GRADUATE

CENTRALPHILIPPINE UNIVERSITY
STUDIES SCHOOL
Jaro, Iloilo City

SUBJECT: MAN 625 (NSA LECT)

STUDENT: MA. JODELYN O. ALDEA, RN
1.The quest for excellence and quality is evident by is institutions submitting for the process.
As the future chief nurse of the nursing service. How do you ensure quality, excellence and
standardization for you hospital?
In todays modern world, more hospitals are competing for the Centre for Excellence.
As a future chief nurse in Roxas Memorial Provincial Hospital in Capiz. Firstly, I will create a
culture based upon excellent service in an environment where employees are employed to
perform at their highest level of ability. Every employee and volunteer in the hospital is expected
to demonstrate his/her commitment to the mission and vision. Secondly, I make general and
specific objectives of the hospital based on the standard performance we define. Thirdly, all
nurses who want to apply needs to pass all the required requirements based on the position they
are applying then they need also to pass the Diagnostic exam followed by one on one interview
by me. Fourthly, I will identify who are the potential leaders/managers according to their
specializations who will lead in each respective unit of the hospital. Lastly, I will make sure that
best quality of care is rendered to each patient regardless of their status and condition. Then,
there should be a patient assessment tool which includes from ER to ward/room of choice to be
answer by the patient if able.
On the one hand, I will allocate budget for my nurses in terms of training such as BLS,
ACLS, and other specified trainings either in local, national or international level. In relation to
this also, nurses who want to enrol their selves in continuing education half of their tuition the
hospital will take part of it. On the other hand, nurses including volunteers need to undergo
performance appraisal to be done by head nurses/nurse supervisor to establish standards of
supervisory performance, improve the performance of work groups by examining improving,
correcting interrelationships between members and improve communication between supervisors
and employees and reach an understanding on the objectives of the job.

I will create a positive and collaborative environment with my nurses by linking them to
sports fiesta twice a year, religious activities, holidays party and outings because based on
research studies burnout due to heavy duty hours can lead to unsatisfactory work of nurses as
well as nurses tend to resign and become unproductive.
I do believe in order to become a successful chief nurse your relationship with your
colleagues is very important. Always remember that If you actions inspire others, to dream
more, do more and become more, you are a leader by John Quincy Adams.

2.How do you integrate management process in your workplace? Discuss how to intervene
planning, organizing, directing and controlling? On the following scenarios are issues
confronting nursing managers problem solver please outline your approaches of
management and leadership in nursing.
The management process is universal. It used in the practice of ones profession and even
in running ones day-to-day personal affairs. For nurses, knowledge of this process assures them
smooth functioning of their units to attain their goal of quality care through the judicious use
available human and material resources within specified periods.
In the Philippines, Nursing Service Administrators are required to be academically
prepared. Chief Nurses or Nursing Service Directors of hospitals with 100-bed capacity or more
are required to have a Masters Degree in Nursing with a major in nursing administration, while
Supervising Nurses should have at least nine units of Graduate Studies in Nursing. By then, the
organizations have fully equipped managers who are academically and locally trained assumed
managerial roles.
After completed my NSA lecture class regarding Management Process I do believe that
my technical skills, conceptual skills and personality factors turned to more competent and
confident as a nurse manager. I accept as true, that my skills can help my workplace to integrate
the management process by observing the principles of management and leadership in nursing,
since that Im working in Government Hospital which many concerns and conflict were
unresolved. Here are the issues that I commonly encountered working in RMPH:

Nursing Issues
Budget

Management Process (PLANNING, ORGANIZING,

DIRECTING AND CONTROLLING)
PLANNING:
Built on planned budget. Expenses and activities must
placed under control, otherwise cost may exceed the
appropriate budget and the hospital may not finished and its
operations may not started as targeted.
Personnel policies
a. Salaries paid to various types of nursing personnel
including pay for overtime or shift differential
b. The extent of vacation and sick leaves, holidays, and
c. Provision for the staff development programs including
instructional staff
Standard of nursing care e.g., the kind and amount of care
to be given as it affects the number of hours of bedside care
The amount and kind of labor-saving devices and the
equipment; intercommunication system
The nursing service requirements of the ancillary
departments: clinic, admitting office, emergency rooms
ORGANIZING
Identify needed equipments, facilities and supplies
according to areas such as Medical, Surgical, OB, Pedia
Ward, ICU and Operating Room.
Make a organizational chart according to:
a.
b.
c.
d.
e.

