Management on Decline? - page 2
I am currently only a nursing student -- scheduled to graduate May 2008. However, I was speaking to a few nurses that I know very well (both are in their mid 50's). One is a clinical director here in... Read More
0Jun 30, '07 by anonymurseQuote from NRSKarenRNCulture building is the prime management function. Once a culture is built, and yes the possibility has to be inherent in the larger organization, many things will take care of themselves. This is the concept of fire prevention practiced by all vs. putting out fires practiced by one or a handful. Now putting out fires is heroic, and many want to be heroes, so it takes a lot of self-denial, or just an understanding of what works, to build a great culture. Lots of trust. The amount of work involved is staggering, and it's truly a labor of love.Too often focus is on "damage control" and "patient satisfaction" with only administrative crumbs left for positive interaction with staff.
0Jun 30, '07 by llg, BSN, MSN, PhD GuideQuote from traumaRUsI, too, started my MSN as a Nursing Administration major -- but switched to the CNS track halfway through the program. I did officially graduate with a minor in administration, but I have never held a real management role. I have always optend for CNS and Staff Development positions because I don't want the 24-hour responsibility and I don't want the staff to blame me for everything that doesn't go their way.llg is so right! Management-bashing is the latest sport it seems. Besides, I'll be honest. When I went back for my MSN, my idea was to go into management. I worked as the night charge nurse and was expected to keep on top of everything and I do mean everything as well as take patients myself. Nope, that job was fraught with real danger. So...after getting my MSN, I did a post-MSN CNS certificate and guess what? I make more money than my mangement counterparts, am responsible only for my own decisions and like it better.
Management is not something I aspire to.
0Jul 10, '07 by Kelly_the_Great, BSNHi,
I just wanted to thank you all for offering your perspectives as nurses who have "been there."
I've just recently obtained my BSN and had wanted to pursue my MSN with a focus on leadership/administration, so that I could help facilitate positive work environments for the bedside nurse in order to provide for an increased quality of care to the patients.
However, being new to hospital nursing, I sure do see the negativity directed toward our nurse managers. I also see a lack of participation from the staff nurses. I mean, they gripe and complain in the med room yet offer nothing up in the way of concerns (let alone solutions) during staff meetings.
This along with administration's pressures placed upon the nurse manager I'm sure results in an almost impossible situation.
Do y'all think it's totally hopeless state of affairs?
1Jul 10, '07 by llg, BSN, MSN, PhD GuideQuote from Kelly_the_GreatI'm never hopeless. There is always a part of me that continues to hope for the best. But it is pretty bleak right now for people in management positions. They are held accountable by upper-level administrators for the performance of their department, but not given the resources they need to do the job well. Then the staff blames them for everything that happens.
Do y'all think it's totally hopeless state of affairs?
Few staff members show support for their leadership team, making it increasingly difficult to get them together to accomplish anything positive ... or to put your career on the line fighting on your ungrateful staff's behalf.
0Jul 19, '07 by mydesygn, BSN, RNI have managed a small group of staff (6 staff, clerical/secretarial staff) and a unit (40 staff, majority nursing). By far, I would not manage a nursing unit again. However, it was not the staff that soured me on management. The issues I faced with the smaller group were not that different from than with the larger group (just amplified). What soured me on management was that unfortunately, I managed in a situation where I was required to work 1-2 shifts in staffing each week as well as having to co-manage staff with 2 other managers. Those 2 requirements amplified the level of job stress for me particularly co-managing.
I don't think managing is a hopeless cause -- I just believe that there are some hard and fast realities that all managers must develop the techniques and strategies to deal with. There are hard core complainers and hard core complainers are takers, you have to recognize them for what they are and stop spending all your energy and time on their needs -- I know that's easier said than done. But once you begin concentrating on the staff that doesn't live to stir the pot, you will earn their respect and loyalty. Don't get me wrong -- you can't ignore the hard-core complainers but you can stop enabling and supporting their behavior.
As a manager, you have to celebrate the small successes (even if you are the only one celebrating). When I first got my staff schedule out on time with the numbers balanced -- honey, I celebrated, even if I knew somebody was going to come to me the next day and want changes. The reason I celebrated is I had developed an efficient system and now my staff knew without a doubt that the schedule will always be complete on that date consistently without fail. I was doing my job.Last edit by mydesygn on Jul 19, '07