| |
| |
| |
| 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 | |