Question Answered step-by-step i need help answering this question is it better to study major… i need help answering this question  is it better to study major international languages like English rather than to spend time on minority languages for the sake of regional identity. Do you agree? What would be the benefits and detriments? What would be gained and what would be lost? Write a meaningful answer that fully addresses the question above. Social Science Psychology HUM 250 Share QuestionEmailCopy link Comments (0)

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Question Answered step-by-step Analyzethe link below . from Google’s Ngram viewer, showing the… Analyze the link below. from Google’s Ngram viewer, showing the prevalence of the word “Christmas” in the texts of millions of books published in “American English”  between 1790 and 2008 (the current cut-off of the data set).  How might the evidence of declining relative focus on Christmas from about the end of World War II into the early 1970s  (followed by a long rise of interest since), that the chart seems to indicate, be explained in relation to other specific evidences that we have seen in our survey? https://books.google.com/ngrams/graph?content=Christmas&year_start=1790&year_end=2008&corpus=17&smoothing=3&share=&direct_url=t1%3B%2CChristmas%3B%2Cc0  History World History HIS 3680 Share QuestionEmailCopy link Comments (0)

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Question Answered step-by-step How does Allport’s’ lifespan approach compare to Erikson’s lifespan… How does Allport’s’ lifespan approach compare to Erikson’s lifespan theory of personality? Social Science Psychology PSYCHOLOGY 3020 Share QuestionEmailCopy link Comments (0)

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QuestionLeading and Management Hillary Hockenberry has been a nurse for 4…Leading and ManagementHillary Hockenberry has been a nurse for 4 years in a long-term care facility. Recently, the position of unit manager has become available and she is considering applying for it. Peers have encouraged her to con- sider doing so and have commented, “You are a born leader and manager and will do really well in the position.” Hillary Hock- enberry is now asking herself the following questions:• Am I ready for a position like this?• What management skills will I need to be a good unit manager?• What are the rewards and challenges to a management position? She seeks input from both the former unit manager, who is now the assistant director of nursing (ADON), whom she views as a mentor, as well as the preceptor whom she originally worked with as a new graduate.305 1.  The preceptor states, “You’ve got good management skills—they are often inherent in what every nurse does in managing the care of patients.” Discuss what the preceptor means by this statement. 2.   Qualities Examples Inherent in Nursing Practice   Discuss the qualities and behaviors of followership that could be beneficial when moving into a leadership role. 3.  The ADON states, “The biggest challenge of management is juggling the needs of patients with the needs of the organization.” What does the ADON mean by this statement in light of the economic climate and the nursing labor market? Hillary accepts the position, and 6 months into her role as unit manager she was asked to follow up on survey results indicating insufficient staffing to help feed patients at mealtimes, especially the breakfast meal. The majority of residents on the unit need assistance with feeding, from setting up trays to needing to be fed. On the 30-bed unit, the ratio of staff to residents is 1:10 inclusive of licensed and unlicensed personnel. Meals are encouraged to be taken in the dining room, but traditionally, the majority of residents in this unit eat in their rooms. A strategy must be implemented to ensure that feeding/nutritional needs are met for the unit’s residents.4.  One staff member says, “You’ve got the power to change this so do it.” Looking at the sources of power, how should Hillary respond to this statement? 5.  How would each of the following behavioral theories be reflected in the leadership styles and implementation of strategies toward resolution of this problem?a.  Behavioral Theoryb.  Task vs. Relationshipc.   Example of Discussion forTheory                            Styles                                                                Identification of a Strategy Behavioral Dependent on the type of leadership style used by the unit manager:Authoritarian: Autocratic/controlling/ directive (individual “top down” decision making; decision made and “orders” given) on how it is to be implemented, without group input; can be punitive or rewarding depending on situation; efficient method of decision making, and can lead to high-quality/-quantity output.   Emotional Intelligence Example of Discussion forTheory                            Styles                                                                Identification of a Strategy Democratic: Participative; sharing of ideas, planning, and outcomes of a new strategy; less efficient but facilitates creativity and motivation within the staff; outcome tends to be high qualityLaissez-faire: Permissive or nondirec- tive; high degree of frustration be- cause there is no goal, guidance, or direction and everyone does their own thing, but the outcomes are expected to be the same; no decision-making from the leader Task vs. Relationship Leadership style is either focused on the tasks to be done or the “happiness” of the workforce, re- gardless of outcomes. Balance is needed between the two aspects to ensure that needs are being met for both the implementers (staff) and the outcomes (patient/institutional). Emotional Intelligence Constant surveillance for how work/expectations/new strategies affect individuals and teams and how they feel about their work in terms of support, caring, and en- thusiasm 6.  