Job efficiency is important in improving the overall performance of nursing and community centers. Personal organizational skills are critical in understanding the nature of efficiency to enhance effective nurse management. Personal organizational skills depend on the commitment and the knowledge acquisition of the nurses to promote performance and productivity of nurses (Gutierrez, Candela & Carver, 2012). If individual nurses improve their personal organizational skills, it will be useful in enhancing effective nurse management.
As a nurse, I appreciate the significance of personal organizational skills in my professional life. This is a crucial aspect towards improving my capability and abilities to achieve the required nursing goals and objectives. My goal is to achieve job efficiency as well as improve the overall nurse management in the society including cooperation and coordination with other nurses (Hayes et al., 2012). In this evaluation, I will implement the cycle to achieve my personal goal of increasing job efficiency through personal organizational skills by creating a plan of action, the implementation of the action, data collection, and the assessment of the impacts of plan to recommend any potential modifications. Therefore, the paper will provide an effective plan and options to promote job efficiency of the individual nurses by improving their personal organizational skills.
In order to improve the personal organizational skills, I will take close to 2 hours to reflect on my skills in a relevant plan for each day. The plan will be completed in the next 2 weeks. During each 2 hours, I will assess my strengths by evaluating my work, coordination with other nurses and my progress in the nursing practice. I will also create day-to-day task sheet that reveals my intended goals and the time allocated to complete the goals. The planning time allows for relevant reflection of my strengths as well as to determine the level of cooperation and interaction with other nurses. Such events will assist me in improving my job efficiency in order to recommend the relevant nurse management (Lu, 2013). During the plan period, I will allocate 2 hours after work at around 4.30 adequate time to reflect on my personal performance and organizational skills.
In the first four days of the plan between march 1st to 4th , I started by collecting pertinent information relating to time spent planning(PT), time of departure from work (DT) and indicated whether I made task sheet in each day. During the first four days, data from Monday and Tuesday was same. PT was 15 minutes and DT was 4:30. The task sheets for the two days were also made. The plan and data collection process went on until 6th, PT ranged from 3 to 10 minutes and the DT ranged from 4:45 to 5:10. the task sheets were made for 1 day out of the 3 days. In the final week, starting from 8th to 14th, PT varied from 10 to 20 minutes including the creation of task sheets in each day. On the other hand, the DT had occurred before 4:30 for each of the days.
After the entire data collection process was complete, I presented the data using a histogram in order to enhance the interpretation process. During the two weeks, there are 10 working days. As indicated in Appendix A, the histogram depicts the “Planning Time” (PT) summarizing the amount of days of the two weeks I spend working on my goals and objectives of the workday. Every day there was a planning activity that took place. Four out 10 days of working days did not allow adequate PT. The second histogram, “Departure Time (DT)” revealed the number of days, which leave work on time by 4:30. During the first two days, I left at 7: 30 with 15 minutes greater of PT. There was no any certain day I left before 7:20 with lower than 15minutes of adequate planning. Based on the data analysis, I could not meet my goals and objectives of at least 15 minutes of PT for more than 5 days within the two weeks(see Appendices A and B).
In relation to the data analysis, the plan to enhance my personal organizational skills was not 100 per cent successful and called for the need to impose certain modifications. The lack of complete success could have been caused by the lack of adequate data. For instance, 4 out 10 work days did not achieve the required PT of 10 minutes. If the target had been achieved, the findings would have been more correct and reliable. In spite of all proper planning, there are days when I left after 4:30. Some of the barriers I noted on my individual level include the presence of confusion that includes the lack of clear direction on the assigned tasks and duties in the workplace. During the second week of my plan, my personal organizational skills were ineffective and my DT went to 5: 10 one of the workdays. This indicated the lack of strong organizational skills to control my overall duties to enhance job efficiency. I had lacked the necessary organizational ability to reduce time wastage as well as promoting the overall nurse management practices (McSherry et al., 2012). As a nurse, I am expected to adhere to all work schedules, which can only be achieved through proper organizational strategies.
According to Hayes et al., (2012), personal organizational skills are useful in enhancing the efficiency of the nurses in most hospitals. He also argued that personal organizational skills enhance proper coordination and cooperation in the workplace. I have realized my goals faced the barrier of lacking to cooperate with other individuals. McSherry et al. (2012) noted the need to consult and work closely with colleagues in the workplace to ensure accountability to promote adherence to the targeted goals and tasks. By loosing time at the workplace, I lost tract on organization of the tasks and objectives in the workplace. Other barriers to effective organizational skills were noted to include lack of management support and continuous training on the current nursing practice.
New and Improved
As I developed a plan to improve and assess my organizational skills, I realized that the plan did not measure my efficiency in other significant areas of my nursing practice such as effective communication and interpersonal relationships. My initial objective and aim was to increase my job efficiency through effective nurse management, I created a new plan of action to cater for the additional measures. For four workdays, I will develop a time for interactions with other nurses and patients. As a nurse and a human, I will assess my personal initiative. Do I work with interact with other nurses well? Am I effective in developing good schedule for my allocated tasks? What are my contributions to the overall performance of the hospital? After a careful analysis of the collected data, I will make relevant recommendations to improve on my weaker areas. The personal evaluation and the recommendations will help in recording useful data to enhance job efficiency and effective nurse management. I will also note the time spent on planning and compare it with the time of departure from the hospital (Lu, 2013). Most importantly, I will also record the time spent on the daily roles and activities for the four days. If there are any improvements on the time spent and reduced time to complete the assigned tasks and roles, I will implement the plan and assess any potential changes. I will assess the weak areas in the plan and redesign the PDCA cycle.
The improvement of personal organizational skills will be critical in supporting effective nurse management, understanding of the individual goals and objectives as well as improving the capability of the nurses to grow nursing skills. In order to grow my personal organizational skills, I believe it is important to use the quality management approaches including the PDCA cycle that promotes the evaluation of personal growth and professional growth in the nursing practice. Thus, I will focus on improving my organizational skills to promote job efficiency and effectiveness to support effective nurse management. Since, effective nurse management relies on the ability of the individual nurses to perform their roles and tasks to enhance job efficiency.
Gutierrez, A. P., Candela, L. L., & Carver, L. (2012). The structural relationships between organizational commitment, global job satisfaction, developmental experiences, work values, organizational support, and person‐organization fit among nursing faculty. Journal of advanced nursing, 68(7), 1601-1614.
Hayes, L. J., O’Brien-Pallas, L., Duffield, C., Shamian, J., Buchan, J., Hughes, F. & North, N. (2012). Nurse turnover: a literature review–an update. International Journal of Nursing Studies, 49(7), 887-905.
Lu, J. L. (2013). Organizational role stress indices affecting burnout among nurses. Journal of International Women’s Studies, 9(3), 63-78.
McSherry, R., Pearce, P., Grimwood, K., & McSherry, W. (2012). The pivotal role of nurse managers, leaders and educators in enabling excellence in nursing care. Journal of nursing management, 20(1), 7-19.