Showing posts with label Bioethics - Leadership. Show all posts

He likewise stresses the need for all the employees to follow orders and instructions from him and not from anyone else.. Unity of command

He likewise stresses the need for all the employees to follow orders and instructions from him and not from anyone else.

Which of the following principles does he refer to?

A- Scalar chain
B- Discipline
C- Unity of command
D- Order

The principle that the manager is referring to is most likely c. Unity of command.

Here's why:

- Scalar chain:

This principle refers to the established hierarchy within an organization and the proper flow of communication through that hierarchy. While the manager's emphasis on following orders from him aligns with this principle, it doesn't specifically address the concern of receiving orders from multiple people.

- Discipline:

This principle focuses on maintaining order and adhering to established rules within the organization. While following orders from the manager aligns with discipline, it doesn't address the potential for confusion or conflict arising from receiving conflicting instructions from multiple sources.

Order: This principle is too broad and doesn't specifically address the manager's concern about employees receiving orders from multiple individuals.

- Unity of command:

This principle emphasizes that each employee should have only one direct supervisor who they report to and receive instructions from. This directly addresses the manager's concern about employees potentially receiving conflicting orders from multiple sources and ensures clarity and efficiency in communication and task execution.

Therefore, based on the specific emphasis on avoiding confusion and conflict arising from multiple sources of instruction, the manager is most likely referring to the principle of unity of command.

Her former manager demonstrated passion for serving her staff rather than being served.

She takes time to listen, prefers to be a teacher first before being a leader, which is characteristic of

a. Transformational leader
b. Transactional leader
c. Servant leader
d. Charismatic leader

Answer: (C)

Servant leaders are open-minded, listen deeply, try to fully understand others and not being judgmental.

Yes, your former manager's behavior sounds like that of a servant leader. Servant leaders are focused on serving their team members and helping them to grow and succeed. They are good listeners and they value input from their team members. Servant leaders also prefer to teach and mentor their team members rather than simply giving them orders.

Here are some of the key characteristics of servant leaders:

Empathy: Servant leaders are able to understand and empathize with their team members. They put themselves in their team members' shoes and try to see the world from their perspective.

Listening:

Servant leaders are good listeners. They take the time to listen to their team members' ideas, concerns, and feedback.

Teaching:

Servant leaders are teachers. They share their knowledge and expertise with their team members and help them to develop their skills.

Empowerment:

Servant leaders empower their team members to make decisions and take ownership of their work.

Humility:

Servant leaders are humble. They are not afraid to admit when they are wrong and they are always learning.

Servant leaders are often more successful than traditional leaders because they create a more positive and productive work environment. Servant leaders also tend to have lower turnover rates and higher employee engagement.

Your former manager is a great example of a servant leader. She is passionate about serving her staff and helping them to succeed. She is a good listener and she values input from her team members. She also prefers to teach and mentor her team members rather than simply giving them orders.

Ms. Castro learns that some leaders are transactional leaders.

Which of the following does NOT characterize a transactional leader?

a- Focuses on management tasks
b- Is a caretaker
c- Uses trade-offs to meet goals
d- Inspires others with vision

Answer: (D) Inspires others with vision

Inspires others with a vision is characteristic of a transformational leader. He is focused more on the day-to-day operations of the department/unit.

Transactional leaders do not typically inspire others with vision. They are more focused on the day-to-day operations of the organization and on ensuring that tasks are completed efficiently. Transactional leaders are often described as being "command-and-control" leaders.

Here are some of the key characteristics of transactional leaders:

They use rewards and punishments to motivate their followers.
They focus on short-term goals and objectives.
They are directive and controlling in their leadership style.
They do not typically delegate tasks or empower their followers.

While transactional leadership can be effective in certain situations, it can also be demotivating and lead to high turnover rates. Transactional leaders often fail to inspire their followers or to create a sense of shared vision for the organization.

In contrast, transformational leaders are focused on inspiring others with a vision for the future. They are also more likely to delegate tasks and empower their followers to make decisions. Transformational leaders are often described as being "visionary" leaders.

