Write an abstract of your Leadership Learning Experience in which you discuss the importance of professional collaboration for effective nursing leadership.

Write an abstract of your Leadership Learning Experience (suggested length: 1 page) in which you discuss the importance of professional collaboration for effective nursing leadership.

Include the Leadership Learning Experience task as a sample of work that illustrates your knowledge and understanding of leadership concepts. This task will not be included here, but will be added to the Appendix at the end of the portfolio. Before you submit this information, make sure that you have received a passing score on each of the individual elements.

Also include an abstract of your Professional Roles and Values course (suggested length 1 page). Reflect on how your professional mission statement will help guide you throughout your nursing career.

 

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Job Analysis

Job Analysis

The future…no jobs?

Some people believe that jobs are an outdated idea

People should be self-employed contract workers who work on specific projects or teams

Companies should organize work into projects rather than specific jobs

Some companies are sort of moving in this direction (e.g., Microsoft)

Work IS changing

Example: librarians used to recommend books, sort them in shelves, and provide research guidance; now they basically show how to run computer searches (internet or digital call catalogs)

But at least for now, jobs are still the basic foundation for organizations

As such, job analysis is still essential in developing I-O interventions

Job analysis

The process of defining a job, specifying the behaviors necessary to perform on it, and then developing hypotheses about the personal characteristics necessary to perform those behaviors

Determine the characteristics required for success in a specific work setting, or the degree to which the work requirements are similar to requirements for work performed elsewhere

Although some courts insist on extensive job analysis (as a basis for providing content-related evidence of validity), certain purposes, such as validity generalization, may not require such detail

If you recall the lecture on criteria, job analysis is the first step in identifying criteria and choosing the individual differences that can predict those criteria

Uses of job analysis

Organizing, workforce planning, role definition

Clarify the roles of each job; avoid duplication of responsibility and confusion between departments

Job evaluation, recruitment, selection, placement, orientation, training and development, performance appraisal, promotions and transfers, career planning

Determine the characteristics of a job or organization and determine the skills, knowledge, or abilities necessary to work in them

Engineering design, job design, safety

Determine the appropriate amount of work for a job and how to avoid accidents in them

Job analysis terminology

Element – The smallest unit into which work can be divided without analyzing the separate motions, movements, and mental processes involved

Example: Removing a saw from a tool chest prior to sawing wood for a project

Task – A distinct work activity carried out for a specific purpose

Example: Running a computer program, typing a letter, and unloading a truckload of freight

Duty – A large segment of the work performed by an individual; may include a number of tasks

Example: Conducting interviews, counseling employees, providing information to the public

Position – A set of tasks performed by a single employee

Job analysis terminology

Job – A group of positions that are similar in their significant duties

Example: Secretary

Job family – A group of two or more jobs that either call for similar worker characteristics or contain parallel work tasks as determined by job analysis

Example: Clerical

Occupation/vocation – A group of similar jobs found in different organizations at different times

Example: electricians and machinists

Career – A sequence of positions, jobs, or occupations that one person engages in during his or her working life

Job analysis choices

There are a number of options in conducting a job analysis; the final purpose of the analysis is an essential consideration in making these decisions

1. Activities or attributes?

Some techniques focus solely on activities (tasks) – work oriented

Some focus on how the work gets done (worker attributes) – worker oriented

Others offer a combination of the two, linking tasks and attributes – linkage analysis

2. General or specific?

How much detail is needed in the analysis?

A brief description of a job to make pay comparisons includes much less detail than what is needed to develop selection procedures based on critical KSAOs

Job analysis choices

3. Qualitative or quantitative?

The same job can be described in narrative form or by ratings on a fixed set of scales (e.g., time, frequency, importance, or criticality)

Qualitative methods are fine for applications like career planning, but cross-job comparisons require some type of quantitative method

4. Taxonomy-based or blank slate?

Some general job analysis tools involve taxonomy-based approaches in which statements of general work activities are applied to a broad range of jobs

Alternatively, trained observers or job incumbents may develop lists of job activities or attributes that apply to specific jobs or job families

The “blank-slate” approaches have the potential for a greater detail than do taxonomy approaches

Job analysis choices

5. Observers or incumbents or supervisors?

Trained job analysts sometimes observe work directly and then distill their observations into qualitative descriptions or quantitative evaluations of work activities or attributes

Alternatively, information may come from job incumbents or their direct supervisors, who may be asked to identify activities or attributes and then rate them on numeric scales

6. KSAs or KSAOs?

Knowledge, Skills, and Abilities are useful in conducting attribute-oriented job analysis

