Available:*
Library | Item Barcode | Call Number | Material Type | Item Category 1 | Status |
---|---|---|---|---|---|
Searching... | 30000005167493 | RT89 S94 2000 | Open Access Book | Book | Searching... |
On Order
Summary
Summary
Information technology has become an increasingly important part of counselling and psychotherapy. This text, with contributions from internationally leading figures, provides an up-to-the-minute, precise and practical guide to the different ways in which technology can be used in therapeutic work, including e-mail and Internet relay chat, telephone, video-link and stand-alone software packages. As well as discussing vital ethical, theoretical and practical considerations for practitioners, the authors look at the likely impact of these technologies on therapeutic relationships and the outcomes that can be expected. Technology's impact is explored from the perspectives of both therapists and clients, including individual therapy, groups, supervision and training, and supported by extensive case studies.
Excerpts
Excerpts
Leading and managing are essential skills for all nurses Lin today's rapidly changing health care arena. New graduates find themselves man grog unlicensed assistive personnel, and experienced nurses are managing groups of health care providers from a variety of disciplines and educational levels. Declining revenues and increasing costs mandate that every organization use its resources efficiently. Thus, nurses are challenged to manage effectively with fewer resources. Never has the information presented in this textbook been needed more. Effective Leadership & Management in Nursing, Sixth Edition, can help both student nurses and those with practice experience acquire the skills needed to ensure success in today's dynamic health care environment. FEATURES OF THE SIXTH EDITION Effective Leadership & Management in Nursing has made a significant and lasting contribution to the education of nurses and nurse managers in its five previous editions. Used worldwide, this award-winning textbook is now offered in an updated and revised edition to reflect changes in the current health care system and in response to suggestions from the book's users. The Sixth Edition builds upon the work of previous contributors to provide the most up-to-date and comprehensive learning package for today's busy students and professionals. Student-Friendly Learning Tools Designed with the adult learner in mind, the book focuses on the application of the content presented with specific guidelines for implementing the skills included. To further illustrate and emphasize key points, each chapter in this edition includes these features: Chapter outline and preview New MediaLink boxes in each chapter introduce readers to resources and activities on the Companion Website at www.prenhall.com/sullivan-decker . MediaLink tabs in the chapter margins encourage students to use the website activities. Key terms defined on the pages where they first appear What You Know Now lists at end of each chapter A list of "tools," or key behaviors, for using the skills presented in the chapter Case Studies with Manager's Checklist to demonstrate application of content Questions to Challenge You to help-students relate concepts to their experience Up-to-date references Excerpted from Effective Leadership and Management in Nursing by Eleanor J. Sullivan, Phillip J. Decker All rights reserved by the original copyright owners. Excerpts are provided for display purposes only and may not be reproduced, reprinted or distributed without the written permission of the publisher.Table of Contents
