Transformational Leadership Training for Middle Management to Reduce Turnover and Improve Job Satisfaction

Reduce Turnover and Improve Job Satisfaction Abstract Background: The medical center’s Maternal Child Health Department comprises 10 labor and delivery beds, 22 postpartum beds, and a 16-bed Level II NICU. The unit is overseen by six ANMs, a manager, and a director. The unit comprises approximately 160 employees, most being bedside registered nurses (RNs). The hospital prioritizes achieving Magnet status, where nurse job satisfaction is prioritized. The concern is that the department’s culture is not aligning with Magnet guidelines due to a lack of leadership within the unit. Problem: A review of the department’s ANM team showed an unstable turnover rate between January 2020 and December 2022. A lack of filled positions increased demand for those in middle management, causing more demand for job duties and leading to burnout. Interventions: The project aim is to increase the confidence level of eight ANMs/managers in their leadership skills using a pre-and post-survey, from a baseline of 10% to 50%, by utilizing a TL-focused education program by July 31, 2023. Outcome Measures: The outcome measure focused on a pre and post-self-survey from the middle managers on their perceived preference and comfort level with TL. Participation in the survey was anonymous and not shared. Results: A total of 8 participants were involved in the survey, which met 100% of response expectations. The survey was designed to apply ratings to questions about the participants’ feelings and perceptions of TL. The outcome indicators are divided into categories and number ranking. The survey is only a learning tool to support participants’ understanding of TL Conclusion: The categories exposed the middle managers’ strengths and weaknesses when looking at leadership factors. The results of the survey were different from what was expected. Using People Pulse results as a tool for overall job satisfaction of the microsystem, the middle managers’ results were surprising. Although a recent People Pulse survey indicated that job satisfaction within the microsystem was low, the results of the informal learning survey around TL were positive. Multiple studies indicate that TL improves job satisfaction, leading to an unexpected pre/post-survey outcome

Lloyd C. Douglas, a study

https://place.asburyseminary.edu/ecommonsatsdissertations/2375/thumbnail.jp

Water Quality in the Great Land, Alaska's Challenge: Proceedings

Administering water quality programs -- Surface water issues -- Groundwater issues -- Sediments and resource developmen

Methods of lipid analysis ..

Typewritten sheets in cover. Thesis (M.A.)--Boston University Bibliography, 12 p

A Flexible Influence of Affect on the Usage of the Availability Heuristic

This study examined whether emotion influences susceptibility to the availability heuristic. Prior research has shown that happiness and anger promote usage of heuristics, whereas sadness and anxiety discourages use. However, research has also shown that this relationship might be flexible. Positive affect affirms style of thought, while negative affect prompts a switch to the opposite. Consistent with these ideas, we found that happy and angry people are less susceptible to the availability heuristic than anxious people when systematic thinking is primed. The reverse was the case when intuitive thinking was primed

Elk, the cow, the ranger, and the rolex: Urban/wildland resource management conflict at Mt. Diablo State Partk, California

The grazing dispute at Mt. Diablo State Park in California provides a case study for examining the dynamics of conflict over park management. It also offers a glimpse of what the future likely holds for many wildland parks in the United States. The dispute illustrates that no park is an island, wither ecologically or socially. The ecological setting and the human participants in the conflict have a dynamic interaction moderated by cultural values and norms. At Mt. Diablo, cultural values and the myths that give them cohesion have encouraged the participants in the conflict to strive toward impossible and apparently irreconcilable goals for the park. Proposed solutions must offer a way to reconcile these divergent views if they are to last