| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "DELEGATING NURSING TASKS": |
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Delegating Nursing Tasks, 2006.
An examination of the issue of Registered Nurses (RNs) delegating tasks to unlicensed personnel.
920 words (approx. 3.7 pages), 3 sources, APA, $ 31.95
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Abstract
This paper looks at problem of Registered Nurses (RNs) delegating tasks and activities to unlicensed personnel. The paper documents which tasks/activities can be delegated and which cannot, and attempts to elucidate who determines these rights and responsibilities -- that states or the boards of nursing.
From the Paper
"The NCSBN is working on a position paper on the delegation of duties by nurses to unlicensed assistive personnel. The Board of Nursing regulates nursing practice and the State Nurse Practice Acts determine what level of licensed nurse is authorized to delegate..."
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School Nursing Issues, 2006.
A look at the problems associated with delegating the administration of medication by a school nurse.
1,125 words (approx. 4.5 pages), 8 sources, $ 44.95
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Abstract
One of the major issues that school nurses struggle with is over delegating authority to administer student medications. This paper highlights statistics of student medication use and guidelines, nurse-student ratios and recommendations and delegation options. The paper concludes with a series of recommendations for delegating the administration of medications safely and comments on implications for nursing.
From the Paper
"Delegating the administration of medications to students, especially in elementary schools is one of the most challenging and precarious tasks a school nurse faces. McCarthy (2000) states that for the 5.6% of students that receive daily medication, only 25% of nurses actually administer the medications, with 66% of secretaries, 40% of school aides, 38% of teachers and 18% parents administering the rest. While Healthy People 2010 (US Department of Health and Human Services, 2000) advocates a ratio of at least 1 nurse to every 750 students, this is goal is rarely met, especially with declining funds for education. Price, Dake, Murnan and Telljohann (2003) report that only 52.9% of schools staff a school nurse on more than a 30 hour a week basis, with 43% of elementary schools having a school nurse on staff full time."
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Leadership and Nursing, 2007.
This paper explains the functions of leaders in nursing environments using a metaphor of a gardener.
1,080 words (approx. 4.3 pages), 3 sources, MLA, $ 37.95
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Abstract
The paper discusses how a leader within a nursing unit is no different than a leader in any other organizational environment. The leader must take on a dynamic role, work to influence team members and must ensure a cohesive and collaborative work environment. The paper compares this to the role of a gardener. The paper notes that good communication skills, a charismatic personality and the ability to delegate tasks effectively are all critical skills necessary for a leader to succeed in the nursing environment. Likewise, a gardener has to take charge of the plants in their environment with flexibility and adaptability.
Table of Contents:
Leadership Defined
Gardener Metaphor for Leader
Job Roles of Leader
Characteristics of a Leader
Conclusions
From the Paper
"There are various metaphors one may use to describe the leader in the nursing environment. The metaphor that best describes my nursing unit is that of gardener. A gardener must know how to handle and raise various types of plants, possess the ability to problem solve, understand what the specific needs of each different plant are including the need for sunlight and water and also understand how to care for the garden as a whole. This is much like the responsibility associated with nursing leadership."
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Classical Music and Spatial Tasks, 2005.
A methodological critique of an experiment analyzing the relationship between classical music exposure and an improvement in spatial tasks.
675 words (approx. 2.7 pages), 1 source, $ 26.95
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Abstract
This essay critiques an experiment testing the use of classical music to improve the test scores of a number of spatial tasks. The paper describes the methodology of the experiment and discusses the findings, particularly that exposure to complexly-structured classical music leads to an improvement in abstract reasoning ability.
From the Paper
"In the experiment studying music and spatial task performance, the purpose was to "demonstrate the correlation between music cognition and cognitions pertaining to abstract operations such as mathematical or spatial reasoning." The experimenter's findings were that: exposure to complexly-structured classical music leads to an improvement in abstract reasoning ability. According to the statistics, this hypothesis seems correct, but there are a number of aspects of the study which are in need of improvement. One weak area of the study is length of time the music was played for. In the study, the students listened to ten minutes of classical music, ten minutes of a relaxation tape, and ten minutes of silence, prior to performing standard IQ spatial reasoning tasks."
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Using Non-Nursing Personnel for Nursing Tasks, 2004.
A look at the advantages and disadvantages of using non-nursing personnel to perform nursing tasks.
1,356 words (approx. 5.4 pages), 6 sources, APA, $ 47.95
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Abstract
This paper considers the reasons for using non-nursing personnel to perform nursing tasks and then takes a look at the advantages and disadvantages of doing so. The paper also discusses the outlook for using non-nursing personnel in the nursing profession as well as the decline in qualified nurses in the labor pool.
From the Paper
"Much has been written about the nursing shortage that plagues physicians, hospitals and nursing homes in the United States. At the same time that there are fewer qualified nurses available in the work force a number of states and municipalities have passed regulations regarding the nurse-to-patient ratio that is making the situation even more acute. As a result, healthcare providers have been forced to be innovative in the way that they attract nurses to their institutions and recruiting efforts..."