In this situation describe how both the transformational leadership style and the trans- actional leadership style could be used to address this problem. Consider in your discussion whether there is a place for both types in any given situation. It is decided that a new dining process will be implemented throughout the facility. All residents will be transported to the dining room for all meals unless contraindicated by health status. Residents/families are in support of this strategy, as it appears it will both ensure that residents are fed and encourage socialization of all residents, regardless of their cognitive level of functioning. All staff will be present in the dining room to assist with meal/feeding needs.7.  Identify possible factors within the three major sources that will cause resistance to change and implementation of this strategy. Sources of Resistance to Change         Possible Factors Technical concerns Psychosocial needs Threats to position/power 8.  What kind of actions/behaviors might you see in both your licensed and unlicensed personnel that indicate resistance to the change? Sources of Resistanceto Change                                                               Examples of Actions/Behaviors Active Passive Technical concerns Regardless of the source, active resistance is expressed directly Passive resistance can involve avoiding required work through excuses, being too busy to integrate the new strategy, or simply ignoring the strategy altogether. Psychosocial needs Threats to position/power 9.  For each of the following comments that were made by staff members in resisting the change to the new dining process, write a response that reflects the four approaches  to lowering resistance to change. Actions/Behaviors                                    Possible Comment Based on Strategy Commanding Sharing Information Refuting Beliefs Providing Psychosocial Safety “I am not going to do this—it creates too much work for everyone.” Actions/Behaviors                                    Possible Comment Based on Strategy “It is not my job to do the nurse aide work here.” “Mrs. Smith doesn’t want to go to the dining room in the morning and I don’t want to upset her by making herdo this.” “I couldn’t get the residents in the last four rooms to the dining room. I ran out of time so Iam just going to get their breakfast meal to them in their rooms.” “Sorry I didn’t help with the feedings. I got tied up giving medications down the back hall.” Change is difficult for most organizations and their way of doing things. Look at the strategy to be implemented in the dining process. Implementing the change requires an understanding of the characteristics of the change.10. Discuss each of the characteristics of this change in regard to the new dining process:•   Magnitude of the change•   Complexity of the change•   Pace of the change•   Stress level of those involved Characteristic              Dining Process Magnitude Complexity Pace Stress level 11. How will Hillary, as the unit manager, evaluate the integration of the change? After several months, conflict has arisen between the UAP of the skilled care unit and those on the custodial care/assisted living unit regarding feeding responsibilities during the meals. The UAP are very territorial regarding “their” residents and do not feel that they should have to assist other residents in the dining room since “their people” are there to help them. Due to the higher acuity of the skilled unit residents, they require more assistance with feeding than those who are more independent from the custodial/ assisted living unit. The UAP from the assisted living unit feel that they should not have to “pick up the slack” with feeding needs of the residents from the other unit. As the unit manager, Hillary needs to resolve this conflict for optimal resident outcomes.12. Using the steps of conflict resolution, how should the unit manager work through this problem? •   Identify the problem•   Generate possible solutions•   Evaluate suggested solutions•   Choose the best solution•   Implement the solution•    Identify the problem Generate possible solutions Evaluate suggested solutions Choose the best solution Implement the solution Evaluate—is the problem resolved?   Evaluate—is the problem resolved? 13. Discuss how time management may be an important component in the integration   of the dining process when one staff member says, “I can’t help feed residents when all I can think about is that I have to administer medications and complete the treat- ments on my 30 residents.” Consider the suggestions for time management. Discuss which ones may be helpful in this situation. Leading and ManagementHillary Hockenberry has been a nurse for 4 years in a long-term care facility. Recently, the position of unit manager has become available and she is considering applying for it. Peers have encouraged her to con- sider doing so and have commented, “You are a born leader and manager and will do really well in the position.” Hillary Hock- enberry is now asking herself the following questions:• Am I ready for a position like this?• What management skills will I need to be a good unit manager?• What are the rewards and challenges to a management position? She seeks input from both the former unit manager, who is now the assistant director of nursing (ADON), whom she views as a mentor, as well as the preceptor whom she originally worked with as a new graduate.305 1.  