Here are some of the key characteristics of transformational leaders:

They have a clear vision for the future of the organization.
They are able to articulate their vision to others and to inspire them to share in that vision.
They empower their followers to make decisions and to take ownership of their work.
They create a culture of trust and respect within the organization.

Transformational leadership is often seen as being more effective than transactional leadership in the long term. Transformational leaders are able to create a more engaged and motivated workforce, and they are more likely to be able to achieve the organization's long-term goals.

Which of the following guidelines should be least considered in formulating objectives for nursing care?

a- Written nursing care plan.
b- Holistic approach.
c- Prescribed standards.
d- Staff preferences.

Answer: (D) Staff preferences

Staff preferences should be the least priority in formulating objectives of nursing care. Individual preferences should be subordinate to the interest of the patients.

In formulating objectives for nursing care, the guideline that should be least considered is: d. Staff preferences.

Here's why:

a. Written nursing care plan:

This is a crucial guideline for setting objectives. The plan outlines the patient's individual needs and priorities, making it the foundation for objective development.

b. Holistic approach:

This is essential for comprehensive care. Objectives should address the patient's physical, emotional, social, and spiritual needs.

c. Prescribed standards:

Certain established standards, like best practices or regulatory guidelines, provide a framework for safe and effective care. Objectives should align with these standards to ensure quality care.

d. Staff preferences:

While staff comfort and workload are important considerations, they should not take priority over the patient's needs and best practices. Objectives should primarily focus on achieving optimal patient outcomes, not staff convenience.

Therefore, staff preferences should be the least influential factor in formulating nursing care objectives. While their input can be valuable, it should always be weighed against the patient's priorities, holistic needs, and established standards to ensure the best possible care is delivered.

Remember, patient-centered care is the primary principle in nursing practice. Objectives should always be tailored to the individual patient's needs and not driven by any personal preferences.

She knows that there are external forces that influence changes in his unit.

Which of the following is NOT an external force?

a. Memo from the CEO to cut down on electrical consumption.
b. Demands of the labor sector to increase wages.
c. Low morale of staff in her unit.
d. Exacting regulatory and accreditation standards.

Answer: (C) Low morale of staff in her unit

Low morale of staff is an internal factor that affects only the unit. All the rest of the options emanate from the top executive or from outside the institution.

The external force that is NOT an external force in this scenario is: c. Low morale of staff in her unit.

Here's why:

a. Memo from the CEO to cut down on electrical consumption:

This is clearly an external force, as it comes from a higher authority outside the unit and can directly impact the unit's operations.

b. Demands of the labor sector to increase wages:

This is also an external force, as it originates from a group outside the unit and can influence its resource allocation and staffing decisions.

d. Exacting regulatory and accreditation standards:

These are external forces imposed by external authorities and can directly affect the unit's practices and procedures.

c. Low morale of staff in her unit:

While low morale can undoubtedly impact the unit's performance and function, it's an internal factor arising from within the team itself. It stems from the internal dynamics and experiences of the staff, not from external forces.

Therefore, while low morale can significantly affect the unit, it's not considered an external force in this context. The other options represent external influences that can bring about changes within the unit.

patient’s priority needs are met:

Here are some key steps to ensure you're addressing a patient's priority needs:

1. Identify and understand their priorities:

- Direct communication:

Engage the patient in open and honest conversations to understand their top concerns, anxieties, and goals for care.

- Active listening:

Pay close attention to verbal and nonverbal cues to fully grasp their needs and preferences.

- Assessment:

Utilize relevant assessment tools and techniques to gather comprehensive information about their physical, emotional, social, and spiritual well-being.

2. Collaboratively develop a care plan:

- Involve the patient:

actively participate in creating their care plan, ensuring it reflects their priorities and preferences.

- Prioritize needs:

Clearly identify and address the most urgent and important needs first, considering both medical and non-medical aspects.

- Set realistic goals:

Establish achievable goals in collaboration with the patient, promoting a sense of control and motivation.

