The time is now: Developing a nurse manager residency program
Edna Cadmus PhD, RN, NEA-BC
Mary L. Johansen PhD, RN, NEA-BC

$7.95
Nursing Management
October 2012 
Volume 43  Number 10
Pages 18 - 24
 
  PDF Version Available!

ABSTRACT
The Patient Protection and Affordable Care Act is changing the face of healthcare by creating opportunities for new models of care delivery in the United States.1 These changes demonstrate a need for leadership development at all levels, but most important, at the first-line nurse manager (FLNM) level. For nurse leaders to meet these challenges, they must have the capacity to redesign work processes/workflow that results in safe and effective care while maintaining reduced costs.The Institute of Medicine's (IOM) report Health Professions Education: A Bridge to Quality identified competencies for all healthcare professionals: patient centeredness, evidence-based practices, quality improvement, working in interdisciplinary teams, and leveraging technology.2 Additionally, the landmark IOM report TheFuture of Nursing: Leading Change, Advancing Health identified how critical it is for FLNMs to have communication, conflict resolution, and negotiation skills, as well as access to quality and safety tools.3 The National Sample Survey of Registered Nurses identified that approximately 50% of nurses in leadership positions across the United States have a bachelor's of science degree in nursing (BSN) as their highest credential.5 This means that the other 50% of nurses with anything lower than a BSN aren't equipped with the education they need to be successful in advanced positions. Therefore, it's imperative for these RNs to obtain advanced competencies through formal structures outside of the academic setting.Organizations are struggling to improve quality and meet the challenges of reimbursement and workforce shortages in an ever-changing environment. FLNMs are pivotal when it comes to meeting these challenges. Much of the focus in the literature is on how their leadership behaviors impact quality and retention of staff. Yet, there's little focus on developing the FLNM so that he or she may achieve desired organization outcomes. The purpose of this needs assessment was to survey

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