0133427269 Module40 ProfessionalBehaviors LectureOutline

Module 40 Professional Behaviors The Concept of Professional Behaviors Nurses hold publics trust Gallup pollnursing is the most well respected of 21 professions Components of professionalism in nursing Professional behaviors ( those actions by nurse that invite trust/confidence See CONCEPTS RELATED TO PROFESSIONAL BEHAVIORS, p. 2480 Professionalism Part of nursing education is socialization of student into nursing profession Socialization ( process by which people learn to become members and social rules Primary responsibility/task/behavior is to always maintain client as focus Benner outlined five levels through which nurses progress as they acquire skilled proficiency and professional behavior Novice Advanced beginner Competent Proficient Expert Appearance Body posture, gestures, tone of voice Clean uniform every day Hair contained/pulled back Nails trimmed Daily shower with deodorant/antiperspirant Minimal jewelry No perfumes/highly scented products No artificial fingernails See Figure 401, A PROFESSIONAL APPEARANCE, p.2481 Knowledge Central to maintaining client safety Continuous process Competence Nurses accountable for determining their areas of weakness Competency required in Understanding culture of client/family Knowing the ethics of the nursing profession Be capable of assuming many responsibilities Knowing procedures Recognizing clients needs for individualized care Maintaining proper documentation Demonstrating ability to show compassion Each states nurse practice act defines competence Teamwork Skill in working as a team member contributes to others opinions of the nurse as a professional and improves the quality of care delivered to the client Discussed in detail in Module 37, Collaboration Case Study A ( Caroline Nava is a 28-year-old nursing student enrolled in her final clinical rotation , p. 2483 Integrity Adherence to a strict moral/ethical code Nurses adhere to ANA Code of Ethics for Nurses Accepting feedback as a tool Positive attitude Mental state involving values, beliefs, feelings, mood Compassion Awareness of/concern for others suffering Unprofessional behaviors Unprofessional behaviors ( undermine an individuals credibility and negatively affect group morale and even client outcomes Such behaviors include Loud talking Cluttered work station Personal calls at work Substance abuse Discrimination Discussing personal problems at work Absenteeism Tardiness Breaching client confidentiality Gossiping about coworkers Complaining to clients/families Abuses of power Any attempt by individuals to use their power/authority in an abusive way Sexual harassment A form of discrimination and violation of ones rights Unwelcome sexual advances, verbal/physical conduct of sexual nature Submission is explicitly/implicitly considered condition of employment Such conduct interferes with individuals work performance Such conduct creates intimidating/hostile/offensive working environment Use caution to avoid misinterpretation of nursing behaviors as sexual harassment Explain procedure Obtain clients procedure Improper use of authority Widespread and has no place in the practice of nursing Intimidation Bullying, threatening, forcing May be subtle or overt Case Study B ( Mary Reynolds, who is a nurse of the baby-boomer generation, disagrees with Ashley Maloney, a new graduate , p. 2485 Conclusion Professional behavior defines practice of nursing Review The Concept of Professional Behaviors Relate Link the Concepts Refer Go to Nursing Student Resources Reflect Case Study Exemplar 40.1 Commitment to Profession Overview Commitment ( state of being obligated or motivated Organizational commitment ( relative strength of ones relationship/sense of belonging to organization Factors of professional commitment Four factors Strong belief in/acceptance of the professions code, role goals, values, and mores Willingness to exert considerable personal effort on behalf of profession Strong desire to maintain membership in profession A pattern of behaviors congruent with the nurses professional code of ethics Types of commitment Three types Affective Attachment to profession Identification with/involvement in profession Develops when involvement in profession produces satisfying experience See Figure 402, AFFECTIVE COMMITMENT, p. 2487 Normative Feeling of obligation to continue in profession Results from receiving benefits/positive experiences through engagement in profession Continuance Awareness of costs associated with leaving profession Develops when negative consequences of leaving are seen as reasons to remain Stages of commitment development First stage Exploratory stage Individuals explore positive aspects of profession Exploration leads to positive orientation Second stage Testing stage Individuals discover negative elements of profession Individuals start to assess willingness/ability to deal with negative elements Third stage Passionate stage Individual synthesizes negative and positive elements Fourth stage Quiet-and-bored stage Final stage Integrated stage Commitment is a matter of habit Managing stress Nursing can be particularly stressful May lead to burnout ( complex syndrome similar to exhaustion stage of general adaptation syndrome Preventing burnout Recognize your stress Identify situations that produce the most stress Reducing stress Plan a daily relaxation program Establish regular exercise program Study assertiveness techniques Learn to accept failures Turn failures into constructive learning experiences Accept what cannot be changed Get involved in efforts toward constructive change Develop collegial support groups Participate in professional organizations Seek counseling if indicated Review Commitment to Profession Relate Link the Concepts and Exemplars Refer Go to Nursing Student Resources Reflect Case Study Exemplar 40.2 Leadership Principles Overview Leadership is not management Leaders ( people with ability to rule, guide, inspire others to think/act as they recommend Formal leader Selected by organization Has official authority to make decisions/act Informal leader Recognized by group as leader because of seniority, age, special abilities Leaders can be negative or positive