Adding other personal characteristics (Os) allows a broader range of attributes to be included in the analysis; these might include personality traits, values, and attitudes

Job analysis choices

7. Single job or multiple-job comparison?

Sometimes the focus is on a specific job, as when developing an entry-level test for a bank teller job

In other cases, the focus is on documenting similarities and differences across jobs (e.g., to justify using the same selection system with different jobs)

8. Descriptive or prescriptive?

Job analysis typically describes a job as it currently exists

However, if a job does not yet exist, it is necessary to prescribe activities or attributes for the soon-to-be-created job; this is called strategic job analysis

Job description

A written statement of what a worker actually does, how he or she does it, and why

This information can then be used to determine what KSAOs are required to perform the job

1. Job title – For bookkeeping purposes within the firm, as well as to facilitate reporting to government agencies

2. Job activities and procedures – Descriptions of tasks, materials used, machinery operated, formal interactions with other workers, and the extent of supervision given or received

Job description

3. Working conditions and physical environment – Heat, lighting, noise level, indoor/outdoor setting, physical location, hazardous conditions, etc.

4. Social environment – Information on the number of individuals in the work group and the amount of interpersonal interaction required in order to perform the job

5. Conditions of employment – A description of the hours of work, wage structure, method of payment, benefits, place of the job in the formal organization, and opportunities for promotion

Minimum qualifications

In order to avoid screening out potential employees who would be able to adequately perform a job, the basic personal characteristics required in a job should be specified

1. Working independently, groups of subject matter experts (SMEs) rate tasks and KSAs on a set of scales

2. After completing their ratings, the SMEs provide suggested types or amounts of education, work experience, and other data they view as appropriate for MQs

Minimum qualifications

3. From the task and KSA domains and SME opinions, job analysts prepare a draft set of MQ profiles; each profile is a statement of education, training, or work experience presumably needed to perform a target job at a satisfactory level

4. Finally, a new set of SMEs is convened to do three things:

1. Establish a description of a barely acceptable employee

2. Decide if the list of MQ profiles is complete or if it needs editing

3. Rate the finalized profiles on two scales, appropriateness and clarity

Obtaining job information

Direct observation

An analyst can observe an incumbent and record what he or she does

Observations should include a representative sample of job behaviors

Job analyst should try to be unobtrusive

Inappropriate for jobs that require a lot of mental activity and concentration

Functional job analysis (FJA)

Identifies what a worker does on the job and how a task is performed

Tasks are rated on their involvement with People, Data, or Things

Obtaining job information

Actual performance

Analysts can do the job themselves and record what they do

Interview

Analysts can interview the incumbent or supervisor; this may allow infrequent behaviors to be covered

Worker acts as his or her own observer in the interview

Should follow a structured interview format

Should interview several incumbents and immediate supervisors who know the job well

Obtaining job information

SME panel

Panels of 6 to 10 SMEs convened

To develop information on tasks or KSAOs to be used in constructing job analysis questionnaires

In test development to establish linkages between tasks and KSAOs, KSAOs and test items, and tasks and test items

SMEs should be 10-20% of the total job incumbents or supervisors

SMEs should be representative of the race, gender, location, shift, and assignment composition of all incumbents

Important to have a wide range of work experience in SME panels

Obtaining job information

Questionnaires

Respondents either check items that apply to a job or to rate items in terms of their relevance to the job; greatly facilitates comparisons across jobs

Cheap and quick to administer

Time consuming and expensive to develop

Standardization allows for comparisons across jobs and organizations

The PAQ

Position analysis questionnaire (work-oriented)

Consists of 194 items that asks respondents to rate the importance or difficulty of each job element

More suited for blue-collar manufacturing jobs than it is for professional, managerial, and some technical jobs

No specific work activities are described, so element similarities in jobs may mask genuine differences between them

Need a college-graduate reading level to…

Ethical and Legal Dilemma in the case study

 

Ethical and Legal Dilemma in the case study

According to the case study, the son to the ailing woman seems to have the haste in his mother’s death to occur. Her state of the disease made her frustrated and lonely and that affected her eating habits. However, the son seems to decline the rate of his visits to the hospital which common. Most patients tend to be deserted by their family members when diagnosed with a terminal illness. David, the son to the ailing woman (Mrs. Greene) is demanding his mother’s desire to die to be carried out by the hospital. Mrs. Greene wish to die should be considered by the hospital instead of experiencing a prolonged pain without progress. Moreover, Mrs. Greene is suffering from age-related problems that cannot be reversed. Additionally, Mrs. Greene has the right to choose whether to die permitted by Death with Dignity Act. This Act gives terminally ill patients right to die. Thus, failure to carry out her wish could lead to lawsuits. However, the need for Mrs. Greene’s death is more demonstrated by the son and not the patient, which raises more dilemma.

