Application of Research in Nursing Leadership and Management PDF

MODULE 5 APPLICATION OF RESEARCH IN NURSING LEADERSHIP AND MANAGEMENT  APPLICATION OF RESEARCH IN NURSING AND MANAGEMENT Research is an important tool for the continual development of a relevant body of knowledge in nursing....

MODULE 5 APPLICATION OF RESEARCH IN NURSING LEADERSHIP AND MANAGEMENT  APPLICATION OF RESEARCH IN NURSING AND MANAGEMENT Research is an important tool for the continual development of a relevant body of knowledge in nursing. Research generates information from nursing investigations which help define the unique role of nursing as a profession Professional accountability of nurses to their clients is demonstrated when nurses incorporate research evidence into their clinical decisions Research may allow nurses to make more informed decisions as each phase of the nursing process is clarified through research And many more....  APPLICATION OF RESEARCH IN NURSING LEADERSHIP AND MANAGEMENT A. Client/Customer Satisfaction Survey B. Action Research C. Feasibility Study D. Training Need Analysis E. Evaluation Studies  CLIENT SATISFACTION SURVEY A customer satisfaction survey, is a questionnaire used by companies/industries to understand how satisfied customers are with its branding, products, services, or customer support experience.  CLIENT SATISFACTION SURVEY In addition to the positives, companies are also interested in learning more about opportunities for improvements that benefit both the company and customers, including: Identifying and resolving common process bottlenecks that negatively affect customer experiences Creating better customer experiences Developing ideas for improvements or new products/services Finding brand advocates to help promote the company  CLIENT SATISFACTION SURVEY Overall, the purpose of customer satisfaction surveys is to gather customer feedback that can be used to improve the overall customer experience — from the products/services a company offers to the business processes that work toward supporting customer satisfaction. WHAT IS ACTION RESEARCH?  ACTION RESEARCH Action research is a research method that aims to simultaneously investigate and solve an issue. In other words, as its name suggests, action research conducts research and takes action at the same time. It was first coined as a term in 1944 by MIT professor Kurt Lewin. A highly interactive method, action research is often used in the social sciences, particularly in educational settings. Particularly popular with educators as a form of systematic inquiry, it prioritizes reflection and bridges the gap between theory and practice. Due to the nature of the research, it is also sometimes called a cycle of action or a cycle of inquiry. ACTION RESEARCH CYCLE  TYPES OF ACTION RESEARCH 1. PARTICIPATORY ACTION RESEARCH 2. PRACTICAL ACTION RESEARCH  PARTICIPATORY ACTION RESEARCH Participatory action research emphasizes that participants should be members of the community being studied, empowering those directly affected by outcomes of said research. In this method, participants are effectively co-researchers, with their lived experiences considered formative to the research process.  PRACTICAL ACTION RESEARCH Practical action research focuses more on how research is conducted and is designed to address and solve specific issues. Both types of action research are more focused on increasing the capacity and ability of future practitioners than contributing to a theoretical body of knowledge Examples of Participatory action research Example: Participatory action research as part of an ongoing commitment to improve school facilities for students with disabilities, an action research plan asked students using wheelchairs to time how long it took them to get to and from various points on school grounds. After the information was collected, the students were asked where they thought ramps or other accessibility measures would be best utilized, and the suggestions were sent to school administrators. Examples of Practical action research Example: Science teachers at your city’s high school have been witnessing a year - over-year decline in standardized test scores in chemistry. In seeking the source of this issue, they studied how concepts are taught in depth, focusing on the methods, tools, and approaches used by each teacher. They found that there had been no change in how chemistry was taught in the last decade—with no incorporation of more modernized teaching approaches or useful online tools. Teachers resolved to implement more modern techniques in their teaching to see if that could improve scores.  ACTION RESEARCH VS. TRADITIONAL RESEARCH Action research differs sharply from other types of research in that it seeks to produce actionable processes over the course of the research rather than contributing to existing knowledge or drawing conclusions from datasets. In this way, action research is formative, not summative, and is conducted in an ongoing, iterative way.  Action research Traditional research Draw conclusions from data Solve immediate problems Advance existing knowledge Purpose Improve existing systems Provide generalizable and reliable find ings Reactive, derived from Focused on crafting strong hypothesesand seeking causal Context surroundings Usually not theoretical in nature relationships between variables Derived from theory Significance Practical Statistical FEASIBILITY STUDY  WHAT IS A FEASIBILITY STUDY? A feasibility study is simply an assessment of the practicality of a proposed project plan or method. This is done by analyzing technical, economic, legal, operational and time feasibility factors. Just as the name implies, you’re asking, “Is this feasible?” For example, do you have or can you create the technology that accomplishes what you propose? Do you have the people, tools and resources necessary? And, will the project get you the ROI you expect?  Introduction: 1. Financial Feasibility: Estimates project costs and potential revenue. Evaluates return on investment (ROI). 2. Operational Feasibility: Assesses how well the project integrates with existing systems and operations. 3. Legal and Regulatory Compliance: Identifies legal and regulatory requirements. Ensures compliance with industry standards. 4. Risk Analysis Identifies potential risks and uncertainties. Develops strategies for risk mitigation.  STEPS IN CONDUCTING A FEASIBILITY STUDY: 1. Project Initiation Define the purpose and scope of the feasibility study. Formulate a feasibility study team. 2. Data Collection Gather relevant information through research, surveys, and interviews. 3. Analysis Evaluate the collected data to identify strengths, weaknesses, opportunities, and threats. 4. Risk Assessment Identify and assess potential risks and uncertainties.  STEPS IN CONDUCTING A FEASIBILITY STUDY: 5. Financial Analysis Estimate costs, revenue, and financial viability. 6. Documentation Compile the findings and analysis into a comprehensive feasibility study report. 7. Presentation and Decision-making Present the findings to stakeholders. Use the study to make informed decisions about the project's future.  CONCLUSION In conclusion, a feasibility study is a vital tool in the decision-making process for any project. By thoroughly assessing various aspects, organizations can make informed choices, minimize risks, and enhance the likelihood of success. Remember, the key to a successful feasibility study lies in meticulous planning, thorough analysis, and effective communication with stakeholders.  What is training needs analysis? Training needs analysis is a business process to determine all the training staff need in a set amount of time to improve employee job performance, including progress and growth.  Training needs analysis A training needs analysis reviews the state of your organization’s training and development and helps to pinpoint knowledge gaps that need to be filled so that you can set priorities and create a fit-for- purpose learning and development strategy.  