The preceptor states, “You’ve got good management skills—they are often inherent in what every nurse does in managing the care of patients.” Discuss what the preceptor means by this statement. 2.   Qualities Examples Inherent in Nursing Practice   Discuss the qualities and behaviors of followership that could be beneficial when moving into a leadership role. 3.  The ADON states, “The biggest challenge of management is juggling the needs of patients with the needs of the organization.” What does the ADON mean by this statement in light of the economic climate and the nursing labor market? Hillary accepts the position, and 6 months into her role as unit manager she was asked to follow up on survey results indicating insufficient staffing to help feed patients at mealtimes, especially the breakfast meal. The majority of residents on the unit need assistance with feeding, from setting up trays to needing to be fed. On the 30-bed unit, the ratio of staff to residents is 1:10 inclusive of licensed and unlicensed personnel. Meals are encouraged to be taken in the dining room, but traditionally, the majority of residents in this unit eat in their rooms. A strategy must be implemented to ensure that feeding/nutritional needs are met for the unit’s residents.4.  One staff member says, “You’ve got the power to change this so do it.” Looking at the sources of power, how should Hillary respond to this statement? 5.  How would each of the following behavioral theories be reflected in the leadership styles and implementation of strategies toward resolution of this problem?a.  Behavioral Theoryb.  Task vs. Relationshipc.   Example of Discussion forTheory                            Styles                                                                Identification of a Strategy Behavioral Dependent on the type of leadership style used by the unit manager:Authoritarian: Autocratic/controlling/ directive (individual “top down” decision making; decision made and “orders” given) on how it is to be implemented, without group input; can be punitive or rewarding depending on situation; efficient method of decision making, and can lead to high-quality/-quantity output.   Emotional Intelligence Example of Discussion forTheory                            Styles                                                                Identification of a Strategy Democratic: Participative; sharing of ideas, planning, and outcomes of a new strategy; less efficient but facilitates creativity and motivation within the staff; outcome tends to be high qualityLaissez-faire: Permissive or nondirec- tive; high degree of frustration be- cause there is no goal, guidance, or direction and everyone does their own thing, but the outcomes are expected to be the same; no decision-making from the leader Task vs. Relationship Leadership style is either focused on the tasks to be done or the “happiness” of the workforce, re- gardless of outcomes. Balance is needed between the two aspects to ensure that needs are being met for both the implementers (staff) and the outcomes (patient/institutional). Emotional Intelligence Constant surveillance for how work/expectations/new strategies affect individuals and teams and how they feel about their work in terms of support, caring, and en- thusiasm 6.  In this situation describe how both the transformational leadership style and the trans- actional leadership style could be used to address this problem. Consider in your discussion whether there is a place for both types in any given situation. It is decided that a new dining process will be implemented throughout the facility. All residents will be transported to the dining room for all meals unless contraindicated by health status. Residents/families are in support of this strategy, as it appears it will both ensure that residents are fed and encourage socialization of all residents, regardless of their cognitive level of functioning. All staff will be present in the dining room to assist with meal/feeding needs.7.  Identify possible factors within the three major sources that will cause resistance to change and implementation of this strategy. Sources of Resistance to Change         Possible Factors Technical concerns Psychosocial needs Threats to position/power 8.  What kind of actions/behaviors might you see in both your licensed and unlicensed personnel that indicate resistance to the change? Sources of Resistanceto Change                                                               Examples of Actions/Behaviors Active Passive Technical concerns Regardless of the source, active resistance is expressed directly Passive resistance can involve avoiding required work through excuses, being too busy to integrate the new strategy, or simply ignoring the strategy altogether. Psychosocial needs Threats to position/power 9.  For each of the following comments that were made by staff members in resisting the change to the new dining process, write a response that reflects the four approaches  to lowering resistance to change. Actions/Behaviors                                    Possible Comment Based on Strategy Commanding Sharing Information Refuting Beliefs Providing Psychosocial Safety “I am not going to do this—it creates too much work for everyone.” Actions/Behaviors                                    Possible Comment Based on Strategy “It is not my job to do the nurse aide work here.” “Mrs. Smith doesn’t want to go to the dining room in the morning and I don’t want to upset her by making herdo this.” “I couldn’t get the residents in the last four rooms to the dining room. I ran out of time so Iam just going to get their breakfast meal to them in their rooms.” “Sorry I didn’t help with the feedings. I got tied up giving