nurse manager essay

The Nurse Managers: Roles and Responsibilities Essay

Introduction.

Considerably, the primary rationale for nursing regulation is to ensure that clients receive safe and quality services from healthcare practitioners. The primary responsibilities of the nurse managers are controlling the financial and human resources and sustaining a secure surrounding for the patients. In addition, they maintain quality of care and standards and ensure functional correlation with the staff members. Due to their high levels of competency and work knowledge, the nurse managers supervise the unlicensed and registered nurses in a medical facility to ensure they deliver outstanding care to the clients. Nurse managers must observe ethical principles, including integrity, beneficence, privacy, justice, independence, and nonmaleficence when handling patients to make reputable decisions and not destroy the company’s image (Gunawan et al., 2018). However, due to the increasingly varied needs in healthcare centers, nurse managers must understand the corporate, nursing, and clinical components to ensure the effective delivery of quality care services. It is essential to discuss healthcare policies, regulatory agencies, and health policies that may impact the decision-making of the interviewed nurse manager, Mr. Wells.

The Role of the Nurse Manager

During his nursing career, Mr. Wells has elaborate nursing experience as he has worked in seven hospitals and tutored novice nurses. He reports having engaged in multiple functionalities, including setting work schedules, supervising subordinates in clinical settings or medical centers, and making personal, budgetary, and management decisions. Mr. Wells agrees with Warshawsky and Cramer (2019) that nurse managers must execute federal and state regulatory guidelines for victim security and educate subordinates regarding the transformation of laws and how they affect care delivery. Notably, Mr. Wells indicated that he counsels patients at their houses and operates multiple community programs and home-based grounded initiatives.

Mr. Wells ensures all the nursing resources, such as surgical tools, are available and provides adequate working conditions for the staff to deliver enhanced victim care. Mr. Wells coordinates bi-weekly meetings with the subordinates to ensure special allocation of duties, mainly during work shifts, to enable service delivery to patients without negligence. Nurse managers must apply emerging nursing methodologies to care delivery and showcase leadership skills as they work with diverse people (Warshawsky & Cramer, 2019). Mr. Wells acknowledges that he recruits and trains nurses, maintains the medical center’s records, and treats and diagnoses clients. He reported that enhancing staff working conditions and delivering quality care to patients escalates contentment levels, thus maintaining organizational reputation.

Summary of Interview Database

Mr. Wells acknowledges that being a nurse manager requires extensive work knowledge and personality, embracing federal regulations, and making crucial decisions. During the interview, Mr. Wells extensively shared the roles of a nurse manager and pinpointed core external elements impacting decision-making, including regulatory agencies and health policies. He acknowledged that nurse managers must observe ethical principles such as integrity and justice and be decisive and resourceful, as other healthcare practitioners depend on their proficiency to deliver quality patient care. Mr. Wells admitted that one should be willing to learn from coworkers and engage all the stakeholders to implement multiple duties effectively. During the interview, Mr. Wells openly and transparently answered 20 queries related to external components impacting the nurse manager’s decision-making. He highly cooperated with the interviewer during the discussion by not disrupting him.

Furthermore, since the questions were divided into subsections, additional questions were asked so that Mr. Wells could clarify his answers regarding the external factors affecting the nurse manager’s decision-making. Even though some queries were challenging, Mr. Wells requested reframing to enable him to reflect and provide detailed responses. However, contrasted to other external elements, he admitted that regulatory requirements have significantly affected his capability to make reputable decisions in the healthcare facility. Mr. Wells had extensive knowledge of how healthcare policies, regulatory agencies, and health policies influence nurse managers’ decision-making.

Viewpoints Concerning External Factors

Health policy.