IMPORTANCE OF TNA It will give you a clear view of what skills and experience your organization needs to get ahead, and which of those are missing at the moment, hindering future growth. It allows you to create a learning and development plan based on facts, not assumptions.  IMPORTANCE OF TNA Another benefit of creating a plan based on facts is that you avoid wasting time on training that isn’t relevant to your staff and isn’t helping your organization to grow and progress. Providing training where it’s needed will allow you to save time and boost employee engagement.  IMPORTANCE OF TNA Wasting budget on ineffective or surplus training is one of the biggest money pits an organization can have. When you know exactly where training is needed within your organization, you increase your ROI (return on investment), saving money that would have otherwise been spent on ineffective training.  How to do a training needs analysis 1. Decide on key skill sets and learning objectives/outcomes: It’s crucial the organization has clearly defined learning objectives and goals first and then decides on the skill sets necessary to reach the required outcomes.  How to do a training needs analysis 2. Evaluate the skills of staff and highlight the skills gap: Once you’ve determined the skill set needed to reach the agreed-upon learning objectives and goals, you’ll have to evaluate the skills of your employees to see where, if any, there are gaps in knowledge and skill that need to be addressed. You can find those gaps by doing elearning assessments, through observations and by conducting surveys and evaluations.  How to do a training needs analysis 3. Evaluate current L&D initiatives and priorities Your employees don’t have unlimited hours in their workweek they can spend on training and development, so it’s important to prioritize determined knowledge gaps based on the organizational goals you’ve set. Get together with key learning and development people within your organization and rank the pinpointed gaps based on customer satisfaction ratings, company profits or other key indicators. EVALUATION RESEARCH  EVALUATION RESEARCH Evaluation research, also known as program evaluation, refers to research purpose instead of a specific method. Evaluation research is the systematic assessment of the worth or merit of time, money, effort and resources spent in order to achieve a goal.  EVALUATION RESEARCH Evaluation research is closely related to but slightly different from more conventional social research. It uses many of the same methods used in traditional social research, but because it takes place within an organizational context, it requires team skills, interpersonal skills, management skills, political smartness, and other research skills that social research does not need much. Evaluation research also requires one to keep in mind the interests of the stakeholders.  EVALUATION RESEARCH Evaluation research is a type of applied research, and so it is intended to have some real-world effect. Many methods like surveys and experiments can be used to do evaluation research. The process of evaluation research consisting of data analysis and reporting is a rigorous, systematic process that involves collecting data about organizations, processes, projects, services, and/or resources. Evaluation research enhances knowledge and decision- making, and leads to practical applications.  BENEFITS OF EVALUATION RESEARCH Gain insights about a project or program and its operations Improve practice Assess the effects Build capacity What is CPD? Continuing professional development (CPD) is the process of keeping your skills and knowledge up to date. It’s important to do this throughout your career, whether you’re just starting out or you’ve been working in your field for many years. CPD can help you to progress in your career, make a difference in your job and improve patient care. What are CPD Units? CPD units are measures of your participation in educational activities that maintain, develop or increase your professional competence and expertise. In the Philippines, 1 CPD unit is equal to 1 hour of actual learning time spent on an activity. The number of CPD units needed varies based on your profession. For instance, accountants need 15 CPD units every two years, but medical laboratory technicians only need 10 CPD units. Who needs CPD? According to the Republic Act No. 10912, also known as the “Continuing Professional Development (CPD) Act of 2016,” CPD is mandatory for the renewal of the Professional Identification Card of all registered and licensed professionals under the regulation of the PRC. What are the Benefits of CPD? 1. Improving patient care CPD can help you be knowledgeable with the latest developments in your field, which can in turn improve the quality of care you provide to your patients or clients. 2. Keeping your skills and knowledge up-to-date As your career progresses, it’s important to keep your skills and knowledge up-to-date. CPD can help you to do this by providing you with new opportunities to learn. What are the Benefits of CPD? 3. Reflecting on your practice CPD provides a chance for you to reflect on your current practice and identify areas where you could make improvements. You can better gauge your weak points, target them, and make a bigger difference in your field. 4. Progressing in your career CCPD can help you to progress in your career by providing you with new skills and knowledge. It can also make you more attractive to potential employers. What are the Benefits of CPD? 5. Improving patient safety CPD can help you to identify potential risks to patients and take steps to minimize these. This can improve patient safety and reduce the chance of errors occurring. 6. Reducing stress CPD can help you to manage your time more effectively and plan your workload in a way that reduces stress. This can lead to a better work-life balance and improved job satisfaction. What are the Benefits of CPD? 7. Increasing job satisfaction CPD can increase your job satisfaction by providing you with new opportunities to learn and develop in your role. It can also make you feel more valued by your employer. 8. Enhancing your professional reputation CPD can enhance your professional reputation by demonstrating your commitment to lifelong learning. This can make you more attractive to potential employers and help you to progress in your career. What are the Benefits of CPD? 9. Saving time and money CPD can save you time and money by providing you with new skills and knowledge that can help you to work more efficiently. It can also lead to improved work output, which can save your organization money, too. Republic Act No. 10912, otherwise known as the “Continuing Professional Development (CPD) Act of 2016”, is an act which requires CPD as the mandatory requirement for the renewal of Professional Identification Card of all registered and licensed professionals under the regulation of the PRC. When was the Law enacted and what is its date of effectivity? The CPD Act lapsed into Law on July 21, 2016 and it took effect on August 16, 2016. The implementation of R.A. No. 10912 started on March 15, 2017, upon the effectivity of Resolution No. 1032 or the Implementing Rules and Regulations (IRR) of R.A. No. 10912. CPD Credit Units refer to the value of an amount of learning achieved from formal, informal or non-formal learning including professional work experience wherein credit units can be accumulated to predetermined levels for the award of a qualification. The CPD is hereby made as mandatory requirement in the renewal of the Professional Identification Cards (PICs) of all registered and licensed professionals under the regulation of the Commission. 