medications down the back hall.” Change is difficult for most organizations and their way of doing things. Look at the strategy to be implemented in the dining process. Implementing the change requires an understanding of the characteristics of the change.10. Discuss each of the characteristics of this change in regard to the new dining process:•   Magnitude of the change•   Complexity of the change•   Pace of the change•   Stress level of those involved Characteristic              Dining Process Magnitude Complexity Pace Stress level 11. How will Hillary, as the unit manager, evaluate the integration of the change? After several months, conflict has arisen between the UAP of the skilled care unit and those on the custodial care/assisted living unit regarding feeding responsibilities during the meals. The UAP are very territorial regarding “their” residents and do not feel that they should have to assist other residents in the dining room since “their people” are there to help them. Due to the higher acuity of the skilled unit residents, they require more assistance with feeding than those who are more independent from the custodial/ assisted living unit. The UAP from the assisted living unit feel that they should not have to “pick up the slack” with feeding needs of the residents from the other unit. As the unit manager, Hillary needs to resolve this conflict for optimal resident outcomes.12. Using the steps of conflict resolution, how should the unit manager work through this problem? •   Identify the problem•   Generate possible solutions•   Evaluate suggested solutions•   Choose the best solution•   Implement the solution•    Identify the problem Generate possible solutions Evaluate suggested solutions Choose the best solution Implement the solution Evaluate—is the problem resolved?   Evaluate—is the problem resolved? 13. Discuss how time management may be an important component in the integration   of the dining process when one staff member says, “I can’t help feed residents when all I can think about is that I have to administer medications and complete the treat- ments on my 30 residents.” Consider the suggestions for time management. Discuss which ones may be helpful in this situation. Leading and ManagementHillary Hockenberry has been a nurse for 4 years in a long-term care facility. Recently, the position of unit manager has become available and she is considering applying for it. Peers have encouraged her to con- sider doing so and have commented, “You are a born leader and manager and will do really well in the position.” Hillary Hock- enberry is now asking herself the following questions:• Am I ready for a position like this?• What management skills will I need to be a good unit manager?• What are the rewards and challenges to a management position? She seeks input from both the former unit manager, who is now the assistant director of nursing (ADON), whom she views as a mentor, as well as the preceptor whom she originally worked with as a new graduate.305 1.  The preceptor states, “You’ve got good management skills—they are often inherent in what every nurse does in managing the care of patients.” Discuss what the preceptor means by this statement. 2.   Qualities Examples Inherent in Nursing Practice   Discuss the qualities and behaviors of followership that could be beneficial when moving into a leadership role. 3.  The ADON states, “The biggest challenge of management is juggling the needs of patients with the needs of the organization.” What does the ADON mean by this statement in light of the economic climate and the nursing labor market? Hillary accepts the position, and 6 months into her role as unit manager she was asked to follow up on survey results indicating insufficient staffing to help feed patients at mealtimes, especially the breakfast meal. The majority of residents on the unit need assistance with feeding, from setting up trays to needing to be fed. On the 30-bed unit, the ratio of staff to residents is 1:10 inclusive of licensed and unlicensed personnel. Meals are encouraged to be taken in the dining room, but traditionally, the majority of residents in this unit eat in their rooms. A strategy must be implemented to ensure that feeding/nutritional needs are met for the unit’s residents.4.  One staff member says, “You’ve got the power to change this so do it.” Looking at the sources of power, how should Hillary respond to this statement? 5.  How would each of the following behavioral theories be reflected in the leadership styles and implementation of strategies toward resolution of this problem?a.  Behavioral Theoryb.  Task vs. Relationshipc.   Example of Discussion forTheory                            Styles                                                                Identification of a Strategy Behavioral Dependent on the type of leadership style used by the unit manager:Authoritarian: Autocratic/controlling/ directive (individual “top down” decision making; decision made and “orders” given) on how it is to be implemented, without group input; can be punitive or rewarding depending on situation; efficient method of decision making, and can lead to high-quality/-quantity output.   