To a great extent, health policy is a set of overarching guidelines and objectives that dictate the accessibility and delivery of care. The nurse managers help shape health policies by proposing new approaches grounded on the demands encountered in nursing practice, assessing available principles, and identifying missing elements, inefficiencies, and opportunities to enhance the affordability and delivery of care. Healthcare practitioners must meet with lobbyists, administrators, and policymakers to offer clinical insight into policy recommendations (Efendi et al., 2019). Mr. Wells acknowledged that the health policy issue substantially impacted his decision-making. Mr. Wells relied on his education and knowledge to apply effective policies in diverse areas to enhance primary care among patients.

Healthcare Financing

Health financing is a primary function of the healthcare system that ensures progress toward universal health coverage by enhancing monetary protection and improving service delivery. Most medical facilities do not receive an adequate budgetary allocation from the government, hindering them from developing and improving the quality of service. The primary functions of healthcare financing include the purchase of interventions, resource pooling, and revenue generation (Rostampour & Nosratnejad, 2020). Mr. Wells admitted that even though he makes decisions regarding allocating monetary resources, the available budget does not meet all demands. For example, Mr. Wells indicated that he faces challenges when making choices regarding introducing new care methods or improving hospital research and development, which require additional costs. However, nurse managers must work with health policy stakeholders and engage investors and sponsors to ensure quality care is provided in hospitals.

Regulatory Requirements

Most healthcare facilities face the obstacle of having a shortage of healthcare workforce. Nurse managers must observe local, state, and federal health prerequisites and standards to minimize negligence and medical errors (Warshawsky & Cramer, 2019). However, the existence of laws deters healthcare practitioners from making crucial decisions, as they must manifest sympathy while complying with specific regulations. Mr. Wells admitted that a registered nurse was on sick leave one day, and he authorized a novice nurse to offer injections and prescribe some medications to the patient. Even though the administrative and statutory laws prohibit such actions, Mr. Wells knew that deviating from the norm would ensure that the victim receives the much-needed care. Nevertheless, Mr. Wells acknowledged that the availability of agency regulations might deter the development and implementation of care programs and nursing initiatives even though they help make decisions that reduce intentional repercussions to the clients.

By contrasting Mr. Well’s responses and the available past studies, it is evident that nurse managers’ decisions are highly impacted by external factors, including regulatory, health policy, and financing prerequisite concerns. Mr. Wells effectively and elaborately answered all the questions, offering insights into how external elements impact quality care delivery. The nurse managers perform diverse duties, such as sustaining a secure surrounding for the patients, controlling the financial and human resources, and ensuring functional relationships with the subordinates.

Efendi, F., Kurniati, A., Bushy, A., & Gunawan, J. (2019). Concept analysis of nurse retention. Nursing & Health Sciences , 21 (4), 422-427.

Gunawan, J., Aungsuroch, Y., & Fisher, M. L. (2018). Factors contributing to managerial competence of first‐line nurse managers: A systematic review . International Journal of Nursing Practice , 24 (1), e12611.

Rostampour, M., & Nosratnejad, S. (2020). A systematic review of equity in healthcare financing in low-and middle-income countries . Value in Health Regional Issues , 21 (5), 133-140.

Warshawsky, N., & Cramer, E. (2019). Describing nurse manager role preparation and competency: Findings from a national study . The Journal of Nursing Administration , 49 (5), 249-255.

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IvyPanda . 2023. "The Nurse Managers: Roles and Responsibilities." August 9, 2023. https://ivypanda.com/essays/the-nurse-managers-roles-and-responsibilities/.

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IvyPanda . "The Nurse Managers: Roles and Responsibilities." August 9, 2023. https://ivypanda.com/essays/the-nurse-managers-roles-and-responsibilities/.

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Nursing Leadership and Management

Nursing leadership and management essay examples like this one will help you write your own excellent leadership in nursing essay. We recommend it to student nurses and other healthcare workers.