Part I Understanding Nursing Management and Organizations | p. 1 |
Chapter 1 Introduction to Nursing Management | p. 2 |
The Changing Health Care System | p. 3 |
Cost Containment | p. 3 |
Quality and Outcomes | p. 4 |
Rural Health Care | p. 4 |
Cultural Diversity | p. 5 |
Changes in Nursing | p. 5 |
Challenges for Nurse Managers | p. 6 |
Chapter 2 Organizational Theory and Design | p. 8 |
Organizational Theories | p. 9 |
Classical Theory | p. 9 |
Neoclassical Theory | p. 11 |
Systems Theory | p. 11 |
Contingency Theory | p. 12 |
Chaos Theory | p. 13 |
Health Care Organizations | p. 13 |
Types of Health Care Organizations | p. 13 |
Interorganizational Relationships | p. 16 |
Diversification | p. 16 |
Organizational Structure | p. 17 |
Functional Structure | p. 17 |
Service-Integrated Structure | p. 18 |
Hybrid Structure | p. 19 |
Matrix Structure | p. 19 |
Parallel Structure | p. 20 |
Shared Governance | p. 20 |
Self-Organizing Structures | p. 22 |
Redesigning, Restructuring, and Reengineering | p. 22 |
Strategic Planning | p. 24 |
Values | p. 25 |
Vision | p. 25 |
Mission | p. 25 |
Philosophy | p. 25 |
Goals | p. 25 |
Organizational Environment and Culture | p. 25 |
Chapter 3 Nursing Care Delivery Systems | p. 29 |
Types of Nursing Care Delivery Systems | p. 30 |
Functional Nursing | p. 31 |
Team Nursing | p. 31 |
Total Patient Care | p. 33 |
Primary Nursing | p. 33 |
Practice Partnerships | p. 34 |
Case Management | p. 34 |
Differentiated Practice | p. 38 |
Patient-Centered Care | p. 39 |
Chapter 4 Leading and Managing | p. 41 |
Leaders and Managers | p. 42 |
Leadership | p. 42 |
Power: How Managers and Leaders Get Things Done | p. 43 |
Leadership Theories | p. 47 |
Trait Theories | p. 47 |
Behavioral Theories | p. 47 |
Contingency Theories | p. 50 |
Contemporary Theories | p. 56 |
Management Functions | p. 58 |
Classical Description | p. 58 |
Mintzberg's Behavioral Description | p. 60 |
A Contemporary Model of Managerial Work | p. 61 |
Roles and Functions of Nursing Managers | p. 62 |
Levels of Management | p. 63 |
First-Level Management | p. 63 |
Middle-Level Management | p. 65 |
Upper-Level Management | p. 66 |
Charge Nurse | p. 67 |
Staff Nurse | p. 67 |
Chapter 5 Legal and Ethical Issues | p. 70 |
Laws and Ethics | p. 71 |
Ethical Decision Making | p. 72 |
Ethical Theories | p. 72 |
Ethical Principles | p. 72 |
The Legal System | p. 73 |
Sources of Law | p. 73 |
Types of Law | p. 74 |
Tort Law | p. 75 |
Liability | p. 75 |
Legal Issues in Nursing | p. 76 |
Nursing Licensure | p. 76 |
Patient Care Issues | p. 77 |
Management Issues | p. 79 |
Employment Issues | p. 83 |
Chapter 6 Power and Politics | p. 88 |
Politics: The Art of Influencing | p. 89 |
A Framework for Political Action | p. 90 |
Politics in the Workplace | p. 90 |
Politics in Government | p. 91 |
Politics in Financing | p. 91 |
Politics in the Organization | p. 91 |
Politics in the Community | p. 92 |
Power and Leadership | p. 93 |
Image as Power | p. 93 |
Using Power to Increase your Professional Influence | p. 95 |
Why Power? | p. 95 |
Power plus Vision | p. 96 |
Applying Power and Politics to Managing Nursing Care | p. 97 |
How Nursing's Voice Can Become Powerful | p. 97 |
The Impact of Power and Politics on Nursing's Future | p. 99 |
Part II Key Skills in Nursing Management | p. 101 |
Chapter 7 Budgeting and Resource Allocation | p. 103 |
The Budgeting Process | p. 104 |
Approaches to Budgeting | p. 105 |
Incremental Budget | p. 105 |
Zero-Based Budget | p. 106 |
Fixed or Variable Budgets | p. 106 |
The Operating Budget | p. 106 |
The Revenue Budget | p. 106 |
The Expense Budget | p. 107 |
