What Are The Sources Of Dick Fuld’s Power? Activity 3

Activity 3: Case Study

This Activity is comprised of three (3) parts. Your Activity responses should be both grammatically and mechanically correct, and formatted in the same fashion as the Activity itself. If there is a Part A, your response should identify a Part A, etc. In addition, you must appropriately cite all resources used in your response and document in a bibliography using APA style. (100 points) (A 4-page response is required for the combination of Parts A, B, and C.)

Read “The Last CEO of Lehman Brothers: Richard Fuld,” starting on page 174 of your text. After reading this case, discuss the following.

Part A Discuss five (5) types of leader power. These five types fall into two (2) broader categories: position power and personal power.

a. Define each of the five (5) types of leader power.

b. Discuss how each of the five (5) types of leader power impact and/or motivate followers.

c. Which of the five types of leader power fall into the category of position power, and which fall into the category of personal power?

Part B What are the sources of Dick Fuld’s power?

Part C What elements of power corruption are present in this case?

 
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Organizational Development

1. What is one of the most critical dimensions preventing organizational effectiveness?

bureaucratic structures
out of date technology
poor communication
government regualtions
centralized organizations

2.5 points   

QUESTION 2

1. A strategic approach to change means ______.

developing a programmed system
developing workable control procedures
developing strong leadership skills
developing a strategy compatible with a culture
all of the above

2.5 points   

QUESTION 3

1. Work groups can have common operating problems such as ________.

maintaining focus on a common objective
interpersonal differences
too many members
all of the above
answers 1 and 2

2.5 points   

QUESTION 4

1. High performance systems require leaders who will _____.

See that excessive layers of structure within the organization are removed
emphasize participation across functional barriers
display energy for the task being worked on
encourage communication across the organization
all of the above

2.5 points   

QUESTION 5

1. Which of the following is a primary measure of the effectiveness of an OD program?

stability of the OD effort
maintenance of innovation within the system
development of quality improvement program within the organization
all of the above
answers 1 and 2

2.5 points   

QUESTION 6

1. The corporate culture reflects the organization’s _____ and is often deeply rooted in the firm’s _____.

past; history, and mythology
strategy; strategic plan
management philosophy; policies and procedures
structure; communication process
success; salaries and benefits

2.5 points   

QUESTION 7

1. Steps in the survey research approach include ______.

involvement of top management in preliminary planning for the survey questionnaire
administration of the survey questionnaire by the human resource staff to organization members
meeting of individual work teams for data feedback
all of the above
answers 1 and 3

2.5 points   

QUESTION 8

1. A central idea of employee empowerment is to _____.

change the flow of work throughout the organization
delegate power and decision making to lower levels
improve the flow of the formal communications throughout the organization
increase the size of an employee’s Johari Window
all of the above

2.5 points   

QUESTION 9

1. Organization _____ refers to drastic changes in how an organization functions and relates to its enviornment.

chaos
development
structure
transformation
disorganization

2.5 points   

QUESTION 10

1. Team development places an emphasis upon _______.

getting members together
exploring the team’s functioning and processes
increasing productivity and profitability
identifying how members can become better managers
identifying new leaders

2.5 points   

QUESTION 11

1. The ______ ego state demonstrates an independent set of feelings, attitudes, and behaviors involving the basis of objective facts.

public
unconditional
We’re OK
parent
adult

2.5 points   

QUESTION 12

1. Groupthink _____.

may occur when members adopt a soft line of criticism to other’s ideas
usually results in improved group decisions
can result from group cohesivness
all of the above
answers 1 and 3

2.5 points   

QUESTION 13

1. Building innovation and commitment to change into the organization’s values requires development of a _______.

client-practitioner relationship
self-renewal capacity
sociotechnical system
feedback loop
answers 1 and 4

2.5 points   

QUESTION 14

1. Which of the following is NOT a core characteristic of culture?

individual autonomgy
benefit plans
support
risk behavior
all of the above are core characteristics of culture

2.5 points   

QUESTION 15

1. The effectiveness of an organization is a function of _____.

the skills of the individual members
how effectively the needs of individual members are integrated with overall objectives
the manager’s leadership style
the integration of its sociotechnical system with that of the individual members
the relationship of a manager’s motivation to the overt communication patterns of his/her subordinates