Emotional Intelligence Example of Discussion forTheory                            Styles                                                                Identification of a Strategy Democratic: Participative; sharing of ideas, planning, and outcomes of a new strategy; less efficient but facilitates creativity and motivation within the staff; outcome tends to be high qualityLaissez-faire: Permissive or nondirec- tive; high degree of frustration be- cause there is no goal, guidance, or direction and everyone does their own thing, but the outcomes are expected to be the same; no decision-making from the leader Task vs. Relationship Leadership style is either focused on the tasks to be done or the “happiness” of the workforce, re- gardless of outcomes. Balance is needed between the two aspects to ensure that needs are being met for both the implementers (staff) and the outcomes (patient/institutional). Emotional Intelligence Constant surveillance for how work/expectations/new strategies affect individuals and teams and how they feel about their work in terms of support, caring, and en- thusiasm 6.  In this situation describe how both the transformational leadership style and the trans- actional leadership style could be used to address this problem. Consider in your discussion whether there is a place for both types in any given situation. It is decided that a new dining process will be implemented throughout the facility. All residents will be transported to the dining room for all meals unless contraindicated by health status. Residents/families are in support of this strategy, as it appears it will both ensure that residents are fed and encourage socialization of all residents, regardless of their cognitive level of functioning. All staff will be present in the dining room to assist with meal/feeding needs.7.  Identify possible factors within the three major sources that will cause resistance to change and implementation of this strategy. Sources of Resistance to Change         Possible Factors Technical concerns Psychosocial needs Threats to position/power 8.  What kind of actions/behaviors might you see in both your licensed and unlicensed personnel that indicate resistance to the change? Sources of Resistanceto Change                                                               Examples of Actions/Behaviors Active Passive Technical concerns Regardless of the source, active resistance is expressed directly Passive resistance can involve avoiding required work through excuses, being too busy to integrate the new strategy, or simply ignoring the strategy altogether. Psychosocial needs Threats to position/power 9.  For each of the following comments that were made by staff members in resisting the change to the new dining process, write a response that reflects the four approaches  to lowering resistance to change. Actions/Behaviors                                    Possible Comment Based on Strategy Commanding Sharing Information Refuting Beliefs Providing Psychosocial Safety “I am not going to do this—it creates too much work for everyone.” Actions/Behaviors                                    Possible Comment Based on Strategy “It is not my job to do the nurse aide work here.” “Mrs. Smith doesn’t want to go to the dining room in the morning and I don’t want to upset her by making herdo this.” “I couldn’t get the residents in the last four rooms to the dining room. I ran out of time so Iam just going to get their breakfast meal to them in their rooms.” “Sorry I didn’t help with the feedings. I got tied up giving medications down the back hall.” Change is difficult for most organizations and their way of doing things. Look at the strategy to be implemented in the dining process. Implementing the change requires an understanding of the characteristics of the change.10. Discuss each of the characteristics of this change in regard to the new dining process:•   Magnitude of the change•   Complexity of the change•   Pace of the change•   Stress level of those involved Characteristic              Dining Process Magnitude Complexity Pace Stress level 11. How will Hillary, as the unit manager, evaluate the integration of the change? After several months, conflict has arisen between the UAP of the skilled care unit and those on the custodial care/assisted living unit regarding feeding responsibilities during the meals. The UAP are very territorial regarding “their” residents and do not feel that they should have to assist other residents in the dining room since “their people” are there to help them. Due to the higher acuity of the skilled unit residents, they require more assistance with feeding than those who are more independent from the custodial/ assisted living unit. The UAP from the assisted living unit feel that they should not have to “pick up the slack” with feeding needs of the residents from the other unit. As the unit manager, Hillary needs to resolve this conflict for optimal resident outcomes.12. Using the steps of conflict resolution, how should the unit manager work through this problem? •   Identify the problem•   Generate possible solutions•   Evaluate suggested solutions•   Choose the best solution•   Implement the solution•    Identify the problem Generate possible solutions Evaluate suggested solutions Choose the best solution Implement the solution Evaluate—is the problem resolved?   Evaluate—is the problem resolved? 13. Discuss how time management may be an important component in the integration   of the dining process when one staff member says, “I can’t help feed residents when all I can think about is that I have to administer medications and complete the treat- ments on my 30 residents.” Consider the suggestions for time management. Discuss which ones may be helpful in this situation. Leading and ManagementHillary Hockenberry has been a nurse for 4 years in a long-term care facility. Recently, the position of unit manager has become available and she is considering applying for it. Peers have encouraged her to con- sider doing so and have commented, “You are a born leader and manager and will do really well in the position.” Hillary Hock- enberry is now asking herself the following questions:• Am I ready for a position like this?