Determining the Salary (Personnel) Budget | p. 108 |
Benefits | p. 108 |
Shift Differentials | p. 108 |
Overtime | p. 109 |
On-Call Hours | p. 110 |
Bonuses and Premiums | p. 110 |
Salary Increases | p. 110 |
Final Considerations | p. 110 |
Managing the Supply and Nonsalary Expense Budget | p. 110 |
Developing the Capital Budget | p. 111 |
Timetable for the Budgeting Process | p. 111 |
Monitoring Budgetary Performance during the Year | p. 111 |
Variance Analysis | p. 113 |
Position Control | p. 115 |
Staff Impact on Budgetary Performance | p. 115 |
Future Trends | p. 115 |
Chapter 8 Effectiveness, Efficiency, and Productivity | p. 117 |
What Are Effectiveness, Efficiency, and Productivity in Health Care? | p. 118 |
Organizational Effectiveness in Health Care Today | p. 118 |
Health Care Inputs | p. 119 |
Health Care Outputs | p. 119 |
Output or Outcome? | p. 121 |
Effectiveness | p. 121 |
Efficiency | p. 121 |
What Is Nursing Productivity? | p. 122 |
Measuring Nursing Productivity | p. 122 |
Resources per Patient Day | p. 122 |
Utilization Rates | p. 123 |
Improving Nursing Effectiveness, Efficiency, and Productivity | p. 125 |
Changes in Use of Inputs | p. 126 |
Changes in the Process of Care | p. 126 |
Chapter 9 Quality Management | p. 133 |
History of Quality Management | p. 134 |
Total Quality Management (TQM) | p. 135 |
TQM Characteristics | p. 137 |
Continuous Quality Improvement (CQI) | p. 138 |
Comprehensive Components of Quality Management | p. 140 |
CQI--How It Works: A Practical Example | p. 142 |
Risk Management | p. 143 |
A Risk Management Program | p. 143 |
Nursing's Role in Risk Management | p. 144 |
Examples of Risk | p. 144 |
Role of the Nurse Manager | p. 146 |
Key Behaviors for Handling Complaints | p. 147 |
A Caring Attitude | p. 147 |
Evaluation of Risk Management | p. 148 |
Chapter 10 Problem Solving and Decision Making | p. 150 |
Critical Thinking | p. 151 |
Problem Solving | p. 152 |
Problem-Solving Methods | p. 152 |
The Problem-Solving Process | p. 154 |
Group Problem Solving | p. 157 |
Decision Making | p. 159 |
Types of Decisions | p. 160 |
Decision-Making Conditions | p. 160 |
The Decision-Making Process | p. 162 |
Decision-Making Techniques | p. 163 |
Group Decision Making | p. 164 |
Stumbling Blocks | p. 167 |
Creativity in Decision Making | p. 168 |
Characteristics of Creative Persons | p. 168 |
Managing Creativity in Health Care Settings | p. 169 |
Chapter 11 Communication and Conflict | p. 172 |
Communication | p. 173 |
Modes of Communication | p. 173 |
Directions of Communication | p. 174 |
Factors Influencing Communication | p. 175 |
Assertiveness | p. 178 |
The Role of Communication in Leadership | p. 179 |
Communicating with Different Populations | p. 179 |
Subordinates | p. 179 |
Superiors | p. 180 |
Peers | p. 182 |
Medical Staff | p. 182 |
Other Health Care Personnel | p. 184 |
Patients and Families | p. 184 |
Difficult People | p. 184 |
Conflict | p. 185 |
Conflict Process Model | p. 186 |
Conflict Management | p. 188 |
Goals of Conflict Management | p. 189 |
Conflict Management Modes | p. 191 |
Other Conflict Management Techniques | p. 191 |
Chapter 12 Using Management Information Systems | p. 195 |
Information Systems | p. 196 |
Management Information Systems | p. 196 |
Hospital Information Systems | p. 196 |
Expert Nursing Information Systems | p. 196 |
Benefits of Using Information Systems | p. 196 |
Obstacles Associated with Information Systems | p. 197 |
Computer Applications in Nursing | p. 198 |
Patient-Care Applications | p. 198 |
Nursing Management Systems | p. 199 |
Communication Systems | p. 199 |
Educational Applications | p. 201 |
