|
|
Support for direct care by middle management
MATOUŠKOVÁ, Amalia
The thesis deals with the problematic of support of the direct nursing by middle management. Head nurses - middle-level managers are responsible for the quality of the provided nursing care, and therefore their interest is to lead their subordinate nurses in a way, that the quality of the nursing care is preserved or constantly improved and that not only by control activities or material security but mostly by support. The objective of the thesis was to find out how nurses perceive the support from middle management within ensuring good-quality direct nursing care. The objective was fulfilled using quantitative and qualitative methods. Quantitative part of the research was made up of 195 respondents. We have compiled the survey which was distributed to practical and general nurses. It was based on in advance laid down ten hypotheses which were connected with the objective of the thesis. At nine hypotheses was proven their validity and the last, tenth hypothesis was not confirmed. Qualitative part of the research was made up of interviews with seven head nurses which informed us about their view on support of the direct nursing care. The result of the research was finding that head nurses more use the control activity than the supporting one. Despite the fact, they consider the support to be sufficient. The greatest obstacle in the support by a head nurse is lack of motivation. The nurses would welcome having the option of feedback, further education and that the head nurse herself would participate in the direct care. From the perspective of management, we found out using which tools and ways they help subordinate nurses to improve the quality of the direct nursing care. Here they get to conflict of answers of subordinate nurses and head nurses. Head nurses think that they motivate their subordinate nurses, enable them to further educate themselves or if it is possible directly participate in the direct nursing care. They are convinced that subordinate nurses do not lack nothing special in the support and if they do it is probably understanding or their constant presence at the department. The output of the thesis is suggestion of recommendation for support of the direct nursing care by middle management which was made on the basis of analysis of the research.
|
|
|
Time management nurse manager in the intensive care
Černohorská, Jitka ; Vaňková, Milena (advisor) ; Lálová, Ilona (referee)
Subjects: This diploma thesis is dedicated to the topic of time management in nursing - it deals with four generations of time management and with its different techniques. Furthermore it describes functions and roles of a manager. Objectives: The main objective of this thesis is to analyse time management issues that concern nurse managers working in intensive care. The main goal of the research is to answer following question: How do nurse managers in intensive care use and organise their working time? Secondary goals are: to name priorities of nurse managers on an ordinary working day, to find out which timekeeping devices do nurse managers use for direct measuring of time consumption, to analyze managerial strategies used by nurse managers for their time management, to sum up the most frequent tasks postponed by nurse managers for a later time and find the reasons of procrastination. Methodology: Data were gained through a combined quantitative and qualitative research design. Quantitative research was done through the use of a time frame of a working day and a working week of nurse managers. Results were presented in boxes and charts to provide a better overview. Data for qualitative analysis were gained through semi-structured interviews in three focus groups. Qualitative data were processed...
|
|
|
Motivating and demotivating factors to increase the qualification of nurses
HOŘEJŠÍ, Jana
The bachelor thesis deals with the question of educating general nurses during the transformation period of medical schools. The current condition was set by Act No. 96/2004 Coll. and its later amendments. The thesis contains a theoretical and practical part. The theoretical part focuses on the profession of a nurse and the qualification preparation for the performance of the profession of general nurse. The objective of the bachelor thesis was to determine what motivates nurses to broaden their qualifications. The second, practical part of the bachelor thesis focuses on the finding using a quantitative survey method that determined the attitudes and opinions of general nurses on lifelong learning and how they feel motivated or demotivated to increase their qualifications. The qualitative part of the survey focused on manager nurses with the aim to map the experience of middle management with the changes in the educational system and with motivating nurses to lifelong learning. The research has shown that the respondents consider the lifelong learning as part of their profession. They are sufficiently informed about opportunities of lifelong learning and prefer passive and short-time education. University education is rather marginalized due the time and financial demands. The main motivator for increase of qualification is certainty of the job retention and the main demotivating factor is the high difficulty of study.
|
|
|
The experience of middle management nurses with motivating, team leadership and improving the competence with their employees.