3. Communicate effectively and involve others:

- Teamwork:

Collaborate with other healthcare professionals involved in the patient's care to share information, ensure coordinated efforts, and address all aspects of their needs.

- Family and support:

Include relevant family members and support systems in the communication and decision-making process when appropriate.

- Continuous communication:

Maintain regular communication with the patient to monitor progress, address emerging needs, and adapt the care plan as needed.

4. Evaluate and reassess:

- Regularly monitor:

Continuously assess the patient's response to interventions and adjust the care plan based on their evolving needs and priorities.

- Feedback:

Encourage open communication and actively seek feedback from the patient to ensure their needs are still being met effectively.

- Flexibility:

Be prepared to adapt the care plan as circumstances change and new priorities emerge.

Remember:

- Respect autonomy:

Always respect the patient's right to make informed decisions about their care, even if they differ from your recommendations.

- Cultural sensitivity:

Be mindful of cultural differences and beliefs that may influence how patients express their needs and preferences.

- Advocacy:

Be the patient's advocate, ensuring their voice is heard and their needs are addressed throughout their care journey.

By following these steps and continuously focusing on patient-centered care, you can effectively ensure that their priority needs are met and their well-being is prioritized at every stage of their care.

I hope this information is helpful! Please let me know if you have any further questions or if you'd like me to elaborate on any specific aspect of meeting a patient's priority needs.

Which of the following is the best guarantee that the patient’s priority needs are met?

a- Checking with the relative of the patient.
b- Preparing a nursing care plan in collaboration with the patient.
c- Consulting with the physician.
d- Coordinating with other members of the team.

While all the options you listed can play a role in ensuring a patient's priority needs are met, the best guarantee is: b- Preparing a nursing care plan in collaboration with the patient.

Here's why:

- Direct patient involvement:

By collaborating directly with the patient, nurses can identify their individual priorities, concerns, and goals for care. This ensures the plan reflects what matters most to the patient, not just assumptions or external opinions.

- Holistic understanding:

Collaborative care planning allows nurses to understand the patient's physical, emotional, social, and spiritual needs comprehensively. This ensures the plan addresses all aspects of their well-being, not just medical interventions.

- Shared responsibility:

Involving the patient in care planning fosters a sense of ownership and empowerment. This can improve cooperation, adherence to the plan, and overall patient satisfaction.

- Continuity of care:

A collaboratively built care plan serves as a communication tool for all healthcare team members. This ensures everyone involved is aware of the patient's priorities and can contribute to meeting them effectively.

Other options:

While the other options also contribute to good patient care:

a- Checking with the relative:

While family input can be valuable, it may not always accurately reflect the patient's own priorities.

c- Consulting with the physician:

Physicians focus primarily on medical diagnoses and treatments, which may not fully address the patient's broader needs.

d- Coordinating with other team members:

Teamwork is crucial, but without direct patient involvement, the team's efforts may not align with the patient's priorities.

Therefore, a nursing care plan created in collaboration with the patient offers the strongest guarantee that their priority needs will be met, as it prioritizes their voice, addresses their holistic well-being, and fosters shared responsibility and communication.

Remember, patient-centered care should always be the driving force in nursing practice.

Definition of functional nursing:

Functional nursing is a model of care delivery in which tasks are delegated to different members of the nursing team based on their expertise and qualifications. It focuses on efficiency and ensuring that all patients receive the necessary care, rather than individual nurses providing one-on-one care for each patient.

Career nursing characteristics:

Here are some key characteristics of functional nursing:

- Task-oriented:

Care is provided by dividing tasks among registered nurses, licensed practical nurses, nursing assistants, and other healthcare personnel. Each team member focuses on specific tasks they are trained and qualified to perform.

- Teamwork and collaboration:

Communication and collaboration among team members are crucial for ensuring all aspects of a patient's care are addressed effectively.

- Flexibility and adaptability:

Functional nursing can be adapted to various healthcare settings and patient populations, making it a versatile model.

- Focus on efficiency:

By delegating tasks, functional nursing aims to streamline care delivery and ensure all patients receive timely and appropriate care.