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Delegation, 2005.
A discussion on delegation by managers especially at the Federal Reserve Bank.
935 words (approx. 3.7 pages), 4 sources, APA, $ 33.95
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Abstract
This paper explains that delegation is a style of management in which the manager allows his or her staff to use and develop their skills and knowledge by doing duties, which the manager entrusts to the employee to get done, thus allowing the manager to focus on other tasks. The author points out that, at the Federal Reserve Bank, delegation does not happen very often as there are few tasks for managers to delegate. The paper relates that one delegated task is training; rather than having the manager train a new employee, other employees decide on the training needed and how to adapt the training schedule to accommodate special circumstances.
From the Paper
"Another example of delegation in my department at the Federal Reserve Bank is how information is shared with others. There are people in my department that have been there for many, many years, and there are new people that have recently been hired. Many of the Senior Representatives know a lot about the department without having to look up information, or know exactly where that information is found without having to look for it for very long. Our manager asked a Senior Representative to collect all of the questions that were being asked and to share the information with everyone. He did not say how to do it, but gave the representative the freedom to choose the best way to share the information, allowing him to make the decisions necessary."
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Management and Delegation, 2001.
A look into the delegation process and the importance of delegation for correct management procedures.
1,175 words (approx. 4.7 pages), 2 sources, $ 40.95
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Abstract
This paper discusses the factors that make for successful delegation of tasks, how people work together and what managers should take into consideration about their subordinates or associates in the delegation process. The author focuses on delegation in the nursing profession.
From the Paper
"The team atmosphere in a hospital or medical unit is very similar to the same structure as provided in a professional sport. In football, the quarterback calls the plays that determine how the ball will be handled, if it will be ?rushed? or thrown, which player will be involved, who will catch or run, if the ball will be thrown to an end or a wide receiver. Each play is different and requires one of a familiar patterns of team action, but the overriding purpose of each play is the same: to move the team toward the goal."
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Delegation, 2005.
This paper discuses the management practice of delegation especially as applied to the United States Air Force.
760 words (approx. 3.0 pages), 1 source, APA, $ 27.95
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Abstract
This paper explains that, in delegation, tasks are pushed to the lowest possible level in order for senior managers to focus on broader issues; however, delegation requires many skills and is not always used effectively to achieve the four functions of management. The author points out that, due to its size and scope, the United States Air Force (USAF) has no choice but to practice delegation at every possible level. The paper relates that, in the USAF, delegation is achieved through a highly structured rank system where tasks and the responsibility for them are theoretically pushed down to the lowest level where people, who are most familiar with a problem or situation, are the ones capable of providing a solution. The author states that this approach coincides with the three main levels of planning: strategic, tactical, and operational.
From the Paper
"Delegation requires a vast array of skills to be used effectively. Communication skills are among the most prized; as is patience and trust. This is another shortcoming of the military, as communication skills are seldom taught or developed in a manner that would facilitate effective delegation. Possessing good interpersonal and communication skills allows managers to successfully convey their desired end results to workers. Clearly defined goals provide a framework with which employees have more leeway to accomplish their tasks."
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Delegation, 2004.
An analysis of how managers in an organization delegate as part of their management responsibilities.
1,846 words (approx. 7.4 pages), 10 sources, MLA, $ 59.95
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Abstract
This paper discusses the concept of delegation. The paper contends that managers delegate not as a means to lessen their workload, but to allow the subordinate employees they supervise to grow competently. The paper examines effective delegation, claiming that it involves a bi-dimensional discussion and understanding. The paper explains the importance for managers to be clear about the delegated tasks and give the employees ample scope to ask questions, evaluate the progress, and offer assistance as needed.
From the Paper
"Delegation results in more competent managers. It is not feasible to organize all the responsibilities of the department directly by the manager. With a view to achieving the objectives of the organization it is quite necessary to concentrate on its goals and to see that all the works are performed skillfully, that entails the delegation of the powers by the managers. The powers of the managers here signify to the legal influence of the managers within the vicinity of their positions to steer the junior staffs in desired directions. With the increase in scale, such authority of the managers or a fraction thereof is delegated and utilized in the name of the manager. Delegation in general refers to downward flow of powers from higher authority to lower ones. The delegation vests the employees with necessary authorities to act on behalf of the managers, where as the ultimate liability for the results rests with the managers."
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Delegation in the Real Estate World, 2005.
A look at the importance of the leadership characteristic of delegation in the real estate economic world.
1,354 words (approx. 5.4 pages), 2 sources, MLA, $ 45.95
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Abstract
Proper use of delegation in any setting is an essential component of leadership. This paper examines how delegation used by managers in a real estate office can improve the results management gets from their staff, by not only assisting in the task completion process, but also by improving the team oriented atmosphere of the office and staff.
