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Presenting

The Stress of Caring

Made by:

Jimal kothiwar

Sanjay Lalwani

Maansi Ramnani

Ganga MakwanaHitesh Makwana

Anjali Mali

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The case is regarding Rajdhani Nursing Care.

It considers how a company in nursing care

industry is responding to the challenges ofthe new environment.

It is an organization facing a massivechange.

It has a total of nearly 30000 employees.

The Stress of caring

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Q.1 What do the data on employee injuries, incidents,absences, and turnover suggest to you? Is there

reason for concern about the company's direction?

Employee Absentees:

~ The causes of absentees are :-

1.physical health

2. stress

3. motivation.

Physical Health: It is a reason when theemployees were not well or they have somephysical injuries.

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Stress: When the employeespersonal and work life arenot balanced it makes very

stress full life for employees.

Motivation: When theemployees comparethemselves with otherorganizations employeesthey would be de-motivated

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Injuries:

~ Health care it is kind of job which demandslot of physical strength of employees in theirdaily work.

~ In the nursing home environment, there aremany causes for back injuries, includinginjuries such as the shoulder or arm, as wellas neck.

~ An employer who encourages, supports andpromotes healthy lifestyles, such as weightmanagement and exercise programs, maypositively impact the staff's back injury

exposure

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Turnover:

~ Employee turnover is nothing but asemployees are changing their job they quit

and go to another company .~ Employees turnover is always found as

headache for any organization because it is a

costly part of doing business.

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~ These expenses include the cost ofhead hunting fees, new hire training,human resource costs, advertising, loss ofproductivity, and customer retention all

of which can add up to anywhere from 30to 200 percent of a single employee'sannual salary, one again it is all depending

on that company and the job role.

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3. PROBLEM IDENTIFICATION:-

1. Staffing

1) The nursing home does not properly train its staff.2) The nursing home simply doesn't have a full staff.3) The nursing home does not perform sufficient background

checks on staff members.

2. Physical demands of employeesNursing is a kind of job which demands lot of physical fitnessfrom you because heavy lifting is required every time.

3. DocumentationDocumentation is nothing but to information about client iskept in form of paper or in the form of electronic documentsfor example information is store in the cd, emails, and tapesor in the form of image.

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CREATING LEADERSHIP

STRATEGY:

~ From the past couple of years thebasic responsibilities and role ofnurse has changed todays nurses are

not only taking care of patients butalso they are helping doctors to takea decision as well as.

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~ Every individual person is having hisown experience, attitude, approach andown style to look at situation.

~ Leadership style is partly decisionmaking style and partly a way ofmotivating employees. The style always

depends on leaders culture, belief andpreferences

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RECOMMEND LEADERSHIP STYLE INRAJDHANI NURSING CARE:

There are basically three types of leadershipstyles

Autocratic

bureaucratic

participativesituational and transformational leadership.

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~ Autocratic leaders are those who set a goal anddo not allow others to take any decisions.

~ while a participative leader allows others to

participate in the decision making process. Aparticipative leader style makes it a point tomake others realize the importance of attaininga goal.

~ If a person strictly sticks to policies, rules andregulations, it's called a bureaucratic leadershipstyle

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LEADER BEHAVIOUR OF NURSING HOME

DIRECTORS:

Motivation

EncourageCommunication

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LEADER BEHAVIOR OF NURSING SUPERVISORS:

As a nurses supervisor manager you need to manageworking shifts of all nursing staff those are workingin your team.

Always help junior to understand how to handleconflict options in hard situation and followingdiscipline in nursing homes

When any new nurse is coming in then it isresponsibility of supervisor to ask seniors to givetraining to junior nurses in that fashion so they canrelate theory to practical environment.

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~Motivate new nurses to apply there

knowledge and skills under the supervisionof experience staff.

~If experience staff is co operative then it will

reduced presser from the new nurses. Keepproviding feedbacks to juniors or seniorsabout there job whether it should bepositive or negative so they can keepupdating there knowledge.

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Try to solve all kinds of misunderstandingbetween your staffs and try to minimizedistance between seniors and juniors. Ask

juniors to keep observing your seniorscarefully, and analyze whatever decisionsyour seniors take, so that when you reach

their position, you are ready to take over theresponsibility

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4. CHANGE MANAGEMENT STRATERGY:

It is not the strongest species that survive,nor the more intelligent, but the most

responsive to change

- Charles Darwin

Revolutionary change:In such kind of changes we are very receptive toideas from outside of the team. We are veryproactive in seeing and managing externalproblems that could impact the team. We allrespond to changes in our external environment inconstructive ways. The change process itself

becomes reliant on the individual.

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FORM OF RESISTANCE TO CHANGES:

We all know changes and resistance are alwayswalking by keeping hand in hand. Every changecomes with form of oppose by users. There are lots

of reasons in people or in employees mind forresistance to changes. The forms of resistance arelike habit, security, economic factor, selectiveinformation process, and fear of unknown etc.

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4.3 OVERCOMING RESISTANCE

Increase urgency

Provide job security to all nurses. Organize some newtraining program for them to remove fear in there mind.

Build the guiding team

Choose perfect employee on perfect place. Create a teamwith a combination of senior and junior nurses.

Get the vision right

Allow that team to create new vision and strategy tominimize resistance to changes The vision should bedesigned in such a way that it should completely focus ongood quality and services.

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5. IMPLIMENTATION:

A leader is a person who has a vision, a driveand a commitment to achieve that vision,and the skills to make it happen.

A Quality leader should be a person withvision and should be brave enough tosupport change. The traditional role of aleader as a commander has to change that

of a coach. Instead of supervising, a leadershould delegate; and instead of controlling,she/he should be a mentor.

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Characteristic of good leaders

are:

Bring out the best in people of differing personalities and

skills.

Get to know everyone in the team and know how to use

them in the best advantage.

Delegate and empower people while keeping an eye onwhat has to be achieved, and being able to stand back

from the day to day action.

Recognize and exploit the strengths of the team and are

prepared to compensate for individual weaknesses. Inspire people to give their best.

Accept team members as having expertise that they may

not have.

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