Historical Data
Assessment data and problem identification. The Augustana Health Care organization is not without its challenges. In July 2016, Augustana budgeted for $49,881 in overtime costs (K. Bible, personal communication, August 5, 2016). However, in that same month, Augustana spent $118,515 in overtime costs because of the lack of adequate staffing costs (K. Bible, personal communication, August 5, 2016). In that same time period, the turnover rate for Augustana was 38% (K. Bible, personal communication, August 5, 2016). Orienting new registered nurses (RN) can cost as much as $50,000 per nurse (Duffield, Roche, Blay & Stasa, 2011). As identified, Augustana struggles the most with employee retention, employee education and training, …show more content…
Throughout the time period of 40 clinical hours, informal interviews were frequent and sporadic with many different individuals throughout the Augustana team. The information gathered by this method consisted of budgeting information, personal leadership style of the DON, and concerns for the organization and the nursing department. The clinical leader also provided different resources and materials about the organization of Augustana. Through this, further information on the budget and turnover rates were acquired. Information gathered by both of these methods were included in the review to identify a problem, and develop an …show more content…
Bible exhibits a leadership style that is a mixture of paternalistic and modern. Paternalistic leadership type is characterized by a coaching and charismatic leader with a strong personality whose confidence provides comfort and security (Zydziunaite & Suominen, 2014). Modern leadership type is a mix of democratic and affiliative (Zydziunaite & Suominen, 2014). This means she shows respect for others opinions and their inclusion in decision making. Ms. Bible leads by example and loves to hear and implement the opinions of her employees. Ms. Bible does have a positive leadership style. However, there are some areas of opportunity. It was witnessed at the facility that there can be a tendency for people to get caught up with being friends. Ms. Bible has a great rapport with her residents and staff, but oftentimes this can be detrimental to her proficiency in her necessary work as a DON. Ms. Bible was extremely busy, hectic, and sometimes behind in her important day to day work. Another blind spot is that Ms. Bible can be prone to taking a longer time to make decisions. By trying to please everyone, and get everybody’s input, the decision making process can be extended. That being said, it would be helpful for Ms. Bible to increase the delegation of tasks to her qualified staff, and create office hours of which are specifically for staff and residents to address comments or concerns. Finally, not every decision needs input from others. It
Assessment data and problem identification. The Augustana Health Care organization is not without its challenges. In July 2016, Augustana budgeted for $49,881 in overtime costs (K. Bible, personal communication, August 5, 2016). However, in that same month, Augustana spent $118,515 in overtime costs because of the lack of adequate staffing costs (K. Bible, personal communication, August 5, 2016). In that same time period, the turnover rate for Augustana was 38% (K. Bible, personal communication, August 5, 2016). Orienting new registered nurses (RN) can cost as much as $50,000 per nurse (Duffield, Roche, Blay & Stasa, 2011). As identified, Augustana struggles the most with employee retention, employee education and training, …show more content…
Throughout the time period of 40 clinical hours, informal interviews were frequent and sporadic with many different individuals throughout the Augustana team. The information gathered by this method consisted of budgeting information, personal leadership style of the DON, and concerns for the organization and the nursing department. The clinical leader also provided different resources and materials about the organization of Augustana. Through this, further information on the budget and turnover rates were acquired. Information gathered by both of these methods were included in the review to identify a problem, and develop an …show more content…
Bible exhibits a leadership style that is a mixture of paternalistic and modern. Paternalistic leadership type is characterized by a coaching and charismatic leader with a strong personality whose confidence provides comfort and security (Zydziunaite & Suominen, 2014). Modern leadership type is a mix of democratic and affiliative (Zydziunaite & Suominen, 2014). This means she shows respect for others opinions and their inclusion in decision making. Ms. Bible leads by example and loves to hear and implement the opinions of her employees. Ms. Bible does have a positive leadership style. However, there are some areas of opportunity. It was witnessed at the facility that there can be a tendency for people to get caught up with being friends. Ms. Bible has a great rapport with her residents and staff, but oftentimes this can be detrimental to her proficiency in her necessary work as a DON. Ms. Bible was extremely busy, hectic, and sometimes behind in her important day to day work. Another blind spot is that Ms. Bible can be prone to taking a longer time to make decisions. By trying to please everyone, and get everybody’s input, the decision making process can be extended. That being said, it would be helpful for Ms. Bible to increase the delegation of tasks to her qualified staff, and create office hours of which are specifically for staff and residents to address comments or concerns. Finally, not every decision needs input from others. It