• What management skills will I need to be a good unit manager?• What are the rewards and challenges to a management position? She seeks input from both the former unit manager, who is now the assistant director of nursing (ADON), whom she views as a mentor, as well as the preceptor whom she originally worked with as a new graduate.305 1.  The preceptor states, “You’ve got good management skills—they are often inherent in what every nurse does in managing the care of patients.” Discuss what the preceptor means by this statement. 2.   Qualities Examples Inherent in Nursing Practice   Discuss the qualities and behaviors of followership that could be beneficial when moving into a leadership role. 3.  The ADON states, “The biggest challenge of management is juggling the needs of patients with the needs of the organization.” What does the ADON mean by this statement in light of the economic climate and the nursing labor market? Hillary accepts the position, and 6 months into her role as unit manager she was asked to follow up on survey results indicating insufficient staffing to help feed patients at mealtimes, especially the breakfast meal. The majority of residents on the unit need assistance with feeding, from setting up trays to needing to be fed. On the 30-bed unit, the ratio of staff to residents is 1:10 inclusive of licensed and unlicensed personnel. Meals are encouraged to be taken in the dining room, but traditionally, the majority of residents in this unit eat in their rooms. A strategy must be implemented to ensure that feeding/nutritional needs are met for the unit’s residents.4.  One staff member says, “You’ve got the power to change this so do it.” Looking at the sources of power, how should Hillary respond to this statement? 5.  How would each of the following behavioral theories be reflected in the leadership styles and implementation of strategies toward resolution of this problem?a.  Behavioral Theoryb.  Task vs. Relationshipc.   Example of Discussion forTheory                            Styles                                                                Identification of a Strategy Behavioral Dependent on the type of leadership style used by the unit manager:Authoritarian: Autocratic/controlling/ directive (individual “top down” decision making; decision made and “orders” given) on how it is to be implemented, without group input; can be punitive or rewarding depending on situation; efficient method of decision making, and can lead to high-quality/-quantity output.   Emotional Intelligence Example of Discussion forTheory                            Styles                                                                Identification of a Strategy Democratic: Participative; sharing of ideas, planning, and outcomes of a new strategy; less efficient but facilitates creativity and motivation within the staff; outcome tends to be high qualityLaissez-faire: Permissive or nondirec- tive; high degree of frustration be- cause there is no goal, guidance, or direction and everyone does their own thing, but the outcomes are expected to be the same; no decision-making from the leader Task vs. Relationship Leadership style is either focused on the tasks to be done or the “happiness” of the workforce, re- gardless of outcomes. Balance is needed between the two aspects to ensure that needs are being met for both the implementers (staff) and the outcomes (patient/institutional). Emotional Intelligence Constant surveillance for how work/expectations/new strategies affect individuals and teams and how they feel about their work in terms of support, caring, and en- thusiasm 6.  In this situation describe how both the transformational leadership style and the trans- actional leadership style could be used to address this problem. Consider in your discussion whether there is a place for both types in any given situation. It is decided that a new dining process will be implemented throughout the facility. All residents will be transported to the dining room for all meals unless contraindicated by health status. Residents/families are in support of this strategy, as it appears it will both ensure that residents are fed and encourage socialization of all residents, regardless of their cognitive level of functioning. All staff will be present in the dining room to assist with meal/feeding needs.7.  Identify possible factors within the three major sources that will cause resistance to change and implementation of this strategy. Sources of Resistance to Change         Possible Factors Technical concerns Psychosocial needs Threats to position/power 8.  What kind of actions/behaviors might you see in both your licensed and unlicensed personnel that indicate resistance to the change? Sources of Resistanceto Change                                                               Examples of Actions/Behaviors Active Passive Technical concerns Regardless of the source, active resistance is expressed directly Passive resistance can involve avoiding required work through excuses, being too busy to integrate the new strategy, or simply ignoring the strategy altogether. Psychosocial needs Threats to position/power 9.  