Essay On Professional Identity And Stewardship

Leadership has many definitions. Chin, Desormeaux, and Sawyer (2016) define leadership as a relationship between followers and a leader with the intent to promote change through a mutual vision. Therefore, leaders are active influences in the outcome of organizations, through their decision-making, strategies, and influence on followers (Dinh et al., 2014). Additionally, in the nursing context, it has been documented that a leader 's style plays a factor in patient outcomes (Fischer, 2016). Indeed, in an ever-changing, complex health care environment, nursing leadership has become a crucial factor in managing challenges and maintaining patient safety (Fischer, 2016).

It is the job of the APN to apply their skills to promote a culture of excellence. Promoting such a culture involves using all aspects of the quality competency. The Nurse Practitioner is in a unique position as a clinician and manager. According to Carney (2011), clinical managers have the capability to ensure the safe, ethical, and high quality of care due to their professional background, which is firmly grounded in ethical healthcare. Therefore, the APN has a distinct set of skills that will ensure positive patient outcomes.

Week One Discussion Two Response to O 'Neill The addition of nurse leaders in the executive suite is essential in facilitating the perception that nurses are critical decision makers in the health care industry. Furthermore, it is imperative that a formal succession plan is incorporated in organizations to assure strategic leadership, quality care, and operational effectiveness incorporate nursing at the uppermost level of decision and influence (Trepanier & Crenshaw, 2013). The Chief Nurse Executive role is evolving as a tactical authority in acquiring a major influence on our nation’s health care delivery systems and clinical outcomes (Bradley, 2014). As health care shifts and changes, nursing must be at the forefront to assure optimal influence

Delegation Paper Breanna Lake Department of Nursing, Davenport University NURS433: Nurse Manager and Leader Professor Debbie Bosworth February 17, 2023 Delegation Paper Introduction For my leadership experience, I spent seven weeks on a medical-surgical unit in Hastings, Michigan. I worked alongside my nurse preceptor on night shift, and as the clinical experience unfolded, I learned numerous new skills and gained knowledge that will be extremely beneficial moving forward in my nursing career. I evaluated the hospital’s mission statement, the leadership and communication styles among team members, and I evaluated how my skills and leadership style evolved over the course of the clinical rotation. General Information

(2008). I would like to challenges Chief Nurse Executives (CNEs) to lead the journey and highlights how patients, their families, and health care organizations would benefit immeasurably if CNEs stepped forward and accepted this leadership role, then and only then can the best practice changes begin to improve what we as nurses already know. The processes of leading are intended to enable more people to develop into leaders and more people to share the roles of leading, to enhance the quality and safety of patient care (Stone P. Hughes R, Dailey M.

Professional identity can be described as moderately stable yet dynamic in nature in the context of an individual’s attitude on themselves, their clients and the role they play in their occupation. The several influences that contribute to professional identity can be categorized into three sections; personal identity, role identity and social identity (White, Borges, & Geiger, 2011). Personal identity comprises of an individual’s history, morals and values and also their past experiences. For a health practitioner, this can include their motivation, their upbringing and also their education and qualifications. Role identity involves one’s understanding of their responsibility with their respected professional and social functions.

Nursing administration on a national level is best described by The National Center for HealthCare Leadership (NCHL). This is a non profit organization that exemplifies quality care and leadership in the 21 st century. The goal of this organization is to improve healthcare on a national level through efficient and effective management that is in accordance with it’s mission. In keeping with it ’s mission, NCHL embarked upon an ambitious initiative with the support of the Robert Wood Johnson Foundation, examining the role of the senior leadership team in promoting quality and safety in his/her organization (Disch, Dreher, Davidson, Sinioris, & Wainio, 2011).

