The nurse administrator practices in numerous settings and in various roles, with varying degree of influence, according to the American Nurses Association (ANA, 2016). Where I work, we have a chief nurse executive (CNE), who is the overall leader for the nursing staff under Harris Health System, which comprised of three hospitals and underlying clinics. There are two chief nurse officers (CNO), one designated at Lyndon Baines Johnson Hospital, and Ben Taub and Quentin Mease Hospital share the other one. Below the CNO, there are Directors of Nursing (DON), then Nurse Managers (NMs). ANA (2016) stressed that the core role accountabilities remain the same, regardless of setting, role, or title. The core role accountabilities encompass clinical
…show more content…
The DON leads implementation and evaluation of the unit plan and provides reports relevant to achievement of goals. THE DON is accountable for assuring the nursing professional practice model (NPPM) is implemented and targeted outcomes achieved on assigned units. The DON provides oversight to ensure unit level care delivery, quality management, and staff utilization patterns are congruent with suitable to the unique operational needs. In addition, the DON facilitates actualization of shared governance and practice level advancement of unit …show more content…
There are numerous sources of power and the three choices of mine are: 1) reward power, 2) legitimate power, and 3) connection power. Reward power is something given in recognition for a good deed (Marriner-Tomey, 2009), such as acknowledgment of accomplishment, which is something I will definitely apply in my practice. Marquis and Huston (2015), concluded that positive leadership through rewards tends to develop a great deal of loyalty and devotion toward leaders. Legitimate power is position power (Marquis & Huston, 2015), which means an official title in the organizational hierarchy (Marriner-Tomey, 2009), that gives the leader an authority to influence, and the staff member to embrace the influence, creating a feeling of obligation (Marquis & Huston, 2015). That is how the organization works; our leaders take the lead and guiding their subordinates to follow through with what goals to achieve, initiatives to undertake, or confronting major issues that need solution. The connection power comes from formal or informal coalitions and interpersonal relations and links to prestigious and influential people within and outside of the organization (Marriner-Tomey, 2009). Connection power is very important, you can get insight from the outsiders on how they solve issues that your organization is
The DON leads implementation and evaluation of the unit plan and provides reports relevant to achievement of goals. THE DON is accountable for assuring the nursing professional practice model (NPPM) is implemented and targeted outcomes achieved on assigned units. The DON provides oversight to ensure unit level care delivery, quality management, and staff utilization patterns are congruent with suitable to the unique operational needs. In addition, the DON facilitates actualization of shared governance and practice level advancement of unit …show more content…
There are numerous sources of power and the three choices of mine are: 1) reward power, 2) legitimate power, and 3) connection power. Reward power is something given in recognition for a good deed (Marriner-Tomey, 2009), such as acknowledgment of accomplishment, which is something I will definitely apply in my practice. Marquis and Huston (2015), concluded that positive leadership through rewards tends to develop a great deal of loyalty and devotion toward leaders. Legitimate power is position power (Marquis & Huston, 2015), which means an official title in the organizational hierarchy (Marriner-Tomey, 2009), that gives the leader an authority to influence, and the staff member to embrace the influence, creating a feeling of obligation (Marquis & Huston, 2015). That is how the organization works; our leaders take the lead and guiding their subordinates to follow through with what goals to achieve, initiatives to undertake, or confronting major issues that need solution. The connection power comes from formal or informal coalitions and interpersonal relations and links to prestigious and influential people within and outside of the organization (Marriner-Tomey, 2009). Connection power is very important, you can get insight from the outsiders on how they solve issues that your organization is