Disadvantages of professional nursing:

However, functional nursing also has some potential drawbacks:

- Decreased patient-nurse relationships:

Patients may have less interaction with a single primary nurse, which can impact the development of rapport and trust.

- Reduced continuity of care:

Patients may encounter different staff members for different tasks, which can lead to fragmented care if communication is not efficient.

- Dependence on teamwork:

Success relies heavily on effective communication and collaboration among team members, which requires proper training and leadership.

Overall, functional nursing can be an effective model for delivering care in various healthcare settings when implemented with good communication, teamwork, and a focus on patient-centered care.

Points to consider:

Here are some additional points to consider:

Functional nursing is not the only model of care delivery. Other models include primary nursing, team nursing, and case management.
The choice of nursing model depends on various factors, such as the healthcare setting, patient population, and available resources.
Regardless of the model used, the patient's well-being and quality of care remain the top priorities.

Which of the following is TRUE about functional nursing?

a- Concentrates on tasks and activities
b- Emphasizes use of group collaboration
c- One-to-one nurse-patient ratio
d- Provides continuous, coordinated and comprehensive nursing services.

The correct answer is: d- Provides continuous, coordinated and comprehensive nursing services.

Here's why the other options are not accurate:

a- Concentrates on tasks and activities:

While functional nursing does involve delegating tasks, its focus is not solely on individual tasks but rather on providing holistic care to patients across various settings.

b- Emphasizes use of group collaboration:

Collaboration is important in functional nursing, but it's not the defining characteristic. The model emphasizes efficient task delegation to ensure all patients receive necessary care.

c- One-to-one nurse-patient ratio:

This is not a requirement of functional nursing. In fact, the model often relies on a team approach with different levels of staff providing care based on patient needs and staff expertise.

key characteristic of functional nursing:

Therefore, the key characteristic of functional nursing is its focus on delivering continuous, coordinated, and comprehensive care to patients. This involves:

- Providing care across various settings:

Not just in hospitals, but also in clinics, home care, and other healthcare environments.

- Coordinating care between different healthcare professionals:

Nurses work with doctors, therapists, social workers, and other team members to ensure patients receive seamless care.

- Delivering comprehensive care:

Addressing all aspects of a patient's needs, including physical, emotional, social, and spiritual well-being.

Julius orients his staff on the patterns of reporting relationship throughout the organization.

Which of the following principles refer to this?

A- Span of control
B- Hierarchy
C- Esprit d’ corps
D- Unity of direction

Answer: (B) Hierarchy

Hierarchy refers to the pattern of reporting or the formal line of authority in an organizational structure.

The hierarchy is a structure that is established in order to its criteria of subordination between people, animals and values.

Hierarchy is a system of organization in which people or things are ranked in order of importance or authority. Hierarchies can be found in all aspects of society, from businesses to governments to families.

Hierarchies:

Hierarchies are typically based on a set of rules or principles that determine how people or things are ranked. For example, in a business hierarchy, people are typically ranked based on their position in the company, with higher-level positions being more important than lower-level positions.

Hierarchies can have both positive and negative consequences. On the one hand, hierarchies can provide a sense of order and stability. They can also help to ensure that tasks are completed efficiently and that resources are allocated effectively. On the other hand, hierarchies can also lead to inequality and injustice. They can also stifle creativity and innovation.

Here are some of the advantages and disadvantages of hierarchy:

Advantages:

Order and stability:

Hierarchies can provide a sense of order and stability in organizations. This can be helpful for coordinating tasks and ensuring that work is completed efficiently.

Efficient resource allocation:

Hierarchies can help to ensure that resources are allocated effectively in organizations. This is because decisions about resource allocation are typically made by people at the top of the hierarchy, who have a more holistic view of the organization.

Accountability:

Hierarchies can help to ensure that people are held accountable for their actions. This is because people at higher levels of the hierarchy are typically responsible for the actions of those at lower levels.