3.What is PRC Resolution No. 2019-1146, series of 2019? The Commission recognized the need to address issues and concerns by revisiting the pertinent provision of the IRR of the CPD Act of 2016 and as a result of the consultations with the stakeholders, the Commission finds it necessary to provide a transition period that will enable the Commission and stakeholders to complete antecedent requirements for the efficient implementation of the provisions of the CPD Act of 2016. Thus, The Commission issued Resolution No. 2019-1146, entitled “Amending Relevant Provisions of Resolution No. 1032 (s. 2017) otherwise known as the “Implementing Rules and Regulations (IRR) of Republic Act No. 10912. How many credit units are required for a professional to renew his/her PIC? In Nursing = 15 units and 10 units for 60 years old and above. Who are not covered by the CPD Requirement? During the transition period, the following are not covered by the CPD requirement: 1.Professionals working overseas. However, they need to provide proof such as valid Certificate of Employment or Overseas Employment Certificate duly approved by POEA. 2.Newly licensed professionals for the first renewal cycle (3 years) after obtaining their license.  WHAT IS CPDAS? CPDAS or the Continuing Professional Development Accreditation System is the online platform adopted by the Commission as of October 1, 2021 for applications for accreditation as a CPD Provider, of CPD programs, and of self-directed learning activities. What is the Philippine Qualifications Framework (PQF)? The PQF describes the levels of educational qualifications and sets the standards for qualification outcomes. It is a quality assured national system for the development, recognition and award of qualifications based on standards of knowledge, skills and values acquired in different ways and methods by learners and workers of the country. Qualifications It refers to the formal certification that a person has successfully achieved specific learning outcomes relevant to the identified academic, industry or community requirements. A Qualification confers official recognition of value in the labor market and in further education and training. Objectives: (a) To adopt national standards and levels of learning outcomes of education; (b) To support the development and maintenance of pathways and equivalencies that enable access to qualifications and to assist individuals to move easily and readily between the different education and training sectors and between these sectors and the labor market; and Objectives: (c) To align domestic qualification standards with the international qualifications framework thereby enhancing recognition of the value and comparability of Philippine qualifications and supporting the mobility of Filipino students and workers. The Philippine Qualifications Framework - It is a collaborative program by the Department of Education (DepEd), Technical Education and Skills Development Authority (TESDA), Commission on Higher Education (CHED) , Professional Regulation Commission (PRC) and Department of Labor and Employment (DOLE).  BENEFITS: The Philippine Qualifications Framework describes the levels of educational qualifications, the official recognition of a person’s learning achievements. It also sets the standards for qualification outcomes which are the knowledge or skills gained by students after undergoing a certain learning or educational program.  BENEFITS: The PQF provides a standard for the recognition of certificates and licenses that individuals may move and progress through. It shows pathways and equivalences to help them make informed choices in education and employment growth. As such the framework promotes mobility, encourages lifelong learning and builds the workforce confidence.  BENEFITS: With the PQF, job mismatch can be reduced and productivity increased. It provides employers with specific training standards and qualifications that are aligned to industry requirements. The PQF provides employers immediate information on what a worker can be expected to know and do, and are further assured that qualifications are consistent and are based on standards.  BENEFITS: The Philippine Qualifications Framework can help form unity as it harmonizes education and training qualifications in the country by establishing and institutionalizing qualification standards. It provides the government with common standards, taxonomy, and typology of qualifications as bases for granting approvals to stakeholders.  CAREER PLAN AND DEVELOPMENT TRANSITIONING FROM STUDENT TO PROFESSIONAL NURSE Today and in the years to come nurses have unique opportunities to influence health care in the globally. The Institute of Medicine (2011) report The Future of Nursing: Leading Change, Advancing Health suggested that the envisioned future of health care is one that makes quality care accessible to the diverse populations of the United States, intentionally promotes wellness and disease prevention, reliably improves health outcomes, and provides compassionate care across the life span. Entry-level nurses are educated using a core set of nursing competencies to promote patient safety and quality care. However, retention of new nurse graduates is a major issue for the profession that has grave consequences for nurse safety, patient safety, and quality of nursing care. The current job market is promising for new nurse graduates. According to the American Nurses Association (ANA, 2014a), the percentage of job offers at the time of graduation for nurses with a baccalaureate degree in nursing (BSN) is 59% compared with other college graduates (29.3%). A total of 1.13 million new registered nurses (RNs) will be needed by 2022 to fill new jobs and to replace retiring nurses (ANA, 2014a). Philippines: Country now faces shortage of 350,000 nurses as of March 2023 The healthcare system of the Philippines faces a shortage of about 127,000 nurses, impeding the optimal provision of healthcare services (Lalu, 2023) Nonetheless, the leader of a local nursing organization estimated that about 200,000 to 250,000 nurses have left the profession and are not working as nurses in the country (Jackson, 2021) Finding the right position at an organization where education is valued and advanced education is supported and promoted is essential to long-term success and job satisfaction as a nurse. The American Association of Colleges of Nursing (AACN, 2015) identified hallmarks or characteristics of the practice setting that best support professional nursing practice These hallmarks are present in health-care systems, hospitals, organizations, or practice environments that: 1.Manifest a philosophy of clinical care emphasizing quality, safety, interdisciplinary collaboration, continuity of care, and professional accountability. For example: The organization has a philosophy and mission statement that reflect these criteria. 2.Recognize contributions of nurses’ knowledge and expertise to clinical care quality and patient outcomes. For example: The organization differentiates the practice roles of nurses based on educational preparation, certification, and advanced preparation. These hallmarks are present in health-care systems, hospitals, organizations, or practice environments that: 3. Promote executive level nursing leadership. For example: The nurse executive has the authority and accountability for all nursing or patient care delivery, financial resources, and personnel. 4. Empower nurses’ participation in clinical decision making and organization of clinical care systems. For example: Nurses have a demonstrated leadership role in performance improvement of clinical care and the organization of clinical care systems These hallmarks are present in health-care systems, hospitals, organizations, or practice environments that: 5. Maintain clinical advancement programs based on education, certification, and advanced preparation. For example: Financial rewards are available for clinical advancement and education. 6. Demonstrate professional development support for nurses. For example: Professional continuing education opportunities are available and supported. These hallmarks are present in health-care systems, hospitals, organizations, or practice environments that: 7. Create collaborative relationships among members of the health-care provider team. For example: Professional nurses, physicians, and other health-care professionals practice collaboratively and participate in standing organizational committees, bioethics committees, the governing structure, and the institutional review processes. 