NOVÁKOVÁ, Tereza
To enable the nurse at least to perform her profession at a standard level, she needs not only material equipment, but also most of all the moral support of her superiors. Sufficient knowledge and experience are important for that profession as well. Another important aspect is to be able to see the meaningful tasks of her work and to have a feeling of certainty. My work has got three targets, which are: Target 1: To show, how the nurses of the middle management motivate their juniors to make them work more efficiently. Target 2: To analyze experience of middle management nurses with a team management. Target 3: To show whether, and in which way the nurses in the middle management motivate their juniors to increase their professional competence. I have used a qualitative research method for my study. A technique of an in-depth discussion was used for the collection of data. The research group contained 14 nurses in chief positions. The statements of individual nurses were categorized. They were divided into six basic groups, which are: Motivation factors, de-motivation factors, composition of the working team, work in a team, education and registration.
|
|
|
The role of the nurse manager in facilitation of adaptation process of new employed anaesthesiological and intensive care nurse
HUDCOVÁ, Lenka
Successful coping with adaptation process by a nurse newly joining an intensive medicine workplace is quite a complicated process. Mastering sophisticated instrumentation, specialist demands of nursing care provision and everyday physical load as well as psychical stress expose each newly coming nurse to a wide spectre of demands the unconditioned coping with which is a basic precondition of successful integration to an elite team. Each incoming nurse (not just at an intensive care workplace) should be particularly supported by her nurse manager in the far from easy adaptation process, who can substantially help a new nurse adapt to the new environment and become an equivalent team member. The Thesis is aimed at the role of a nurse manager in comforting an adaptation process of a nurse joining an ARD and an ICU. The aim of the Thesis was to map the role of a nurse manager in adaptation process of a nurse joining an ARD and an ICU and to find out how such a nurse manager helps a nurse joining an ARD or an ICU with adaptation. Further aims were to map the process of adaptation of a nurse joining an ARD or an ICU itself and to examine the factors that mostly influence the adaptation process of a nurse joining an ARD or an ICU. A combination of qualitative and quantitative research was applied to the research part of the Thesis. A semi-standardized interview conducted with ARD and ICU ward sisters in selected hospitals in Prague was chosen as the data collection technique for the qualitative part. A questionnaire designed for nurses working at ARDs and ICUs in selected Prague hospitals, who themselves were undergoing or have recently undergone such an adaptation process was chosen as the data collection technique for the quantitative part. The aims of the Thesis have been met. The research results clearly showed that the adaptation process of a new nurse is not only based on effective specialist training, but also in integration of the nurse into the existing working team. It is thus necessary for a nurse manager to take sufficient care to the adaptation process and help a new nurse become an equivalent member of the team, which will thus achieve the set goals of the department as well as the whole organization under her efficient guidance. The results of our research may thus contribute to better awareness of the individual motivation factors of the adaptation process among the involved public. Upon the information found about functioning of a nurse manager in the process of adaptation of a nurse joining an ARD or an ICU a thought map was created, which might help as inspiration or as a manual for execution of this highly demanding process itself.
|
|
|
Evaluation of organizational culture in hospitals dimensions: teamwork, communication, related to work.
ŠACHOVÁ, Zuzana
This bachelor´s paper deals with organisation culture of a medical institution and its evaluation in three areas. The theoretical part of the paper defines and deseribes in some detail the areas of communication, team cooperation, and the attitude of nurse to their work.Three aims, which are elaborated in the practical part of the paper, were specified. The aims set were to evaluate the organisation culture in Nemocnice Písek, a.s., in three dimensions: team cooperation, communication, and the attitude of nurse to their work. For these aims, five reserch questions were determined, and these are also elaborated in the practical part of the paper. After having answered the research questions, six hypotheses were formed. Hypothesis One: Nurses are satisfied with communication at their workplace. Hypothesis Two: Nurses evaluate communication with thein superiors positively. Hypothesis Three: Nurses cooperate with all members of the medical team. Hypothesis Four: Nurses evaluate the workplace team positively. Hypothesis Five: Nurses have positive attitude to their work. Hypothesiis Six: Nurses are adequately motivated for their work.The research was performed using qualitative-quantitative method. In the qualitative part of the research, structured interview with the Head Nurses from selected wards of Nemocnice Písek, a.s., were performed. The quantitative part of the research was performed using the inquiry method by means of anonymous questionnaire technique. The research set for the quantitative part constituted of the shift nurses in Nemocnice Písek, a.s.The paper conclusion summarises the results of both qualitative and quantitative research. All research questions were answered, the hypotheses were confirmed, and the aims accomplished. The results point out satisfaction of nurses with communication, motivation, and teamwork, and the quality of human relations in the individual wards of the medical institution selected. The results will be presented to the Management of Nemocnice Písek, a.s. In practice , the paper can be used as a manual that will assist managers of medical institutions in improving communication, team cooperation, motivation, and human and work relations.
|
|
|
Leadership style of nurse managers from the viewpoint of regular nurses.
