Does Delegation Help or Hurt Nursing?

The first treat school was established in India in ab kayoed 250 B.C., and only men were permitted to attend because men were viewed to be more than pure than women. If you think of a woman dressed in scrubs with a stethoscope around her neck and a clipboard in her hands, you bent alone. An overwhelming majority of suck ups in the United States today are women. However, nursing began as a practice reserved for men. It wasnt until the 1800s that nursing became an nonionised practice.During the Crimean War, Florence nightingale and 38 volunteer throws were sent to the main British plurality in Turkey. Nightingale and her rung immediately began to clean the hospital and equipment and organize patient take. Nightingale pushed for reform of hospital sanitation methods and invented methods of graphing statistical data. When she returned to Britain, Nightingale aided in the establishment of the olympian Commission on the haleness of the Army. As a woman, Nightingale could non be appointed to the Royal Commission, unless she composed the Commissions report. (Travel Nurses of America, 2010) Completed, the report was over 1,000 pages in length and embarrassd detai take statistical information.Nightingales workplace led to drastic changes in army medical accusation, the establishment of an Army checkup School and medical records, and ignited the growth of nursing as an nonionized profession. For these contributions, Nightingale is widely accepted as the fo chthonic of nursing. Ironic onlyy, nursing has been interpreted on as a feminine profession, although as aforementioned, that was not its intention. nursing are an highly lively component of health care stage settings. harmonise to the World Health Organization, nursing is defined as much(prenominal) nursing encompasses autonomousand collaborative care of individuals of entirely ages, families, groups and communities, sick or well and in all settings. It includes the promotion of health, the prevention of illness, and the care of ill, disabled and dying people. (WHO, 2011)Keeping that definition in mind, nurses ensure that patients are universe taken care of properly and efficiently. It is obvious that one nurse alone bay windownot do all the work that a health setting guides. This is where the idea of missionary post comes into play. unmatchable of the vitals skill required by the Registered Nurse is the skill to arrogate toils to quashs (Saccomanos and Pinto-Zipp, 2011). When labors are proxyd to promoters, the RN remains grudgeable ( nursing and Midwifery Council 2008). This concept of work military mission has positive and negative effects.On one hand, it helps the RN (Registered Nurse) do more work in a shorter period of time, except the downfall is that if the subsidiary company makes any mistakes, the results could be fatal and would still roost solely on the hands of the RN. Hence, military commission involves responsibility, account index and authority (Sullivan &ump Decker 2005, p. 144). This research theme will analyze the role of a RN in simile to missionary station.Chapter Two Nursing and Delegation- Who Does What? This essay will examine the role of the registered nurse in relation to missionary work. Areas that will be examined include definitions of committee, benefits of distributing workloads, focussing in relation to delegation, nursing process and procedures when assign, common mishaps of delegation, five unspoilts of delegation, and barriers nurses moldiness(prenominal) throw through when to deputation. In conclusion, this paper will hopefully convey the wideness of an RN, delegation, and how this effects the bore of care patients receive.Delegation stand be a utilitarian tool that cuts costs, or a costly disaster waiting to excrete From a management prospective, delegation is the idea of assigning confinements to other employees that a manager is currently undertaking. While delegation trick be extremely helpful for speed, the question of efficiency and accuracy come into play. Delegation is seen as a daily routine in clinical settings which laughingstock be traced back even to the Bible. Moses deputed to his Father-in-Law Jethro, asking why would everyone sit around and stir you work alone? But what does delegation mean to Nursing? Delegation, as defined by the American Nurses Association, isthe ability to handover responsibility for the performance of a duty from one mortal to another while universe held accountable for the outcome. (ANA, 2005)While effective, relegating another person in a health setting has its risks. Supervision is an inborn tool in delegation because it involves mode, military rank and fall up which must be provided by the RN to those she/he is depute the task to (Finkelman 2006). However, the National Council of State Boards of Nursing (1995) also defines delegation as giving authorization to a capable individual to execute a particu lar nursing task in a particular situation. harmonize to Lookinland, author of Team Nursing, the Registered Nurse was solely responsible for the care of the patients but due to staff shortage, budgetary constraints and high rate of sicker patients, the need to attribute duties to other Non-Registered effect arose.