Leadership in Nursing Essay Introduction

• Continuous Quality Improvement & Patient Satisfaction
• Nurse Leaders & Managers: Comparison of Perception

Personal Position and Rationale

In the past, nursing was an amorphous and unrecognized engagement that was often left at the discretion of close family members and relatives of patients. However, after the efforts of Florence Nightingale, it was recognized as a fully-fledged profession and was integrated into the healthcare system. As the profession grew in stature, concepts such as nurse leadership and nurse management emerged. A layperson may use the two concepts are interchangeable. However, within the healthcare context, these two concepts have some key differences that set them apart. This essay explores the similarities and differences between leadership and management in the nursing profession. It specifically focuses on how nurse leaders and managers perceive continuous quality improvement and patient satisfaction.

Continuous Quality Improvement & Patient Satisfaction

The quality of healthcare is a core concern of governments across the world. According to Heyrani et al. (2012), the concept of quality in the healthcare system is multifaceted. It entails resource management, personnel management, patient satisfaction, efficiency enhancement, and safety promotion, among other elements. Until recently, healthcare organizations underscored the importance of some of these elements and ignored others. This trend culminated in poorly performing healthcare systems that prompted the development of a comprehensive framework that incorporates all the tenets of quality in the healthcare system. The framework was named clinical governance. It requires every healthcare organization to commit itself to continuous quality improvement and accountability. Therefore, patient satisfaction is at the heart of this framework.

Nurse Leaders & Managers: Comparison of Perception

Stanley (2006) describes nurse leaders as individuals, who do not necessarily have delegated authority but empower, motivate, inspire, and influence their colleagues. A nurse manager, on the other hand, is an individual who is formally appointed to oversee the operations of a healthcare organization or a section within the organization (Swansburg, 2002). Essentially, the nurse manager plays a conventional managerial role, but in a healthcare context. Both leaders exhibit the following similarities in their perception of continuous quality improvement and patient satisfaction.

Firstly, both of them think on a long-term basis (Swansburg, 2002). In their leadership positions, both nurse leaders and managers think beyond the horizon because the nurses in their teams look unto them for direction and motivation. Their ability to think beyond the present makes them indispensable to the healthcare system, especially considering the fact that continuous improvement of quality in the healthcare system requires people who can envisage future trends and steer nurses towards the right direction. Without this kind of leadership, the nursing profession would not cope with the fast-changing quality standards in the healthcare system.

Secondly, both nurse leaders and managers look beyond their units to understand the relationships that exist between their units and the immediate external environment (Swansburg, 2002). For instance, within a healthcare organization, both nurse leaders and managers have a clear understanding of how their units affect or are affected by other departments. This knowledge helps them to provide leadership that enables their units to contribute positively to the objectives of the organization. This type of thinking is pertinent to the continuous improvement of quality and patient satisfaction because it is not possible to improve quality by simply focusing on one unit within a system (Heyrani et al., 2012). Rather, the head of each unit should clearly understand the role their unit plays in the quality improvement process and then lead it to discharge that role effectively.

Thirdly, nurse leaders, and managers both have the political skill to contain the conflicting requirements of the multiple constituencies that exist within the healthcare system (Swansburg, 2002). While every well-meaning nurse might want to make the health care system better, balancing the conflicts that occur between the different elements that constitute it often prove impossible. However, nurse leaders and managers demonstrate courage without necessarily being reckless as well as caution without being considered cowards (Coonan, 2007). This skill is closely tied to their ability to think beyond the present and to know what to do in any given circumstance. It helps them to show courage and determination when necessary and takes well-timed precautionary steps when certain measures prove to be counterproductive. This ability is invaluable to the continuous quality improvement process and patient satisfaction because they do require not only bold people but also diligent individuals who can detect and alter counterproductive measures (Kerridge, 2012).

Having examined some of the key similarities between nurse leaders and managers, it is important to note that they also exhibit some notable differences as discussed below. The first key difference between nurse leaders and managers is that while the leaders are concerned with affirming the values that are consistent with the nursing profession and challenging those that are not, nurse managers focus on upholding established organizational values (Coonan, 2007). Consequently, in circumstances where organizational values are inconsistent with the situation on the ground, the nurse leader can make the necessary adjustment as opposed to the nurse manager. Therefore, a nurse leader is in a better position to move with changing trends. This attribute places them in a position of advantage insofar as continuous quality improvement and patient satisfaction are concerned.

