Nursing care is among the most versatile line of work within the health care sector. In the recent past, this department has adapted to different change where practices have been advanced. Due to this advancement nurses are now able to practice on an expanded scope because they are now taking responsibilities they could not take in the past. However, this department is yet to enjoy the liberty of nurse leadership practices due to various reasons. Due to this shortage articles and well-researched health journals have taken to discuss this issue. Moreover, the benefits related to this innovation have been analyzed with different implementations formulas being provided in support of this need be improvement. Also, the time necessary to fully implement this change and the processes involved has been tackled. Therefore, this study will discuss the change needed in this sector, its benefits, the implementation strategies needed, and the time duration that this procedure will take.
The health department has witnessed remarkable changes within the social, economical, technological, revolutions, and renovations context. Some of these changes are very versatile that the entire health sector needs to participate actively in curbing the potential threats accrued to each. The nursing industry being one of the key players in resolving medical crises should be supported extensively towards attaining the preferred skills. The best approach towards dealing with these recurrent changes would be through revamping the nursing roles to ensure that they are more resilient in surveillance, management, and prevention of diseases (Abraham,2011). This is also an excellent opportunity to take up practices, nursing leadership, and education more seriously so that policy development within this system can be influenced thus impacting this department positively. Moreover, changing the nursing staff to take up leadership traits will ensure that professional advancement and innovation within this unit is realized. Besides, this change provides a way through which individuals in nursing can consider specialization, and seize opportunities to create innovative roles within this sector (Clavelle et al., 2012). However, before this innovation can be formulated and implemented the entire industry should first make an agreement with both the education institutions and care organizations.
The nursing professional practice environment should change primarily because they are still performing in practical labor market platforms that no longer match up to their capabilities. The reason why nurses need to take up leadership roles is that they are vital professionals within the health care sector who possess vast cognitive knowledge. Besides, nurses exhibit self-motivated creativity, understand the system well, and their skills are advanced. Moreover, nurses are exquisite at integrating research-based evidence into practice; they are excellent critical thinkers who can provide individualized holistic care and make informed decisions solely (Abraham, 2011). These unique attributes they make within the health sector should be recognized. As a result, nurses should be acquitted leadership skills that will help them continue with the good work they are doing of delivering effectively to populations in need of their care. Therefore, the best way of encouraging their autonomy is by allowing nurses to apply their creativity and ensuring that they adopt their leadership skills consequently.
On another approach promoting nursing leadership within the health sector will make sure that the problem of accessibility and lengthy waiting time is resolved. This is because nurses with advanced skills can take to assessing and diagnose a patient by the evidence-based practice approach. Therefore, the health sector and all institutions associated should consider supporting the nurse leadership mechanism. The reason to support this empowerment will ensure that nurses are empowered to transfer their acquired knowledge successfully into practice through defined policies.
This innovation should begin implementation at the undergraduate level. Therefore, those taking up nursing after attaining their undergraduate degrees will be well prepared to provide the health sector with nurse leadership skills. However, the education institutions should ensure to provide an opportunity where undergraduate nurses can further refine and advance their leadership roles through post-graduate studies. To support early specialization in this program, the legal institution should provide several frameworks regarding this endeavor (Abraham, 2011). They should thus establish the standards, licensing mechanisms, and standards of nurse leaders like all other specialists. With consideration that this step may be met with several setbacks, the right platform should thus ensure to apply evidence where they can provide evidence on the positive impacts related to specialized nursing in various departments.
To make sure that leadership nursing is implemented in the health sector unit the entire system should change the practice models that have been enacted. These changes will thus reflect the needs of the patient whereby nurses will be placed on the right people to serve this individual by their issues. With this kind of charge nurses will be able to help compellingly persons in the remote or rural areas where a doctors professional practices may not be available (Abraham, 2011). Moreover, hospital policies and legislations barring nursing from acting on behalf of a physician should be eliminated completely to allow them to undertake such works. Notably, nurses have shown positive results where they are providing quality health care because they are being allowed to take independent practices.
Also, leadership programs should be introduced in the formal education sector to ensure that this innovation is realized. Although most individuals develop into fully pledged leaders the experience they are exposed to leads them towards that direction. Nonetheless, formal education is the best way to ensure that more nurses are trained into becoming leaders within the health department. Also, nurses should be provided with mentorship programs. Those in leadership within this department can carry out these programs. These leaders can either facilitate formal training or act as preceptors for the other nurses without leadership skills (Clavelle et al., 2012). Moreover, nurses should be allowed to participate actively in policy-making processes. By so doing they will be able to ensure that, the laws established related to what they believe and would practice as leaders. Moreover, providing them an opportunity to help in policymaking processes will ensure that nurses start adapting the leadership nature through envisioning themselves as the leaders in their departments.
As it is the process of implementing the nurse leadership into the education institutions and the medical organization may take extended periods. This is because the schools will have to change their curriculum to accommodate the leadership classes or modules. On the other hand, the medical organizations in a bid to impact this knowledge in their staff will have to start by first initiating communication with their nurse practitioners who are used to functioning more than delegating. Also, they will have to undertake extensive training processes, formulate feedback mechanisms, measure their impacts, and sometimes redesign their approaches. Besides, individuals who are interested in specializing in nursing leadership will have to go back to school and take classes which can enhance their knowledge and sharpen their skills further (Clavelle et al., 2012). That is why there is need actively to manage the process of changing nurse leadership.
In essence, nursing is changing and transforming on a daily basis a norm that the entire medical system cannot evade. However, this department has remained stagnant with the uniquely structured sector of nursing lagging behind regarding leadership. That is why it is important that the health profession takes to changing the nursing roles by evolving their practice environments, policy decisions, and care models to suit the capabilities of nurses. To ensure that implementation is done properly the health sector should ensure that nurses receive further formal education and mentorship programs to nurture them towards this change. Nonetheless, there is no assurance that this step will become functional immediately. The entire process will involve extensive training, restructuring of school curriculums, and full evaluations within organizations to ensure that this innovation is realized.
Abraham, P. J. (2011). Developing nurse leaders: a program enhancing staff nurse leadership
skills and professionalism. Nursing administration quarterly, 35(4), 306-312.
Clavelle, J. T., Drenkard, K., Tullai-McGuinness, S., & Fitzpatrick, J. J. (2012).
Transformational leadership practices of chief nursing officers in Magnet organizations. Journal of Nursing Administration, 42(4), 195-201.
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