Impact of The Mobilization Effort on Hospital Staffing Presentation

Impact of The Mobilization Effort on Hospital Staffing Presentation

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Mobilization Plan

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    Overview

    Create an 8–10-slide mobilization plan PowerPoint presentation (with detailed speaker’s notes) for a mobilization plan by your health care organization to commit 20 nurses to participate in a 4-month-long multinational effort to treat patients exposed to a highly contagious virus in a hot zone in Africa.Nursing leaders must incorporate approaches that are inclusive and respectful of all stakeholders in the health care workforce, patient population, and the larger community that is served by the organization. Communication among members of teams, between departments and service lines, within large networks, with strategic business partners, and with patients, families, or support persons requires awareness of various facets of effective communication and cultural competence. A mobilization plan for an international medical mission requires careful planning of organizational structure roles, power distribution, and team member empowerment.By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

    • Competency 1: Identify nursing leadership priorities, using a systems perspective.
      • Apply systems thinking to determine a) the impact of the mobilization effort on hospital staffing and b) the actions needed to assure safe, quality care for the mission patients and personnel.
    • Competency 2: Apply systems theory and systems thinking to facilitate health care delivery and patient outcomes.
      • Identify the major stakeholders within the health care system that would be affected by the mobilization plan.
    • Competency 3: Analyze the role of multiculturalism and diversity in organizational and systems structure and leadership.
      • Examine potential multicultural and diversity issues that mission personnel may encounter.
    • Competency 4: Evaluate how power relates to health care organizational structure, behavior, and leadership.
      • Describe the medical mission team’s organizational structure and assess how this structure empowers team members.
    • Competency 5: Communicate in a manner that is consistent with the expectations of a nursing professional.
      • Write content clearly and logically, with correct use of grammar, punctuation, mechanics, and current APA style.
    Competency Map

    Check Your ProgressUse this online tool to track your performance and progress through your course.

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    Context

    Power

    Leadership is often referred to as a power relationship and to be in a leadership role is to have some degree of power (Grossman & Valiga, 2013). The power that comes as a natural part of being a leader can be used most effectively not by control; but by influencing the direction of a group and the accomplishment of a vision. Power does not come just from having a position of authority; but also from having self-confidence, knowledge, a sense of purpose, and commitment to an ideal. Good communication skills, flexibility, a willingness to collaborate with others, as well as being open to other ideas and risks are sources of power. Leaders empower others by sharing the vision and inspiring commitment to a project or mission.

    Reference

    Grossman, S. C. & Valiga, T. M. (2013). New leadership challenge: Creating the future of nursing (4th ed.). Philadelphia, PA: F. A. Davis.

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    Questions to Consider

    To deepen your understanding, you are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of the health care community.

    • When do you feel powerful in your practice as a nurse?
      • When do you feel powerless?
      • What are the differences in how you respond in those situations?
    • Does having influence equate to having power?
    • Do you feel that power comes only with having a position and title, or do you see power coming from other means, that is, clinical competence, collaboration, or knowledge?
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    Resources

    SUGGESTED RESOURCES

    The following optional resources are provided to support you in completing the assessment or to provide a helpful context. For additional resources, refer to the Research Resources and Supplemental Resources in the left navigation menu of your courseroom.

    Capella Multimedia

    Click the links provided below to view the following multimedia pieces:

    Library Resources

    The following e-books or articles from the Capella University Library are linked directly in this course:

    • Grossman, S., & Valiga, T. (2013). Chapter 3: Followership and empowerment. In New leadership challenge: Creating the future of nursing (4th ed., pp. 41-61). Philadelphia, PA: F. A. Davis.
    • Grossman, S., & Valiga, T. (2013). Chapter 5: Vision and creativity. In New leadership challenge: Creating the future of nursing (4th ed., pp. 85–103). Philadelphia, PA: F. A. Davis.
    • Douglas, M. K., Pierce, J. U., Rosenkoetter, M., Pacquiao, D., Callister, L. C., Hattar-Pollara, M., . . . Purnell, L. (2011). Standards of practice for culturally competent nursing care: 2011 updateJournal of Transcultural Nursing, 22(4), 317–333.
    • Bainbridge, L., Nasmith, L., Orchard, C., & Wood, V. (2010). Competencies for interprofessional collaborationJournal of Physical Therapy Education, 24(1), 6–11.
    • Banister, G., & Winfrey, M. E. (2012). Enhancing diversity in nursing: A partnership approachThe Journal of Nursing Administration, 42(3), 176–181.
    • Wong, C. A., & Laschinger, H. K. S. (2013). Authentic leadership, performance, and job satisfaction: The mediating role of empowermentJournal of Advanced Nursing, 69(4), 947–959.
    • Currie, E. J., & Hill, R. A. C. (2012). What are the reasons for high turnover in nursing? A discussion of presumed causal factors and remediesInternational Journal of Nursing Studies, 49(9), 1180–1189.
    • Luzinski, C. (2012). An innovative environment where empowered nurses flourishThe Journal of Nursing Administration, 42(1), 3–4.

      DELIVERABLE: MOBILIZATION PLAN POWERPOINT PRESENTATION

      Create an 8–10-slide PowerPoint presentation (with detailed speaker’s notes) of your mobilization plan. It should be targeted toward members of the hospital’s administrative staff, nurses, and the physicians who will also participate in this medical mission.

      • Use bullet points and phrases on the slides.
      • The narrative, or explanation for each slide, should be in the speaker’s notes section.

      The mobilization plan should address the following:

      • Identify the major stakeholders within the health care system that would be affected by the mobilization plan.
      • Analyze how the mobilization effort will impact staffing patterns and nursing care at the hospital.
      • Describe the medical mission team’s organizational structure of the mission team and how power is distributed.
        • Include one slide of an organizational diagram for the mission.
          • Describe the roles (in the speaker’s notes).
      • Assess how the organizational structure empowers team members.
        • Provide 1–2 examples of how team members will have power.
      • Identify key actions needed to assure quality of care and safety for mission patients and personnel.
      • Evaluate potential power issues that may arise when dealing with a multinational contingent.
        • (Be generic; that is, do not address individual nationalities, races, et cetera.)
        • Consider interactions with health care personnel from other countries.
      • Examine potential multicultural and diversity issues that mission personnel may encounter.
        • Consider that the indigenous population may be hostile to treatment.
        • Outline possible training requirements to improve cultural competencies of the personnel.
      • .

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