Question

Leadership Discussion Topic: "Being Clear" ( minimum of 250 words)

You are working on a small medical admissions unit and have asked a nursing assistant to perform vital signs and do the observations. She takes the temperature, pulse, saturation, pain level, and blood pressure of every patient on the unit, as asked. Approximately one hour later you ask if all the observations were OK. The nursing assistant replies that the patient in Room 9A had a temperature of 39* Celsius. You ask why she had not informed you of this immediately. She replies that it was her job to do all the observations as you asked, and that is what she has done.

After reading the scenario, take some time to reflect on delegation, then answer substantively to the following questions.

What are the principles that guide delegation to any coworker?

What does this scenario tell you about managing/leading people in the clinical setting?

What does this tell you about the need to understand what we do and why?

Is there a place for understanding the values of care in this scenario?

Answer 1

1. What are the principles that guide delegation to any coworker?

There are 5 principles effective delegation to co worker

1. Determine what you wil delegate.

Effective delegation starts with defining your responsibilities. Write down all of your activities and responsibilities. Review your master list and categorize all of the objects into two secondary lists: things you on my own need to do and things that others ought to do or help you complete. Anything that falls into the 2d list offers an possibility for delegation.

2. Choose the right person to delegate the task  to.

Andrew Carnegie said, "The secret to success lies no longer in doing your own work, but in recognizing the proper person to do it." The key to finding the right person to delegate an venture to is matching abilities and mind-set to the assignment at hand.

3. Clarify the desired results.

When the effects are clear, it approves the worker to use his or her very own creativity and sources to accomplish the task. An brought gain of fantastic delegation is the individual may also locate a higher and more fine way to accomplish the assignment or achieve the desired results.

4. Clearly define  the employee’s responsibility and authority as it relates to the delegated task.

Clearly speak the expectation, responsibilities, and timeline. Be sure to ask the employee to share his or her understanding.

5. Establish a follow up meeting or touch points.

The observe up meetings need to be focused on two things-monitoring growth and determining the want for assistance. The variety of follow up meetings will vary based totally on the scope of the venture or project and whether the employee is new or a long time period member of the department.

2. What does this scenario tell you about managing/leading people in the clinical setting?

Nurses should be full partners, with physicians and other health professionals, in redesigning health care in the United States.

Strong leadership is critical if the vision of a transformed health care system is to be realized. Yet not all nurses begin their career with thoughts of becoming a leader. The nursing profession must produce leaders throughout the health care system, from the bedside to the boardroom, who can serve as full partners with other health professionals and be accountable for their own contributions to delivering high-quality care while working collaboratively with leaders from other health professions.

A team leader is tasked with managing the operational performance of a team of people. Their important position is to provide preparation and professional course to the contributors of their team, in order to assist the group meet dreams and targets. As a team leader, you need to have qualities such as:

Excellent communication. Team leaders are expected to have great interpersonal skills. You need to be any person who is capable of empathising with people, when necessary, or even taking disciplinary motion if the state of affairs requires it. Fundamentally, you need to have a suitable appreciation of people, their differences, and the approach required to deal with people on an individual and crew basis.

Problem solving. As a team leader, you will be the primary decision maker for the group. This skill that the members of your crew will lean on you for support, guidance, and assist with fixing tough problems. You must be able to think logically and analytically, and capable to work with the members of your team, to unravel issues.

Motivating. It is extraordinarily important that you are capable to motivate the participants of your team. As their leader, so to speak, it is down to you to inspire them and persuade them to work inside their assigned aims – for the properly of the group. It is possibly that you’ll be requested to provide an explanation for motivational strategies or strategies during your interview, so be prepared for this.

3. What does this tell you about the need to understand what we do and why? Is there a place for understanding the values of care in this scenario?

Values & Principles of care

Adelaide Care's service provision is based on operational values and principles of care. Adelaide Care believes that, for services to be effective, they should be based on sound values and principles and an understanding of the fundamental and individual needs of people.

The Service Values are as follows:

Privacy

The right of individuals to be left alone or undisturbed and free from intrusion into their affairs. This is taken into account in the formulation of Care Plans, and will only be overridden in exceptional circumstances, and with the knowledge of the service user or their advocate.

Confidentiality

Service user confidentiality is, wherever possible, maintained. On occasion, it will be necessary, for the benefit of the service user or others to share personal information with either other professionals or organisations. Where possible, service users are consulted and their views taken into account

Dignity

All individuals, whatever their circumstances, have the right to be treated with dignity and respect.

Anti-discrimination

Many clients, because of their circumstances, (e.g. age, disability, gender, marital status, sexual orientation, culture, religion or nationality), may find themselves in circumstances in which discrimination can occur. Adelaide Care designs its services and delivery to, wherever possible, promote equality and counteract discrimination where it arises.

Communication

Clients have the right to be heard and to be fully informed on all aspects of their care. Methods of communication are appropriate to the particular abilities and experiences of each individual, and are tailored to each particular set of circumstances.

Independence

Clients are enabled to act independently. Services are aimed at maximising the individual's capacity for self-care and mobility.

Risk Taking

All clients are entitled to make decisions about their daily lives and activities. This may, from time to time, result in a conflict between ensuring safety and maximising independence. Clients will be supported in their decisions to take reasonable risks.

Fulfilment

Every individual, whatever their circumstances, has the potential for development, and the right to hold personal aspirations. Within the boundaries set by legislation and professional social work ethics, service users are encouraged in achieving their personal goals.

Rights

The rights of citizenship are safeguarded for all service users. Work should be conducted in a manner that facilitates empowerment and makes appropriate use of advocacy.

Responsibilities

Clients are expected to accept appropriate responsibilities, taking into account their particular abilities and circumstances. These may include having due regard for others, for property or for participation in Care Plans.

Choice

Services are designed to be accessible and flexible, promoting ordinary lifestyles and based upon client's own choices. Individual choice is promoted, within the limits imposed by service constraints.

Family Support

The value of the contribution of client's family support is fully recognised. The needs of the client we are providing, or intending to provide, regular or substantial care is, where requested, assessed independently of the needs of the client. The outcome of the assessment is taken into account when agreeing Care Plans.