Introduction
Leadership orientation programs for training new leaders in an organization are vital. This is because it helps create a strong team of accountable individuals. Lack of these programs in the hospital setting results in a decrease in productivity, potential loss of profits, and non-adherence to the culture of the organization. In addition, poor patient satisfaction, and high turnover rates among the nurses are experienced when nurse leaders and managers are not appropriately inducted.
Nursing manager roles are taught in colleges. Thus, promoting a nurse without training those on the new management roles lowers their confidence. This may also lead to turnover due to low nurse satisfaction levels in the workplace. Organizations risk losing competent and talented nurses due to a lack of sound orientation programs. Training of new nurse leaders provides competent employees and competent individuals in the hospital facility.
The objective of this management orientation program is to provide important information to the new nurses and managers regarding the hospital. The administrators and the executives will give an overview of their respective plans and departments. Generally, the goals, mission, objectives, and values of the organization will be presented to the newly employed nurses. In addition, key people, procedures, functional units, and policies will be introduced by the facilitators. The management orientation process will take place within the first 1 month of employment for all new employees. However, the manager will attend an additional orientation program, which will be facilitated by the director of human resource development. A supervisor will be assigned to the new manager, his role will be to mentor and to facilitate the orientation outcome.
Main body
A delegation is an act of assigning authority to other personnel, who can aid in undertaking the daily activities of an organization. Opportunities for growth of staff, staff development capacity and efficient use of time are enhanced by delegation. In regards to nurses, legal parameters should be followed when assigning duties. Self-care is ensured when allocating roles by following the scope of a practice guideline. New nurse managers have challenges that can interfere with effective duty delegations (Goodnough, 2020). Failure to allocate duties adequately to junior nurses can result in unintended outcomes such as nurse turnover.
Meeting with the nursing state review board and the chief nursing officer (CNO) will provide needed guidelines for responsibilities delegation. Resources to be used: Organizational policies and procedures, nurse practice acts, and state board of nursing and professional nursing organization guidelines. The facilitator will be the chief nursing officer.
- Rationale: It is important for a nurse manager to understand the ethical, legal, and safety roles for appropriate delegation of duties.
- Objective: The new nursing manager to demonstrate and understand their responsibility by participating in delegation exercises.
New nurse managers should get inspection training from The Joint Commission and the Occupational Safety and Health Administration (OSHA) every year. The most cited standards and the most problematic rules are researched by the joint commission. For instance, it stated that there is a shift of focus to patient care-centric problems by the health care workers (Kellner et al., 2016). In this session, the nurse managers are equipped with knowledge that can be used for emergency preparedness.
Institutions of healthcare use many types of budgets to monitor their fiscal status. Budget plans or roadmaps are used by nurse managers to ensure that cost-effective services and quality care is provided to the patients (Goodnough, 2020). These road maps are not learned in nursing school. Thus, it is important for nurse leaders to learn how to budget successfully through the orientation program.
The role of nursing managers is complex. It involves numerous accountabilities of quality of care, unit operational, and work outcomes. For this reason, professional development is vital in creating a strong breed of leaders, who can handle these duties efficiently. Training of leaders can take place every year through different platforms such as webinars, computer-based modules, and organized workshops.
Staff management is multifaceted. A nurse leader is responsible for ensuring that the productivity of each employee is fully utilized based on the needs of a unit. Human resources can help the new nurse managers to acquire knowledge of efficient manpower utilization. In addition, they are required to learn and adhere to labor laws proposed by the American Nurses Association (ANA) and Joint Commission regulations.
Conclusion
In this proposed program, new nurses will receive skills, kits, and support to succeed. Orientation of new nurse managers transforms to success in each department (Labelle & Rouleau, 2017). Consequently, the institution also attains its goals too. To ensure the success of new staff in the hospital and the orientation program:
- Support program among team nurses should be introduced
- Evaluation and reflection should be done every year
- Training programs to hone employee skills should be undertaken twice a year
Reference
Goodnough, R. (2020). Always a Nurse: The Clinical Design Program Manager. Nursing Administration Quarterly, 44(1), 31-32.
Kellner, A., Townsend, K., Wilkinson, A., Lawrence, S. A., & Greenfield, D. (2016). Learning to manage: development experiences of hospital frontline managers. Human Resource Management Journal, 26(4), 505-522.
Labelle, V., & Rouleau, L. (2017). The institutional work of hospital risk managers: Democratizing and professionalizing risk management. Journal of Risk Research, 20(8), 1053-1075.