The second major difference is that the nurse leader is in a better position to achieve workable unity among nurses as opposed to the nurse manager (Coonan, 2007). The nurse leader banks on earned trust to build cohesion and mutual tolerance while simultaneously controlling emergent conflicts. The nurse manager, on the other hand, strictly focuses on ensuring that the assigned duties are discharged as required. Unity, cohesion, and trust may not be of much importance to a nurse manager as long as there is obedience. Consequently, the nurse leader is in a better position to facilitate continuous quality improvement and patient satisfaction than a nurse manager due to a better understanding of what goes on among unit members.

Several other instances of differences between the two categories of nurse leadership exist, but the two discussed examples will suffice for this essay. A point worth noting, however, is that after examining these similarities and differences, it becomes apparent that each of the leadership approaches has its merits and demerits insofar as continuous quality improvement and patient satisfaction are concerned. However, although nurse leaders lack delegated authority, their style of leadership is preferable. They are in a position to achieve their agenda without formal authority. This ability is advantageous because Stanley (2006) asserts that people prefer to be led rather than to be managed. Consequently, they may resist and resent the nurse manager, especially when the manager is high-handed. Therefore, as a nurse leader, it is possible to bring positive change to the nursing profession in a shorter time compared to a nurse manager as long as bureaucracy does not stand in the way.

In conclusion, leadership is necessary for every setting that calls for the combined effort of many people. It is even more important for the nursing profession because nurses have become indispensable to the healthcare system, and leadership ensures that they remain committed to providing quality, safe, and reliable care. As such, the best leadership approach should be adopted when leading nurses.

Coonan, P. R. (2007). A Practical Guide to Leadership Development: Skills for Nurse Managers . Danvers, MA: HCPro Incorporated.

Heyrani, A., Maleki, M., Marnani, A. B., Ravaghi, H., Sedaghat, M., Jabbari, M., & Abdi, Z. (2012). Clinical governance implementation in a selected teaching emergency department: A systems approach. Implementation Science , 7 (1), 84.

Kerridge, J. (2012). Why management skills are a priority for nurses. Nursing Times , 109 (9), 16-17.

Stanley, D. (2006). Role conflict: leaders and managers. Nursing Management, 13 (5), 31-37.

Swansburg, R. J. (2002). Introduction to management and leadership for nurse managers (1st ed.). Sudbury, MA: Jones and Bartlett Publishers.

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StudyCorgi. (2020, May 10). Nursing Leadership and Management. https://studycorgi.com/nursing-leadership-and-management/

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Nursing Management Essay

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Nurse management is a nursing area that concentrated on managing the standards for patient care and nursing professionals.

Most healthcare facilities, such as residential care facilities, clinics, and hospitals, require effective nursing management.

When writing a nursing management essay, you should put in more effort and research. Below is a guide on writing a compelling management essay.

Nursing Management and its Purpose

The nurse manager’s role includes creating a healthy and safe environment that contributes to patient engagement and supports the work of th e healthcare team.

They play a central role in fostering a culture of professionalism and collaboration within an interdisciplinary team to enhance patient outcomes.

In most cases, nurse Managers influence healthcare provider-patient relationships as well as how the healthcare providers relate to each other. They also support employee development and facilitate the proper organization in the facility.

The nurse manager provides direction within the nursing department, encourages success and growth, and responds to the patients’ concerns.

Introduction of a Nursing Management Essay

When writing the introduction of a nursing management essay, you should provide a brief overview of the topic and give the outline of the article.

You should make the reader understand the central role that nurses have to play in management.

The managers have both management and nursing experience, which enhances how they direct, control, plan, and improve the efficiency of a facility.

