Nurse manager succession planning: A cost–benefit analysis

Nurse manager succession planning: A cost–benefit analysis INTRODUCTIONNurse managers are nursing leaders who often assume round the clock responsibility for one or more nursing units in acute care hospitals. The scope of responsibility for nurse managers varies greatly among hospitals across the United States (USA). Effective nurse managers create healthy work environments that increase nurse morale, improve retention and decrease turnover (Duffield, 2011; Sikora, Ferris, & Van Iddekinge, ; Stichler, ; Swearingen, ). Nurse managers and the turnover of nurse managers influence patient safety, satisfaction and clinical outcomes (Warshawsky, Rayens, Stefaniak, & Rahman, ; Wong & Cummings, ). Despite these findings, studies show that many organisations are not investing resources in the development of current and future nurse managers (Sherman & Pross, ). When deliberate, proactive leader development is absent, leadership stability, service continuity and job satisfaction are compromised (McCallin, Bamford‐Wade, & Frankson, ).Nurse executives are senior leaders who supervise nurse managers and act as advocates and strategic thinkers. These nurse executives should support succession‐planning efforts from an ethical perspective of ensuring healthy work environments and optimal patient outcomes (Singer & Mapa, ; Stichler, ). Nurse executives must ensure that patient care and nursing practice perspectives are represented at the senior administrative level where strategic direction, http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Journal of Nursing Management Wiley

Nurse manager succession planning: A cost–benefit analysis

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Publisher
Wiley Subscription Services, Inc., A Wiley Company
Copyright
Copyright © 2018 John Wiley & Sons Ltd
ISSN
0966-0429
eISSN
1365-2834
D.O.I.
10.1111/jonm.12512
Publisher site
See Article on Publisher Site

Abstract

INTRODUCTIONNurse managers are nursing leaders who often assume round the clock responsibility for one or more nursing units in acute care hospitals. The scope of responsibility for nurse managers varies greatly among hospitals across the United States (USA). Effective nurse managers create healthy work environments that increase nurse morale, improve retention and decrease turnover (Duffield, 2011; Sikora, Ferris, & Van Iddekinge, ; Stichler, ; Swearingen, ). Nurse managers and the turnover of nurse managers influence patient safety, satisfaction and clinical outcomes (Warshawsky, Rayens, Stefaniak, & Rahman, ; Wong & Cummings, ). Despite these findings, studies show that many organisations are not investing resources in the development of current and future nurse managers (Sherman & Pross, ). When deliberate, proactive leader development is absent, leadership stability, service continuity and job satisfaction are compromised (McCallin, Bamford‐Wade, & Frankson, ).Nurse executives are senior leaders who supervise nurse managers and act as advocates and strategic thinkers. These nurse executives should support succession‐planning efforts from an ethical perspective of ensuring healthy work environments and optimal patient outcomes (Singer & Mapa, ; Stichler, ). Nurse executives must ensure that patient care and nursing practice perspectives are represented at the senior administrative level where strategic direction,

Journal

Journal of Nursing ManagementWiley

Published: Jan 1, 2018

Keywords: ; ; ;

References

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