It took me 10 minutes to power walk one mile and my heart rate was 148.
It took me 10 minutes to power walk one mile and my heart rate was 148. I did 11 abdominal crunches in 1. I couldn’t do any push-ups because my arms aren’t that strong. The hardest part for me is the push-ups as I always struggle with this exercise.
Example #1
Being aware of the organization\’s culture can help identify potential barriers presented to nursing leaders. Every organization has its own culture which is cultivated from the company’s values, beliefs, or behaviors of the employees (Thomas, 2018). Many organizations have positive values the facilitate growth of the business. Unfortunately, barriers can be found in the culture when the nurse’s voice is limited or nurses feel unheard.
Limiting nursing leadership by restricting the ability of nurses to advance or provide limited training. When leaders is poorly prepared to address situations that arise, their motivation for their position decreases (Ghiasipour et al., 2017). Motivation is important to keeping staff engaged. If leadership isn’t motivated then staff won’t be.
References
Ghiasipour, M., Mosadeghrad, A. M., Arab, M., & Jaafaripooyan, E. (2017). Leadership challenges in health care organizations: The case of Iranian hospitals. Medical journal of the Islamic Republic of Iran, 31, 96.
Thomas, J, S. (2018). Organizational culture and values. In Grand Canyon University (Eds.), Nursing leadership & management: Leading and serving, (1st ed.).
Example #2
Organizational culture refers to the beliefs and values that have existed in an organization for a long time, and to the beliefs of the staff and the foreseen value of their work that will influence their attitudes and behavior (Murray et al., 2018). Administrators usually adjust their leadership behavior to accomplish the mission of the organization, and this could influence the actions of nursing leaders, leaving them feeling helpless (Berthelsen & Hølge? Hazelton, 2017). For example, time restrictions brought on by a lack of staff can prevent nurse leaders from concentrating on current problems and force them to spend all their time filling clinical shortages, which can be detrimental to their ability to lead.
Reference
Berthelsen, C. B., & Hølge?Hazelton, B. (2017). ‘Nursing research culture in the context of clinical nursing practice: addressing a conceptual problem. Journal of Advanced Nursing, 73(5), 1066-1074.
LaGuardia, M., & Oelke, N. D. (2021). The impacts of organizational culture and neoliberal ideology on the continued existence of incivility and bullying in healthcare institutions: A discussion paper. International journal of nursing sciences, 8(3), 361-366.
Murray, M., Sundin, D., & Cope, V. (2018). The nexus of nursing leadership and a culture of safer patient care. Journal of clinical nursing, 27(5-6), 1287-1293.
Example #3
Organizational culture refers to the values, beliefs, or behaviors of a group of people that share a common interest within an organization (Thomas, 2018). This term also describes how people within the group interact with other peers, clients, and stakeholders. For example, when an organization appreciates customer and employee input, respect is noted in day-to-day operations (Thomas, 2018).
Nurse leaders are responsible for shaping their leadership style and organizational culture around the workplace. Leaders who try to change the established culture will face opposition from their employees who oppose these changes. As a result, they feel helpless and are forced to accept the change the leader creates. In this scenario, a leader is ineffective and powerless.
References:
Thomas, J. (2018). Organizational Culture and Values. Nursing Leadership
& Management: Leading and Serving. Grand Canyon University.
example #4
Organizational culture is defined as the values, beliefs, or behaviors that an organization establishes (Thomas, 2018). Organizations must keep up with the current trends and support change based on the evidence of what works and what doesn’t. Barriers for nurse leaders that can make them feel powerless are lack of support from the employee due to personal values and lack of funding for advancement. Change may be hard which is why there will most likely be some pushback from employees since they are used to the current culture. Communication and feedback are important for nurse leaders to implement as they will make the changes easier for everyone involved. Changes must also be planned with individual work group cultures in mind and conflict can arise when an individual’s values do not line up with the organization (Manojlovich & Ketefian, 2002). The nurse leader also has to make sure they know all about the organization’s values and beliefs so they don’t seem powerless and have the organization work more efficiently. Lack of finances and resources is also a barrier for nurse leaders because a lot of the time it can be up to the stakeholders. This may negatively impact staff ratios and educational programs.
References
Manojlovich, M., & Ketefian, S. (2002). The effects of organizational culture on nursing professionalism: Implications for health resource planning. The Canadian journal of nursing research = Revue canadienne de recherche en sciences infirmieres.
Thomas J. (2018). Theories and Concepts in Leadership and Management. Nursing Leadership & Management: Leading and Serving.
Requirements: 3 paragraphs for discussion and 4 replies w/ 7 sentences each
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