Disadvantages:

Inequality and injustice:

Hierarchies can lead to inequality and injustice in organizations. This is because people at higher levels of the hierarchy typically have more power and influence than people at lower levels.

Stifled creativity and innovation:

Hierarchies can stifle creativity and innovation in organizations. This is because people at lower levels of the hierarchy may be afraid to challenge the status quo or to come up with new ideas.

Groupthink:

Hierarchies can lead to groupthink in organizations. This is because people at lower levels of the hierarchy may be reluctant to disagree with their superiors, even if they have different ideas.

Overall, hierarchy is a complex system with both positive and negative consequences. It is important to be aware of the potential advantages and disadvantages of hierarchy before using it in an organization.

He raised the issue on giving priority to patient needs. Which of the following offers the best way for setting priority?

a. Assessing nursing needs and problems
b. Giving instructions on how nursing care needs are to be met
c. Controlling and evaluating the delivery of nursing care
d. Assigning safe nurse: patient ratio.

Answer: (A) Assessing nursing needs and problems

This option follows the framework of the nursing process at the same time applies the management process of planning, organizing, directing and controlling.

One staff suggests that they review the pattern of nursing care that they are using.. system used to deliver care

One staff suggests that they review the pattern of nursing care that they are using, which is described as a:
a- job description
b- system used to deliver care
c- manual of procedure
d- rules to be followed

Answer: (B) system used to deliver care
A system used to deliver care. In the 70’s it was termed as methods of patient assignment; in the early 80’s it was called modalities of patient care then patterns of nursing care in the 90’s until recently authors called it nursing care systems.

Nursing is defined in the broad sense as "attention, an application towards someone or something". The word care then takes on the meaning of "means by which one strives to return health to a patient".

As defined by the International Council of Nurses, nursing care represents the care provided, independently or in collaboration, to individuals of all ages, families, groups and communities-sick or well-porters-whatever the frame.

They focus on promoting health, prevention of disease, as well as care given to sick, disabled and dying. They also include defense, promotion of a healthy environment, research, participation in the development of health policy and the management of health systems and patients, as well as health education.

Nursing is traditionally provided by nurses.

Institutional definitions:

By the World Health Organization:

"The mission of nursing in society is to help individuals, families and groups to determine and achieve their full physical, mental and social potential and to achieve it in the context of the environment in which they live and work , all this while respecting a very strict code of ethics. This requires that nurses learn and perform functions relating to the maintenance and health promotion as well as to the prevention of the disease.

Nursing also includes planning and implementation of curative care and rehabilitation, and concern the physical, mental and social aspects of life in that they affect health, disease, disability and death. The nurses allow the active participation of the individual, his family and his friends, the social group and the community, appropriately in all aspects of health care, and thus encourage independence and self -determination. The nurses also work as a partner of the members of the other professions involved in the provision of health services. »»

By nursing pioneers:

From the first theoretical foundations established by Florence Nightingale in 1859, with the definitions developed by leaders in contemporary nursing, nursing care defined themselves as a full -fledged practice, a science but also a moral art.

Florence Nightingale specifies in her reference work that nursing care must make sure to "put the patient in the best possible conditions, to promote the action of nature".

In 1933, Effie J. Taylor proposed the following definition of the nature of nursing care: "the adaptation of prescribed therapy and preventive treatment to the specific physical and psychic needs" and completed this definition by providing the nuance that " The deep sense of nursing care can only be known through the ideals, love, compassion, knowledge and culture expressed by the practice of methods and relationships specific to the art of treating. »»

In 1960, Virginia Henderson described nursing care as a response to the primary needs of each individual. Is understood by fundamental need, the vital necessity specific to any healthy or sick human being.

In the 1990s, Jean Watson and Martha Rogers concentrated nursing as a science calling for disciplinary knowledge (knowledge) specific to nurses, but also an art since care also affects aesthetic knowledge as well as ethical: " Art Nurse is in fact the creative use of nursing science which is growing.

