Application: Systems Theory NURS 6053: Interprofessional Organizational and Systems Leadership
Walden University Week 2 writing assignment 3-5 pages, APA format:
Note: I am retired military officer: Decision making within the organizational hierarchy is typically decentralized. The top-level leaders make decisions on the organization’s goals, but decisions are made at all levels of management creating the decentralized hierarchy. Also, the formal leadership style at this organization is a combination of transactional, transformational, situational and serving leader style.
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Note: The military culture is a unique organization in its own ways such as its mission, vision, strategic planning, and military community lifestyle. The current organization primary mission is to Treat- Teach -Train. That being said, its mission is based on deployment platforms and a teaching hospital. Application: Systems Theory NURS 6053: Interprofessional Organizational and Systems Leadership.
Vision Statement: Superior Health Care and Readiness through prevention, innovation and partnerships (Local communities hospital and VA)
***I have included my week 1 writing discussion for reference.
For this Assignment, you apply systems theory to the examination of a problem in a department or a unit within a health care organization. (
Note:
You may use the same problem you identified for the Discussion as long as it meets the criteria for this assignment.)
To prepare:
· Review the Meyer article, “Nursing Services Delivery Theory: An Open System Approach,” in this week’s Learning Resources. Focus especially on the information presented in Table 1 (p. 2831) and Figure 2 (p. 2833).
· Reflect on your organization or one with which you are familiar. Within a particular department or unit in this organization, identify a problem the staff is encountering. Application: Systems Theory NURS 6053: Interprofessional Organizational and Systems Leadership.
· Using Table 1 in the Meyer article as a guide, analyze the department or unit, identifying inputs, throughput, output, cycles of events, and negative feedback. Consider whether the problem you have selected relates to input, throughput, output, cycles of events, and/or negative feedback.
· Think about how you could address the problem: Consider what a desired outcome would be, then formulate related goals and objectives, and translate those goals into policies and procedures. Application: Systems Theory NURS 6053: Interprofessional Organizational and Systems Leadership.
· Research professional standards that are pertinent to your identified problem.
· Reflect on the organization’s mission statement and values. In addition, consider how addressing this problem would uphold the mission and values, while improving the organizational culture and climate. (Depending on the organization you have selected, you may have explored these in the Week 1 Discussion.)
To complete:
Write a 3- to 5-page paper that addresses the following:
· Describe a department or unit within a health care organization using systems theory terminology. Include a description of inputs, throughput, output, cycles of events, and negative feedback.
· Describe the problem you identified within the department or unit using an open- systems approach, and state where the problem exists using the systems theory model (input, throughput, output, cycles of events, or negative feedback). Application: Systems Theory NURS 6053: Interprofessional Organizational and Systems Leadership.
· Based on this information, explain how you would address the problem as follows:
o Formulate a desired outcome.
o Identify goals and objectives that would facilitate that outcome.
o Translate those goals and objectives into policies and procedures for the department or unit.
o Describe relevant professional standards.
· Explain how your proposed resolution to the problem would uphold the organization’s mission and values and improve the culture and climate. Application: Systems Theory NURS 6053: Interprofessional Organizational and Systems Leadership.
When I joined the Air Force in 1992, my initial goal was to serve only four years that extended to 2o years with many great rewarding experiences. The military culture is a unique organization in its own ways such as its mission, vision, strategic planning, and military community lifestyle. The current organization primary mission is to Treat- Teach -Train. That being said, its mission is based on deployment platforms and a teaching hospital. The organization trains physicians in graduate medical, educational programs which are integrated with a local state university school of medicine. The organization also has a stand-alone training program for nurses, technicians, dental hygienists and other types of healthcare providers just to name a few.
With the recent military personnel force reduction last year, the organization is now considered to be the third largest regional Air Force teaching hospital. Airmen from the medical center provided patients with a full range of health nursing and medical care services, ranging from newborns, laser eye surgery to comprehensive cancer care and frequently provide deployed medical support around the globe. Although there is no single definition of organization culture, Bellot (2011) defines organizational culture as of shared values and beliefs that govern how people behave in groups. Also, the military’s culture of an organization provides guidelines and boundaries that help the staff to know and to perform their jobs correctly for accountability. Besides, the culture of the military organization is so deep-rooted in the behavior of the airmen that there is cohesiveness of being mission ready. Whereas, when a non-military member observed the military’s culture it is perceived as being too firm and involved, and the organization is very difficult to follow through. Thus, the culture can be thought of as ‘personality’ driven by the influence of the organization (Bellot, 2011). Application: Systems Theory NURS 6053: Interprofessional Organizational and Systems Leadership.
Furthermore, the culture and climate of the organization can be constant or fluid depends on the seasonal change in new leadership every two to four years related to relocating to another military base installation or transitioning to civilian. Whereas, the new inbound leadership style can have a positive or negative effect on upper and lower management and staff within the organization (Marqui & Huston, 2012). For example, when the organization receives a new hospital medical group or base wing commander. The staff will have an opportunity to complete a culture and climate assessment survey that measured and compared the attitudes and perceptions of hospital staff toward a broad range of culture-related issues. As a result, the surveys are provided an insight the need for change in our military culture due to internal and external influences. NURS 6053-10. Application: Systems Theory NURS 6053: Interprofessional Organizational and Systems Leadership.
Overall, the role of the nurse leader is to lead by example and to support the mission, vision, and values of the Air Force core values: integrity, service before self, and excellence in all we do. The goal is to pull the team to together to be in align with the organization’s values’ (Nelson & Gardent, 2011). Also, when I think of the roles and responsibilities of a nurse leader, who plays a significant role in advocating for nursing standard of care and patient-nurse relations via “interpersonal collaboration” comes to mind (ANA, 2015). Also, nurse leaders need to communicate clearly and concisely and to structure their ideals strategically in line with the organization’s mission and goals (ANA, 2015). Together with nurse frontline managers and clinical leaders, and nurse informatics leaders help set the organization’s direction and goals. In addition, these teams strive for consistent practices and accountability across an organization. Application: Systems Theory NURS 6053: Interprofessional Organizational and Systems Leadership.
References
American Nurses Association, (2015). Code of ethics.
Retrieved from http://www.nursingworld.org/Mobile/Code-of-Ethics
Bellot, J. (2011). Defining and assessing organizational culture. Nursing Forum, 46(1),
29–37. Retrieved from the Walden Library databases.
Nelson, W. A., & Gardent, P. B. (2011). Organizational values statements. Healthcare
Executive, 26(2), 56–59. Retrieved from the Walden Library databases.
Marquis, B. L., & Huston, C. J. (2012). Leadership roles and management functions in
nursing: Theory and application
(Laureate Education, Inc., custom ed.).
Philadelphia, PA: Lippincott, Williams & Wilkins. Application: Systems Theory NURS 6053: Interprofessional Organizational and Systems Leadership.