pp delegation

DELEGATIONDELEGATION

Prepared by: Paul John Bautista RN / NBP2012

General objective:General objective:

At the end of 1 hour lecture discussion BSN IV students will be able to have an increased understanding on the concept of Delegation

Specific Objectives:Specific Objectives:

Define the meaning of Delegation Compare Direct and Indirect Delegation State the Five Rights of Delegation Determine the Reason for Delegation Describe the common Delegating Errors Differentiate LPN and UAP Analyze the Delegation Decision –Making Grid Identify the ways to deal with subordinates

resistant to delegation Recognize the Barriers in Delegation Determine the Cultural Considerations in

Delegation Enumerate the ways on how to delegate

effectively Application of delegating skills

DelegationDelegation

Process by which the manager assigns specific task to the workers with commensurate authority to perform the job

Getting the work done through others or as directing the performance of one or more people to accomplish organizational goals

SupervisionSupervision

It is more direct and requires directly overseeing the work or performance of others.

It includes checking with individuals throughout the day to see what activities have been completed

Direct DelegationDirect Delegation

Verbal direction by the RN regarding an activity or task in a specific nursing care situation

Indirect DelegationIndirect Delegation

An approved listing of activities or tasks that have been established in policies and procedures of the health care institution or facility.

FIVE RIGHTS OF DELEGATIONFIVE RIGHTS OF DELEGATION

Right TasksRight CircumstancesRight PersonRight Direction/ CommunicationRight Supervision/ Evaluation

Reason for DelegatingReason for Delegating  Assigning routine tasksSave time on the part of the

managerProblem solvingCapability buildingTrain and develop staff members

for greater opportunities, making them more committed and satisfied in the job

JOB DESCRIPTION

A job description sets out the purpose of a job, where the job fits into the organization structure, the main accountabilities and responsibilities of the job and the key tasks to be performed.

Common Delegating Common Delegating ErrorsErrors

UNDERDELEGATING Manager’s desire to complete the

whole job personally due to lack of trust in the subordinates

Fear that subordinates will resent having work delegated to them 

Myself FallacyLack of ability to directThey find it difficult to assume

manager role

OVERDELEGATING

Burdening their subordinates 

IMPROPER DELEGATING

Delegating at the wrong time, wrong person and wrong reason

Delegating beyond the capability of the person

Delegating decision making without providing adequate information

Licensed Practical Nurse Licensed Practical Nurse (LPN)(LPN)known as LPNs or LVNs,

depending on the state in which they work provide basic nursing care

work in many settings, including nursing homes and extended care facilities, hospitals, physicians' offices, and private homes

Licensed practical and licensed vocational nurses must complete a state-approved educational program, which usually takes 1 year. They also must pass an exam and get a license before they can work.

They perform duties that may include giving injections, taking vital signs, performing basic diagnostic tests, observing patients, dressing wounds, and administering medication

Unlicensed Assistive Unlicensed Assistive Personnel UAPPersonnel UAPdescribe a job class of

paraprofessionals who assist individuals with disabilities and provide bedside care

all under the supervision of a Registered Nurse, Licensed Practical Nurse or other health care professional

UAPs, by definition, do not hold a license or other mandatory professional requirements for practice, though many hold various certifications

DELEGATION DECISION DELEGATION DECISION MAKING GRIDMAKING GRID

RN SKILLS UAP

•Sophisticated application of nursing process•Initial Assessment•IV medications•Teaching• Assessment on new patients•Physician ‘s Order•Blood Administration•Clinical Judgment

•Feeding•Hygiene•Physical care•Patient Transportation ( stable patients)•Getting the supplies•Cleaning up after procedures

Subordinate Resistance to Subordinate Resistance to DelegationDelegation

Incapable of completing the delegated tasks

I: Performance Coaching

Inherent resistance to authority I: maintain an appropriate

authority power gap

Tasks are overdelegated in terms of specificity

I: mix routine and boring tasks with more challenging and rewarding assignments

 Provide constructive feedback-

positive and negative to foster growth and self esteem

Barriers in DelegationBarriers in Delegation

Delegator:

InsecurityFear of being dislikedLack of confidence in his/her

subordinatesRefusal to allow mistakes

Delegatee:

Lack of experienceLack of competenceAvoidance of responsibilityOverload of workConfusion in responsibilities and

authority

Cultural Considerations in Cultural Considerations in DelegationDelegationCommunication Cultural diversity in the

workforce because of dialect, use of touch, context of speech.