Body of the Nursing Management Essay

The body of your nursing management essay can be about the different roles that nursing professionals play in healthcare.

The nurse managers deal with different issues with patient care, supplies, staff concerns, and relationships with medical staff.

They primarily help ensure the effective running of the nursing department of the healthcare facility.

Empowerment of the Nurses

You should indicate that the nurse manager has a pivotal role to play in improving the existing work environment to attract new talent in the nursing profession.

Therefore, a nurse manager can empower nurses by ensuring autonomy in their practice, expressing confidence in their performance, engaging them in decision-making, and enhancing the meaningfulness of the work.

The nurse empowerment goal is to ensure that they have good working relationships, control over their work, and feelings of reasonable workload.

When nurses are empowered, they become more efficient and stress-free and experience fewer work burnouts and enhanced job satisfaction.

Proper Organization and Communication

You should identify that the primary role of a nurse manager is to organize the nursing team.

However, it can get chaotic, and they should effectively communicate organizational goals, vision, and expectations.

A nurse manager should be highly skilled in identifying and addressing problems, paying attention to every detail, and clear communication.

Managing Differences in the Work Environment

The work environment comprises of people from various backgrounds and age groups working together to guarantee positive patient outcomes. The differences affect people’s belief system and their care delivery.

In the nursing management essay, you should indicate that the nurse manager should reconcile the differences and promote a healthy and safe work environment where everyone continues to thrive .

Staff Retention

You should indicate that nurse managers have a crucial role to play in staff retention in the workplace.

Nurse managers using the transformational leadership style facilitate staff retention and job satisfaction in the healthcare facility.

When nurses feel recognized and appreciated by the manager, it enhanced their job performance and continued affiliation with the facility .

How to Conclude a Nursing Management Essay

When concluding the nursing management essay, you should provide a summary of the details provided in the essay. Lastly, emphasize the significant contributions of a nurse manager in their practice.

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Nurse Manager, Essay Example

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As a nurse manager I will utilize power, quality control, and discipline in my position by blending autocratic and democratic management styles. Often autocratic management is interpreted in a negative way. However it must be noted that there are two types of autocratic management styles(Marquis & Huston, 2011). One is exploitative whereby managers use threats to achieve goals. This type I would chose not to apply in my practice as nurse manager. The other is benevolent in which motivation is based on a system of rewards and punishment. Many modern organizations especially in the private sector adopt this approach without opening admitting it (Modaff, Butler & DeWine, 2008).

In my opinion it is functionally because if there is no autocratic dispensation the tendency to lapse into laissez-faire is highly likely. For example, employees must know that there is a penalty attached to consistently being late. This is not tolerated by most organizations. If it were then there would be no discipline in the work environment. Similar penalties are executed for other performance discrepancies while rewards are offered for high performance. This is a style I would adapt in marinating quality control(Terry, 2003).

Alternatively, when addressing system dysfunctions instead of blaming staff for poor performance I would take the democratic approach soliciting opinions of staff in resolving disputes within the organization. In this way every member of staff input is valuable and considered valuable for the benefit of the organization’s progress. Hence, flexible management approaches are inevitable if nurse mange is to utilize power effectively to ensure quality control, and discipline (Choi, 2007).

Works cited

Choi, S. Democratic Leadership: The Lessons of Exemplary Models for Democratic Governance. The International Journal of Leaderships Studies . 2( 3), 2007; 243-262

Marquis, B. L. & Huston, C. J. Leadership Roles and Management Functions in Nursing. Theory and application. (7th ed.) Philadelphia, PA: Lippincott, Williams & Wilkin. 2011. Print.

Modaff, D. Butler, J., & DeWine, S. Organizational Communication: Foundations, Challenges, and Misunderstandings (3rd ed) Glenview: Pearson Education 2008. Print

Terry, L. Leadership of public bureaucracies: The administrator as conservator (2nd ed.). Armonk, NY: M. E. Sharpe. 2003. Print

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