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- Dec 14, '03 by zambeziNursema, I totally agree with your post. Certainly, there could be more going on than is relayed in this thread, and if that is the case, I hope it works out for the OP and you find somewhere that you are happier. Organizations find people to fit their needs apparently these two fit. If you stay, I would remain positive and part of the team, you can't change anything if you are negative and too many bridges are burnt (not that you will be burning bridges ) If there really is an issue and these two were picked on favoritism and not because of ability/leadership qualities, hopefully that will be found out sooner than later. I hope it works out for you
- Dec 15, '03 by -jtwe're unionized, so this does not happen to us. The manager cant just pick her pet. There is a written process that management must follow for open positions.
First the position is posted on the unit and anyone from another shift on that unit can apply to transfer into it. Then the position she vacates on the other shift is the one that is posted in house for 10 days. Anyone on any unit and any shift can apply for it. If someone applies within that time period to transfer into it, they get interviewed for qualification. If they are qualified and in good standing (no recent disciplinary actions), they have to get the job. The manager has no basis to refuse her. If more than one person in house applies, it goes to the most senior qualified. If no one applies to transfer into the open position within those 10 days, it gets advertized outside. Only then may the supervisor offer it to anyone she wants.
BTW, how can they put a temporary employee into a permanent leadership position on your unit? Did anyone ask the manager what happens to that position when that traveler who's getting it up & leaves for a new assignment?Last edit by -jt on Dec 15, '03
- Dec 16, '03 by CherryRNHi everyone.
First, I'd like to thank all of you that replied to my venting post. I know I didn't give many details but that is for privacy and because I was so angry I couldn't write much. lol
The position was posted, but buried under a bunch of other postings. Not everyone on the staff knew about the posting or that we were even starting this leader position on our unit.
It is a known fact that the NM told her two chosen ones about the posting and that was it. No one else was told.
I have absolutely no problem with nurseleaders. I agree that my NM needs help. I take issue with the fact that my NM only told two people about it.
Neither nurse has ICU experience. How will they lead an ICU?
Given that very important fact, then it is proof that her pets are given the position and not because they are qualified for it. One of them is a NOTORIOUS butt kisser. She is NOT QUALIFIED. The other is just a goldenchild to my NM. Which is fine if she has her favorites, but it isn't right to EMPOWER THEM.
These nurses are very friendly acquaintances of mine. I have no personal issues with them. I do have an issue if they are going to be my supervisor, though. They are the type of women that let a little bit of power get to their heads.
Power + no qualifications is a dangerous combination.
I will continue to act the same at work. I will smile and take care of my patients. I will see how it goes, give it some time. But it will be hard. I know this happens everywhere, but it doesn't make it any easier to take. I will not confront anyone on this issue, believe me.
I fight with my hat. I put it on and walk away.
If anyone has any other wise advice, I am always willing to hear it and think about things. Thanks for letting me vent.
- Dec 17, '03 by angelbearI just wanted to say that I think you are handling it exactly right. You said you will continue as before and see what happens you arent saying you wont give it a chance. If things dont work out you intend to leave also agree with that plan. You are right these two do not seem to be qualified for the jobs at all. I would think it would be a completely harey carey and scarey situation to work in. But you never know one or both may rise to the occassion and surprise you. We have a NM who is way less qualified than most of us are and most of the time we avoid her completely she is pretty much a waste of time and budget. Will never understand these moves by higher ups but I am just a little LPN what do I know.
- Dec 17, '03 by llgI am not going to try to judge the qualifications of the 2 people in the original post who were promoted -- because there are a lot of details we do not know. Most notably, we don't know why the NM who hired/promoted them made that decision.
However, I thought I could raise one other point to consider.
A lot of people automatically assume that it is a bad thing that managers often have a pretty good idea who they will promote before a position is posted -- even before it becomes available. In fact, that is a good thing -- something recommended by every leadership expert.
A good leader knows her staff, their strengths, weaknesses, potential for the future, etc. A good leader is always keeping an eye open to spot potential successors and future leaders to nurture. She wants to nurture those staff members who demonstrate leadership potential and seek opportunities for them to develop further. Her choice of candidates for promotion should be based on her on-going assessment of her staff's performance on a daily basis -- NOT just how they did on their promotion application and brief interview.
The application/interview process provides an opportunity for the candidate to highlight certain skills and aspects of themselves that might not be apparent every day. However, the biggest weight in the decision-making will usually be given to the candidates actual performance on an every-day basis as known by the people making the hiring.
Also, sometimes the people with the "most qualifications" are not a good "fit" for the job. I've been involved in such decisions. The people reviewing the applications have to weigh what "seems fair" because of the qualifications of one candidate and what will actuall work out best for the organization in the long because a lesser-qualified candidate will be a better fit. In such a case, the organization usually picks the person that will work out best in the long run because that is their main concern. Setting a well-qualified, but poorly fitting candidate up for failure does not help anyone in the long run.
And as someone said in an earlier post .... Years of experience does not equal more qualified nor more suitable for a job.
I'm real curious as to what the other side of this story is .... what the Nurse Manager would say about why she picked these two people over some of her more experienced staff members. I wonder what her reasons were.
- Dec 18, '03 by angelbearI agree with the above poster that NM should know her staff and have good idea of fit. I just think it would be a good idea especially in said area of nursing that they have some experience.
- Dec 18, '03 by traumaRUsWhile I don't consider myself "brown-nosing" I do work for a manager with whom I agree. We honestly like each other and have a similar management philosphy. However, I was told last year that in order to advance, I would need a better education. So, I am back in school for a combined BSN/MSN. I also keep all my certifications current, I teach CPR/ACLS, I precept and basically do what I am asked to do or what will help the unit out as a whole. I also serve on several hospital-wide committees in order to know what other units are doing. The ER is different from other places so I really enjoy listening to other units problems and trouble-shooting with them.
- Dec 18, '03 by epg_peiOriginally posted by CherryRN
How do I deal with this in the meantime?
I'm just so sick of the favoritism. Why is nursing like this?
- Dec 18, '03 by llgOriginally posted by angelbear
I agree with the above poster that NM should know her staff and have good idea of fit. I just think it would be a good idea especially in said area of nursing that they have some experience.