NCM 105 Leadership and Management PDF

# NCM 105 Leadership and Management ## Controlling Controlling refers to the process of evaluating, measuring, and feedback function. Fayol defined control as "VERIFYING WHETHER EVERYTHING OCCURS IN CONFORMITY WITH THE PLAN ADOPTED, THE INSTRUCTIONS ISSUED, AND PRINCIPLES ESTABLISHED". ### A goo...

# NCM 105 Leadership and Management ## Controlling Controlling refers to the process of evaluating, measuring, and feedback function. Fayol defined control as "VERIFYING WHETHER EVERYTHING OCCURS IN CONFORMITY WITH THE PLAN ADOPTED, THE INSTRUCTIONS ISSUED, AND PRINCIPLES ESTABLISHED". ### A good control system can be described as follows: 1. Controls must reflect the nature of the activity. 2. Control should report errors promptly. 3. Controls should be forward-looking. 4. Controls should point out exceptions at critical points. 5. Controls should be flexible. 6. Controls should be objective. 7. Controls should reflect the organizational pattern. 8. Controls should be economical. 9. Controls should be understandable. 10. Controls should indicate corrective action. ## Personnel Evaluation ### Performance Appraisal A periodic formal evaluation of how well the nurse has performed her duties on a specific period. ## Reasons for Conducting Evaluation 1. Evaluation ensures that quality nursing care is provided. 2. It allows for the setting of sensible objectives and ensures compliance with them. 3. It provides standards for establishing comparisons. 4. It promotes visibility and a means for employees to monitor their own performance. 5. It highlights problems related to quality care and determines the areas that require priority attention. 6. It provides an indication of the costs of poor quality. 7. It justifies the use of resources. 8. It provides feedback for improvement. ## Characteristics of an Evaluation Tool - It should be objective. - It should be reliable. - It should be sensitive. ## Methods of Evaluation ### Anecdotal Notes These are objective descriptions of behavior recorded on plain paper or form. ### Checklist Checklists assess the presence or absence of desired characteristics or behavior. Checklists are very useful in evaluating nursing skills. ### Rating Scales Rating scales include a series of items representing the different tasks or activities in the nurse's job description. - The numerical rating scale usually includes numbers against which a list of behaviors are evaluated. **Example:** 5 - Excellent 4 - Very satisfactory 3 - Average 2 - Minimally satisfactory 1 - Unsatisfactory ### Ranking The evaluator ranks the employees according to how he or she fared with co-workers with respect to certain aspects of performance or qualifications. ### Peer Review Peer review is a process whereby a group of practicing registered nurses evaluate the quality of another registered nurse's professional performance. - The purpose is to provide the individual with feedback from those who are best acquainted with the requirements and demands of that particular position. - Observations are made by one or more peers, compared with previously set standards, and then shared with the person being reviewed. - The reviewer should avoid making judgments based on a personal standard or feelings. ## Evaluating Marginal Staff It is easy to evaluate a highly motivated and competent employee, but having to evaluate a marginal employee is not easy for any manager to confront the employee with his or her shortcomings. ## Steps in Resolving Poor Performance - Observe and objectively document the problem. - Counsel the employee. Both positive and negative feedback should be given to the employee. - Plan for resolution of the problem. ## Performance Appraisal Performance appraisal is the term generally used to describe the formal evaluation of an employee by the manager or supervisor, and more recently by peers as well. ## Quality Assurance **Assurance** means achieving a sense of accomplishment and implies a guarantee of excellence. **Quality** is the degree of excellence, and **Assurance** means formal guarantee of a degree of excellence. ## Quality of Care Quality of care is the degree to which health services for individuals and population increase the likelihood of desired health outcomes and are consistent with the current professional knowledge. ## Quality Assurance Quality assurance is a process of evaluation that is applied to the health care system and the provision of health care services by health workers. ## Total Quality Management Total quality management is a way to ensure customer satisfaction by involving all employees in the improvement of the quality of every product or service. ## Dealing with Problem Employees It includes: - Substance abusers - Angry or withdrawn employees - Excessive tardiness or absenteeism - Quarrelsome - Performance below par ## Employee Counseling Counseling helps improve employee's mental health, by enhancing understanding, self-control, self-confidence, and the ability to work effectively. ## Types of Counseling ### Directive Directive counseling happens when the counselor listens to the employee's problems, decides how to solve the problems, and tells the employee what to do. ### Non-Directive Counseling Non-directive counseling is client centered. The counselor listens and encourages the employee to explain her problems, identify alternatives, explore the ramifications of each option, and determine the most appropriate solution. ### Cooperative Counseling Cooperative counseling is a compromise between directive and non-directive. It is a cooperative effort by the counselor and the employee through an exchange of ideas to help solve the problem. ### Outplacement Counseling Outplacement counseling can be used to minimize the emotional and professional pain of being terminated from a job. ## Discipline The nurse manager must be well versed with the organization's rules and regulations to use discipline in managing or preventing conflict. Discipline is the last resort in correcting undesirable employee behavior. ## Rules in Instituting Employee Discipline 1. Discipline should be progressive. 2. The punishment should fit the offense, be reasonable, and increase in severity for violation of the same rule. 3. Assistance should be used in administering discipline. 4. Tact should be used in administering discipline. 5. The best approach for each employee should be determined. 6. The individual should be confronted and not the group. 7. Discipline should be clear and specific. 8. It should be objective, sticking to facts. 9. It should be firm sticking to the decision. ## Principles of Disciplinary Action 1. The manager should have a positive attitude in preventing or correcting undesirable behavior. 2. Investigate carefully. 3. Be prompt. 4. Protect privacy. 5. When disciplining, focus on the act that is unacceptable rather than on the employee. 6. Enforce rules consistently. 7. Be flexible - imposing penalty. 8. Advise the employee. 9. Take corrective, constructive action. 10. Follow-up. ## Steps in Terminating Employees 1. Oral warning. 2. Written warning with corrective interviews if the employee has not improved. 3. Suspension. 4. Dismissal.