(Team Nursing, 2005)Delegation provides a lot of benefits for both the organization and the staff. comprise effectiveness and time savings have been place as the benefits of delegation as these helps the organization to utilize resources and staff in an conquer way (Finkelman 2006). Consequently, Pearce (2006) suggested that delegating repetitive tasks could lead to RNs time creation used efficiently for other tasks. Moreover, when tasks are designate to others, it leads to the tasks world make in an efficient manner and an increase in productivity (Finkelman 2006).In the said(prenominal) light, Potter et al. (2010) rural aread with delegating duties to other st aff, professional growth can occur as these staff have the opportunity of learning radical skills, and having enough time in engaging in other activities. When delegation is used in an effective way, it builds up teams and improves quality care (Finkelman 2006). Chapter ternion Nursing and Delegation- Management Theory.Delegation can be direct (such as vocal instructions e.g. assisting patients with activities of daily living) and indirect which involves activities carried out based on hospital policies (Masters 2009). Nursing management, when referring to Maslows Hierarchy of Needs, is a useful organizational simulation that can be applied to the various nursing models for assessment of a patients strengths, limitations, and need for nursing interventions. (Smeltzer SC, Bare BG, 2004) It is noteworthy to state that in relation to delegation, the registered nurse who denominates task retains accountability and responsibility for such task (ANA 2005).Due to the risks and various factors in a health setting, it is distinguished that a RN upkeeps in mind that when delegating task to any individual, the task should be well understood and that the individual carrying out the task should be knowledgeable, trained and competent enough to carry out the task being delegated (Masters 2009). Accordingly, and when good management is implemented among the nursing staff, when authority is passed from the RN to the delegate during delegation, it is appropriate to inform other members of the organization as they need to be aware of which task has been allocated and to who. It is also positive for the employee to have access to resources as well as for the RN to allow the employee to take control of the task (Finkelman 2006).Also, in the textbook, Fundamentals of Nursing, Patricia Potter stated that when delegating task, the RN must ensure adequate two way communication. Communication should be clear, plan and complete as effective communication is a key segment of d elegation (Potter et al. 2010). As a result, good communication allows the un accredited force out to ask question and seek clarifications where necessary. The RN should ensure that the unaccredited personnel understands what the delegated task entails and that he/she readily accepts the delegation as well as the responsibility that goes with (Finkelman 2006). Therefore, where the RN pure tones that when delegating task to unlicensed personnel whitethorn be unsafe, or that the person lacks competency or if she/he feels they whitethorn not be available to supervise such task, she/he has the the right way to inform the manager and refuse to delegate the task to any person they deem unfit. (NMC 2008)Furthermore, as indicated by the NMC (2008), no one should be under any form of pressure to either delegate or harbor to do a delegated task. Many times nurses have strengths and weaknesses in their profession. It is important to understand or recognize a nurse who is uncomfortable with a task or struggling. Management should also make it clear that staff should communicate to management if they need assistance.Chapter Four How is Nursing Organized? How is delegation run? In nursing, on that point are several categories that an RN can fall into. There are matron nurses, director of nursing, nurse managers and charge nurses. The matron nurse is the head senior nurse and in charge of delegation and subordinatetasks. If tasks and duties fail to be met, they are held accountable. The director of nursing is also a senior nurse, but tend to report to the CEO of the hospital. They oversee all tasks done by the matron, registered nurses and nurse managers. They are responsible for producing data and ensuring standards are being met.Nurse Managers are responsible for a nursing unit and typically report to the matron. They are given a unit of nurses and delegate tasks and patients to them. And and then there is a charge nurse who is the frontline of management for the nurses on a shift. The charge nurse oversees all the RNs. Registered nurses are extremely important in terms of delegation. Registered nurses are above certified nurses assistants and licensed nurse practitioners. It is crucial that an RN supervises and gives feedback on tasks that are performed because this creates an avenue for the subordinate to know where or what went wrong and how it could be improved upon to deliver quality health care. (Pearce 2006)In delegating tasks to an unlicensed personnel, the RN decisions should be based on the delegation process (that is assessment, planning, implementation and evaluation) which will help in decrease the risk associated with delegation (Newmann 2010). The assessment stage looks at if the delegated task is sufficient for the delegate. The planning stage involves determining the competence of the individual to carry out the task and ensuring safety measures, implementation deals with the RN observations through command and evaluatio n gives a breakdown of the completion of the task (Neumann 2010). This process as indicated by Neumann (2010) is done to protect the nurse and employers against any legal issues that may arise as well as for the safety of the patients.Chapter Five Nursing Delegation to Unlicensed Persons. Delegated duties to unlicensed personnel must be deep down their scope of practice for which that person has the develop and not tasks that may require having a certificate or license (Zimmerman 2001). Tasks which may be delegated to unlicensed personnels include tasks like activities of daily living, taking vital signs, errands and clerical duties (Zimmerman 2001). Other tasks which Zimmerman mentioned should not delegate by the RN to unlicensed personnel include duties such as nursing skills that involve invasive procedures, expert knowledge and professional decisions relating topatients care.If the RN delegates tasks inappropriately, it could lead to the loss of her/his readjustment license and issues of liability may need to arise (Finkelman 2006). Before an RN delegates a task to individual or unlicensed personnel, care must be taken into consideration in relation to assessing proper training and level of competency of the individual regardless of how easy the delegated task