8. Use technological advances in clinical care and information systems. For example: Appropriate equipment, supplies, and technology are available to optimize the efficient delivery of quality nursing care. PREPARING A STRATEGIC CAREER PLAN Besides considering where they want to work for their first nursing position, new nurse graduates should be preparing a strategic career plan before graduating from nursing school. A strategic career plan is the roadmap to a nurse’s success. The initial step in strategic career planning in nursing is developing specific, measurable, achievable, realistic, and timely, or SMART, goals. Using the SMART technique to outline a plan for the future can be valuable to new nurse graduates as they begin career planning and development. Once goals are established, nurses should identify specific action steps necessary to meet each goal and set a timeline for completing each step. Before implementing the action steps, nurses need to take inventory of available resources and consider who and what will help implement each step. The last step is identifying the indicators of success. This step requires nurses to determine the indicators that will help evaluate whether or not the goals were met (Donner & Wheeler, 2001). Career plans are dynamic and should be reviewed and revised as personal and professional circumstances change. Career planning is important for nurses at all levels because it can be useful to evaluate a nurse’s present work situation and shape his or her future in the nursing profession.  What is your career plan? What’s your plan after graduation? What specialties or areas of nursing interest you the most, and how do you to plan explore or specialize on them? Where do you see yourself in 5 years time? 10 years? Job hunting, job seeking, or job searching is the act of looking for employment, due to unemployment, underemployment, discontent with a current position, or a desire for a better position. The immediate goal of job seeking is usually to obtain a job interview with an employer which may lead to getting hired. The job hunter or seeker typically first looks for job vacancies or employment opportunities. Common methods of job hunting are: Finding a job through a friend or an extended business network, personal network Through social media platforms, some of which have inbuilt job platforms and searches Using an employment website Job listing search engines Looking through the classifieds in newspapers Common methods of job hunting are: Using a private or public employment agency or recruiter Looking on a company's web site for open jobs, typically in its applicant tracking system Going to a job or careers fair Using professional guidance such as outplacement services that give training in writing a résumé, applying for jobs and how to be successful at interview. Visiting an organization to find out whether it is recruiting staff or will be doing so in the near future.  DEVELOPING A RESUME / PORTFOLIO DEVELOPMENT  DEVELOPING A RESUME / PORTFOLIO DEVELOPMENT A resume is a record of a nurse’s education, employment history, accomplishments, and achievements. A well-designed and well-thought-out resume can help a new nurse graduate gain an advantage over others.  DEVELOPING A RESUME / PORTFOLIO DEVELOPMENT As a new graduate, a nurse should develop a resume that includes any work experience in health care, volunteer experiences, and special accomplishments during education such as awards and honors received, scholarly assignments, memberships in student organizations, and any leadership positions held. Keep in mind that every activity does not belong on the resume. In fact, most nurse leaders and managers spend approximately 30 seconds reviewing the typical resume (Hood, 2014).  DEVELOPING A RESUME / PORTFOLIO DEVELOPMENT Therefore, a resume must present a concise picture of the nurse’s strengths, accomplishments, and experiences. Using headings guides the nurse leader and manager in finding specific information. The resume should be written and revised to showcase specific experiences and accomplishments that match the position for which a nurse is applying. COVER LETTER A cover letter is a document typically sent alongside a resume when applying for a job. It introduces the applicant to the employer, highlights key qualifications, and explains how the candidate’s skills and experiences make them a suitable fit for the position. It serves a personalized way to make a strong case for why the applicant is the right choice for the job. An effective cover letter is addressed to a specific person and includes the following: The reason the nurse is applying for a specific position A brief statement of the nurse’s qualifications for the position, including strengths and experiences related to the position A statement expressing appreciation to the prospective employer for consideration JOB INTERVIEW  INTERVIEWING (JOB INTERVIEW) The interview process can be stressful for all nurses. To lessen anxiety, nurses should prepare for the interview by learning about the organization ahead of time.  INTERVIEWING (JOB INTERVIEW) Seeking out the following information can be very helpful in preparing for the interview and lessening anxiety: The organization’s mission, vision, and philosophy Accreditation status and Magnet status Length of orientation or residency program Nurse-to-patient ratio and professional practice model Whether the nursing service uses a shared governance model The nurse should plan to arrive to the interview a few minutes early. It is a good idea to ask for clear directions to the facility, specific building, and office where the interview will take place. If the interview is in an area the nurse is not familiar with, visiting the site a few days before, identifying the building, and checking out the parking can be helpful. Professional dress is a must, as is comfort. This is not the time to be tugging on a jacket that does not fit properly or limping because of blisters from new shoes. Remember, the interview is a two-way process. The employer is determining whether the applicant is qualified to meet the needs of the unit, and the applicant is deciding whether the position meets his or her personal and professional needs. - END OF MODULE 6 - THANK YOU!!!  A. DATA PRIVACY PROTOCOLS IN DATA SAFE KEEPING AND RELEASE OF RECORDS RECORDS A. SENTINEL EVENTS MANAGEMENT B. ANECDOTAL C. INCIDENT REPORTS D. KARDEX E. PATIENT’S CHART/RECORD F. 201 FILE B. ROLE OF THE NURSE IN RECORDS MANAGEMENT  RECORDS MANAGEMENT It is the systematic and effective control of records (both paper and electronic) throughout their life cycle from creation or receipt through to the time of their disposal. It aims to ensure that records are accurate and reliable, can be retrieved speedily and efficiently, and are kept for no longer than necessary. PRESENTATION TITLE 20XX 2  IMPORTANCE OF RECORDS MANAGEMENT Records management is crucial to all organizations. Unless records are managed efficiently it is not possible to conduct business, to account for what has happened in the past, or to make decisions about the future. RECORDS ARE A VITAL, CORPORATE ASSET AND ARE REQUIRED: To provide evidence of actions and decisions to support accountability and transparency to comply with legal and regulatory obligations, including employment, contract and financial law, as well as the data protection act and freedom of information act. To support decision making to protect the interest of staff, students and other stakeholders. Help to address complaints or legal processes, including request from patients under subject access provisions of the data protection act or other requests under the freedom of information act. 20XX 4 RECORDS ARE A VITAL, CORPORATE ASSET AND ARE REQUIRED: To support patient choice and control over treatment and services designed Around patients. To support day-to-day business which underpin the delivery of care To support evidence-based clinical practice To assist clinical and other types of audits To support sound administrative and managerial decision- making, as part of the knowledge-base for NHS services To support improvements in clinical effectiveness through research and also to support