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COMPARE AND CONTRAST MY POST WITH ADRIANA`S POSTING

COMPAREAND CONTRAST MY POST WITH ADRIANA`S POSTING

UniversityAffiliation

COMPAREAND CONTRAST MY POST WITH ADRIANA`S POSTING

Highimpact leadership aims at cost reduction, improved care, and improvedpopulation health. It includes front line engagement, which is theprocess of linking the top management to the employees. Themanagement guides, disseminates the corporate culture, and motivatesemployees to attain organizational goals(Swensen,Pugh, McMullan, &amp Kabcenell, 2013).Inour posts, differences and similarities can be identified since eachperson of us has different views.

Acomparison of the posts shows that we both discussed the importanceof front line engagement in producing effective leadership. BothKaiser Permanente my organization, and Adriana’s organization facedrawbacks in the employment of front line engagement. Adriana’sorganization went into the remodeling of their clinic, but failed touse the originally submitted plans. The highest management opted touse plans of another campus in the district instead of the proposal.This was done without the involvement of the staff and coordinator.Hence, protocol failed to hold. On the other hand, Kaiser Permanentehad one nurse who failed to uphold protocol by referring a patient toER without the patient’s history from RN. Therefore, the patientwas delayed compromising quality and patient care. Both organizationsface inconsistencies in following the set protocol leading tocompromised results(Kershaw,2012).Holding the staff accountable for care delivery makes them be blamedfor the errors they commit.

Therealso exists a contrast between the posts as Adriana’s post portraysthat her organization is full of bureaucracy, which hinders effectivedecision making due to the many hierarchies to be followed. The topmanagement is not directly involved with their staff as they do notvisit and talk to them as required. In contrast, Kaiser Permanente’sfront-line engagement is fruitful as the staff helps families andcommunities visiting the clinic to burn unnecessary fats, foreffective cardiovascular functioning(Bleich,2012).Theyalso recognize people’s talents and thoughts leading to betterunderstanding of the community.

Inconclusion, different and similar views can be observed due to thediversity of reasoning from our posts. This has brought about theneed to compare and contrast my post and Adriana’s. Apparently,high impact leadership reduces cost, improves care, and improvespopulation health. It entails front line engagement, which helps inthe achievement of organizational goals.

References

Bleich,M. (2012). Leadership Responses to The Future of Nursing. JONA:The Journal Of Nursing Administration, 42(4), 183-184.http://dx.doi.org/10.1097/nna.0b013e31824ccc6b

Kershaw,B. (2012). The Future of Nursing: Leading Change, AdvancingHealthInstitute of Medicine of the National Academies (USA) NationalAcademies Press The Future of Nursing: Leading Change, AdvancingHealth £34|160pp97803091582370309158230. Nursing Management,18(9), 10-10. http://dx.doi.org/10.7748/nm.18.9.10.s7

Swensen,S., Pugh, M., McMullan, C., &amp Kabcenell, A. (2013). High-ImpactLeadership: Improve Care, Improve the Health of Populations, andReduce Costs. Ihi.org. Retrieved 15 November 2016, fromhttp://www.ihi.org/resources/pages/ihiwhitepapers/highimpactleadership.aspx