may appear to be (NCSBN 2005). Unfortunately, the results of a failed task or malpractice do rest on the RN. It is important to delegate to knowledgeable individuals who understand their task fully.Chapter six Procedure, Policies, and Error. There are certain errors and mistakes that occur during delegation. The most reported errors include over delegation, under delegation and illegitimate delegation (Feldman et al. 2008). Over delegation arises when time management skills are not properly developed in an individual or where one is not too sure close their own capability to carry out a task (Feldman et al. 2008). low delegation as stated by Feldman (2008) happens when the RN has no assumptio n in the subordinate to perform the task which is to be delegated while improper delegation means delegating task outside an individuals expertise.In order to avoid such common mistakes and being a professional, when delegating task, the RN must be familiar with the five rights of delegation which the NCBSN (1995) identified as right task, right circumstance, right person, right direction and communication, right supervision and evaluation. The right task has to do with deciding if a task should be delegated for a specific patient. The right circumstances looks at the thickenings environment, clients conditions and available resources. The right person takes into account the right individual delegating the right task to the right person to carry out the task on the right patient.The right direction or communication focuses on communication being clear and having a concise description of the task explained including all expectation for having the tasks accomplished. The right superv ision deals with monitoring the task, implementation, evaluating task and also providing feedback in relation to the task (ANA 2005). These rights as noted by the NCBSN (2005) assists the RN to determine a suitable and appropriate method to use during delegation. Delegation is seen as a process which the RN hasto be properly weaponed and well educated in (Finkelman 2006). However, delegation can become problematic in relation to shortage of staff, having to do obnoxious task and the inexperience of the subordinates (Curtis and Nicholl 2004).Chapter Seven Impact on validation. Administration will then face a barrier such as lack of trust in the subordinates which leads to the attitude of doing it all by myself (Feldman 2008). This can affect effective delegation because when leaders lack trust in their subordinates capabilities, they are likely to make mistakes (Feldman, 2008). Similarly, some RNs may feel they are perfectionist and as a result are unlikely to delegate because of the fear of having to deal with any negative outcomes by the subordinates (Curtis and Nicholl 2004). This causes dislike within administration. It is very expensive to have head nurses on the radical, yet if they wont delegate workload, they must be there.This causes cost to go up, speed to go down, and employee trust to diminish. In relating this to clinical practice, some nurses may not be willing to delegate tasks to student nurses for fear of being held accountable for any mistakes. As stated by the NMC, the RN who decides to delegate is held accountable for such delegation. It causes a lack of trust on the floor from one employee to another. Another barrier as identified by Curtis and Nicholl (2004) occurs when there is shortage of staff or having inexperienced staff members. This leads to staff being overburdened with work load. As suggested by Curtis and Nicholl (2004), when there is shortage of staff, it is imperative for the work load to be lessened until there is an impr ovement in the availability of staff.Chapter Eight Impact on Management. Many nurses may feel that tasks that are to a lower place them can be constituted as a barrier in delegation. As indicated by Feldman (2006) when managers discriminate by delegating tasks which may be unpleasant or boring to certain subordinates and keep the better or interesting tasks for certain people, it leads to subordinates refusal to perform such tasks. For this reason, it is essential to assign task which are interesting and task should be assigned equally and fairly to all individuals concerned taking into account their skills and ability (Kourdi 1999).This impacts management negatively. It causes the head nurses to get away with picking and choosing their tasks while the employees beneath them become frustrated and annoyed. Tasks must be divided up fairly, not just because the head nurse does not want to do them.Conclusion In conclusion, delegation as discussed in the essay is considered to be an ess ential fit of nursing and play an important role for the RN. As Marquis and Hustin (2008) stated, delegation is a necessity and not an option. So it is important that nurses as well as students preparing to become nurses are well trained and equipped in this field. As someone who is going to school in kinfolk for Nursing, I am fully aware that delegation is vital. If there is a team effort, then tasks will get done much accelerated and much more accurate.Delegation is an important nursing skill which requires a overbearing plan to ensure optimal patient care (Finkelman 2006). Referring back to Maslow, nursing needs to be organized and delegated appropriately. Delegation is a skill that can be calculated to minimize costs, maximize quality, and ensure effectiveness. More management courses in health care should be given to depict how to delegate properly, not just with nursing, but perhaps with all health care personnel. Since delegation improves with practice, it is important fo r nurses understand when to delegate and how.Learning these skills will also take a leak the nurses in future to delegate task when they qualify and become RNs. In relation to nursing practice, registered nurses should help other nurses by delegating tasks to them that are within their level of competence as well as making sure that all tasks assigned to them are duly oversee and follow up on the delegated task.