archival functions by taking account of the historical importance of material and the needs of future research. Records-keeping procedures and processes should cover all types of patient activity where data is collected onto relevant systems and paper-held 20XX 5 records  BENEFITS OF RECORDS MANAGEMENT Saves time by ensuring that records can be found easily and quickly Saves space by preventing records from being kept longer than necessary Saves money by reducing storage costs and maintenance costs Improves efficiency by ensuring records are readily accessible Improves compliance by keeping records in line with legal and regulatory requirements Improves the quality of information, providing staff with access to accurate and reliable quality records security 20XX 6 This Photo by Unknown Author is licensed under CC BY-SA-NC  BENEFITS OF RECORDS MANAGEMENT Increases the security of confidential records Supports business continuity and risk management Records and managed efficiently and can be easily accessed and used for as long as they are required Records and stored as cost-effectively as possible and when no longer required They are disposed of in a timely efficient manner Complies with all requirements concerning records and records management practices to ensure compliance with constitution Records of longer term value are identified and protected for historical and other research. 20XX 7  PURPOSES OF RECORDS Provide staff member, administrator, and other health team members with essential data for program planning and evaluation Serves as tools of communication between health workers, the family, and other development personnel. Provide data to forecast the long-term changes for service improvement PRESENTATION TITLE 20XX 8  PRINCIPLES OF RECORD WRITING 1. Nurses should develop their own method of expression and form in record writing. 2. Records should be written clearly and appropriately. 3. Records should contain facts based on observation, conversation and action. 4. Select relevant facts and the recording should be neat, complete and uniform. 5. Records should be written immediately and after an interview. 6. Records are confidential documents. 9 NURSES RESPONSIBILITY FOR RECORD KEEPING AND REPORTING 1. Keep under safe custody of the nurse 2. No individual sheet should be separated 3. No accessible to patients and visitors 4. Strangers is not permitted to read records 5. Records are not handed over to the legal advisors without written permission of the administration 10 This Photo by Unknown Author is licensed under CC BY NURSES RESPONSIBILITY FOR RECORD KEEPING AND REPORTING 6. Handle carefully, not destroyed 7. Identifies bio-data of the patients such as name, age, admission number, diagnosis, etc. 8. Never sent outside the hospital without the written administrative permission. 11 This Photo by Unknown Author is licensed under CC BY  NURSING ADMINISTRATOR’S RESPONSIBILITY TO RECORDS Protection from loss Safeguarding its contents Completeness Responsibility for nurse notes Legal value of nurses notes Admission record Scientific value of the nurse notes Record of order carried out 20XX 12 This Photo by Unknown Author is licensed under CC BY  CHARACTERISTICS OF GOOD RECORDING AND REPORTING accuracy consciousness thoroughness up-to-date organization objectivity confidentiality 13 IMPORTANCE OF RECORDS IN HOSPITAL For the individual and family serve the history of the client Assist in the continuity of care Evidence to support if legal issues arise Assess health needs, research and teaching This Photo by Unknown Author is licensed under CC BY For the doctor serve the guide for diagnoses, treatment, follow up and evaluation indicate progress and continuity of care self-evaluation of medical practice protect doctor in legal issues used for teaching and research This Photo by Unknown Author is licensed under CC BY-SA-NC  This Photo by Unknown Author is licensed under CC BY-NC-ND For the nurses Document nursing service rendered Planning and evaluation of service for future improvement Guide for professional growth Communication tool between nurse and other staff involved in the care Indicate plan for future For authorities statistical information administrative control future reference guide staff and students evaluation of care in terms of quality, quantity and adequacy help supervisor to evaluate service legal evidence of service rendered by each employee provide justification of expenditure of funds This Photo by Unknown Author is licensed under CC BY REQUIRED PATIENTS’ DATA THAT NEEDS TO BE DOCUMENTED ADMITTING AREA - E.R / OPD Admission date, time, and room/bed number of patients Mode of admission, such as; ambulatory, by wheelchair, by stretcher, etc. Vital signs: blood pressure (bp) level of consciousness; pulse rate (pr); Respiratory rate (rr); temperature; ht and wt Admission notes, the latest version of which is focus charting The observed disposition of valuables endorsed for safe keeping The admitting physicians Written orders and prescription of physicians medications given: date, time, dosage, route specimen (s) obtained: type of specimen(s) time it was obtained time it was submitted to the laboratory with signature who submitted and received the specimen. This will prevent loss or misplacement of specimen status of px during transfer to other patient areas In-patient areas Time of doctor’s visit and all subsequent visits of the physician Written orders of all physicians Specimen(s) obtained: Type of specimen(s) Time it was obtained Time it was sent to the laboratory Reactions, attitude, moods and status of the patient Pertinent subjective observation Complaints of pain Discomfort or other attitudes State of depression, worry, agitation, reaction to hospitalization or Illness  Objective observation Vital signs - time checked and description General appearance/changes on: of Respiration pulse rate Drainage respiratory rate Condition of the skin cardiac rate Edema, etc. temperature Attitude/observation for any signs of: blood pressure Depression level of consciousness Worry body weight and height taken on Agitation admission Reaction towards therapy and time instituted hospitalization or medications Illness prescribed diet and appetite of the patient including allergies or idiosyncrasies18  transfer as to date, time and mode to and from any unit or department nursing care rendered - nursing procedures - comfort measures - health teaching - evaluation of care Completion of the day’s charting at midnight as to time, date, and calendar hospital date. Use of black/blue ink for AM and PM shifts, red for night shift accidents, such as falling from bed, shall be reported to the immediate supervisor and recorded, indicating the time and condition of the patient. 19  REPORTS are verbal or written informational work in a particular matter made with an intention to relay events, situations in a presentable manner for decision making. It can be compiled daily, weekly, monthly, quarterly and annually. Report summarizes the services of the nurses and/or REPORTS the agency. These are based on records and registers and so it is relevant to the nurses to maintain records regarding their daily case and service load and activities. Thus the data, can be obtained continuously and for a long period. It is a document that presents information in an organized format for a specific audience and purpose. Although summaries of reports may be delivered orally, complete reports are almost always in the form of written documents. 