factors That Influence Nurse Practitioner Role Transition. The

Journal for Nurse Practitioners, 11(2), 178–183.

https://doi.org/10.1016/j.nurpra.2014.11.004

Glassman, K. S. (2016). Developing and Implementing a Professional Practice Model. Nursing

Science Quarterly, 29(4), 336–339. https://doi.org/10.1177/0894318416662928

Harvey, G., Gifford, W., Cummings, G., Kelly, J., Kislov, R., Kitson, A., Pettersson, L., Wallin,

L., Wilson, P., & Ehrenberg, A. (2019). Mobilising evidence to improve nursing practice:

A qualitative study of leadership roles and processes in four countries. International

Journal of Nursing Studies, 90, 21–30. https://doi.org/10.1016/j.ijnurstu.2018.09.017