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NURS 6221 Week 8: Creating a Culture of Engagement

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NURS 6221 Week 8: Creating a Culture of Engagement essay assignment

NURS 6221: Managing Human Resources | Week 8 essay assignment

Working with phenomenal people on some of the toughest and most interesting business problems in the world [is a pro of working with Bain & Company]. You are constantly being pushed to improve and expand your skills and somehow finding room for a lot of fun [with] your co-workers.

— Consultant for Bain & Company, Glassdoor, Inc’s 2012 #1 Best Places To Work

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To prepare for today’s challenging health care environment, health care organizations need employees who are energized with a passion for their work. Finding and keeping exemplary employees is one of the keys to running an effective unit, department, or organization. Given the critical shortage of health care workers, retaining employees is one of the more important responsibilities of nurse managers. In fact, some have called nurse managers the “chief retention officers” of organizations. What type of working environment encourages employees to stay? How can nurse managers foster relationships that engender a sense of satisfaction and engagement in employees similar to that expressed in the above quote?

In Week 7, you began exploring the elements that create a positive workplace. This week builds on those concepts as you explore how positive workplaces can facilitate a culture of engagement.

Learning Objectives

Students will:

  • Assess workplaces for cultures of engagement
  • Analyze interventions that positively improve workplace culture
  • Evaluate the correlation between workplace culture and organizational commitment
  • Analyze the impact of intrinsic motivators on professional fulfillment
  • Evaluate the impact of intrinsic motivators on professional performance

[T]he way to create a culture of retention is, in fact, to create a culture of engagement and contribution.

—Jo Manion (2004, p. 30)

When employees feel engaged and motivated, they are often more committed to an organization. Organizational commitment is broadly defined as an employee’s intent to stay with the organization. Nurse managers can have significant influence on an organization’s culture and thereby on employee engagement and commitment.

To prepare

  • Select one of the following perspectives and complete the corresponding survey for this Discussion. Do not look at the scoring directions until after you have completed the evaluation.
    • If you hold or have held a management position in your recent or present workplace, access the document, “Creating a Culture of Engagement: Manager Survey,” found in this week’s Learning Resources.
    • If you have yet to hold a management position, or would prefer to answer the survey from the perspective of an employee, access the document, “Creating a Culture of Engagement: Employee Survey,” found in this week’s Learning Resources.
  • After you have completed the survey, reflect on the results. Based on score breakdown, select the culture cluster you consider the most critical to address in this workplace. Then, review this week’s media, “Recruitment, Retention, and Employee Development.” What strategies could you, as a nurse manager, employ to address this cluster?
  • Consider how this culture facilitates or negates your feelings of organizational commitment.

By Day 3

Post an evaluation of a recent or past workplace by sharing the total score of your survey. Explain whether this score accurately captures the culture of this workplace. Identify the culture cluster that you consider the most critical to address, and suggest at least one intervention you could initiate to effectively change this aspect of the workplace’s culture. Explain how this culture encouraged or diminished your feelings of organizational commitment.

Read a selection of your colleagues’ responses.

By Day 6

Respond to at least two of your colleagues on two different days using one or more of the following approaches:

  • Find a colleague whose critical culture cluster is one of your stronger ones. Share a strategy for strengthening this aspect of his or her culture.
  • Use authentic experiences and this week’s Learning Resources to evaluate a colleague’s intervention, offering suggestions and insights.
  • Assess a colleague’s workplace. Applying what you know about your own intrinsic motivators, explain why this workplace would or would not be a good fit for you.

 

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