Outline
Introduction
Delegation and Real Estate
Effective Leadership and Delegation
Delegation Skills
Conclusion
From the Paper
"A great leader in any setting, but particularly with respect to a real estate office, delegates by assigning responsibilities to others and allowing the person assigned the task to make independent decisions regarding the outcome of the assignment delegated. The lack of delegation ability in a manager is usually the result of a manager's inability to let go of personal control and effort in certain situations, particularly stressful situations.
Delegation most often fails when a manager is not able to set priorities and clear their plates of tasks that can be delegated. More often than not delegation does not work effectively when a manager feels they must take on more responsibility rather than assign tasks to effective and capable employees to help clear the work load. Many managers mistakenly adopt an authoritarian leadership stance which often leads to resentment and resistance as employees in a real estate setting are not given the opportunity to work cohesively as a team, build trust, and help each other achieve the greatest possible good for the organization as a whole."
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Delegation, 2002.
Discusses the various issues surrounding the delegation of work at a managerial level.
2,650 words (approx. 10.6 pages), 7 sources, $ 97.95
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Abstract
Delegation is a powerful process that helps people become better than they ever dreamed they could be. The heart of delegating is developing and growing people. It marks a big step in your professional development when you realize that other people can help you do a better job than you could do alone. Delegation accomplishes the following: it helps you get more done; it shares details about a project with someone else, giving others a backup contact when you're not available; it frees up administrative duties, letting you concentrate on important things you never have time to accomplish such as long-range planning; it helps to form a team, creating a sense of belonging among employees; it teaches elements of your job to another employee so you can take on new responsibilities and get promoted. When you move up, someone you've developed through delegation steps in and the department continues to run smoothly; and, it gives you time to learn new skills so you keep growing. It is the purpose of this paper to examine the various elements of managerial delegation and how best to approach it as a business function.
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Delegation, 2004.
Discusses the importance of delegation in human resources management.
794 words (approx. 3.2 pages), 3 sources, APA, $ 28.95
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Abstract
This paper begins with a definition of delegation. It then offers several guidelines to effectively delegate within the framework of human resources management before showing the five steps to delegation. Finally, the paper looks at the benefits of delegating work to others.
From the Paper
"Everyone benefits from delegation by having time to accomplish the management duties that often get neglected. This may include long range planning, innovation, and coordination with your work group and representing your work group and its members to higher management. These things don?t get done well when you are heavily involved in the day-to-day work of your section. The delegator has more time for advance skills while the delegatee gains new skills and abilities. The entire organization achieves goals more efficiently and improves the quality of care and satisfaction of the entire company."
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Delegation in Business, 2005.
Shows how the author used the concept of delegation in his business.
781 words (approx. 3.1 pages), 1 source, APA, $ 27.95
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Abstract
Using his personal experience, the author of this paper explains when delegation is used in his business, how delegation could be used more effectively in planning, organizing, leading, and controlling a business, and describes what skills are needed for delegation.
From the Paper
"It is said, "That which does not kill you will only make you stronger." In other words adversity can make you stronger. The implication is that it is only be true to a point and it is essential to know what that point is. It is important to be aware of your strengths and weaknesses and to have a firm grasp on your schedule so you can know when you should remain in control of a task and when to delegate it."
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Effective Delegation, 2007.
An analysis of the different styles of effective delegation in a health care setting.
3,304 words (approx. 13.2 pages), 7 sources, MLA, $ 94.95
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Abstract
This paper shows how delegation applies to the health care industry and related fields. The paper provides a series of examples and real-life references to explain how to reach a professional delegation status. It displays two different styles of delegation and how to use them in different situations and explains the different steps to follow and barriers to overcome. The paper discusses psychological considerations and describes how to master this necessary tool.
Table of Contents:
Abstract
Delegation: What Is It? What Is It Not?
Development of the Topic: The Two Styles
Delegation Prevention: The Barriers
Application: What Do I Know?
Summary: The Path to Success
From the Paper
"Becoming a delegation master is a skill and job in itself. It takes trial and error, and a lot of patience. You must overcome psychological aspects as well as other barriers. But like everything else, within time, you will become good at it. You should be aware of the effects and consequences, and concentrate on effective and quality delegation. Finally, be aware that as environments, people, rules and regulations change, your style will have to change too. By knowing what works and what doesn't for you, you will be well on your way at mastering this important tool in any health care environment. I wish you great luck and success in your future delegation endeavors."
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Task and Risk Management Plan, 2005.
Presents a task and risk management plan for a new talent management software system.
1,840 words (approx. 7.4 pages), 3 sources, APA, $ 63.95
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Abstract
This paper presents a task and risk management plan for a new talent management software system in the HR department. It includes an abstract, the tasks and milestones required, five specific project risks with their impact on the project and mitigation strategies, the project management plan, key learning points, and a conclusion.
From the Paper
"The task and Risk Management Plan addresses first of all an identification of the tasks and milestones involved in the talent management system project followed by an analysis of the project risks along with an assessment ..."
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