This paper examines the purpose, role and function of information and information management within health care today. It is set within the context of a specialist forensic learning disability setting.
Changes in politics, government legislation and reforms of the National Health Service (NHS) have created a need to equip managers with the necessary tools and skills to be able to lead and manage effectively. As such there has been a great emphasis upon specialist training, such as the government-driven Leading an Empowered Organisation courses, for nurse managers and nurses with leadership potential. Yet with the drive to generate a new wave culture within the NHS of inspirational leaders, are we still overlooking a critical and key area which is fundamental in achieving and delivering cost effective, quality health care--the area of information management within health care today?
The processes presented in this paper are structured through a strategic nursing management and leadership performance implementation model, the Clinical Nursing Leadership Learning and Action Process (CLINLAP) model, which facilitates work-based learning and capability development in the reality of everyday clinical activities. Through the model, the emphasis is to make clinical goals specific, roles explicit, processes clear and encourage these activities to be carried out within an environment of open relationships.
The use of CLINLAP model assisted as a management and leadership technology to manage change in the workplace so as to improve services to patients in Yelday Lodge. Structured management and leadership interventions led to observable positive change in information management on Yelday Lodge.
The conclusion is that sustained quality information could be embedded in nursing practice at Yelday Lodge or elsewhere by evaluating and discussing the different information management approaches within the practice area through the use of structured management and leadership interventions. The use of the CLINLAP model is recommended for use as a model for managing information, knowledge and communication for results within nursing and health care services.
"Such leaders should inspire trust, respect, and pride so as to increase optimism, hope, and resilience in order to develop to a greater extent than expected (Quick, Macik-Frey, Mack, Keller, Gray, & Cooper, 2006). In a number of different studies transformational leaders have been shown to have a positive impact on: (1) followers' information and learning , as well as on their capacity to go about their daily clinical activities and to improve the quality of service with the patients (Phillips, 2005); (2) individual and collective work engagement through the " contagion of engagement " (Bakker, Le Blanc, & Schaufeli, 2005) from one team member to another, especially when their members collaborate closely to accomplish particular tasks (Salanova, Llorens, Cifre, Martínez, & Schaufeli, 2003); (3) followers' health and well-being (Nielsen, Yarker, Randall, & Munir, 2009); (4) positive affect experience (relaxation, enthusiasm, pleasure, optimism, resilience, and job satisfaction) and work engagement (Llorens, Salanova, & Losilla, 2009), as well as in-and extra-role performance in teams (Cruz et al., in press); (5) self-efficacy, work engagement, and extra-role performance (Salanova, Lorente, Chambel, & Martínez, 2011); and (6) the performance of the group, particularly when leaders transfer their positive emotions (George, 1996). "
[Show abstract][Hide abstract] ABSTRACT: Ref.: Salanova, M., Llorens, S., Acosta, H., & Torrente, P. (2013). Positive interventions in positive organizations. Terapia psicológica, 31, 101-113.
We describe how (positive) organizations can be enhanced from the framework of Positive Psychology, being healthy from a psychological point of view, as well as resilient in times of crisis and turmoil. Thus, Healthy & Resilient Organizations (HEROs) make systematic, planned, and proactive efforts to improve employees’ and organizational processes and outcomes (Salanova, Llorens, Cifre, & Martínez, 2012). These efforts
involve fostering healthy organizational resources and practices aimed at improving the work environment, especially during changing times. Despite its relevance in modern societies, research on how to develop HEROs is scarce. Therefore, in this article first we focus on its concept and the measurement, and then, we review the main research conducted on interventions to promote HEROs based on Positive Psychology from
a collective (teams and organizations) and an individual (employee) point of view. Lastly, we develop a set of best practices on positive interventions in the organizational context.
[Show abstract][Hide abstract] ABSTRACT: Health information technology (HIT) is a key enabler for health care reform. Effective use of HIT will enable nurse executives
to ensure nursing care that is safe, of high quality, efficient, and patient-centric, as well as help them deal with a looming
workforce shortage. Today’s leaders are often expected to transform their organization’s values, beliefs, and behaviors. Technology
is an underpinning for the needed changes, but adoption of technology does not happen without leadership that is educated
and prepared to lead care transformation initiatives that are based on technology implementation. This requires vision, influence,
risk taking, clinical knowledge, and a strong expertise of professional nursing practice.
[Show abstract][Hide abstract] ABSTRACT: A qualitative descriptive approach was undertaken to explore the leadership experience of seven first line nurse managers working in the Cook Islands. For the purposes of this study first line nurse managers are those nurses working as a charge nurse in a hospital, nursing supervisors, chief public health nurse, and nurses working autonomously in the outer islands of the Cook Islands. Nurses in these roles are in key positions to influence the practice of others and set the standard of practice and culture of a unit. The participants were recruited if they were currently employed in any of these positions. The seven participants were all Cook Islands women who received their undergraduate nursing education in the Cook Islands. The purpose of the study was to describe their leadership experience, to raise an awareness of their role, and to make recommendations to support and improve the preparation of nurses for leadership roles in the Cook Islands. Through face-to-face interviews, the participants' stories were audio taped and transcribed verbatim. Six of the seven transcripts required translation from Cook Islands Maori to English and this was conducted by the researcher who is fluent in both languages. Content and thematic analysis of the data revealed a spiritual, emotive and intuitive theme in the participants' leadership experience. The findings of the study revealed the self confidence of these nurses to manage in this role despite being challenged by management issues and the lack of preparedness for the role. The supportive network established within their staff, their family and the people around them has provided the impetus to continue to 'serve' their people. The findings also revealed that these nurses recognised the need to continue to learn and develop themselves and their staff. The findings of this study have significance for nurses aspiring to be nurse leaders in the Cook Islands or other Pacific Islands and rural communities. A key stakeholder in this study is the Cook Islands Ministry of Health, as insights and awareness gained can contribute to an appropriate preparation and support programme for nurses working in its organisation.
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