Steps to be an effective Charge Nurse?

Answer 1

Hi,
Both Edward and Aprils have excellent answers.

Here's another idea.
Not sure if you are familiar with CINAHL (
Cumulative Index to Nursing and Allied Health Literature).
It indexes (largely professionally written) articles.
Unfortunately it is not available for free on the Internet, but is
available at many medical and academic libraries.
The actual text of quite a few of the indexed articles may be
available online or in print/paper at the library. Others will have to
be ordered from other libraries (Ask librarian for details).
Even if you are not affiliated with a medical or academic library,
most let anybody in, and if you ask for a reference librarian, he or she can get you started.

I searched CINAHL using the subject heading...Charge Nurses..
Here are a few items of interest.
I've included abstracts when available

Miller DR. “Do you have the "right stuff" to be a charge nurse?.” Nursing Spectrum -- Philadelphia Tri -- State Edition, v. 9 issue 10, 2000, p. 5.

Ward leadership: balancing the clinical and managerial roles. (includes abstract) Firth K; Professional Nurse, 2002 Apr; 17 (8): 486-9. (journal article - research)
Abstract..This qualitative study investigated ward managers' experiences of combining a clinical leadership role with the managerial and administrative parts of their job. Ward managers saw their main task as one of developing their staff and improving the quality of their service, yet found balancing their different roles problematic.

Get back to the basics of "people" management through chief retention officers. Patient Care Staffing Report, 2003 Jan; 3 (1): 1-3. (journal article - pictorial)

Charge nurse leadership development and evaluation. (includes abstract) Krugman M; Journal of Nursing Administration, 2003 May; 33 (5): 284-92. (journal article - research, tables/charts)
Abstract....OBJECTIVE: To describe the development and evaluation of a permanent charge nurse role and report outcomes of this leadership model over 4 years. BACKGROUND: A permanent charge nurse role was developed to improve continuity of care and develop emerging nurse leaders. An evaluation model was constructed to measure program outcomes. Kouzes and Posner's Leadership Model served as the theoretical framework. METHODS: The permanent charge nurse role was developed, training planned, and the evaluation framework established. Measurements included two survey instruments, an investigator-developed End-of-Shift Report, and institutional patient satisfaction data. Survey instruments included Kouzes and Posner's Leadership Practice Inventory (LPI), concurrently measuring self (charge) and other (staff) perceptions of charge leadership. The McClosky Mueller Satisfaction Scale (MMSS) measured charge and staff nurse job satisfaction. Data were collected at baseline, post-implementation, and additional time periods. RESULTS: Charge RNs reported significantly more favorable perceptions of leadership abilities than staff. The Shift Report successfully tracked both system and charge management issues. Patient satisfaction data did not yield data due to vendor changes. Job satisfaction results showed charge nurses reported higher satisfaction with schedule, praise and recognition, control and responsibility, than staff nurses. CONCLUSIONS: Using data to evaluate charge nurse leadership guides continued program improvements.

Charge nurses juggle many needs. Mathias JM; OR Manager, 2001 Jul; 17 (7): 18-9. (journal article)

Don't forget our charge nurses. (includes abstract) Sherman RO; Nursing Economic$, May/Jun2005; 23 (3): 125-30, 143. (journal article - equations & formulas, tables/charts)
In response to the nursing shortage, many health care organizations are utilizing a team approach to nursing care delivery. Although, the role of the charge nurse in these changing nursing care delivery models is a pivotal one to the effective and safe management of patient care units, many receive no leadership training. An educational program that hundreds of charge nurses have attended over the past 2 years is described. Strategies that organizations should consider when planning their own training are shared.

Issues & answers. The role of the registered nurse -- as charge nurse. Morris K; Ohio Nurses Review, 2004 Nov-Dec; 79 (10): 16, 14. (journal article)

Another thought.....books...perhaps using the subject headings
Nurse Administrators
Nurse Administrators---Education

A few titles I came across...
Author Grohar-Murray, Mary Ellen
Title Leadership and management in nursing / Mary Ellen Grohar-Murray, Helen R. DiCroce
Publ info Upper Saddle River, N.J. : Prentice Hall, c2003
Edition 3rd ed
(units on leadership and responsibilities)

Author Marquis, Bessie L
Title Leadership roles and management functions in nursing : theory and application / Bessie L. Marquis, Carol J. Huston
Publ info Philadelphia : Lippincott Williams & Wilkins, c2006
Edition 5th ed
Contents Decision making, problem solving, and critical thinking: requisites for successful leadership and management -- Introduction to management and management decision making -- Developing leadership -- Ethics, law, and advocacy -- Legal and legislative issues -- Patient, subordinate, and professional advocacy -- The planning hierarchy and strategic planning -- Planned change -- Time management -- Fiscal planning -- Career development -- Organizational structure -- Understanding organizational, political, and personal power -- Organizing patient care -- Preliminary staffing functions: employee recruitment, selection --
Placement, and indoctrination -- Meeting staff socialization and educational needs for team building -- Staffing needs and scheduling policies -- Creating a motivating climate -- Organizational, interpersonal, and group communication -- Delegation -- Managing conflict -- Understanding collective bargaining, unionization, and employment laws -- Quality control -- Performance appraisal -- Problem employees: rule breakers, marginal employees, and the chemically or mentally impaired

Title Educating nurses for leadership / Harriet R. Feldman, Martha J. Greenberg, editors
Publ info New York : Springer, c2005
Contents available here...http://osler.meduohio.edu/search/dnurse+administrator/dnurse+administrator/1%2C6%2C12%2CB/frameset&FF=dnurse+administrators+education&1%2C1%2C

Hoping this helps some,
Janice
[e-mail]

Answer 2

AA meetings are open to everyone who wants to attend. You don't have to be court ordered to them. The judge will probably sentence you to attend in your case because of the hit and run. Actually that should be your main concern this is what could get you jail time. Good Luck. c) For a felony of the second degree, by a term of imprisonment not exceeding 15 years. (d) For a felony of the third degree, by a term of imprisonment not exceeding 5 years. (4) A person who has been convicted of a designated misdemeanor may be sentenced as follows: (a) For a misdemeanor of the first degree, by a definite term of imprisonment not exceeding 1 year; (b) For a misdemeanor of the second degree, by a definite term of imprisonment not exceeding 60 days.

Answer 3

Make sure you listen to what your staff has to say. Ask them question and get there opinion on stuff. Don't talk rude and crude to them. Be honest! If you say you are going to something go through with it.

Answer 4

know that you wont please everyone and dont try. do the best you know how to organize and effectively assign the shift, stay calm, take nothing personally, keep your interactions with staff, patients and providers on the pro level...no screaming or cussing.