Congratulations! You have spent the past few months reading the course material related to Management and Leadership in Nursing Practice (Nursing 432) and hopefully you have gained some new knowledge and understanding. Now, you have been given the opportunity to apply some of what you have learned in a �real-life� exercise where you will design your own health care workplace. You were the successful candidate for the following job ad�
A hard-working, intelligent nurse manager/leader who has current knowledge of the principles of leadership and management. The successful applicant has read the course readings and has successfully completed the unit objectives for Nursing 432. The incumbent has the opportunity to create a new health care unit or organization. This new unit or organization can be a new nursing unit in a large urban hospital, a community health facility, a remote rural health clinic, or another type of health care organization where nurses are employed.
The board expects a written submission of approximately 10-12 typed double-spaced pages, excluding title and reference pages, at the completion of this project. The final submission should include references to current literature on nursing management and leadership. References must be in APA format (current edition).
Sections to Include in Your Project
Determine the type of unit or organization you are developing. Give your organization a name. Describe the mission statement and values of your organization.
Draw an organizational chart for your organization including yourself (the head person) in the chart.
Describe yourself at the head of your unit or organization � will you be a leader or manager? What attributes or characteristics will you have or seek to develop? How will you go about developing them?
Describe five strategies you will use to empower staff members.
Describe one team that will function in your organization � include a description of your rationale for forming this team and describe how you will ensure the group will function effectively.
On the first day your new unit opens you come across two nurses having a heated debate in the hallway related to how supplies are ordered for the unit. Describe how you would handle this situation.
e are two types of workforce planning: hard and soft. CIPD (2018) Hard workforce planning is based on quantitative analysis, predicting how many employees, with what skills, are expected to be needed. Soft workforce planning ‘is more explicitly focused on creating and shaping the culture of the organisation so that there is a clear integration between corporate goals and employee values, beliefs and behaviors’ (Marchington and Wilkinson, 1996). It’s about finding a strategy within which information can be considered. The CIPD note the main stages of workforce planning to be: understanding the organisation and the operating environment, analysis of the workforce, determining future workforce needs, identifying gaps in the workforce, developing an action plan, and monitoring and evaluating action plans and solutions. Workforce planning aligns the strategic and business planning process with hiring and retention planning. When workforce planning is properly implemented, it can have many benefits. It can help identify issues early to avoid disruptions and costs. It can also help to identify roles and shortage of talent in the organisation, in order to fill the roles. An example of this is when an organisation is looking to expand their workforce and they can identify what sort of employees they need in order to make the expansion properly. Another advantage of workforce planning is that it can help an organisation retain employees. For example, if there is high turnover in a certain department, workforce planning can help an organisation find the cause of that certain turnover and put strategies in place to prevent it and retain employees. Furthermore, another advantage of workforce planning is that it can help avoid delays or disruptions that can have a negative effect on business profits.
Nonetheless, there are disadvantages of workforce planning. For example, the future is uncertain and there are many external factors that can have an affect on the employment opportunities, such as technological, political and cultural factors. Therefore, organisations cannot rely on workface planning. A further disadvantage of workforce planning is that it is time-consuming: organisations need to acquire all sorts of information and personal requirements of the workforce and then find suitable solutions. The