Effective Leadership and Management in Nursing CHAPTER EIGHTH EDITION Motivating and Developing Staff 17

Effective Leadership and Effective Leadership and Management in NursingManagement in Nursing

CHAPTER

EIGHTH EDITION

Motivating and Developing Staff

17

Effective Leadership and Management in Nursing, Eighth EditionEleanor J. Sullivan

Learning OutcomesLearning Outcomes

1. Describe how motivation and ability affect job performance.

2. Discuss how different theories explain motivation.

3. Explain how orientation, preceptors, and on-the-job instruction can help motivate staff.


Learning OutcomesLearning Outcomes

4. Describe the benefits of nurse residency programs, career advancement strategies, and leadership development on motivation.

5. Discuss why succession planning is essential to the future.


Categories of Job PerformanceCategories of Job Performance

• Daily job performance• Attendance• Punctuality• Adherence to policies and procedures• Absence of incidents, errors, and

accidents• Honesty and trustworthiness


Motivated EmployeesMotivated Employees

• Are preferred by nurse managers• Strive to find the best ways to do their

jobs• Are more likely to be productive than

nonmotivated employees


Content TheoriesContent Theories

• Emphasize individual needs or rewards that may satisfy those needs

• Two types– Instinct

Instincts are inherited

– Need Motives are learned behaviors


Content TheoriesContent Theories

• Instinct theories criticized for inability to pinpoint motivating behaviors and awareness of variability in strengths of instincts across individuals


Process TheoriesProcess Theories

• Emphasize how motivation works to direct staff's performance

• Process theories include:– Reinforcement– Expectancy– Equity – Goal-setting


OrientationOrientation

• Reduces new employee's anxiety• Socializes employee into the workplace• Contributes to unit effectiveness• Corrects unrealistic expectations• Reduces turnover


On-the-Job InstructionOn-the-Job Instruction

• New employee is assigned to an experienced nurse peer, preceptor, or nurse manager

• Employee learns on the job• Employees serving as educators must

be selected wisely and prepared for the task


PreceptorsPreceptors

• Preceptor model assists new nurses and rewards experienced staff nurses

• Socializes new nurse and familiarizes with unit functions

• Preceptor is role model who demonstrates tasks and problem solving, evaluates, and provides feedback


MentoringMentoring

• Occurs over longer period and involves greater investment of energy than precepting

• Typical stages of mentor–mentee relationship:– Initiation– Mentee stage– Breakup– Lasting friendship


Coaching and Nurse Residency Coaching and Nurse Residency ProgramsPrograms

• Coaching helps employee focus on solving a specific problem or conflict

• Residency programs acclimate new nurses to the workplace– Typically include educational and

emotional components– New nurse is paired with nurse partner

(peer, preceptor, facilitator, etc.)


Career AdvancementCareer Advancement

• Clinical ladder program – Horizontal promotion

Rewards excellent nurse without promotion to management

– Clinical ladder Includes clinical apprentice, colleague,

mentee, leader, and expert


Career AdvancementCareer Advancement

• Clinical ladder program • Horizontal promotion• Rewards excellent nurse without

promotion to management• Clinical ladder• Includes clinical apprentice, colleague,

mentee, leader, and expert


Leadership DevelopmentLeadership Development

• Developing internal staff – Cost-effective– Based on proven skills and strengths of

the candidates– Retains high-performing staff– Program designed on the organization's

specific needs


Succession PlanningSuccession Planning

• Crucial because of aging workforce and overall shortage of nurses

• Consists of:– Identifying core competencies for each

level of management– Recognizing potential recruits– Providing opportunities for development

and growth

Documents

Effective Leadership and Management in Nursing CHAPTER EIGHTH EDITION Motivating and Developing Staff 17