Appropriate Nursing Management in a Hospital Unit
Mariamma Thazhavana
American Sentinel University
Appropriate Nursing Management in a Hospital Unit The purpose of this paper is to judge the power used by the nurse manager in the given scenario, evaluate the detrimental behaviors identified in the case and the consequences of strong negative leadership, value behaviors that contribute to optimal team functioning, formulate action plan for the manager, and to measure the observations that should be used to monitor her performances. The expectation set up on a nurse manager is to coordinate levels of employees and facilitate services for patients. She is to direct the workforce and available resources within the existing structure
The negative leader creates a dysfunctional team, eventually forcing the subordinates to leave the unit or organization after suffering either shortly or long-term, and the organization loses its valuable assets: the employees. In other cases, the subordinates create their own team and turn against the leader to cast him out. In short, the team work efforts become fruitless as members of the team either fight to support the negative leader or to drive the leader out (Roter, 2012).

Behaviors That Contribute to Optimal Team Functioning

The commission of a management is to direct the workforce and available resources within the existing structure to meet the mission of the organization. The nurse leaders and managers must coordinate levels of employees and facilitate services for patients (Grohar- Murray&Langan, 2011). The manager should consider and treat all the employees equally, or else she would create division among them, and as a result they can not work as an effective team.

A manager can do a number of things to make the work environment a positive and productive one that facilitates a feeling of cooperation, teamwork and joy among the staff. Out of those things, building an environment of trust is very important, because trust is the basic component of all good relationships. If a person is trustworthy and honest, he can gain the hearts of his subordinates (Abell, 2006). Secondly, a manager needs to