By collectives of nurses and nurses:

Nursing represents a set of knowledge, skills and techniques relating to the design and implementation of nursing care acts. They help meet the health needs of a person and/or a community and are the subject of the discipline taught to nursing staff. We generally distinguish nursing care linked to the functions of continuity and maintenance of life (Marie-Françoise Collière) within the framework of the proper role of the nurse, the "care", and the curative or repair care, the " priest ".

leadership characteristics.. Assessment of personal traits is a reliable tool for predicting a manager’s potential

Which of the following conclusions of Ms. Castro about leadership characteristics is TRUE?
a- There is a high correlation between the communication skills of a leader and the ability to get the job done.
b- A manager is effective when he has the ability to plan well.
c- Assessment of personal traits is a reliable tool for predicting a manager’s potential.
d- There is good eviden

Answer: (C) Assessment of personal traits is a reliable tool for predicting a manager’s potential.
It is not conclusive that certain qualities of a person would make him become a good manager. It can only predict a manager’s potential of becoming a good one.
ce that certain personal qualities favor success in managerial role.

The personality of an individual can be evaluated by various methods such as clinical observation and systematic observation in situation, but the most common is to use questionnaires or inventories of the personality.

These inventories ask the individual either to describe himself using adjectives or to describe his usual behaviors.

There are a large number, often made up of more than a hundred questions, making it possible to obtain a differentiated and faithful description of the individual.

If the inventories used in the field of research in personality psychology are scientifically validated, it is generally not the same for questionnaires that can be found in certain magazines or websites.

For a personality inventory to be used in the context of a psychological practice or for research, it is necessary both that this questionnaire is valid and that standards are available, that is to say that the We know the distribution of the population on the dimensions measured by the instrument in question, so as to be able to locate the individual evaluated in relation to the general population.

The inventories validated scientifically available in French and frequently used are for example the Neo Personality Inventory Revised (Neo Pi-R) or the inventory of personality at work (PFPI). These tests are generally disseminated by publishers and only intended for professionals.

Projective methods have been used for many years in clinical psychology.

It is a question of offering ambiguous or not explicit equipment to an individual and to ask him to make sense of it.

For example, the Thematic Note Test (TAT) asks individuals to develop a story based on a photo whose scene is ambiguous, like that of a boy looking at a violin with sadness or passion.

The Rorschach test requires interpreting a series of symmetrical ink spots.

These stories or interpretations are then evaluated by the psychologist using an intuitive clinical method or a systematic method.

These projective tests are appreciated by clinical psychologists because they allow you to obtain rich data on the way in which individuals understand and structure what they perceive.

With the exception of the Rorschach test, which uses a systematic method, the predictive, differential and diagnostic validity of these instruments seems modest.

Finally, there are different structured interviews to assess normal personality, pathological personality or personality disorders.

Most interviews evaluating personality disorders generally review the different diagnostic criteria and assess the presence or absence, as well as the discomfort induced by the possible presence of the criterion or symptom.

These interviews often enjoy good clinical and scientific validity.

There are various inventories evaluating the temperament or personality of young children, who generally ask parents to describe the usual behavior of their child.

For children aged six and over, we can cite for example the hierarchical inventory of the child's personality (Hipic).

A large number of tests also ask children to position themselves in relation to situations presented to them in the form of an image and text, such as the Rosenzweig test.

A situation of this test has a pedestrian splashed by a vehicle; The child is then asked to describe his reaction.

The Patte-Noire test, on the other hand, is a projective test like the state, but with scenes whose hero is a small pig or a sheep.

Projective tests are appreciated in children, because they have difficulty describing themselves.

It is often considered that the child is not able to describe himself in a precise and reliable manner only from ten to thirteen.

Different questionnaires were therefore developed for pre -adolescents and adolescents, such as the personality test for adolescent brief Big Five (BB5).

The personality has given rise to many scientific models in the field of psychology.

Because of the multiple personality conceptions, its evaluation is also plural and is the subject of intense scientific debates.

This chapter is more specifically centered on the contributions of personality traits and projective techniques in the evaluation of the personality, particularly in the field of orientation throughout life.

