| |
| |
| |
The Nurse Manager Role Today | |
| |
| |
| |
Middle Management Dilemma | |
| |
| |
Role Transition | |
| |
| |
What Does the Nurse Manager Do? | |
| |
| |
Utilizing Power Effectively | |
| |
| |
Change Management | |
| |
| |
Your Orientation | |
| |
| |
Meetings With Peer Managers | |
| |
| |
Taking Time to Take Stock | |
| |
| |
The Model of the Future: Patient-Centered Care | |
| |
| |
Important Realizations | |
| |
| |
Summary | |
| |
| |
| |
Job Description/Competency Review | |
| |
| |
| |
Checklist of Key Information about Important Services and Departments | |
| |
| |
| |
Management: An Overview | |
| |
| |
| |
Management: What Is It? | |
| |
| |
What is Leadership? | |
| |
| |
The Management Environment | |
| |
| |
The Growth of a New Manager | |
| |
| |
Styles of Management | |
| |
| |
Communication and Team Building | |
| |
| |
The Nursing Process | |
| |
| |
Records Management | |
| |
| |
Nursing Management by Objectives | |
| |
| |
Management Theories | |
| |
| |
Organizational Chart | |
| |
| |
Mentoring | |
| |
| |
Summary | |
| |
| |
| |
Human Resource Management | |
| |
| |
| |
What Is Human Resource Management? | |
| |
| |
Staff Recruitment | |
| |
| |
Interviewing | |
| |
| |
Hiring a New Team Member | |
| |
| |
Orientation for New Staff Members | |
| |
| |
Competency-Based Achievement | |
| |
| |
Staff Motivation and Recognition | |
| |
| |
Terminating or Laying Off a Staff Member | |
| |
| |
Evaluating Performance | |
| |
| |
Violence in the Workplace | |
| |
| |
Summary | |
| |
| |
| |
Sample Criteria-Based Position Description/Performance Appraisal | |
| |
| |
| |
Recruitment and Retention of Staff: A Strategic Overview | |
| |
| |
| |
The 12 Challenging Issues | |
| |
| |
Five Key Strategies for Staff Retention | |
| |
| |
| |
Organizational Commitment | |
| |
| |
| |
Promote the Human Resources Department | |
| |
| |
| |
Effective Recruitment | |
| |
| |
| |
Understand Your Target Market | |
| |
| |
| |
Become the Facility or Organization or Choice for Staff | |
| |
| |
Summary | |
| |
| |
| |
Facility Anywhere, Happytown, USA: Departmental Profile | |
| |
| |
| |
Facility Anywhere, Happytown, USA: Employee Care Plan or Personalized Interest Plan | |
| |
| |
| |
Day-to-Day Operations | |
| |
| |
| |
Continuous Quality Improvement: The Foundation for Effective Daily Management of Operations | |
| |
| |
Nursing Care Delivery Systems | |
| |
| |
Professional Practice Models | |
| |
| |
Practice Standards and Protocols | |
| |
| |
Patient Classification | |
| |
| |
Scheduling and Staffing | |
| |
| |
Liability Concerned with Staffing | |
| |
| |
Credentialing and Competency | |
| |
| |
Meetings | |
| |
| |
Staff Meetings | |
| |
| |
Clinical Conferences | |
| |
| |
Rounds in the Clinical Area | |
| |
| |
Prioritizing Duties and Time Management | |
| |
| |
Documentation | |
| |
| |
The Professional Nurse's Role in Documentation | |
| |
| |
Function of the Medical/Clinical Record | |
| |
| |
HIPAA Considerations | |
| |
| |
Computerization/Management of Information | |
| |
| |
Summary | |
| |
| |
| |
Effective Communication | |
| |
| |
| |
Recognizing Your Inherent Interpersonal Skills | |
| |
| |
How to Get What You Want | |
| |
| |
Developing Resources | |
| |
| |
The Importance of Job Satisfaction | |
| |
| |
The Nurse Manager's Role in Staff Retention | |
| |
| |
Using Resources: Motivation | |
| |
| |
The Work Environment | |
| |
| |
About Feedback | |
| |
| |
Communication Patterns | |
| |
| |
Impediments to Effective Communication | |
| |
| |
Verbal Versus Nonverbal Communication | |
| |
| |
Listening Skills | |
| |
| |
Verbal Skills | |
| |
| |
Public Speaking | |
| |
| |
Communicating Effectively across an Integrated Network | |
| |
| |
E-Mail and the Internet | |
| |
| |
Written Communication | |
| |
| |
Problem Communications | |
| |
| |
Coordination of Care across the Continuum | |
| |
| |
The Work Culture | |
| |
| |
The Team Members | |
| |
| |
Conflict | |
| |
| |
Summary | |
| |
| |
| |
Effective Time Management | |
| |
| |
| |
The Three Ps of Procrastination | |
| |
| |
The "Right Stuff" Attitudes | |
| |
| |
The Importance of Delegation | |
| |
| |
Resources for Time Management | |
| |
| |
Summary | |
| |
| |
| |
Resource Management and Budgeting Basics | |