20 MANDATORY REPORTS Bi-annual reports consumption report inventory report daily 24hrs report sentinel events incident reports others 21  TYPES OF REPORTS memoranda minutes laboratory reports book reports progress reports justification reports compliance reports Annual reports Policies and procedures 22  INCIDENT REPORTS The nursing service personnel should fill up incident reports when a problem in nursing care delivery has occurred. These reports are meant to be non- judgmental, factual reports of the problem and its consequences. The nurse should understand that filling up an incident report is not tantamount to blaming a fellow employee for no problem. More important, it should be made clear that filling up an incident report is not an admission of negligence. Incident report are simply records of all events that are not part of routine medical care. The nursing service should promulgate lists of events whose occurrence requires the filing of an incident report. The staff must also be free to file a report even if the event does not appear on the list of mandatory reports. This allows the incident reports to be used as a way formally asking a question about a questionable procedure. The nonjudgmental nature of an incident report is very important because in most cases the incident report will be discovered in litigation. 23  INCIDENT REPORTS Reports are prepared accounts of important activities of the nursing service within a period. Reports are either oral, taped or written exchanges of info between nurses/members of the health team. These include: change-of shift reports - a system of communication aimed at transferring essential info. And holistic care for patients. The purpose is to provide continuity of patient care for 24 hrs: oral report - a pre-conference made prior to nursing rounds, done in the nursing conference room or nurses station. Essential information about the patient conditions or health problem, effects of nursing and medical measures to be reported to the incoming shift. Bedside rounds - these are made at the patient’s bedside. The patient care plan is discussed. The nurse an perform assessments, evaluate the patient’s progress and determine the interventions that best meet his/her needs. 24  INCIDENT REPORTS Telephone report/orders information given thru telephone should be accurately transcribed by the receiving nurse in A written form especially if this pertains to medications legal risks in telephone orders. These may be understood or misinterpreted by the receiving nurse only in an extreme emergency and when no other physician is available Should A nurse receive telephone orders. The nurse should note the date and time when the order was made, when he/ she wrote the order, name of physician making the order, then sign his/her name including designation. 25  INCIDENT REPORTS Transfer reports before a patient is transferred to another agency, proper coordination must first be made to ensure that the agency has the proper services and facilities needed by the patient. A transfer report accompanies the patient. Inter-agency referral form should be properly and completely filled up by the physician. Patient may be transferred from one unit to another as their condition or case warrant it. The receiving unit is usually notified in advance about the transfer so that the unit or bed which the patient will occupy, including special equipment if needed, will be prepared. 26 ❑Reports are prepared accounts of important activities of the Nursing Service within a particular period. It may be oral, taped, or written exchanges of information between the nurses/ members of the health team: ▪ Change-of-shift reports are a system of communication aimed at transferring essential information and holistic care for the clients. Purpose: Provide continuity for patient care for 24 hours. ✓Oral report – pre-conference made prior to nursing rounds ✓Nursing rounds – made at the patient’s bedside; patient care plan is discussed PRESENTATION TITLE 20XX 27 This Photo by Unknown Author is licensed under CC BY  Telephone orders/reports Information through phone should be accurately transcribed by the receiving nurse in a written form(medications) Legal risks in telephone orders. These may be understood or misinterpreted by the receiving nurse. Only in an extreme emergency and when no other physician is available. The nurse should note the date and time when the order is made, when she wrote the order, the name of the physician making the order, and then sign her name and designation. PRESENTATION TITLE 20XX 28 This Photo by Unknown Author is licensed under CC BY IMPORTANT POINTS TO CONSIDER IN MAKING REPORTS Reports, whether written or oral, must be up-to-date, clear, and concise channels of communication should be properly observed reports should be accomplished in forms adapted by the hospital reports should be factual and may include recommendation for action verbal reports made in an emergency situation should be confirmed in writing and duly signed by the person making the report. 20XX 29  NURSING DOCUMENTATION Nurses are required to make and keep records of their practice. As self-rgulated professionals, nurses are accountable for ensuring that their documentation (whether using a paper-based or electronic system) is accurate and meets the standard for documentation, and the standard of practice. Documentation establishes accountability, promotes quality nursing care, facilitates communication among nurses and other healthcare providers, and conveys the contribution of nursing to health care. These standards explain the regulatory and legislative requirements for nursing documentation. To help nurses understand and apply the standards to their individual practice. 30  NURSING DOCUMENTATION Nursing documentation is the record of nursing care that is planned and delivered to individual clients by qualified nurses or other caregivers under the direction of a qualified nurse. It contains information in accordance with the steps of the nursing process. Nursing documentation is the principal clinical information source to meet legal and professional requirements, and one of the most significant components in nursing care. PURPOSES OF DOCUMENTATION 1. Communication: Documentation serves as a means of communication among healthcare providers. It allows nurses to convey important information about a patient's condition, treatment, and progress to other members of the healthcare team, such as physicians, therapists, and pharmacists. This ensures that everyone involved in a patient's care is on the same page. 2. Research and Education: Documentation contributes to medical research and education. De- identified patient data, with proper consent, can be used for research purposes to advance medical knowledge. Additionally, healthcare students and professionals can learn from documented cases and experiences to improve their skills and knowledge. 31  PURPOSES OF DOCUMENTATION 3. Legal protection: detailed documentation can protect nurses and other healthcare providers in legal disputes or malpractice claims. It serves as evidence of the care provided, helping to demonstrate that appropriate standards were followed. 4. Accountability: Documentation holds healthcare providers accountable for their actions. When nurses document their assessments, interventions, and responses to treatment, it provides a clear record of their actions and decisions, promoting accountability and transparency. 5. Professional Responsibility 6. Reimbursement 20XX 32  DO’S AND DON’T’S IN NURSING DOCUMENTATION DO’S DON’T’S DO read what other providers have DON’T begin charting until you written before providing care and check the name and identifying before charting. number on the patient’s chart on DO time and date all entries. each page. DO use a flow sheet/checklist. Keep DON’T chart procedure or chart in information on flow sheet/checklist advance. current. Do chart as you make DON’T clutter notes with repetitive observations. or frequently changing data DO describe patients’ behavior. already charted on the flow DO use direct patient quotes when sheet/checklist. appropriate. DON’T label a patient or show bias. DO be factual and complete PRESENTATION TITLE DON’T try to cover up a mistake or 20XX 33 accident by inaccuracy or omission.  