Poster Presentation
Friday, 21 July 2006
10:00 AM - 10:30 AM
Friday, 21 July 2006
3:00 PM - 3:30 PM
Middle Manager Leadership Training: Does it Make a Difference?
Lydia R. Zager, MSN, RN, BC, College of Nursing, University of South Carolina, Columbia, SC, USA
| Learning Objective #1: discuss the leadership skills middle managers need to create a positive work environment. |
| Learning Objective #2: discuss the relationship between demographic variables and the essentials of magnetism middle managers scores. |
The current nursing shortage is ongoing, global, and has the potential to cripple the health care industry. Despite increasing enrollment in nursing programs, the gap between supply and demand continues to grow and has resulted in an increased focus on retention. Middle managers play a pivotal role in establishing a supportive work environment, essential for retention, job satisfaction, and quality patient care. However, Middle Managers are often unable to create a supportive work environment because they lack the necessary skills for the role.
The purpose of this project is to determine the effect as assessed by staff nurses and Middle Managers of the “Leading from the Middle” leadership certificate program. The program is designed to provide the knowledge and skills Middle Mangers need to create a supportive work environment.
The samples consist of two groups from 6 VISN 7 Veterans Affairs hospitals in the southeast area: Middle Managers (N=60) attending the program and the staff nurses (N=300) who they supervise. Data collection will take place on the units in the hospitals of the Middle Managers who are attending the certificate program. Two instruments were used: a demographic form and the Essentials of Magnetism tool developed by Kramer and Schmalenberg. The tool consists of 60 statements and 8 subscales that measure attributes staff nurses in magnet hospitals identify as essential to a supportive work environment.
The intervention was a 10 day certificate program that consists of 5 modules presented approximately every two months over 1 year; 1) Leadership Through People Skills; 2) Creating a Culture of Excellence; 3) Hiring and Retaining an Exemplary Team; 4) Conflict Management and Resolution Across Generations; and 5) Reaching for the Forces of Magnetism. Data were analyzed using measures of central tendency. Data from the initial surveys will be presented and compared to the national norms.
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