Division of Work
Chain of Command
Type of work performed
Grouping of work segments
Levels of Management
Through this organizational chart will serves as a guide
and framework for the success of the hospital it will
easy also to identify needed budget of certain area.

Such equipments, facilities and supplies.

Look for innovative ways to reduce your budget
DIRECTING
Distribute all nurses according to their specialized field like
ICU nurse, ER nurse and OR nurse.
Disseminate to the respective area s the equipments and
supplies. Separate the new to old ones.
CONTROLLING
Record the equipment and supplies in each area.
Monitor and evaluate the utilization of resources.
Staffing

PLANNING:
Major activities of manpower planning:
Forecasting future manpower requirements
Inventorying, present manpower resources and analysing
the degree to which these are employed optimally
Anticipating manpower problem by projecting present
resources into the future and comparing them with forecast
of requirement to determine their adequacy both
quantitatively and qualitatively.
Planning the necessary program, recruitment, selection,
trainings, development, motivation, and compensation so
that future manpower will be met.
Steps of manpower planning:
Scrutiny of present personnel strength
Anticipation of man power needs
Investigation of turnover personnel
Planning job requirements and job description
ORGANIZING:
Determine the number and types of personnel needed to
fulfil the philosophy, meet fiscal planning responsibilities,
and carryout the chosen patient care management
organization
Recruit, interview, select, and assign personnel based on

established job description performance standards.

Use organizational resources for induction and orientation
Ascertain that each employee is adequately socialized to
organizational values and unit norms.
Use creative and flexible scheduling based on patient care
needs to increase productivity and retention
Develop a program of staff education that will assist
employees meeting the goals of the organization
Design a staffing plan that specifies how many nursing
personnel in each classification will be assigned to each
nursing unit for each shift and how vacation and holiday
time will be requested and scheduled.
DIRECTING:
Provide an all professional nurse staff in critical care units,
operating rooms, labour and emergency room
Provide sufficient staff to permit a 1:1 nurse- patient ratio
for each shift in every critical care unit
Staff the general medical, surgical, obstetrics and
gynaecology, paediatric and psychiatric units to achieve a
2:1 professional- practical nurse ratio.
Provide sufficient nursing staff in general, medical,
surgical, obstetrics and gynaecology, paediatric and
psychiatric units to permit a 1:5 nurse patient ratio on a day
and afternoon shifts and 1:10 nurse- patient ratio on night
shift.
Involve the heads of the nursing staffs and all nursing
personnel in designing the departments overall staffing
program.
Empower the head nurse to adjust work schedules for unit
nursing personnel to remedy any staff excess or deficiency

caused by census fluctuation or employee absence.

CONTROLLING
Annual employees performance appraisal
Patient satisfactory assessment tool
Comparing the results of performance with standards and
objectives is one of the easiest steps in control process. If
the performance matches standards and objectives, Im
assured as a manger that then needs of patients are met.
3.How do you resolve conflict among staff?
As nurse manager it is one of the most important aspect of my job is to manage the conflict in the
hospital. The optimal goal in resolving conflict is creating a win-win solution for all involved.
This outcome is not possible in every situation, and often the managers goal is to manage the
conflict in a manner that lessens the perceptual differences that exist between the involved
parties.
In compromising. Each party gives up something it wants. Although many see
compromise as an optimum conflict resolution strategy, antagonistic cooperation may
result in a lose-lose situation because either or both parties perceive they have given up
more than the other and may, therefore, feel defeated.
The competing approach is used when one party pursues what it wants at the expense of
the others. Because only one party wins, the competing party seeks the win regardless of
the cost to others. Booth (1993) refers to this type of resolution as forcing because it
imposes ones preference on another. Win-lose conflict resolution strategies leave the
loser angry. Frustrated, and wanting to get even in the future.
Cooperating is the opposite of competing. In the cooperating approach, one party
scarifies his or her beliefs and wants to allow the other party to win. The actual problem
is usually not solved in this win-lose situation. Accommodating is another term that may

