'Barbara Norris: Leading Change in the General Surgery Unit Essay\r'

'Barbara Norris go about some difficulties. The GSU which she go along is currently short- facultyed and does not commit as she expected. Her staffs have junior-grade morale and low motivation to do their daily job. On cash in ones chips of that, there is a cultural issue where confrontation, blaming, and secernment are typical in her unit. She in like manner facing a bud lounge about problem where overtime has been eliminated delinquent to cost cutting mea indisputable implemented on the hospital. The budget cut make it difficult to Barbara to bothot a right personnel in aspect of some staff take a in-person or vacation leave. In many cases, she has to avow on nurses from general float pool to extend the staff on leave, but this often lead to negative effect to her staff dynamics because the supercede nurses is not familiar with the GSU. There are 3 broad problem Barbara has to solve: lack of collaborationism and teamwork, staff conflict either within her unit or within the hospital, and lack of transparent execution of instrument appraisal procedures.\r\nAll of this three issues need to be address simultaneously to assure that the unit coif as Barbara expected. It is evident that there is conflict mingled with junior nurses, older nurses, and PCAS’s which lead to powerless collaboration among them. Junior nurses feels like the don’t belong to the team and they don’t get dogmatic feedback from senior nurses. On the other hand, senior nurses feels that many junior nurses and PCA’s are incompetent person and feel overwhelmed to support them. To solve this issues, Barbara need to specify a clear role among the nurses and make sure that the role is straitlacedly understood by all her staff. In redefining the role, she must include advice from her staff to ensure that the role definition fit within her unit. She also need to develop a transparent communicating mechanism to solve any role departure within he r unit. To address the performance appraisal issues, Barbara require to start creating a transparent review process.\r\nAlthough she facilitate facing a budget constraint, she can utilize non-monetary approach to reward her staff. This can be in form of formal recognition in staff meeting or announcement of monthly best-staff. Although it would not directly impacted to her staff salary, it can be a great motivational tools for the junior staff to feel recognized. Barbara should also make a remains where senior nurses can have a positive feedback in performance review by component part a junior nurses. Whenever possible, Barbara should persuade the hospital theatre director to increase her unit budget.If approved, she could make a proper adjustment to the staff salary and position establish on their previous performance.\r\n'