Nursing

Running head: THE EXPERIENCE 1

The Organizational Analysis: Your experience

Claudia Morales, RN

The University of Texas at Arlington School of Nursing

N4455 Nursing Leadership and Management

Maryol, Gladys, RN, MHA

September 7, 2017

RN-BSN Program

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THE EXPERIENCE 2

The Organizational Analysis: Your experience

In this paper I bring together my nurse leader shadowing experience and my reflections. I

will discuss how Ortho/Neuro and Clinical Decision Unit (CDU) manager Amanda Wigder, RN,

MSN, CMSRN handles conflict and its effectiveness. I also reflect on my own leadership skills

and my nurse manager leadership skills with examples. I end this paper by discussing if I would

want a manager position and how to develop myself for professional growth.

Observations

I had the pleasure to shadow Amanda Wigder, RN, MSN, CMSRN and was able to

observe her interact with her staff members, peers and her superiors. Amanda is currently the

manager of a thirty-five bed Orthopedic/Neurology unit and a twelve bed observation unit called

Clinical Decision Unit (CDU). She practices a democratic leadership style when managing

Ortho/Neuro and CDU. According to AANAC this style of leadership encourages open

communication and staff participation in decisions (2013). Workers are given responsibility,

accountability, and feedback regarding their performance (AANAC, 2013). Furthermore she

does not focus on individual mistakes, but of quality improvement of systems and processes

(AANAC, 2013). For example, rather than focusing on individual mistakes she encourages open

discussions in how to make the unit safer. Open discussions have led to many unit changes. For

instance, CDU is a 12 bed unit and from 7p-7a staffing calls for only two RN’s. To decrease

patient fall rates the staffing grid was updated and staffing now calls for two RN’s and a nurse

assistant when census is at 8-12 patients.

The week I observed Amanda was quite interesting in that both Ortho/Neuro and CDU

were closed due to low patient census and to decrease hospital cost both units were merged with

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THE EXPERIENCE 3

the cardiac unit. There were two situations in which I was able to observe Amanda handle

conflict. The first conflict that I observed was with an Ortho/Neuro nurse. Due to the three units

being merged many of the staff were put on-call more than once and this led to a nurse being

upset because she needed the hours to pay bills. Amanda listened to the nurse concerns, but in

order to be fair to everyone Amanda reinforced to the nurse that she was next in line to be placed

on-call. I felt that Amanda was effective in handling this situation because she used the low

census policy to guide her decision and not emotions. It just so happened that on my shadow day

the Chief Nursing Officer gave Amanda approval to re-open the Ortho/Neuro unit. Amanda was

effective in handling conflict with the ER, PACU and ICU managers in when they were

attempting to transfer patients all at the same time. Amanda and her Ortho/Neuro team build a

consensus that the patient transfers and admissions needed to slow down for patient safety.

Amanda was able to communicate the unit’s concerns with the other managers and they all

agreed to slow down the pace. I felt that Amanda was effective in communicating her unit’s

concerns which led to results.

Reflections

My initial impression of the nurse manager was that their main job responsibility was to

manage the unit’s daily operations. From attending meetings with Amanda and learning more

about her credentials and involvement in the hospital my opinion definitely changed. A nurse

manager not only manages daily operations, but also has to be a model for the nursing

profession. Now I understand why they say nursing is not a job, but a profession. For example,

Amanda not only manages the unit’s operations, she is studying for another certification exam

and she is involved in hospital councils.

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THE EXPERIENCE 4

I feel that my style of leadership falls under transformational leadership. This style of

leadership is based on building relationships and motivating staff members through a shared

vision and mission (AANAC, 2013). I feel that I have a lot of charisma and can inspire people to

do things they were not sure they could do by giving encouragement (AANAC, 2013). For

example, I have gotten many compliments in when I precept new nurses. I also believe that my

leadership style will not complement the organizations because the med-surg units are too big

and it would be challenging to motivate the staff to be high performances especially when the

units are already short staffed, busy, etc. However, my leadership style would complement the

Clinical Decision Unit because the unit is smaller therefore easier to manage.

A leader also has to be skilled and knowledgeable of their health care environment in

order to lead. Amanda exceeded my expectations in this skill because she took charge and

communicated to other managers that a change was needed. She showed dedication to her staff,

the organization and to patient safety. By have a democratic leadership style Amanda was

effective in having an open discussion with ER, ICU and PACU managers which led to safe

patient transfers. A second manager leadership skill is the ability to give feedback on

performance. I was able to observe Amanda give her feed back to the Chief Nursing Officer in

when she was asked what qualities she would like to see in the new Director of Inpatient

Services. This observation showed that the Chief Nursing Officer and Amanda’s leadership style

compliments one another, which is better for the organization.

Communications

I have been an acute care nurse for about two and a half years and being a nurse manager

is not for me because I do not have the passion for it. A nurse manager means you have to be

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THE EXPERIENCE 5

committed to the unit, but also to the organization by being involved in shared decision councils.

A nurse manager is more stressful than being a staff nurse, because a manager has to take their

work home with them and need to be available by phone. However, I can see myself being a

team lead and to get there I need to work on my communication skills and confidence. Enrolling

in a communication course can help improve my communication etiquette. For example, listen

before speaking. I can also join a nursing council because that shows that I want to be involved.

In addition, earning my Bachelor’s Degree in Nursing would also strengthen my credentials for a

team lead position.

Summary

Overall, I feel that shadowing a nurse leader was a great experience. I have about two and

half years experience and I feel that this project came at the right point of my life. I have much

admiration and respect for management and their commitment to their organization. It takes a

strong person to lead a group of vibrant personalities. Amanda is a great role model and the

organization is lucky to have someone passionate on making the organization stronger. She is an

effective leader and her leadership skills show. This experience has also made me recognized that

the traditional hospital nursing career pathway is not for me and that I need to start looking at

professional growth outside of acute care.

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THE EXPERIENCE 6

Reference

AANAC. (2013). Nursing Leadership management & leadership styles. Retrieved from

https://www.aanac.org/docs/white-papers/2013-nursing-leadership---management-

leadership-styles.pdf?sfvrsn=4

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