NR532 Week 2 Role of Management

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Week 2: Role of Management 1111 unread replies.1111 replies. As the nurse executive, how would you manage relationships with advanced practice nurses (APN) in your setting? Do you feel an organizational chart may enhance collaboration between departments through reflexivity (one of the person-centered leader attributes)? How could you facilitate staff nurses acceptance and understanding of the APN role? Share specific examples. Dr. Meeks and Class, As a future nurse leader managing relationships among the many disciplines in contemporary nursing will be a priority to promote workplace culture and a team based environment optimal for patient centered care. The institute of Medicine (IOM) outline that nurses should practice to the extent of their education and training, in recent years the nursing arena has witnessed an increased presence and value of the advanced practice nurse (APN) in clinical settings (Roussel, Thomas, & Harris, 2016). To enhance collaboration among nursing disciplines organizational charts can be effective ways to establish communication channels and the chain of command within our complex healthcare systems. To promote positive relationships with the APN I would promote a just culture and maintain open communication lines. The use of an organizational chart will provide clear expectations to all staff members. To promote the acceptance of the APN role reflexive leadership will be at the focal point. A reflexive leader is thoughtful and reflects on current happenings, constantly evaluating situations while making decisions to promote a positive workplace culture rooted in best practices and patient centered care (Alvesson, Blohm, & Sveningsson, 2017). An example of promoting positive relationships among discipline includes when we changed our departmental structure to include an advance practice nurse that is like a clinical nurse specialist who is a resource to the department through identifying data that tracks departmental performance endeavors. The new staff member was viewed as an auditor and not as an ally. As staff, we had to come together to learn what the roles of each other were and find value in the new role. After a six-month period, patient care had improved in many areas that were outlined in the margins for improvement. The leader and APN could communicate and develop a plan to educate all persons on the department what exactly the new role covers and how they will be beneficial to the goals of the department. Tyson Alvesson, M., Blohm, M., Sveningsson, S. (2017). Reflexive leadership organizing in an imperf

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