For each of the following comments that were made by staff members in resisting the change to the new dining process, write a response that reflects the four approaches  to lowering resistance to change. Actions/Behaviors                                    Possible Comment Based on Strategy Commanding Sharing Information Refuting Beliefs Providing Psychosocial Safety “I am not going to do this—it creates too much work for everyone.” Actions/Behaviors                                    Possible Comment Based on Strategy “It is not my job to do the nurse aide work here.” “Mrs. Smith doesn’t want to go to the dining room in the morning and I don’t want to upset her by making herdo this.” “I couldn’t get the residents in the last four rooms to the dining room. I ran out of time so Iam just going to get their breakfast meal to them in their rooms.” “Sorry I didn’t help with the feedings. I got tied up giving medications down the back hall.” Change is difficult for most organizations and their way of doing things. Look at the strategy to be implemented in the dining process. Implementing the change requires an understanding of the characteristics of the change.10. Discuss each of the characteristics of this change in regard to the new dining process:•   Magnitude of the change•   Complexity of the change•   Pace of the change•   Stress level of those involved Characteristic              Dining Process Magnitude Complexity Pace Stress level 11. How will Hillary, as the unit manager, evaluate the integration of the change? After several months, conflict has arisen between the UAP of the skilled care unit and those on the custodial care/assisted living unit regarding feeding responsibilities during the meals. The UAP are very territorial regarding “their” residents and do not feel that they should have to assist other residents in the dining room since “their people” are there to help them. Due to the higher acuity of the skilled unit residents, they require more assistance with feeding than those who are more independent from the custodial/ assisted living unit. The UAP from the assisted living unit feel that they should not have to “pick up the slack” with feeding needs of the residents from the other unit. As the unit manager, Hillary needs to resolve this conflict for optimal resident outcomes.12. Using the steps of conflict resolution, how should the unit manager work through this problem? •   Identify the problem•   Generate possible solutions•   Evaluate suggested solutions•   Choose the best solution•   Implement the solution•    Identify the problem Generate possible solutions Evaluate suggested solutions Choose the best solution Implement the solution Evaluate—is the problem resolved?   Evaluate—is the problem resolved? 13. Discuss how time management may be an important component in the integration   of the dining process when one staff member says, “I can’t help feed residents when all I can think about is that I have to administer medications and complete the treat- ments on my 30 residents.” Consider the suggestions for time management. Discuss which ones may be helpful in this situation. Leading and ManagementHillary Hockenberry has been a nurse for 4 years in a long-term care facility. Recently, the position of unit manager has become available and she is considering applying for it. Peers have encouraged her to con- sider doing so and have commented, “You are a born leader and manager and will do really well in the position.” Hillary Hock- enberry is now asking herself the following questions:• Am I ready for a position like this?• What management skills will I need to be a good unit manager?• What are the rewards and challenges to a management position? She seeks input from both the former unit manager, who is now the assistant director of nursing (ADON), whom she views as a mentor, as well as the preceptor whom she originally worked with as a new graduate.305 1.  The preceptor states, “You’ve got good management skills—they are often inherent in what every nurse does in managing the care of patients.” Discuss what the preceptor means by this statement. 2.   Qualities Examples Inherent in Nursing Practice   Discuss the qualities and behaviors of followership that could be beneficial when moving into a leadership role. 3.  The ADON states, “The biggest challenge of management is juggling the needs of patients with the needs of the organization.” What does the ADON mean by this statement in light of the economic climate and the nursing labor market? Hillary accepts the position, and 6 months into her role as unit manager she was asked to follow up on survey results indicating insufficient staffing to help feed patients at mealtimes, especially the breakfast meal. The majority of residents on the unit need assistance with feeding, from setting up trays to needing to be fed. On the 30-bed unit, the ratio of staff to residents is 1:10 inclusive of licensed and unlicensed personnel. Meals are encouraged to be taken in the dining room, but traditionally, the majority of residents in this unit eat in their rooms. A strategy must be implemented to ensure that feeding/nutritional needs are met for the unit’s residents.4.  One staff member says, “You’ve got the power to change this so do it.” Looking at the sources of power, how should Hillary respond to this statement? 5.  How would each of the following behavioral theories be reflected in the leadership styles and implementation of strategies toward resolution of this problem?a.  Behavioral Theoryb.  Task vs. Relationshipc.   Example of Discussion forTheory                            Styles                                                                Identification of a Strategy Behavioral Dependent on the type of leadership style used by the unit manager:Authoritarian: Autocratic/controlling/ directive (individual “top down” decision making; decision made and “orders” given) on how it is to be implemented, without group input; can be punitive or rewarding depending on situation; efficient method of decision making, and can lead to high-quality/-quantity output.   