Space Interpersonal space differs in

cultures

Social Organization Family unit of primary

importance in some cultures Time Past oriented Present oriented Future oriented

Environmental control Some cultures believe more

stongly in in fate, luck or chance and this may affect how a person approaches and carries delegated tasks

Biological considerations Susceptibility to diseases and

physiological differences

Ways to Delegate Ways to Delegate SuccessfullySuccessfully

Plan AheadIdentify Necessary Skills and

LevelsSelect Most Capable PersonnelCommunicate Goal ClearlyEmpower the delegate

Set Deadline and Monitor Progress

Model the Role and Provide Guidance

Evaluate PerformanceDo not take back delegated tasksReward Accomplishment

The RN, although well trained in the role of direct care provider, is often inadequately prepared for the role of delegator

 The mark of great leader is when he or

she can recognize the excellent performance of someone else and allow others to shine for their accomplishment

 Responsibility is shared when tasks is

delegated 

Case Analysis: Case Analysis:

A 25 year-old client, unresponsive after a motor vehicle accident, is being transferred from the hospital to a long term care facility. To which staff member should the charge nurse assign the client?

A) Unlicensed assistive personnel (UAP)B) Senior nursing studentC) PND) RN

The correct answer is D: RN

The RN is responsible for teaching and assessment associated with discharge and these activities cannot be delegated to the others listed.

Case AnalysisCase AnalysisA practical nurse (PN) from the

pediatric unit is assigned to work in a critical care unit. Which client

assignment would be appropriate?

A) A client admitted with multiple trauma with a history of a newly implanted pacemaker

B) A new admission with left-sided weakness from a stroke

C) A 53 year-old client diagnosed with cardiac arrest from a suspected myocardial infarction

D) A 35 year-old client in balanced traction admitted 6 days ago after a motor vehicle accident

The correct answer is D: A 35 year-old client in balanced traction admitted 6 days ago after a motor vehicle accident

This client is the most stable with a predictable outcome.

Case AnalysisCase AnalysisA client has had a tracheostomy for 2

weeks after a motor vehicle accident. Which task could the RN safely delegate to unlicensed assistive personnel (UAP)?A) Teach the client how to cough up secretionsB) Changes the tracheostomy trach tiesC) Monitor if client has shortness of breathD) Perform routine tracheostomy dressing care

The correct answer is D: Perform routine tracheostomy dressing care

Unlicensed assistive personnel should be able to perform routine tracheostomy care.

SYNTHESISSYNTHESISDelegation is not an option for

the manger-it is a necessity

Delegation should be used for assigning routine tasks and tasks for which the manager does not have time. It also is appropriate as a tool for problem solving and building capacity in subordinates

In delegation, managers must clearly communicate what they want to be done. It is important that the subordinate has an appropriate degree of autonomy in deciding how the work is to be accomplished

Managers must delegate the authority and the responsibility necessary to complete the tasks

RNs who are asked to assume the role of supervisor and delegator need preparation to assume the leadership tasks

Assuming the role of delegator and supervisor to the UAP increase the scope of liability for the RN

The RN always bears the ultimate responsibility for ensuring that the nursing care provided by his or her team members meets or exceeds minimum safety standards.

When subordinates resists delegation, the delegator must ascertain why the delegated task was not accomplished and take appropriate action to remove restraining forces

Transcultural sensitivity in delegation is needed to create a productive multicultural work team.

THANK YOU !!!

GOD BLESS CLASS 2013...