Delegating in nursing goes beyond asking a nurse assistant to do something and walking away. When a nurse delegates both she or he and the delegate are held accountable and legally responsible for the whole continuum of the task delegated, yet the nurse is ultimately responsible. A prudent nurse must know what tasks can and cannot be delegated to the support staff providing assistance. The whole premise behind delegation comes from the overwhelming amount of nursing tasks and the need for assistance to accomplish the work expected legally and by management. Nurses will tell you that at times it seems as if management is working against you. The pink elephant in the room is named: nurse to patient ratios. Perceived lack of safe staffing
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According to Huber (2014), relational aspect of power refers to the interaction between two or more people where the action of one person affects the other(s). In this scenario the patient behavior of not speaking brings stress and uncertainty to the male nurse. The charge nurse’s behavior of brushing off the new hired nurse also brings stress and uncertainty to the new nurse. According to Huber (2014), sanctioning aspect of power is were power is an acquisition of a social relationship in the middle of two or more people were one person is dependent on another. In this case study there are many relationships dependent on the power of others. The charge nurse is dependent on the staffing office members to staff accordingly. The new nurse is dependent on the charge nurse and the NAP because they are both in a better position to care for this patient due to his lack of knowledge and his gender in this case. The dimensions of conflict that I see are Intragroup and Intergroup. Conflict is defined as disagreements or debates (conflict, n.d.). Huber (2014), has several conflict definition subsets. Conflict is head budding and struggles that manifest when a believed threat or difference is acknowledged in the judgment of two groups. Organizational conflict is defined as a struggle over limited resources within an organization. Job conflict is defined as …show more content…
I could see the charge nurse delegating to Julie Cggeshall the NAP to assist with some of the bedside procedures and show him where the procedure policy is, weather in a book or on a tab in the intranet. This is not so fare fetched because NAPs usually know more than what they are licensed to do. I am not saying that the NAP is to do the core nursing procedures, still the NAP can help with what the nurse knows they are competent to do and are allowed to perform on the unit legally and by hospital policy (Mueller and Vogelsmeier, 2013). If this is not possible, then the charge nurse will have to help in facilitating the patient’s progression to surgery. If James and the NAP refuse to accept the delegated tasks she needs to show them respect and good communication. She needs to compromise and help. She needs to validate the problem and try to come up with a solution as a group. Charge nurse Trader has to take the lead by uniting with her staff and encourage them with positive feedback after delegating to them, and herself because remember she is legally and ethically to stop any breakdown in patient care Huber
According to Huber (2014), relational aspect of power refers to the interaction between two or more people where the action of one person affects the other(s). In this scenario the patient behavior of not speaking brings stress and uncertainty to the male nurse. The charge nurse’s behavior of brushing off the new hired nurse also brings stress and uncertainty to the new nurse. According to Huber (2014), sanctioning aspect of power is were power is an acquisition of a social relationship in the middle of two or more people were one person is dependent on another. In this case study there are many relationships dependent on the power of others. The charge nurse is dependent on the staffing office members to staff accordingly. The new nurse is dependent on the charge nurse and the NAP because they are both in a better position to care for this patient due to his lack of knowledge and his gender in this case. The dimensions of conflict that I see are Intragroup and Intergroup. Conflict is defined as disagreements or debates (conflict, n.d.). Huber (2014), has several conflict definition subsets. Conflict is head budding and struggles that manifest when a believed threat or difference is acknowledged in the judgment of two groups. Organizational conflict is defined as a struggle over limited resources within an organization. Job conflict is defined as …show more content…
I could see the charge nurse delegating to Julie Cggeshall the NAP to assist with some of the bedside procedures and show him where the procedure policy is, weather in a book or on a tab in the intranet. This is not so fare fetched because NAPs usually know more than what they are licensed to do. I am not saying that the NAP is to do the core nursing procedures, still the NAP can help with what the nurse knows they are competent to do and are allowed to perform on the unit legally and by hospital policy (Mueller and Vogelsmeier, 2013). If this is not possible, then the charge nurse will have to help in facilitating the patient’s progression to surgery. If James and the NAP refuse to accept the delegated tasks she needs to show them respect and good communication. She needs to compromise and help. She needs to validate the problem and try to come up with a solution as a group. Charge nurse Trader has to take the lead by uniting with her staff and encourage them with positive feedback after delegating to them, and herself because remember she is legally and ethically to stop any breakdown in patient care Huber