Answer questions APA style 2 Reference Cover page 1. Describe the organizational characteristics of the facility in which you currently have a clinical assignment. Include the following: a. Type of organization b. Overall climate of the facility c. How the organization is structured d. Formal and informal goals and processes of the organization 2. Why is the work climate of an organization important to nurse leaders and managers? 3. What are the ways in which a nurse can enhance his or her expertise? 4. Explain “shared governance,” and describe how it can affect the power structure of a health-care organization. 5. Why is it important for staff nurses to understand the culture and real goals of the organization in which they work? 1. Describe your ideal organization. Explain each feature and why you think it is important. 2. Interview one of the staff nurses on your unit. Find out what practices within the organization help to empower the nurses. Compare this list of practices with those discussed in the textbook. 3. Recall the last time you walked into a hospital, clinic, or physician’s office for the first time. What was your first impression? Did you feel comfortable and welcome? Why or why not? If you could change the first impression this facility makes, what would you do? 4-What changes could be made at a very low cost? What changes would be expensive?Finally, discuss why it is important for a health-care facility to make a good first impression

1. Organizational Characteristics of the Facility

a. Type of organization: The facility in which I currently have a clinical assignment is a large tertiary care hospital. It offers a comprehensive range of medical, surgical, and diagnostic services and serves as a referral center for complex cases. It also functions as an academic medical center, affiliated with a medical school and research institution.

b. Overall climate of the facility: The overall climate of the facility is highly focused on patient-centered care, interprofessional collaboration, and continuous improvement. It aims to provide high-quality, safe, and compassionate care to patients. The organizational culture emphasizes teamwork, innovation, and professionalism.

c. Organization structure: The hospital is organized hierarchically, with a clear chain of command and well-defined roles and responsibilities for each level of staff. The structure includes various departments and units, each headed by a manager or director who reports to the executive leadership team. There are also committees and councils that facilitate communication and decision-making within the organization.

d. Formal and informal goals and processes: The formal goals of the organization include delivering excellent clinical outcomes, ensuring patient satisfaction, promoting research and innovation, and providing education and training to healthcare professionals. The organization has formal processes in place to monitor and improve quality, safety, and efficiency of care delivery. Informally, the organization values employee engagement, professional growth, and collaboration among different departments and disciplines.

2. Importance of Work Climate to Nurse Leaders and Managers

The work climate of an organization is crucial for nurse leaders and managers for several reasons. Firstly, a positive work climate promotes employee satisfaction, engagement, and retention. Nurses who feel valued, supported, and empowered are more likely to perform at their best and remain committed to the organization. This, in turn, contributes to improved patient outcomes and organizational success.

Secondly, the work climate influences teamwork and collaboration among healthcare professionals. A positive work climate fosters open communication, trust, and respect among colleagues, which is vital for effective interprofessional collaboration. Nurse leaders and managers play a key role in creating and maintaining a positive work climate that encourages teamwork and cooperation.

Thirdly, the work climate has a direct impact on the quality and safety of patient care. When nurses work in an environment characterized by high morale, clear communication, and supportive leadership, they are more likely to provide safe and effective care. Conversely, a negative work climate can lead to decreased morale, increased stress, and lower job satisfaction, which can compromise patient safety.

In summary, nurse leaders and managers must recognize the importance of the work climate in their organizations. They should strive to create a positive and supportive environment that promotes employee satisfaction, teamwork, and high-quality patient care.

3. Ways to Enhance Nurse Expertise

Nurses can enhance their expertise through various strategies and opportunities for professional growth. Some ways in which a nurse can enhance their expertise include:

Continuing Education: Pursuing advanced degrees, attending conferences, workshops, and seminars, and participating in online courses can help nurses acquire new knowledge and skills in specific areas of interest.

Specialty Certification: Obtaining specialty certifications demonstrates expertise in a particular area of nursing practice. Certification requires a rigorous examination and ongoing professional development, which enhances nurses’ knowledge and skills in their specialty.

Clinical Experience: Gaining diverse and challenging clinical experiences can expand nurses’ expertise and competence. By working in different settings and caring for patients with various conditions, nurses can develop a broader perspective and deepen their clinical judgment.

Research and Evidence-Based Practice: Engaging in research activities and utilizing evidence-based practice contribute to enhancing nurses’ expertise. By staying updated with the latest research findings and applying evidence-based guidelines in their practice, nurses can provide high-quality, evidence-based care.

Mentoring and Preceptorship: Being mentored by experienced nurses or serving as a preceptor for new nurses can enhance professional development. Mentoring provides guidance, support, and opportunities for learning from experienced nurses’ knowledge and expertise.

4. Shared Governance and its Impact on Power Structure

Shared governance is a system of decision-making that involves nurses and other healthcare professionals in shaping the policies, procedures, and practice standards within a healthcare organization. It aims to distribute power and authority, allowing frontline staff to participate in decision-making processes that directly affect their work.

Shared governance can affect the power structure of a healthcare organization in several ways. Firstly, it empowers nurses by giving them a voice in decision-making and allowing them to contribute to the development of policies and guidelines. This shifts the power from a top-down management approach to a more collaborative and equitable approach, where frontline staff have a say in shaping the organization’s direction.

Secondly, shared governance fosters accountability and responsibility among nurses. When nurses have ownership over decision-making processes, they become more engaged and invested in the outcomes. This can lead to increased job satisfaction and improved quality of care.

Thirdly, shared governance encourages collaboration and teamwork among healthcare professionals. By involving nurses, physicians, and other staff in decision-making, shared governance promotes interprofessional collaboration, breaks down silos, and improves communication and coordination of care.

Overall, shared governance can have a transformative effect on the power structure of a healthcare organization by empowering frontline staff, fostering accountability, and enhancing collaboration among healthcare professionals.