1. The Management Role of the Licensed Practical/Vocational Nurse
Chapter Twelve
The Management Role of the Licensed Practical/Vocational Nurse

2. Management Roles Management role of LPNs changes constantly
Work of LPN always involves leadership skills
Always clarify the scope of responsibility and role expected to be fulfilled

3. Management Styles Everyone has a personal management style
Determine an effective but flexible leadership style
Authoritarian
High concern for tasks done
Low concern for the people who perform the tasks
Make all decisions in workplace

4. Management Styles Authoritarian Permissive or laissez-faire
Does not allow for creative thinking or new ideas
This management style is good in emergency situations
Permissive or laissez-faire
Exact opposite of authoritarian style
An absence of leadership
Does not require employee accountability

5. Management Styles Democratic or participative
Strong valuing of the people on the team
Gathers information from other team members
Identifies individual responsibilities
Takes more time than other management styles

6. Communication Important skill for a manager Verbal communication
Exchange of ideas and understanding through spoken words
Nonverbal communication
Ability to share messages without using words
Body posture, facial and hand expressions

7. Communication Communicating with patients
Normal aging changes that affect communication
Slower speech, presbycusis, presbyopia, slower responses
Successful communication with older adults must be based on respect for them as people

8. Communication Communicating with patients (cont.) Strategies
Do not approach the person from the side
Place yourself on eye level
Reach out and touch the person if appropriate
Speak at a normal rate
Choose setting without disturbing or distracting noises

9. Communication Strategies (cont.) Communicating with the families
Repeat questions or comments
Listen carefully
Communicating with the families
Recognize the emotional environment of the family
Listen to them before you begin providing information
Spend time with family members

10. Communication Communicating with the families (cont.)
Find a quiet place to talk
Facilitate sharing of information from other health-care providers
Families are as important as the person

11. Communication Interdisciplinary team communication
Important to have effective communication between team members
Be prepared to discuss information with team
Be ready to justify your concerns or requests
Nurse is patient advocate

12. Additional Communication Skills
Assertive communication skills
Assertive behavior is most effective response
Assertive response must not violate the rights of another person
Use statements “I feel,” “When you,” “We should”

13. Additional Communication Skills
Active listening
Requires listening to what is being said
Do not prepare a defense
Show support for other person’s feelings
Clarify the problem and negotiate a solution

14. Planning Hoop Planning process never ends
Planning is an intelligent process of thinking based on facts and information
Plan must always be re-evaluated
Planning process consists of assessment, goal setting, implementation, and evaluation

15. Planning Hoop Assessment Goal setting
Identify problem or potential problem that concerns you
Determine what knowledge is lacking
Goal setting
Preparing a plan to resolve a management problem
Goals should be meaningful and carefully
thought out

16. Planning Hoop Implementation Evaluation Crisis management
Performance of plan
Evaluation
Plan must be evaluated for its effectiveness
Crisis management
Occurs when manager does not take the time
to plan

17. Priority Setting
Priority is determined after assessment of the situation
Need to think of the entire organization when determining priorities
Two categories
Concerns that relate to patient or resident care
Concerns that relate to the process of running the business of the institution
Concerns need to be listed as a need or a want

18. Managing Personnel
Nurse manager is responsible for hiring and evaluating employees
Interview
Exchange of information
Determine applicants’
Dependability, skills, willingness to assume responsibilities, adaptability, willingness and ability to work with others

19. Managing Personnel Interview (cont.) Employee evaluation
Be specific and direct in your comments
Develop interview guide
Employee evaluation
All organizations have an established process for evaluating employees
First evaluation may come at 3 months,
6 months, or 12 months

20. Managing Personnel Employee evaluation (cont.)
Based on five basic assumptions:
Assist employee to improve management of
workload
Employee appraisal is a difficult process
No one likes the current form; a perfect form does not exist
Information must be gathered on daily
basis
Appraisal made by supervisor

21. Managing Personnel Employee evaluation (cont.) Should avoid
Leniency error
Recency error
Halo error
Evaluation process is crucial to growth and stability of organization

22. Making Care Assignments
Making effective assignments is crucial to any clinical area
Successful care assignments match the worker with the older person in a manner that allows for the best nursing care to be administered and received
When making assignments, consider skills of employees

23. Making Care Assignments
Use Benner’s From Novice to Expert theory to assess skills of CNA
Novice
Advanced beginner
Competent
Proficient
Expert

24. Making Care Assignments
Novice CNA should be assigned to an expert CNA who can assist with care when needed
Expert CNAs should be assigned to the most challenging older adults
More effective to assign the same employee to an older person for several days in succession

25. Making Care Assignments
Delegation
Goal is to delegate tasks while maintaining quality patient and resident care
Familiarize yourself with the Nurse Practice Act for the state where you work
Become familiar with the policy and procedures and job descriptions for your facility

26. Making Care Assignments
Delegation (cont.)
Five rights of delegation
Right task
Right circumstance
Right person
Right direction
Right supervision
Delegate routine work that can be done by someone else

27. Providing Education to Employees
Assist with continuing education of employees
Assist with increasing and maintaining the skills of the employee
Provide adequate orientation to new employees
Provide mentoring program for new employees

28. Managing Quality of Care
Joint Commission on Accreditation of Hospitals (JCAH)
American Nurses Association
National League of Nursing
Total Quality Management (TQM)