DO’S AND DON’T’S IN NURSING DOCUMENTATION DO’S DON’T’S DO be factual and complete. Record DON’T “white out” or erase an error. exactly what happens to the patient DON’T throw away notes with an and the care given. error on them. DO draw a single line through an error. DON’T squeeze in a missed entry or Mark this entry as “Mistaken” and sign “leave space” for someone else who your name. forgot to chart. DON’T write in the DO use the next available line to chart. margin. DO document the patient’s current DON’T use meaningless words and status and response phrases, such as “good day” or “no to medical care and treatments. complaints”. DO write legibly. DO use standard DON’T use a notebook, paper or chart forms. pencil. DO use only approved abbreviations. PRESENTATION TITLE 20XX 34  KARDEX ❑ Medical information system used by nursing staff to communicate important information on their patients. ❑ Quick summary of individual patient needs that is updated at every shift. OBJECTIVES To provide information on: Personal data Intravenous therapy Physician’s orders Laboratory and other diagnostic Medications Allergies Treatment Diet Procedures PRESENTATION TITLE 20XX 35  This Photo by Unknown Author is licensed under CC BY PRESENTATION TITLE 20XX 36  DISCHARGE OF PATIENT o All patients for discharge must have a written physician’s order. o Release patients with written discharge clearance o signed by the nurse. o Indicate the accurate date, time the patient is discharged, mode, condition, and companion at the nurses notes. o The date and time of discharge should coincide with that of the clinical face sheet. o Discharge against Medical Advice (DAMA) with written order of the doctor. o DEATH PRESENTATION TITLE 20XX 37  THANK YOU MA. VIOLETA C. CALOPEZ, RN, MAN PRESENTATION TITLE 20XX 38 ORGANIZATIONAL COMMUNICATION ORGANIZATIONAL COMMUNICATION Refers to the communication that takes place between people who are working towards common goals within an organization ORGANIZATIONAL COMMUNICATION Is the sending and receiving of messages among interrelated individuals within a particular environment or setting to achieve individual and common goals Vital management component that includes strategic communication plans, mediums, practices taking place in the business environment to channelize and manage internal communications like employee communication as well as external communications IMPORTANCE OF ORGANIZATIONAL COMMUNICATION 1. Employee Engagement 2. Public Relations 3. Reduced Confusion TYPES OF ORGANIZATIONAL COMMUNICATION Formal Communication and Informal Communication Vertical and Horizontal Communication FORMAL COMMUNICATION Covers any official company acts that share information. This can include communications such as a staff meeting INFORMAL COMMUNICATION Is any interaction outside of an official communication structure. Example: two employees having conversation over lunch are participating in informal discussions  VERTICAL COMMUNICATION Information moving from lower level employees to high level employees is upward communication Ex. When workers report to a supervisor or when team leaders report to a department manager  HORIZONTAL COMMUNICATION Refers to that between colleagues on an equal hierarchical level Occurs between two employees on the same level of the company hierarchy  HORIZONTAL COMMUNICATION Involves the exchange of information across departments at the same level in an organization (i.e. peer-to-peer communication) Purpose: request support or coordinate activities  BUSINESS WRITING & REPORTING SKILLS Business writing is a type of writing that is used in a professional setting. It is a purposeful piece of writing that conveys relevant information to the reader in a clear, concise, and effective manner. It includes client proposals, reports, memos, emails, and notices. Proficiency in business writing is a critical aspect of effective communication in the workplace. TYPES OF BUSINESS WRITING 1. Instructional 2. Informational 3. Persuasive 4. Transactional 1. INSTRUCTIONAL BUSINESS WRITING Provides the reader with information needed to complete a specific task, either immediately or in the future Example: user manual, specifications and memos  2. INFORMATIONAL BUSINESS WRITING Pertains to recording business information accurately and consistently This type of writing is to keep the reader up to date on core functions and business  INFORMATIONAL BUSINESS WRITING Example: quarterly financial reports and meeting minutes  3. PERSUASIVE BUSINESS WRITING Aims to both convey information to a reader and convince them that the presented information offers the best value  PERSUASIVE BUSINESS WRITING Examples: promotional content like ads, brochures and press releases  4. TRANSACTIONAL BUSINESS WRITING Consists of day to day communication at the workplace It’s used to progress general operations and also to convey good and bad news, often related to human resource processes  REPORT WRITING SKILLS Report writing skills are abilities that help professionals write reports, which are brief documents about a topic. Although there are many writing careers, such as reporters, journalists and authors, report writing skills are applicable for several jobs.  MINUTES OF MEETING Minutes of meeting are the written or recorded documentation that is used to inform attendees and non- attendees of the happenings during the meeting.  MINUTES OF MEETING Minutes usually include: Names of the participants The agenda items covered Decisions made by the participants The committed follow-up actions and due dates  MEMO WRITING Memo writing is something of an art form. A letter is not a memo, nor is a memo a letter. A memo is short, to-the-point communication conveying your thoughts, reactions, or opinion on something. A memo can call people to action or broadcast a bit of timely news. With memo writing, shorter is better. (but you still NEED to get your point across  PURPOSE FOR USING A MEMO FORMAT The purpose of using a memo is to make requests or announcements. A copy of the memo is sent to everyone directly affected by the news it bears, and the final paragraph of the memo should clearly spell out what each person is expected to accomplish in relation to the memo. (The Call to Action) It may be as simple as notifying a team that a meeting time has been changed with a final paragraph reminding them to mark their calendar  STRUCTURING YOUR MEMO 1. As with all business correspondence, learning how to write a memo involves proper structure including specific formatting and length. 2. Memos are generally concise and consist of a page or less. Avoid rambling. It destroys the memo's effectiveness. 3. The structure should be easy-to-read and designed in such a way that the main points can be easily spotted  STRUCTURING YOUR MEMO 4. To accomplish this it is beneficial to use headings and lists rather than paragraphs where possible. 5. Headings should be short and should clarify what to expect in the text following each heading  MEMO STRUCTURE Header and Closing: Total of 1/4 of the memo total length Opening and explanation of task or announcement: 1/4 of the memo Summary and discussion: 1/2 of the memo  WHAT TO INCLUDE IN THE HEADING The heading includes important particulars including who is receiving the memo. This may include a line of primary recipients as well as a CC line for those who should be informed but who do not have to take action. TO: Who the memo is being sent to. This includes TO: followed by name(s) and title(s) FROM: Who the memo is from. Place your initials next to your name as your official signature."  WHAT TO INCLUDE IN THE HEADING DATE: The date the memo is sent. RE: The subject of or reason for the memo. For an E-mail memo, the subject line works as the memo's subject line. Keep email memo titles short.  BODY OF THE MEMO The body of the memo will include three components: 1. Introduction: This is usually a short paragraph of two or three sentences that lets people know the reason for the memo. 2. Recommendations or Purpose: This section gets to the meat of the message using key points, highlights, or conclusions. This may include facts, statistics, examples, and reasons for the memo. BODY OF THE MEMO 3. Conclusion: The conclusion will make it clear what action needs to be taken and when it needs to be completed or reiterates the timely news included in the memo  PRESENTATION OF REPORTS presenting your report means summarizing your project in a way that highlights the motivation for your research, the research question you address, how you treat this question, and how accurate and valuable the answer is to this question.  