The patient’s right to die relates to this case because it allows terminally ill patients to choose a dignity death. Mrs. Greene desire to die is being expressed by his son in the case study. the patient’s response and character on failure to eat seems to correspond to the alleged claims by her son. Assuming that David did not force his mother to desiring death, the right to die should be respected by the hospital. However, investigation should be done to find out whether David is making claims that the mother has not requested. The hospital administrator should speak with the patient and assess her mental situation before making a decision of carryout out the claims. The right to die act states that the patient should be in her right mental status and should not be forced by a family member to request for early death.

Potential repercussions for failure to comply with the wishes of a patient

Treating one with dignity requires respecting all her choices and life-decisions. In the case study, the patient wish is assisted death. Lack to comply with patient wish to withhold the life-sustaining procedures may lead to lawsuits. The hospital will face the accusation on failure to respect the patient wishes. Moreover, the lawsuit will be based on the right to die that is accorded to all patients with terminal diseases. In addition, the failure to comply with the patient wish will destroy the reputation of the hospital. Also, the hospital would lose a lot of money in compensating for the family and the cost of lawsuits.

The hospital may face community demonstration against the procedures of the hospitals. Community demonstration against the operations of the hospital would lead to transfer of the in-patients and losing clients. This would reduce the profit of the hospital leading to failure of several procedures in hospital. The community has the power to allege that the hospital is neglecting patient’s care and it is denying them to make their medical decisions. These repercussions can be eliminated by respecting the wish of the patient. However, the wishes should be documented to eliminate possibility of other allegations.

The position of whether the patient right to die or the patient’s right to be protected from harm should take precedence in this case.

The patients’ right to die should not take precedence in this case. I take this position because there is no clear evidence that Mrs. Greene has requested for withdrawing of life sustaining procedures. The allegation of her wish were being demonstrated by her son who seems to have a negative relationship with the his mother. Investigations and enquirers should be done before respecting the death wish of Mrs. Greene. The committee should stop speculating on the possibilities and carry a deep research on whether Mrs. Greene has the will to access her right to die. The poor relationship between the son and the mother would be the cause of Mrs. Greene wish of death. However, if the relationship could be rectified, Mrs. Greene would show improvement in her food intake and behaviors toward medications.

However, the patient’s right to be protected from harm should take precedence in this case. David seems agitated by his mother’s condition. His visits to the hospital has been marked with shouting and change of attitude. This demonstrates that David would be compelled to harm his mother. The recorded cases of his shouting to her ailing mother and the change of behavior for Mrs. Greene after her son’s visit should be used to place a protection mechanism. More time should be given to understand David aggression on his mother’s rights to death to be used. I find David a threat to Mrs. Greene’s health. A protective procedure should be placed to keep the patient safe from her son’s need to harm her psychologically and physically.

Issues that the committee should consider

The committee seems to be focused on whether to comply with David’s request due to the threat of the lawsuit. Instead, the committee should be focused on finding the root of David’s claims. Since the mother can communicate and declare her wishes, the committee should pay the mother a visit. Moreover, the lawsuit threat should not cloud the committee’s focus on whether David is speaking the truth on behalf of the mother. The administrator had brought up David’s need to inherit his mother’s assets, which could be pushing him to quicken his mother’s death. Such allegation should be taken serious and investigated to finding the truth.

Also, the committee should access the file that the nurse taking care of Mrs. Greene have been taking records. The records will give the committee the lead on the right thing to focus on. Also, the nurse responsible for Mrs. Greene should be brought on board and give a detailed report on the progress of the patient. This committee may focus on deliberating on whether to withhold food for the patient when complying with David’s wish and not the patient’s wish. In these views, the committee should focus on finding out the actual wish of Mrs. Greene and stop relying on David’s report. Also, the aggressive need for Mrs. Greene’s death demonstrated by David should be checked and the root cause realized.

Resolving the Dilemma

The hospital should speak to Mrs. Greene and find out her wish on the treatment. The dilemma should be resolved by removing the doubts and working with the actual information. Mrs. Greene seemed okay without the visits of her son. David is tired on taking care of his mother, as his job is more demanding. Thus, a procedural investigation should be done to resolve the dilemma with actual information from Mrs. Greene and not David’s claims. The best interest of the patient should be considered while reducing the risk of legal and ethical complaints.

 

 

 

 

 

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