Research Applications | p. 201 |
Software Selection and System Implementation | p. 201 |
Selecting a System: The Decision-Making Process | p. 201 |
Ethical and Social Considerations | p. 203 |
The Nurse Informatics Specialist | p. 203 |
Future Trends in Informatics | p. 204 |
Chapter 13 Stress and Time Management | p. 206 |
The Nature of Stress | p. 207 |
Causes of Stress | p. 208 |
Role Conflict and Role Ambiguity | p. 210 |
Consequences of Stress | p. 211 |
Managing Stress | p. 211 |
Personal Methods | p. 211 |
Organizational Methods | p. 212 |
Time Management | p. 213 |
Goal Setting | p. 213 |
Delegation | p. 214 |
Time Analysis | p. 214 |
Setting Priorities | p. 215 |
Daily Planning and Scheduling | p. 216 |
Grouping Activities and Minimizing Routine Work | p. 216 |
Implementation | p. 216 |
Personal Organization and Self-Discipline | p. 216 |
Controlling Interruptions | p. 217 |
Paperwork | p. 218 |
Respecting Time | p. 219 |
Chapter 14 Effective Delegation | p. 221 |
Defining Delegation | p. 222 |
Responsibility and Accountability | p. 222 |
Authority | p. 223 |
Differentiating Delegation from Work Allocation | p. 224 |
Benefits of Delegation | p. 224 |
Benefits to the Delegator | p. 224 |
Benefits to the Delegate | p. 224 |
Benefits to the Organization | p. 224 |
Benefits to the Patient | p. 224 |
The Delegation Process | p. 224 |
Identifying and Defining the Task and Level of Delegation | p. 224 |
Determining Who | p. 226 |
Describing Expectations | p. 227 |
Reaching Agreement | p. 227 |
Monitoring Performance and Providing Feedback | p. 227 |
Accepting Delegation | p. 227 |
Obstacles to Delegation | p. 228 |
A Nonsupportive Environment | p. 228 |
An Insecure Delegator | p. 228 |
An Unwilling Delegate | p. 231 |
Ineffective Delegation | p. 231 |
Underdelegation | p. 231 |
Reverse Delegation | p. 231 |
Overdelegation | p. 231 |
Liability and Delegation | p. 231 |
Chapter 15 Building and Managing Teams | p. 233 |
Differentiating Groups from Teams | p. 234 |
Group and Team Processes | p. 236 |
Phases of Group and Team Development | p. 236 |
Team-Building | p. 238 |
Characteristics of Groups | p. 239 |
Norms | p. 239 |
Roles | p. 240 |
Communication in Groups | p. 241 |
How Groups Affect Individuals | p. 241 |
The Nurse Manager as Team Leader | p. 242 |
Group Task | p. 243 |
Group Size and Composition | p. 243 |
Managing Committees and Task Forces | p. 243 |
Guidelines for Conducting Meetings | p. 244 |
Managing Task Forces | p. 245 |
Patient Care Conferences | p. 246 |
Chapter 16 Initiating and Managing Change | p. 248 |
Nurse as Change Agent | p. 249 |
Nurse as Entrepreneur | p. 249 |
The Process of Change | p. 250 |
Change Theories | p. 250 |
Lewin's Force-Field Model | p. 250 |
Lippitt's Phases of Change | p. 250 |
Havelock's Model | p. 252 |
Rogers' Diffusion of Innovations | p. 252 |
Using Change Theories in Nursing | p. 252 |
Planning Change | p. 252 |
Assessment | p. 254 |
Planning | p. 255 |
Implementation | p. 255 |
Evaluation | p. 256 |
Change Agent Strategies | p. 256 |
Power-Coercive Strategies | p. 257 |
Empirical-Rational Model | p. 257 |
Normative-Reeducative Strategies | p. 257 |
Change Agent Skills | p. 258 |
Responses to Change | p. 258 |
Politics of Change | p. 259 |
Part III Human Resource Management | p. 263 |
Chapter 17 Recruiting and Selecting Staff | p. 264 |
The Recruitment and Selection Process | p. 265 |
Job Analysis | p. 267 |
Recruitment | p. 268 |
Where to Look | p. 268 |
How to Look--Recruiting Sources | p. 269 |
When to Look | p. 269 |
How to Sell the Organization | p. 269 |
Cross-Training as a Recruitment Strategy | p. 270 |
Interviewing | p. 270 |