in their appeal/approach Leaders tend to be very productive/persuasive Leadership theories Classic leadership theories Autocratic (authoritarian) Leader makes decisions for group Individuals seen as incapable of independent decision making Group may feel secure Procedures well defined Activities predictable Groups needs for creativity, autonomy, self-motivation are not met Minimal/absent degree of openness and trust Most effective leadership style at certain times Democratic (participative) Group discussion/decision making encouraged Leader acts as catalyst/facilitator Group productivity/satisfaction high Less efficient/more cumbersome than autocratic Allows more self-motivation/creativity Laissez-faire Recognizes groups need for autonomy and self-regulation Hands-off approach Can result in lack of coordination/cooperation Most effective for personally/professionally mature group members Bureaucratic Does not trust him/herself or others to make decisions Relies on organizational rules, policies, procedures Group members usually dissatisfied with leaders inflexibility/impersonal relations Situational Adapts leadership style to situation Flexible in task/relationship behaviors Considers the staff members/abilities Knows nature of task to be done Sensitive to context in which task takes place Contemporary leadership theories Charismatic Rare Emotional relationship between leader and group members Charming personality Transactional Relationship based on exchange for some resource valued by follower Incentives used to promote loyalty and performance Leader has traditional managerial style Transformational Empowers group to share in organizations vision Has clear, attractive, attainable goal Empowerment occurs through shared values, honesty, trust, continual learning Shared leadership Recognizes that a professional workplace has many leaders No one person considered to have knowledge/ability beyond that of others Appropriate leadership emerges in relation to the challenges of work group Shared governance example of shared leadership Aims to distribute decision making among a group of people Effective leadership Stephen Coveys book Seven Habits of Highly Effective People emphasizes approach that is centered on principles and character Character Assumes absolute values that exist in all humans Fairness Honesty Integrity Human dignity Quality Potential Growth Many parallels to nursing profession Leadership a learned process Principles of effective leadership Vision Mental image of a possible/desirable state Influence Informal strategy to gain cooperation of others without exercising formal authority Exercised through persuasion and excellent communication skills Positive role model Demonstrate caring towards coworkers and clients Review Leadership Principles Relate Link the Concepts and Exemplars Refer Go to Nursing Student Resources Reflect Case Study Exemplar 40.3 Work Ethic Overview Work ethic ( a belief in the importance and moral worth of work Most important characteristic in a good employee High value on hard work and diligence Attendance and punctuality Punctuality ( being on time Frequent absences ( increased stress of other employees decreased productivity Lateness ( holds things up inconveniences others Poor attendance or lack of punctuality Corrective actionsteps taking to overcome a job performance problem Dismissaltermination of employment Contingency plans necessary No excessively long/unscheduled breaks Make sure smooth transition between shifts Do not leave work for any other people to finish Reliability and accountability Follow through on commitments See Figure 403, NURSES ARE RESPONSIBLE, p. 2492 Accept responsibility/consequences of ones actions When mistake is made Admit it/accept full responsibility Apologize to those who have been inconvenienced Learn from the experiences Accept all work assignments for which qualified/prepared If unqualified or not prepared, discuss with supervisor immediately Refusal to complete a task as assigned may be construed as insubordination Best to resolve issues such as conflict of religious beliefs when first considering job offer Attitude and enthusiasm Optimism common among professional nurses Feeling that things will turn out for the best Pessimism Negative attitude Complain about everything Dangerous attitudedoes not invite trust Arrogance Excessive pride/feeling of superiority Can be extremely dangerous Generational differences in work ethic Four generations are working together Different generations have different ideals, values, traits, goals, characteristics Generational cohort People born in same general time span Share common life experiences Generational differences (generation gap) Can have negative effects in workplace Generational cohorts Oldest generationborn 19251944 Baby boomersborn 19451960 Largest cohort in nursing workplace Generation Xborn 19611980 Millennial generationborn 19812000 Also called Generation Y See Table 403, DESCRIPTION OF FOUR GENERATIONS IN THE AMERICAN WORKFORCE, pp. 24942495 Different generational styles ( workplace conflict Two significant changes have forced generations in workforce into more intense interaction Nature of work itself has shifted Individuals from various levels of organization ( equal members of team Information age Young nurses not as reliant on older peers Nurses should capitalize on each generations strengths Veteran nursesvalue hard work and respect authority Baby boomersvalue teamwork Generation Xersvalue self-reliance Millennialsvalue achievement Nurses should capitalize on each generations values Veteran nurseswisdom and organizational history Baby boomersclinical/organizational experience Generation Xersinnovative ideas/creative approaches Millennialsunderstanding of technology/how it can be used in practice Learn to acknowledge/appreciate colleagues from different backgrounds See Box 402, QUESTIONS TO HIGHLIGHT THE STRENGTHS OF EACH GENERATION OF NURSES, p. 2495 Engage perspective of younger nurses See Figure 404, THE BEST NURSING TEAMS, p. 2496 Review Work Ethic Relate Link the Concepts and Exemplars Refer Go to Nursing Student Resources Reflect Case Study 2015 by Education, Inc. 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