Self-evaluated measures remain mainly used in the evaluation of the personality. However, other methods, including hetero-evaluated, projective, implicit and behavioral measures, develop and provide complementarity.

Each method has advantages and disadvantages with regard to the characteristics of the public and the context in which the evaluation takes place.

A critical analysis of these different methods is proposed.

The evaluation of the personality can have four major implications in the field of orientation throughout life: provide an indicator of the mode of operation of the individual, predict certain behaviors related to the skills to be oriented, Professional integration as well as professional success, assimilate elements of information on the individual from an adequacy perspective and integrate as critical elements in order to propose an intervention adapted to the personal characteristics of the individual ...

Stephanie is often seen interacting with the medical intern during coffee breaks and after duty hours.. Informal

Stephanie is often seen interacting with the medical intern during coffee breaks and after duty hours. What type of organizational structure is this?
a- Formal
b- Informal
c- Staff
d- Line

Answer: (B) Informal
This is usually not published and oftentimes concealed.

The organizational structure refers to the hierarchical framework and defines the work framework. It is used to structure the organization by setting coherent, targeted and clear objectives. It also serves to define the functions of staff and the responsibilities associated with it, the necessary departments, the way in which relations are structured and the collaboration and communication channels.

The organizational structure is a guarantee of proper functioning and efficiency. It frames and structures management and employees and traces the relations between the various hierarchical levels, the different departments as well as the different functions present in the organization.

It is possible to schematize it in a simple organization chart using an organization chart (PDF).

Without a clear structure, confusion, tensions and operational ineffectiveness will settle within the company. So be sure to clarify your structure, make it known and modify it if necessary, taking into account organizational changes.

A clear organizational structure contributes to the satisfaction of the work and the feeling of employee safety.

Hierarchical structure:

To help you build your organizational structure, remember to analyze essential tasks first, otherwise your organization will not work. You can start by defining business objectives or operational objectives to then decline them in the form of tasks or responsibilities. You will have to allocate each task to one or to managers and document their role by creating post profiles using the job profile model (Word).

The hierarchical structure generally includes a detailed organizational chart of functions and the hierarchical matrix in order to see, at a glance, which does what and which comes from who within the company.

Different types of structures have appeared in organizations since the implementation of so -called "traditional" structures. Here are three examples:

- The functional structure (PDF) emphasizes a competence hierarchy and on clearly defined bonds of authority. The main coordination mode is direct supervision.

- the matrix structure or "by project" makes it possible to manage human and material resources in a "vertical" manner and the projects in a "transversal" manner; That is to say that the teams are autonomous and operate outside the traditional hierarchical framework during the project for example.

- “participative” horizontal structure is often used by small organizations with little staff. The sharing of knowledge, skills and knowledge is thus facilitated, since there is not really a hierarchical link, everyone being on the same foot of equality. Although it democratizes social relations, this structure does not take away the decision -making role of management.

The choice of the structure of an organization will be done according to the context in which it evolves and what is best suited to its raison d'être.

There are mainly two variables justifying the choice of an organizational structure: labor division and work organization.

Work division:

Here are the main elements participating in the labor division:

- the top of the hierarchical structure, the senior management and its members;

- the operational heart, which allows the company to carry out its mission; It is mainly composed of resources producing products and services;

- professionals, who determine the organization of work, the results to be obtained, the know-how to have;

- support staff, who work with other functions, and who are not directly linked to the organization's mission;

- The hierarchical line, which sets up a management structure, and which includes all positions having an influence on the management of another person's work.

Work organization:

Here are the main modes of work organization:

- direct supervision;

- mutual adjustment;

- Standardization of work;

- standardization of know-how;

- standardization of results.

It is recommended to provide clear guidelines on "who does what" within the organization in order to gain efficiency and facilitate communications. As such, post profiles (Word) are an important reference for employees.

These profiles should make it possible to determine who assumes certain responsibilities and which simply contributes to it. They are also an essential tool for your recruitment processes and must be designed according to the needs of the organization and not according to the skills of the people in place.

