UNIT II

LEADERSHIP IN NURSING
A. Nurse in the Organization
 OBJECTIVES
• That after 4 hrs of session student’s will be able
to:
1. Define an organization
2. Explain the elements of the organization
3. Identify the characteristics of an effective
organization
4. Describe the nurses’ role in the organization
5. Illustrate the changing concepts of the nurse
manager
 External Task Environment

INPUTS:
• Resources OUTPUT:
used by the Product/
organization Services

Organizational Boundary
TASK/CHARACTER
• Refers to the mission,
purpose or goals of
organization
• These should be clear
and shared
 PEOPLE
• Human Resources of
the organization
• The most important
among the elements
• Knowledge, skills and
competence of the
people in the
organization can affect
its effectivity and
efficiency
• Motivation is important
to organizational
success
 STRUCTURE
• Describes how
work is
defined or
designed
 TECHNOLOGY
• Refers to the following:
- knowledge
- skills
- equipment
- tools
 Organization as a Social System
External Environment

Boundary

Hierarchy of
Bureaucracy Authority
Expectations
Rules and
Regulations
Input Specialization Output
Formal Informal climate Intentions Social
Organization group Behaviors

Individual Personality Need

Boundary

Cultural External
Values Feedback loop
Personality
• Sum total of the qualities and
characteristics of a person
• It refers to all the factors
within the person that
influences his ways of
behaving, thinking and
feeling
 Components of the Nurse’s
Personality
• PHYSICAL
• INTELLECTUAL
• SOCIAL
• EMOTIONAL
• VALUE SYSTEM
The Twenty First Century: A Different
Age for Management and Leadership

“ For the first time in decades, there are four

separate distinct Generations potentially
working together in a stressful and competitive
nursing work place” (Boychuk-Duchscher and
Cowin, 2004)
Generations in the Workplace
 SILENT/VETERANS GENERATION

 Born between 1925-1942

 account the 10% of today’s
workforce
 Oldest generation, retiring group
of nurses
 Were taught to rely on tried, true
and tested ways of doing things
 Place value on loyalty, teamwork
and respect on authority
 Baby Boomers
 Born between 1943-1960
 Account the 45% of the current workforce
 Make-up the largest group of nurse
employees working today
 Most of management positions are filled
up by them
 “Sandwich generation”
 Very ambitious
 Put in long hours of work
 Strong sense of idealism-family and work
 Embrace technology as a method of being
productive and to have more free time
 Generation X
 Born between 1961-1977
 Account for the 30% of the current
workforce
 Grew up in an information age
 Energetic and innovative generation
 Gen x employees have little loyalty or
confidence in leaders and institutions
 Change job frequently and stay in
position as long as it is good for them
 Their independence and reliance grew
out of experience
 “Latch -Key” generation – no aspiration
for retirement
 Learning style are shaped by technology-
They want an immediate answer from
variety of sources
 Cont.
 They want different employment
standards-they want
opportunities for self building
and responsibilities for work
outcomes
 Value free time- therefore
flexible scheduling and benefits
are important
 They claim to be motivated by
work that agrees with their
values and demands
 Generation Y
 Born between 1978-1995
 Account the 10% of the workforce
 “Generation Net” or “Millennium
Generation”
 Largest group -3x the size of the Gen X
 Many of them are still children and
adolescent
 Have a formidable impact on the
employment market
 They are smart and believe that
education is the key to success
 Optimistic and interactive
 Traits in this group includes:
individuality and uniqueness
 cont.
 They can multitask, think fast, and extremely
creative
 They are not team player, they are in the driver’s
seat
 Work for them is there when they want it
 Managing this group requires different set of
skills than what is in the market today.
Best handled by:
 Focusing on understanding their capabilities,
treating them as colleagues and putting them in
roles to push their limits will help manager to
recognize the potentials of this group to become
the highest –producing workforce in history
 MOTIVATIONAL STRATEGIES FOR
GENERATION X AND Y
1. Let them know what they do matters
2. Tell the truth
3. Explain why you are asking them to do it
4. Learn their language
5. Be on the look out for rewarding opportunities
6. Praise them in front of their peers and other
staff
7. Make the workplace fun
8. Model behavior
9. Give them tools to do the job
The Changing Managerial Process
• What is driving this change?
– Changing employee expectations as to how
they should be managed.
– The global economy.
– The shift from an industrially-based economy
to an information-based economy.
– Accelerated rates of change.
– Increased levels of competition.
– The impact of changing technology, especially
computers.
– Finding a more creative approach to improve
problem solving.
– Emphasis on managing organizational culture.
– The increasing demands of constituents.
– Changing demographics: The cultural diversity
of the work force.
The Nursing Management Challenge
 What Nurses Do?
Caregive Teacher Advocate Manager Colleague Expert
Care provider Patient Interpreter Administrat Collaborator Academicia
Educator or n
Comforter Counselor Learner Coordinator Communica Historian
tor
Handmaiden Patient Protector Decision Facilitator Nursing
Teacher maker Instructor
Nurturer Risk-taker Evaluator Peer Professional
Reviewer Educator
Healer Change Initiator Professional Researcher
Agent
Practitioner Leader Specialist Research
Consumer
Rehabilitator Planner Theorist
The future is not the result of choices among
Alternative paths offered;
It is a place that is created,
Created first in the mind and will,
Created next in activity.
The future is not some place we are going to,
But one we are creating.
The paths to it are not found, but made.
And the activity of making them
Changes both the maker and the destiny
-Anonymous, 1987
Thank you!