| |
| |
| |
Continuous Quality Improvement | |
| |
| |
Benchmarking | |
| |
| |
Clinical Pathways and Protocols | |
| |
| |
Diagnostic-Related Groups | |
| |
| |
Cost-Based Reimbursement--A Historic Overview | |
| |
| |
Fiscal Management | |
| |
| |
Nonprofit Versus Profit Status | |
| |
| |
Capital Expansion or Reinvestment | |
| |
| |
Public Perception of Health Care Institutions | |
| |
| |
Financial Performance Reports | |
| |
| |
Insurance Overview | |
| |
| |
Managed Care or Discounted Services | |
| |
| |
Payer Mix | |
| |
| |
Case Management | |
| |
| |
The Budget Process | |
| |
| |
Classification of Costs | |
| |
| |
The Role of the Nurse Manager in the Budget Process | |
| |
| |
Budgetary Indicators | |
| |
| |
Ask Questions | |
| |
| |
Productivity Measurement | |
| |
| |
Productivity Ratings | |
| |
| |
Financial Standards | |
| |
| |
Break-Even Analysis | |
| |
| |
Future Trends | |
| |
| |
Summary | |
| |
| |
| |
Glossary of Financial Terms | |
| |
| |
| |
Legal Issues and Risk Management | |
| |
| |
| |
Legal Aspects of Supervision | |
| |
| |
Negligence | |
| |
| |
Informed Consent | |
| |
| |
Withholding and Withdrawing Consent | |
| |
| |
Employment | |
| |
| |
Summary | |
| |
| |
| |
Glossary of Legal Terms | |
| |
| |
| |
Taking Care of Yourself and Your Staff | |
| |
| |
| |
Maintaining Balance under Stress | |
| |
| |
Sources of Stress in the Patient Care Environment | |
| |
| |
Stress Evaluation Exercise: Stress Self-Knowledge | |
| |
| |
Stress for Nurse Managers | |
| |
| |
The Manager-Staff Relationship | |
| |
| |
Coping Mechanisms | |
| |
| |
Unmanaged Stress in the Patient Care Workplace | |
| |
| |
Failing to Manage Stress: A Common Pitfall | |
| |
| |
When You Identify a Serious Staff Problem | |
| |
| |
Unmanageable Environments | |
| |
| |
Taking Action to Support Your Staff | |
| |
| |
Supporting Yourself | |
| |
| |
Summary | |
| |
| |
| |
When Bad Things Happen to Good Managers | |
| |
| |
| |
Special Problems | |
| |
| |
Reorganization | |
| |
| |
Your Position Is Eliminated | |
| |
| |
When You Identify the Need for a Change in Your Job | |
| |
| |
The Bottom Line | |
| |
| |
Summary | |
| |
| |
| |
The Nurse Manager in Home Care, Community Health, and Hospice | |
| |
| |
| |
How Home Care, Community Health, and Hospice are Unique: More Than the Care Setting | |
| |
| |
Unique Operational Considerations | |
| |
| |
How Home Care Management Is Unique | |
| |
| |
Home Care Reimbursement | |
| |
| |
How Home Care Nurses Are Unique | |
| |
| |
The New Manager's Orientation to Home Care | |
| |
| |
Your Orientation: Tips for Success | |
| |
| |
If You Have to Negotiate for an Orientation | |
| |
| |
The Manager's Evolving Role: Determining Competency and Mentoring | |
| |
| |
Measuring Operation Quality: Varying Facets | |
| |
| |
Legal Risk Management Issues for Home Care Managers | |
| |
| |
Models of Nursing Care Delivery Systems in Home Care | |
| |
| |
Staff Meeting Evaluations | |
| |
| |
Multidisciplinary Team Conferences | |
| |
| |
Hospice Staff Support Meetings | |
| |
| |
Staff Meetings with Administrative Staff Members | |
| |
| |
Fiscal Responsibilities in Home Care | |
| |
| |
An Overview of the Centers for Medicare and Medicaid Services (CMS) | |
| |
| |
Documentation Considerations | |
| |
| |
The Importance of Management and Other Reports | |
| |
| |
Special Programs | |
| |
| |
Communication: More Important Than Ever | |
| |
| |
Summary | |
| |
| |
| |
Where to from Here? | |
| |
| |
| |
Assessing Job Satisfaction | |
| |
| |
Choices | |
| |
| |
Marketing Yourself | |
| |
| |
Identifying Your Unique or Special Skills--Areas for Consideration | |
| |
| |
Resumes and Curriculum Vitae | |
| |
| |
Before the Interview | |
| |
| |
The Interview | |
| |
| |
The Interview with Your Prospective New Staff | |
| |
| |
Following Up On the Interview | |
| |
| |
Thank-You Letters | |
| |
| |
Keeping a Record of Your Job Search and Interview Information | |
| |
| |
After the Interview | |
| |
| |
Negotiating | |
| |
| |
When You Receive an Offer | |
| |
| |
Accepting the Offer | |
| |
| |
Giving Notice | |
| |
| |
Sample Resignation Letter | |
| |
| |
About "Not Burning Bridges" | |
| |
| |
Guilt and Grooming Your Successor | |
| |
| |
Summary | |
| |
| |
Index | |