BRILOVÁ, Marie
The most common techniques used in the nursing process include the inspiration of both the nursing team and its individual members and influencing the thinking and behaviour of the individual members of the nursing team for the purpose of affecting the outcome and success of the team as a whole. One of the key elements influencing the others is the manager?s leadership style. The first objective of this Bachelor?s thesis was to determine the leadership style mostly commonly used by nurse managers. In order to assess the leadership style of nurse managers, a managerial grid was used. H1 was determined as: Nurse managers mostly use the ?team management? style. The second objective was to determine whether regular nurses are considered to be partners of their respective nurse managers. In order to assess the relationship between regular nurses and nurse manager, five statement describing their relationship (cooperation, personal and work space, work skills, goals and human relations, respect) were selected. H2 was determined as: Regular nurses consider the relationship with the nurse manager to be a ?partnership?. The first part of the Bachelor´s thesis is dedicated to the theoretical knowledge in the area of leadership and management, classification of leadership styles and their use within the system of leadership and provision of the nursing care. The empirical part of the Bachelor?s thesis was drafted using a quantitative research method. In order to obtain the necessary data and information, a questionnaire designed for regular nurses was used. The research survey was conducted at Nemocnice Rudolfa a Stefanie Benešov, a.s., Hospital of the Central Bohemia Region. The survey was conducted at a total of 21 inpatient department centres. A total of 190 questionnaires were distributed. The return rate was 92%. Therefore, 175 questionnaires were processed. The research survey revealed that the leadership style most commonly used by nurse managers with respect to regular nurses is the ?middle way?, with an average result of 4.46, closely followed by the ?team management?, with an average result of 4.44. The expected H1 was not confirmed. The relationship between nurse managers and regular nurses characterised as ?partnership? was supported by affirmative answers with respect to the five selected statements in 85% of the cases. The expected H2 was confirmed. In practice, it is possible to build on the most commonly used leadership styles to have been identified. Based on the evaluated leadership styles, nurse managers may be trained in leadership techniques, development of individual managerial activities and their practical application. Future managers may then be selected in a consistent manner, meticulously prepared for the managerial position and taught managerial skills.
|
|
|
Teambuilding in nursing practice
PÍŽOVÁ, Markéta
This thesis deals with teambuilding in connection with management of changes in clinical practice and in manager practice. The executives in nursing are registered nurse managers, bearers of changes in quality of nursing care. Courses of teambuilding are a part of educational programmes for development of managerial skills of nurses. Teambuilding means both, team education or building of a team, and training focused on support of mutual confidence and team cooperation. A combination of methods of qualitative and quantitative research was chosen to elaborate the empiric part of the paper. The objective of a qualitative part was to find out, how much are the teambuilding courses used in practice and what is the benefit of the courses for the team. The data were obtained by means of a half-standardized interview with 6 respondents who took part in the teambuilding course. Three hypotheses were set on the basis of these interviews. These hypotheses became then a background for the second stage of the research by means of quantitative method. The objectives of quantitative research were to survey nurse managers´ awareness of possibilities of team education, to find out whether the nurses are interested in courses and to reveal obstacles in realization of teambuilding courses in medical facilities. By means of questionnaires for ordinary nurses and for nurse managers we achieved the objectives. The hypothesis about the awareness of nurse managers of the course was not proved. The second hypothesis about the interest of ordinary nurses in teambuilding courses was not proved either. The lack of financial resources was mentioned as the most frequent obstacle for realization of the course. During the collection of the data for the research in management in nursing, a lack of publishing activities of nurse managers was revealed. A lot of interesting information was obtained thanks to the interviews with nurse managers. Publishing of the experience of sister managers with leading and managing nursing teams would become significant contribution and inspiration for other nurses in practice.
|
guest ::