Health care professionals need to maintain a high degree of professionalism, while possessing the upmost degree of integrity. A patient needs to feel confident and safe at all

The clinical nurse leader covers a broad spectrum of responsibilities, and is intended to facilitate cohesiveness of patient care between various departments. However, there tends to be some misunderstanding of the role amongst the general public. On one hand, the clinical nurse leader may be viewed as an authoritative position, serving in a supervisor role. In contrast, others view the clinical nurse leader role as that of a floor nurse, who possesses a higher level of education and skill set, able to “apply system-level thinking” (Baernholdt and Cottingham 2011). Rankin (2015) compares the role of the clinical nurse leader in the nursing profession to that of an attending physician with resident physicians.

Transformational leaders, who empower nurses to advocate, understand that communication and professional collaboration are the core ingredients to foster safe nursing care and to collectively advocate for improved health care policies. Of interest, due to communication and collaborative efforts among state hospital associations and the ANA along with the state nurses associations, seven states have enacted safe staffing legislation using the Registered Nurses Safe Staffing Act’s committee approach (ANA, n.d.). Conclusion The essence of an effective nurse leader lies in the ability to inspire and motivate others to action, which begins with communication and professional collaboration skills.

“A leader is the person who influences and guides direction, opinion, and course of action. Leaders are in the front, moving forward, taking risks, and challenging the status quo (Marquis & Huston, 2012).” I had the pleasure of observing and interviewing Sheila Barcimo, who is a charge nurse on the DOU unit at Beverly Hospital in Montebello, CA. Background Sheila Barcimo had a passion for nursing ever since she can remember.

The Institute of Medicine (IOM) has a strong stance on nurses and leadership. They believe that nurses are a vital component to health care system and nurses in leadership roles can have a positive impact on such. Nurses are in all sorts of roles within the health care systems ranging from a staff nurse, nurse managers, to advance practice, all the way to congress (Finkelman & Kenner, 2013). In addition, they even serve in the boardroom within some health care organizations. Leadership doesn’t necessarily mean a nurse in a manager position, but a nurse who has an influence on staff.

Professional Presence and Influence This paper will first discuss the difference between two models of health and healing together with discussing professional presence’s impact on nursing practice. Moreover, it has included personality preference test’s result with its relevant analysis. Mindful practices and healing environments topics are also deliberated as per the given requirements in this paper. Professional Presence Professional presence is one of the major aspects of personality traits in corporate and other sectors.

They are able to connect, communicate and coordinate across multiple departments, professional opinions and voices, and the daily schedules of patients. Advocating and designing care with the patient and family is a true skills set and cultural attribute that adds tremendously to a culture of safety and patient – centeredness but requires the most able leadership to build these bridges across the many professionals engaged in care. Building this culture is a leadership challenge and there is no one in my experience better able to make these changes than nursing leaders ( Maureen Bisognano, 2009). Nurses should not just be at the bedside or within the nursing community but must be involved as leaders and decision – makers throughout the healthcare system. As Maureen Bisognano (2009) points out, the best nurses are accomplished envoys among different players and interests involved in direct patient care, which is a skill needed throughout organizations and businesses, not just in hospitals or

This essay will explained the kind of teacher professional identity promoted by SACE and COTEP under the pillars of curriculum 2005 and NQF forming part of the white paper 1995 in redefining identity and difference in the education system after 1994 and it will also discuss how this identity did not and could not match the realities on the ground. Professionalism is the personal effort to act in a job that reveals fitting attitudes, behaviors and practices of the job. In teaching these attitudes may be: “having specialized knowledge which is the content knowledge and the ability to teach were teachers gain this on a lengthy period of higher education which is a four years to obtain the B ed degree were in the lengthy period teachers in the making learn to focus client interest maintaining a high level of responsibility learning and obtaining the ethical code of conduct” (SAIDE, 2010). By producing good quality results a teacher will be showing professional skills. Professionals require considerable freedom or autonomy to make judgments because they have to draw on knowledge based skills It is also showing that you believe in being professionally autonomous while accountable to the standards of you practice by having professional control over the credentials and the entry to teaching” ( SAIDE, 2010).