PREPARATION AND CONDUCT OF MEETINGS Whether you're a manager, supervisor, team leader or employee, conducting a meeting gives you the opportunity to share ideas and information, collaborate with your coworkers and address important issues and goals  HOW DO YOU PLAN A MEETING 1. Determine the meeting’s purpose 2. Create an agenda that lays out key topics you want to cover 3. Choose the participants and attendees 4. Assign roles to your participants – (you can have someone keep the time and have a facilitator guide the discussion)  HOW DO YOU PLAN A MEETING 5. Set a time and place to meet 6. Send an invitation and agenda 7. Decide on a decision-making process 8. Select the tools and equipment you want to use – (you can use audio recording device or a scree sharing platform) HOW DO YOU PLAN A MEETING 9. Finalize the agenda and distribute it 10. Follow up with prospective attendees  WHAT ARE THE BEST WAYS TO PREPARE FOR A MEETING Have an agenda Ask your speakers to participate Coordinate schedules – (schedule the meeting to accommodate everyone’s availability and accessibility) Share the agenda Send reminders HOW TO START A MEETING EFFECTIVELY Start with a brief introduction Define the purpose of the meeting Use icebreaker  CUSTOMER ENGAGEMENT MANAGEMENT delivering connected experiences to your customers instead of single, one-off, or fleeting transactions. It means optimizing your team structure, operations, and technology to create a connected feedback loop with customers.  CUSTOMER ENGAGEMENT MANAGEMENT (CEM) Customer Engagement Management (CEM) is the strategic process of planning, executing, and optimizing interactions and experiences that foster strong, lasting relationships between a company and its customers across various touchpoints and channels throughout the customer lifecycle. CUSTOMER ENGAGEMENT MANAGEMENT (CEM) It involves leveraging customer data, insights, and technology to deliver personalized, relevant, and value-driven engagements that meet customers' evolving needs and preferences. CUSTOMER ENGAGEMENT MANAGEMENT (CEM) Effective customer engagement management aligns the efforts of marketing, sales, and customer service teams to create seamless, consistent, and memorable experiences that drive customer satisfaction, loyalty, and advocacy. Management A’ la Pinoy Outline I. BACKGROUND II. Filipino Organizational Structures III. Filipino Management Style On teams On Communication Styles On Meetings On Gift Giving On Dress Code IV. 5 Types of Filipino Managers 1 Background ◇ The Philippines represents a cultural puzzle ◇ Situated in the heart of South East Asia, but heavily influenced by such non-Asian forces as Spain (and Mexico), the United States, and the Catholic Church ◇ Majority of inhabitants are of ethnic Malay stock, but unlike neighboring countries such as Malaysia and Indonesia, the influence of Islam has been limited  The Philippines is the result of a unique cultural mix of Asian and Western influences “ and presents the overseas (regional) business visitor with a host of seemingly conflicting characteristics.  Filipino Organizational 2 Structures ◇ Most organizations are hierarchically structured and local employees would always look to a strong hierarchy ◇ Much time can be wasted trying to influence people lower down the chain who are not really good decision-makers ◇ Championing such concepts as delegation may be viewed with suspicion ◇ It is important that senior level contacts are not insulted by being asked to receive lower-ranking representatives  It is important, however, to develop contacts “ at all levels of an organization – at the top for decision making purposes, and lower down for when programs/projects begin.  Filipino Management 3 Style Dr. Felipe Landa Jocano “The Filipino Management Style derives from the dominant features of the Filipino Culture.”  Familism Personalism Emotionalism 👪 👨👩 ❤ The needs of It is the The tendency to the family as a emphasis display group is more Filipinos give to emotion freely important than interpersonal or to rely on, or the needs of relation or place too much any individual face-to-face value on family member encounters emotion  CORE FILIPINO VALEUS BAYANIHAN - THE SPIRIT OF COMMUNAL AMOR PROPIO - UNITY AND COOPERATION SELF ESTEEM AND SELF RESPECT HIYA - A SENSE OF SHAME OR EMBARRASMENT THAT PAKIKISAMA - DRIVES BEHAVIOR THE DESIRE TO CONFORM AND AVOID CONFLICT UTANG NA LOOB - A SENSE OF INDEBTEDNESS AND OBLIGATION  On TEAMS… ◇ The concept of “pakikisama” is so strongly programmed into the Filipino consciousness ◇ It is extremely important to be aware of the sense of “face” of every member of a group because an insult to one could be construed as an insult to all ◇ Teams expect to be clearly led by the Manager, and the manager is expected to act as the champion of the group in all situations  On COMMUNICATION STYLES… ◇ Communicating in the Philippines is extremely easy for many Western people ◇ Filipinos would rather say “yes” even if they mean “no” and smiles at you the whole time ◇ It is dangerous to take everything you hear at face value. Look for the coded messages behind the words that are spoken ◇ In addition to the use of coded language, Filipino body language can also be misleading  On MEETINGS… ◇ Time can be very elastic – the meeting start time will be delayed ◇ Meetings will usually start with quite a lot of small talk ◇ Filipinos tend to be extremely non-confrontational ◇ Meeting seems to be progressing very well if people are not openly contradicted  On GIFT GIVING… ◇ Take a supply of small gifts with you to help oil the progress of the relationship-building process. Remember that gifts SHOULD BE WRAPPED.  On DRESS CODE… ◇ Dress code tends to be reasonably formal ◇ Clothing is packed lightweight  Five Types of Filipino Managers 4 ERNESTO A. FRANCO et al. 1998.  Manager by KAYOD ◇ The REALIST ◇ “KAYOD” is a Filipino term that means to sweat it out or to give oneself to hard work ◇ He cuts down problems into manageable size; a fast decision-maker, impatient, and shrewd ◇ He is a “SIGURISTA”; he has GUT FEEL, and he knows how to USE PEOPLE ◇ Does firsts things first; he has a talent of “KAYOD NG KAYOD”  Manager by LUSOT ◇ The OPPORTUNIST; availing on a LOOPHOLE ◇ An EXTROVERT; he deals with people informally ◇ This manager will always find loopholes to avoid hard work or utilize an excuse for failure ◇ Loves to get by; avoid headaches and believes NO-MONEY-NO-WORK philosophy ◇ Likes to resort to shaky deals to achieve easy settlement  Manager by LIBRO ◇ The IDEALIST ◇ “LIBRO” is a Spanish word for book. This manager literally goes by the book ◇ Thinker, Cautious, Planning-Oriented, Strives for Professional Performance, Stubborn, Seeks Quality Results and has High Ideals ◇ He usually has adequate formal training in management ◇ “MATAAS ANG TINGIN SA SARILI”  Manager by OIDO ◇ “OIDO” comes from Spanish word “oir” or “to listen” ◇ This manager acquires his managerial skills by playing it by ear ◇ He has a vast field of practical experiences that compensates for his lack of formal education ◇ He is the opposite of the “LIBRO” manager  Manager by UGNAYAN ◇ He is a HYBRID of all types of managers; a RECONCILER manager ◇ Believes in contingency management; shares his knowledge and has excellent behavioral skills ◇ Has balance and chooses well ◇ “Ugnayan” managers exemplify highly resilient, highly adaptable men of the first order  How do they ? take in people? The Manager by KAYOD (Realist) applies the Man in the Jungle Method The Manager by LIBRO (Idealist) opts for high-quality candidates with suitable degrees and training The Manager by UGNAYAN (Reconciler) gets partly experienced applicants, tries them out and screens them meticulously The Manager by LUSOT (Opportunist) headhunts  How do they act ? during implementation? The Manager by KAYOD (Realist) does-evaluates- plans a little-does The Manager by LIBRO (Idealist) plans a lot-does- evaluates-replans a lot The Manager by UGNAYAN (Reconciler) evaluates- plans-does and at the same time, evaluates again The Manager by LUSOT (Opportunist) plans-does again and again - Brian Tracy