Emotional Intelligence Example of Discussion forTheory                            Styles                                                                Identification of a Strategy Democratic: Participative; sharing of ideas, planning, and outcomes of a new strategy; less efficient but facilitates creativity and motivation within the staff; outcome tends to be high qualityLaissez-faire: Permissive or nondirec- tive; high degree of frustration be- cause there is no goal, guidance, or direction and everyone does their own thing, but the outcomes are expected to be the same; no decision-making from the leader Task vs. Relationship Leadership style is either focused on the tasks to be done or the “happiness” of the workforce, re- gardless of outcomes. Balance is needed between the two aspects to ensure that needs are being met for both the implementers (staff) and the outcomes (patient/institutional). Emotional Intelligence Constant surveillance for how work/expectations/new strategies affect individuals and teams and how they feel about their work in terms of support, caring, and en- thusiasm 6.  In this situation describe how both the transformational leadership style and the trans- actional leadership style could be used to address this problem. Consider in your discussion whether there is a place for both types in any given situation. It is decided that a new dining process will be implemented throughout the facility. All residents will be transported to the dining room for all meals unless contraindicated by health status. Residents/families are in support of this strategy, as it appears it will both ensure that residents are fed and encourage socialization of all residents, regardless of their cognitive level of functioning. All staff will be present in the dining room to assist with meal/feeding needs.7.  Identify possible factors within the three major sources that will cause resistance to change and implementation of this strategy. Sources of Resistance to Change         Possible Factors Technical concerns Psychosocial needs Threats to position/power 8.  What kind of actions/behaviors might you see in both your licensed and unlicensed personnel that indicate resistance to the change? Sources of Resistanceto Change                                                               Examples of Actions/Behaviors Active Passive Technical concerns Regardless of the source, active resistance is expressed directly Passive resistance can involve avoiding required work through excuses, being too busy to integrate the new strategy, or simply ignoring the strategy altogether. Psychosocial needs Threats to position/power 9.  For each of the following comments that were made by staff members in resisting the change to the new dining process, write a response that reflects the four approaches  to lowering resistance to change. Actions/Behaviors                                    Possible Comment Based on Strategy Commanding Sharing Information Refuting Beliefs Providing Psychosocial Safety “I am not going to do this—it creates too much work for everyone.” Actions/Behaviors                                    Possible Comment Based on Strategy “It is not my job to do the nurse aide work here.” “Mrs. Smith doesn’t want to go to the dining room in the morning and I don’t want to upset her by making herdo this.” “I couldn’t get the residents in the last four rooms to the dining room. I ran out of time so Iam just going to get their breakfast meal to them in their rooms.” “Sorry I didn’t help with the feedings. I got tied up giving medications down the back hall.” Change is difficult for most organizations and their way of doing things. Look at the strategy to be implemented in the dining process. Implementing the change requires an understanding of the characteristics of the change.10. Discuss each of the characteristics of this change in regard to the new dining process:•   Magnitude of the change•   Complexity of the change•   Pace of the change•   Stress level of those involved Characteristic              Dining Process Magnitude Complexity Pace Stress level 11. How will Hillary, as the unit manager, evaluate the integration of the change? After several months, conflict has arisen between the UAP of the skilled care unit and those on the custodial care/assisted living unit regarding feeding responsibilities during the meals. The UAP are very territorial regarding “their” residents and do not feel that they should have to assist other residents in the dining room since “their people” are there to help them. Due to the higher acuity of the skilled unit residents, they require more assistance with feeding than those who are more independent from the custodial/ assisted living unit. The UAP from the assisted living unit feel that they should not have to “pick up the slack” with feeding needs of the residents from the other unit. As the unit manager, Hillary needs to resolve this conflict for optimal resident outcomes.12. Using the steps of conflict resolution, how should the unit manager work through this problem? •   Identify the problem•   Generate possible solutions•   Evaluate suggested solutions•   Choose the best solution•   Implement the solution•    Identify the problem Generate possible solutions Evaluate suggested solutions Choose the best solution Implement the solution Evaluate—is the problem resolved?   Evaluate—is the problem resolved? 13. Discuss how time management may be an important component in the integration   of the dining process when one staff member says, “I can’t help feed residents when all I can think about is that I have to administer medications and complete the treat- ments on my 30 residents.” Consider the suggestions for time management. Discuss which ones may be helpful in this situation. BusinessAccountingShare Question

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