Principles for Effective Interviewing | p. 271 |
Developing Structured Interview Guides | p. 272 |
Involving Staff in the Interview Process | p. 277 |
Interview Reliability and Validity | p. 277 |
Education, Experience, Licensure, and Physical Examinations | p. 278 |
Integration of Information | p. 279 |
Legality in Hiring | p. 279 |
Negligent Hiring | p. 282 |
Chapter 18 Allocating Staff Resource | p. 284 |
Staffing and Scheduling | p. 285 |
Patient Classification Systems | p. 285 |
Determining Nursing Care Hours | p. 288 |
Determining FTEs | p. 288 |
Determining Staffing Mix | p. 289 |
Determining Distribution of Staff | p. 289 |
Scheduling | p. 291 |
Creative Staffing and Scheduling | p. 291 |
Supplemental Staff | p. 291 |
Turnover | p. 293 |
Measurement Issues | p. 294 |
Consequences of Turnover | p. 294 |
A Model of Employee Turnover | p. 295 |
Strategies for Controlling Turnover | p. 296 |
A Systems Perspective | p. 296 |
Chapter 19 Performance Appraisal | p. 300 |
A Model of Job Performance | p. 301 |
Employee Motivation | p. 301 |
Motivational Theories | p. 301 |
Employee Ability | p. 307 |
Employee Performance | p. 307 |
The Performance Appraisal | p. 308 |
Evaluation Philosophy | p. 309 |
Components to Be Evaluated | p. 310 |
Specific Evaluation Methods | p. 311 |
Potential Appraisal Problems | p. 313 |
The Appraiser | p. 315 |
Documenting Performance | p. 316 |
Diagnosing Performance Problems | p. 318 |
The Performance Appraisal Interview | p. 318 |
Preparing for the Interview | p. 318 |
The Interview | p. 320 |
Key Behaviors for an Appraisal Interview | p. 320 |
Improving Appraisal Accuracy | p. 321 |
Appraiser Ability | p. 321 |
Appraiser Motivation | p. 322 |
Rules of Thumb | p. 322 |
Chapter 20 Enhancing Employee Performance | p. 325 |
Staff Development | p. 326 |
Needs Assessment | p. 326 |
Planning | p. 327 |
Implementation | p. 330 |
Evaluation | p. 333 |
Designing Staff Development Programs for a Multicultural Staff | p. 334 |
Day-to-Day Coaching | p. 335 |
Dealing with a Policy or Procedure Violation | p. 336 |
Disciplining Employees | p. 337 |
Terminating Employees | p. 337 |
Chapter 21 Managing Selected Personnel Problems | p. 340 |
Employees with Problems | p. 341 |
Overachievers or Super-Achievers | p. 341 |
Disgruntled Employees | p. 341 |
Overstressed Employees | p. 341 |
The Employee with a Substance Abuse Problem | p. 342 |
Absenteeism | p. 346 |
A Model of Employee Attendance | p. 346 |
Managing Employee Absenteeism | p. 348 |
Absenteeism Policies | p. 349 |
A Systems Perspective | p. 350 |
Family and Medical Leave | p. 350 |
Workplace Violence | p. 351 |
Chapter 22 Collective Bargaining | p. 353 |
Federal Legal Structure for Labor-Management Relations | p. 354 |
Early Federal Regulations of Collective Bargaining | p. 354 |
National Labor Relations Act (Wagner Act) | p. 354 |
The Labor-Management Relations Act (Taft-Hartley Act) | p. 355 |
Labor Management Reporting and Disclosure Act | p. 356 |
Federal Sector Collective Bargaining | p. 356 |
1974 Health Care Amendments to Taft-Hartley | p. 356 |
Process of Unionization | p. 357 |
Selection of a Bargaining Agent | p. 357 |
Certification to Contract | p. 358 |
Contract Administration | p. 358 |
Decertification | p. 358 |
The Nurse Manager's Role | p. 359 |
The Grievance Process: An Example | p. 359 |
Strikes | p. 360 |
Major Issues in Collective Bargaining for Nurses | p. 360 |
Unit Determination | p. 360 |
Labor-Management Committees | p. 361 |
Definition of Supervisor | p. 362 |
Nurses, Unions, and Professional Associations | p. 362 |
Future of Collective Bargaining | p. 364 |
Index | p. 367 |