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Chapter 3Chapter 3
Organizational Behavior and Magnet Hospitals
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Objectives Objectives
Upon completion of this chapter, the reader should be able to: Define organizational behavior Identify the evolution of organizational behavior and its impact on autocratic, custodial, supportive, and collegial organizational behavior
Identify the organizational characteristics that define Magnet nursing services
Discuss the historical evolution and significance of Magnet hospitals
Describe the fourteen forces of Magnetisim
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Definition of Definition of OrganizationOrganization
A coordinated and deliberately structured social entity Consists of two or more people Functions on a relatively continuous basis to achieve a predetermined set of goals
An organization’s long-term effectiveness may be determined by its ability to anticipate, manage, and respond to changes in its environment
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Changes Affecting Changes Affecting OrganizationsOrganizations
External forces Influences originating outside the organization (labor force, economy)
Stakeholders People or groups with an interest in the organization’s performance (customers, competitors, suppliers, government and regulatory agencies)
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Organizational BehaviorOrganizational Behavior
Concerned with work-related behavior Addresses:
Individuals and groups Interpersonal processes Organizational dynamics and systems
Emphasizes people skills in addition to technical skills
Involves the systematic study of the actions and attitudes people exhibit within organizations
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Attitudes of InterestAttitudes of Interest
Job satisfaction How organizational members feel about their job
Organizational commitment How committed or loyal employees feel to the goals of the organization
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Determinants of Determinants of Employee PerformanceEmployee Performance
Productivity Quantity and quality of output an employee generates
Absenteeism Rate of employee absences from work
Turnover Number of employees resigned divided by the total number of employees during the same time period
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Importance of Importance of Organizational BehaviorOrganizational Behavior Enables organizational members to better understand their own behavior as well as those of peers, superiors, and/or other subordinates
Helps individuals become more effective employees
Employees with high levels of organizational commitment are generally more satisfied with their jobs
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Organizational Organizational EffectivenessEffectiveness
An organization’s sustainable high performance to ultimately meet the needs of the organization, its members, and society
The ability to survive and thrive under conditions of uncertainty
Important contributors to the effectiveness of an organization are the quality of the workforce and their commitment to the goals and success of the organization
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Knowledge EconomyKnowledge Economy
United States has shifted from industrial focus and assembly line mentality in the 1900s to a knowledge economy in the 2000s
Requires highly educated employees for a more technologic information age
Health care workers view themselves as knowledge workers Requires organizations to be supportive and cultivate employee’s talents
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Models of Models of Organizational BehaviorOrganizational Behavior Autocratic Custodial Supportive Collegial
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High Performance High Performance OrganizationsOrganizations
Value people as human assets, respect diversity, and empower individuals to use their talents to advance personal and organizational performance
Mobilize teams that build synergy from the talents of its members
Successfully bring people and technology together
Thrive on learning Are achievement-oriented
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Magnet HospitalMagnet Hospital
Voluntary credentialing process
Health care organization that has met the rigorous nursing excellence requirement of the American Nurses Credentialing Center (ANCC), a division of the American Nurses Association (ANA)
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Goals of Magnet Goals of Magnet RecognitionRecognition
Promote quality in a milieu that supports professional nursing practice
Identify excellence in the delivery of nursing services to patients
Provide a mechanism for the dissemination of best practices in nursing services
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Characteristics of Characteristics of Magnet Nursing ServicesMagnet Nursing Services High-quality patient care Clinical autonomy and responsibility
Participatory decision making Strong nurse leaders Two-way communication with staff
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CharacteristicsCharacteristics
Community involvement Opportunity and encouragement of professional development
Effective use of staff resources
High levels of job satisfaction
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Benefits of Magnet Benefits of Magnet DesignationDesignation
Improved patient quality outcomes
Enhanced organizational culture
Improved nurse recruitment and retention
Enhanced safety outcomes Enhanced competitive advantage
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Essentials of MagnetismEssentials of Magnetism
Opportunities to work with other nurses who are clinically competent
Good nurse–physician relationships and communication
Nurse autonomy and accountability Supportive nurse manager-supervisor Control over nursing practice and practice environment
Support for education Adequate nurse staffing
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Forces of MagnetismForces of Magnetism
Quality nursing leadership Organizational structure Management style Personnel polices and programs Professional models of care Quality of care Quality improvement
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Forces of MagnetismForces of Magnetism
Consultation and resources Autonomy Community and the hospital Nurses as teachers Image of nursing Interdisciplinary relationships
Professional development
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Magnet Appraisal Magnet Appraisal ProcessProcess
Establish database to collect data on nursing-sensitive indicators (measures that reflect the outcome of nursing actions)
Benchmark Conduct gap analysis Receive written application Visit site Award decision