LEADERSHIP LIBRARY
Abstract
This paper analyzes the role of an assistant manager nurse in the hospital. The main focus is on the role that an assistant manager in providing leadership to other staff in the setting of the hospital. In this paper, a specific case has been employed to explain handling employee issues in the hospitals and creating a working environment for the employee nurses. One of the most critical things in any working environment is to develop teamwork and discourage the team from pulling in different directions. The team must always work in the same direction, and they must avoid the problems that are due to disharmony. One issue that makes the team work in harmony is proper leadership in a company.
One of the main tasks of assistant nurse managers is to help the nurse managers with their duties. Assistant nursing managers help the managers in performing the administrative tasks in the hospitals, ensuring that there is proper patient care, helping out with the human resources in the hospital, and training and enhancing the capacity among the human resources in the hospital. Therefore, the assistant manager’s role is that which must ensure that there is proper management in the hospital (Ganz, Wagner & Toren, 2015). Proper leadership in the person of an assistant nurse manager is critical and remains essential to the success in the hospital.
Regarding Isaac’s behavior, my first duty as an assistant manager is to help in finding out his main problem. There might be an underlying problem for Isaac. Therefore, I should research the problem and find out any underlying problem in regards to the behavior exhibited by Isaac. The second role that I should play for Isaac is ensuring that he gets enough psychological advice so that he can perfume and such that he can work in a way that promotes harmony. I should ensure that the work environment is proper for Isaac and other employees. I must recommend transfer, discipline, and recommend other administrative causes for Isaac and other employees whose production is affected.
The first step that I would take for Isaac is to inform him of the complaints that have been raised against him by the fellow employees. After that, I would like to provide a listening ear for Isaac and find out the problem that Isaac has, which prompts him to always overreact and to use abusive language. I would then recommend that Isaac undergoes psychological counselling, which is likely to help him to navigate through the current problem. I would also recommend that Isaac go for a holiday which is important in easing and cooling down the pressure that he might be having in the process. Isaac might be having a buildup of pressure which can only be eased with the holiday.
As a manager, I will have Isaac trained and counselled on the people management skills. This training is likely to rekindle the hidden potential of people management skills. The training will involve interaction with different individuals, which would be the basis of monitoring. I would monitor the steps so that he can have proper people driven skills and attitudes. It is imperative to note that people driven skills are acquired over time and that their skills are critical in developing teamwork. I would also recommend that Isaac be transferred to those departments that he does not have a poor reputation on people relations. I would assign different roles to Isaac, which is likely to catapult him to the learning of the skills in the end. It is important to note that some skills are best learned from the environment when there is a practical application in the systems. Consequently, my role as an assistant manager would push Isaac to learn how to engage other employees.
There is a possibility of an internal revolt among different employees. The employees are not going for holidays, and there is also bound to be exhaustion from their activities. The employees will always be exhausted if they do not go for the holidays. Furthermore, employees are likely to provide low-quality care services since they are frustrated. Holidays and vacations are important to recharge activities for the employees and the nurses (Cotter & Dienemann, 2016). It is important as it rejuvenates the employees and revitalizes the employees. Holiday in the hospital unit is a delicate balance which must be balanced in a way that is not likely to influence the operations of all the actions in the hospital. To the unit, the impact is on low-quality care that is likely to result. The nurses are also likely not to perform according to the expectations. Therefore, it is one problem that must be solved and one problem which requires a multi-sector approach. It is one process that must ensure that people are working to achieve the strategic objectives and aims in hospitals.
However, there are both the positive and the negative consequence that might be brought about by the conflict. The conflict might ensure that the workload is reduced which is a positive impact. However, on a negative note, it might result in exhaustion among the employees. When the employees do not go on holidays, they may reduce the possible cost of hiring and paying for overtime for different employees. This has an impact on reducing the costs, which are a positive factor for the hospital. However, in reality, the impact may influence the operations of the hospitals. The hospital may be affected by the low-quality care that might result from the activities of the nurses. Therefore, the conflict has detrimental impacts on the hospital.
In providing the solution for the conflict, I would employ the dual concern model. In this model, there is always an assumption of the preferred way of dealing with the issue from the individual’s while considering the facts of the case; assertiveness and empathy. In this model, there is a proper balance of what others would gain if the conflicts are resolved and what the individuals would gain from the solution (Rahim, 2017). This model uses five major issues and posturing, which are aimed at providing a solution to the problems. The main issues include; the avoidance of conflict, the yielding of conflict style, competitive conflict style, conciliation conflict style and the cooperative conflict management (Rahim, 2017). The main idea is to generate enough benefits from the conflicts. Conflict, when handled properly, has the potential to positively impact the quality of productions and quality of care in hospitals.
Particularly, I would focus on the cooperation conflict style. The cooperation style focuses on the pro-social behavior and the existence of the pro-self behavior of the employees and the overall functions. The solution for the conflicts lies in the cooperation between the nurses and the management (Das, 2017). This works by providing important solutions and redrawing the maps and engagement with the employees. It is also central in developing a deliberate system in the operation of the hospitals (Das, 2017). It does not avoid the problem but finds common ground for both the nurses and the management in hospitals in that is crucial in creating a conducive environment for improving the quality care. I would also attempt using the yielding conflict style (Das, 2017). This is a method that works by suppressing the conflict to create harmony. This method is also central in developing strong social relationships in the hospital and still pulls the vision of the hospital of providing high-quality care systems.
Summary
To conclude, it is the role of every manager to show leadership. Managers must align the operations of the hospital units with the overall visions for the health. Therefore, for the sake of Isaac, he must be psychologically counselled and retrained to develop proper skills from him, which is likely to give him people-centred skills. This is important in the operations for both Isaac and other nurses. Handling the conflicts is also a central issue that managers must develop if their strategic and tactical objectives are to be achieved. Dual concern model is an overall picture that can work and that can provide the foundation for the solutions of the conflicts in the hospitals.
References
Cotter, E., & Dienemann, J. (2016). Professional development of preceptors improves nurse
outcomes. Journal for Nurses in Professional Development, 32(4), 192-197.
Das, T. K. (2017). Demonetization and Dual Concern Model.
Ganz, F. D., Wagner, N., & Toren, O. (2015). Nurse middle manager ethical dilemmas and moral distress. Nursing Ethics, 22(1), 43-51.
Rahim, M. A. (2017). Managing conflict in organizations. Routledge.