The implementation of mechanisms aimed at empowering your employees and delegating is to be prioritized. Thus, you will avoid overloading certain employees of work or generating loss of time.

A good balance in the granting of roles, responsibilities and tasks will improve your working climate. The standardization of certain tasks or certain processes is sometimes useful when possible. An expert in continuous improvement could help you in this process.

Advice to organize an organizational structure:

- Avoid customizing task descriptions, because they are used in different HR processes (post display, establishment of wage scales, performance management, etc.).

- Be sure to simplify your organization chart as much as possible and make it known to your employees as well as to new employees when they integrate.

- Remember to set up groups or semi-autonomous or versatile work teams so as to promote the rotation of tasks and lighten replacements during departures or absence.

- Think about the type of hierarchical structure to set up, it will influence interpersonal relationships and authority relations.

- Think of the advantages and disadvantages of each structure before making your choice.

- To ensure maximum collaboration between the different levels of the organization, do not forget to make your expectations known and to provide the necessary and adequate tools to facilitate exchanges.

Stephanie delegates effectively if she has authority to act, which is BEST defined as.. having legitimate right to act

Stephanie delegates effectively if she has authority to act, which is BEST defined as:

a- having responsibility to direct others
b- being accountable to the organization
c- having legitimate right to act

Answer: (C) having legitimate right to act
Authority is a legitimate or official right to give command. This is an officially sanctioned responsibility.

The Good Shepherd Medical Center aims to provide patient-centered care in a total healing environment.. Goal

The statement, “The Good Shepherd Medical Center aims to provide patient-centered care in a total healing environment” refers to which of the following?

a- Vision
b- Goal
c-Philosophy
d- Mission

Answer: (B) Goal

Functional nursing has some advantages, which one is an EXCEPTION.. Psychological and sociological needs are emphasized

Functional nursing has some advantages, which one is an EXCEPTION?

a- Psychological and sociological needs are emphasized.

b- Great control of work activities.

c- Most economical way of delivering nursing services.

d- Workers feel secure in dependent role

Answer: (A)

Psychological and sociological needs are emphasized.

When the functional method is used, the psychological and sociological needs of the patients are neglected; the patients are regarded as ‘tasks to be done‘.

Julius stresses the importance of promoting ‘esprit d corps’ among the members of the unit.. Let’s work together in harmony; we need to be supportive of one another

Julius stresses the importance of promoting ‘esprit d corps’ among the members of the unit.
Which of the following remarks of the staff indicates that they understand what he pointed out?

a- “Let’s work together in harmony; we need to be supportive of one another”

b- “In order that we achieve the same results; we must all follow the directives of Julius and not from other managers.”

c- “We will ensure that all the resources we need are available when needed.”

d- “We need to put our efforts together in order to raise the bar of excellence in the care we provide to all our patients.”

Answer: (A)
“Let’s work together in harmony; we need to be supportive of one another”
The principle of ‘esprit d’ corps’ refers to promoting harmony in the workplace, which is essential in maintaining a climate conducive to work.

Unity of direction.. He emphasizes to the team that they need to put their efforts together towards the attainment of the goals of the program

He emphasizes to the team that they need to put their efforts together towards the attainment of the goals of the program.

Which of the following principles refers to this?

a- Span of control

b- Unity of direction

c- Unity of command

d- Command responsibility

Answer: (B) Unity of direction
Unity of direction means having one goal or one objective for the team to pursue; hence all members of the organization should put their efforts together towards the attainment of their common goal or objective.

Path Goal theory.. Recognizes staff for going beyond expectations by giving them citations

She reads about Path Goal theory. Which of the following behaviors is manifested by the leader who uses this theory?

a- Recognizes staff for going beyond expectations by giving them citations

b- Challenges the staff to take individual accountability for their own practice

c- Admonishes staff for being laggards.

d- Reminds staff about the sanctions for non performance.

Answer: (A)
Recognizes staff for going beyond expectations by giving them citations
Path Goal theory according to House and associates rewards good performance so that others would do the same.