Addressing hospital-acquired pressure ulcers: patient care managers enhancing outcomes at the point of service.
ABSTRACT An innovative leadership training program for patient care managers (PCMs) aimed at improving the management of operational failures was conducted at a large metropolitan hospital center. The program focused on developing and enhancing the transformational leadership skills of PCMs by improving their ability to manage operational failures in general and, in this case, hospital-acquired pressure ulcers. The PCMs received 8 weeks of intense training using the Toyota Production System process improvement approach, along with executive coaching. Compared with the control group, the gains made by the intervention group were statistically significant.
Article: Leading with charisma.[Show abstract] [Hide abstract]
ABSTRACT: Traditionally, leaders have used characteristics related to authority, control, competition and logic. Such approaches are more autocratic, and task-oriented. With changes in society, employers are focusing less on tasks and more on job satisfaction. Leaders are focusing on co-operation versus competition. Human relations and recognition are being used as motivators. Charisma is an important characteristic for leaders who wish to motivate by interpersonal characteristics. Transformational leadership is an emerging paradigm for modern management and can be important to the modern nurse manager as well. This paper describes charisma and how it can be useful to the nurse manager.Journal of Advanced Nursing 05/1993; 18(4):675-9. · 1.69 Impact Factor
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ABSTRACT: The Braden Scale for Predicting Pressure Sore Risk (Braden Scale) has been tested for predictive validity, but the cut-off scores for Blacks has not been compared to White populations. The purpose of this brief report is to determine if the Braden Scale predicts pressure ulcer risk similarly for Blacks and Whites. A multisite study of the predictive validity of the Braden Scale was conducted in nursing homes, tertiary care, and Veteran's Administration Medical Centers in three cities (Omaha, Chicago, and Raleigh) selected to maximize ethnic diversity. A total of 843 subjects, 666 (79%) White, 159 (12%) Black were studied. Two nurses independently rated each randomly selected subject on admission and every other day until discharge, using the Braden Scale or the Skin Assessment Tool. Whites had a higher incidence of pressure ulcers (15%) than did Blacks (5%), but there was no statistically significant difference in the mean Braden Scale score between groups ( 19.4, 2.8, White versus 19.8, 2.75, Black). A score of 18 best predicts risk for both groups (sensitivity 70%, specificity 77%, with 75% correct predictions for Whites and sensitivity 75%, specificity 76%, with percent correct 76% for Blacks). There was no difference in the area under the receiver-operator characteristic (ROC) curves (0.75, 0.03, White and 0.82, 0.07, Black subjects, =.005). A score of 18 can be used for identifying Black and White individuals at risk for pressure ulcers.Nursing Research 01/2002; 51(6):398-403. · 1.50 Impact Factor
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ABSTRACT: Nursing administrators are challenged to recruit and retain staff nurses in the midst of increasing job vacancies and staff nurse turnover rates averaging 21%. The prevailing issues related to staff nurse recruitment and retention in the current healthcare environment are briefly reviewed as introductory content. The article outlines the case from nursing administration literature that effective leadership styles of nurse managers and nurse administrators enhance staff nurse retention. As nurse administrators continue to struggle with staff nurse recruitment and retention, evidenced-based strategies are discussed that address leader preparation and organizational leadership structure including advanced education, leadership training, and shared leadership models.The Journal of Continuing Education in Nursing 35(3):128-32. · 0.60 Impact Factor