be used for this strategy. The person cooperating on accommodating often collects IOUs
from the other party that can be used at a later date. Cooperating and accommodating are
appropriate political strategies if the item in conflict is not of high value to the person
doing the accommodating.
Smoothing is used to manage a conflict situation. One person smoothes others involved
in the conflict in an effort to reduce the emotional component moderate or cooperate with
other party. Smoothing occurs when one party in a conflict attempts to compliment the
other party or to focus on agreements rather the differences.
Avoiding approach, the parties involved are aware of a conflict but choose not to
acknowledge it or attempt to resolve it. Avoidance may be indicated in trivial
disagreements, when the cost of dealing with the conflict exceeds the benefits of solving
it, when the problem should be solved by people other than yourself, when one party is
more powerful than the other, and when the conflict remains, often only to reemerge at a
later time in an even more exaggerated fashion.
Collaborating is an assertive and cooperative means of conflict resolution that results in a
win-win solution. In collaboration, all parties set aside their original goals and work
together to establish a supraordinate or priority common goal. In doing so, all parties
accept mutual responsibility for teaching the supraordinate gosh.
Withdrawing from the conflict simply means that one party is removed thereby making it
possible to resolve the issue. It produces the same results as smoothing.
Forcing is a method that yields an immediate end to the conflict but leaves the cause of
the conflict unresolved. A superior can issue orders but the subordinate will lack
commitment to the demanded action.
Some of the basic rules on mediating a conflict between two or more parties are:
1. Establish clear guidelines and make them known to all.

2. Do not postpone indefinitely. Select a time that is best for all parties.
3. Create an environment that makes people comfortable to make suggestions. Energize
them and promote creative thinking leading to better solutions and strengthening of
relationships.
4. Keep a two way communication. Encourage full expression of positive and negative
feelings with an accepting atmosphere. Allow open and complete discussion of the
problem from each of the participants. Maintain equity in the duration of each partys
presentation.
5. Stress a peaceful resolution rather than confrontation. Build a bridge of understanding.
Focus on issues and not on personalities. Protect each others self respect.
6. Emphasize shared interest. Examine all solutions and select the most acceptable to both
parties. Include the development of plans for successful resolution of the problem.
7. Follow up on the progress of the plan. Give feedback to participants regarding their
cooperation in resolving the conflict.
Conflict management keeps conflict from escalating, makes work productive and helps translate
conflict into a positive or constructive force.
4.How should you conduct and evaluation meeting with an employee with an employee whose
work is unsatisfactory?
Being at the first level of supervision, the head nurses or senior Nurses are in the best
position to know there staff nurses perform satisfactory at work. Their influence has an impact
on promoting quality care to patients.
Performance Appraisal is the most valuable tool in controlling human resources and
productivity. It reflects how well the personnel have performed during a specific period of time.
It is used to select qualified individuals for promotion or transfer and identify satisfactory
employees for demotion or termination.
After the evaluation using performance appraisal each staff nurse will be called and given
a chance talk by the evaluator. Employees who do not perform well should be counselled, guided

and supervised to improve performance. Modified assignments such as starting on less busy units
or uncomplicated cases may be done to encourage self confidence.
Weak performers should be warned that all employees are held accountable for their
performance. If, after a given period of guidance and counselling, a worker is not able to perform
his or her duties according to the standards of care, termination of services should be taken to
prevent risks of legal liabilities. Problems dealing with weak workers can be greatly reduced
through proper screening and setting up selection standards.

5.How can you continue to work with the boss you dislike?
At my first month in RMPH I dont like my head nurse because shes very demanding
and intimidating. But the succeeding months I just observed her strength and weakness. I just
discovered we have similarities in terms of checking the charts and attending nursing updates. So
in that way, I help her checking the charts for incomplete data and I often go with her in seminar
and trainings it becomes our form of bonding. Unconsciously we become friends. Now she gave
me bigger responsibilities and she know that I can do it without her supervision.
Whenever I feel that everything will turn down I always remind myself with this
quotation, The most important practical lesson that can be given to nurses is to teach them what
to OBSERVE by Florence Nightingale.