2.5 points   

QUESTION 16

1. The two underlying purposes of implementing management by objectives in an organization is to ______.

evaluate and control employees’ goals
administer organization goals and to reward performance
clarify organization goals at all levels and to gain increased motivation among employees
serve as a check and balance on employees and to build support for the OD program
reward employees who meet their objectives and reprimand employees who do not

2.5 points   

QUESTION 17

1. Self-managed work teams normally reward members _____.

in a way similar to reward systems in traditional organizations
based on an hourly rate
based on skills, gain sharing, and employee ownership
based on evaluations of supervisors
answers 1 and 4

2.5 points   

QUESTION 18

1. OD techniques for dealing with intergroup problems include ______.

third-party consultation
organization mirror
intergroup team building
all of the above
none of the above

2.5 points   

QUESTION 19

1. Each organization is a system formed of subsystems. For the purpose of intergroup development, which of the following is not a subsystem?

division
work team
department
group
corporation

2.5 points   

QUESTION 20

1. Moving to a learning organization means the organization must ______.

redesign the formal structures of the organization but allow the informal and less obvious interactions of people to develop without interference
redesign the patterns of interaction between people and processess
incorporate transactional thinking and learning
all of the above
answers 1 and 3

2.5 points   

QUESTION 21

1. ________ is a complex dilemma in values that are facing OD practitioners at this time.

Organization diagnosis
The professionalism of OD
Intergroup team building
Force field analysis
The learning laboratory

2.5 points   

QUESTION 22

1. The key to a successful survey is for management to ______.

select and OD practitioner whose values fit those of the organization
clearly define the purpose of the survey and what will be done with the results
delegate process responsibilities to the human resource department
make sure that every person in the organization completes a survey
funnel data to top management for sue in strategic planning

2.5 points   

QUESTION 23

1. Team interdependence is ______.

unimportant in organizations
dysfunctional energy
intentional sabotage
mutual dependence between groups
noncompliance of work rules

2.5 points   

QUESTION 24

1. The leadership style of top management in combination with the norms, values, and beliefs of the organization’s members combine to form the ________.

strategic change model
corporate culture
strategy-culture fit
corporate dynamic for change
customer service strategy

2.5 points   

QUESTION 25

1. Teamwork in a group is important when ______.

interdependence exists between members
all members have common personal objectives
members are from different areas of the organization
mind guards are present in the team
none of the above

2.5 points   

QUESTION 26

1. The goal-setting process in an OD program ______.

typically does not begin until after intergroup development has taken place
is the last intervention activity to take place in the program
is usually used at the team and not individual level
is an integral part of the program and typically occurs early in the program
answers 3 and 4

2.5 points   

QUESTION 27

1. A group of individuals depending on each other for the accomplishment of a common goal is __________.

dependent iterations
independence
normally not desired in an organization since each individual should be technically qualified for their job
a team
a natural and automatic process of a team

2.5 points   

QUESTION 28

1. How are objectives set between managers and subordinates under management by objectives?

separately
mutually
through confrontation
through competition
none of the above

2.5 points   

QUESTION 29

1. What is it called when the goals of operating divisions promote a division’s self interest at the expense of the larger organization?

intergroup conflict
intergroup competition
role ambiguity
intergroup development
suboptimization

2.5 points   

QUESTION 30

1. ________ often determines organization effectiveness.

Competition between work groups
Collaboration between work groups
Technical training
A win-lose strategy
answers 1 and 4

2.5 points   

QUESTION 31

1. Methods of identifying and counteracting stress are _____.

biofeedback and meditation
diet and exercise
wellness programs
training programs in stress management
all of the above

2.5 points   

QUESTION 32

1. In organizations of the future, it will be necessary to simultaneously ______ and ______ functions, structure, and governance.

inhibit; share
centralize; decentralize
reconfigure; disengage
trust; innovate
merge; downsize

2.5 points   

QUESTION 33

1. The problem of goals becoming too difficult is that __________.

the goal may not be accepted by people
individuals involved may become discouraged
the goal may be abandoned
all of the above
answers 1 and 3

2.5 points   

QUESTION 34

1. Learning organizations have the following characteristics:

People feel that they are doing something that matters
Visions of the direction of the enterprise are developed at the top management level
People treat each other as colleagues
all of the above
answers 1 and 3

2.5 points   

QUESTION 35

1. Customer complaints being sent directly to the production floor is an example of ______ in job characteristics theory.

work commitment
job feedback
task creativity
work ownership
skill improvement

2.5 points   

QUESTION 36

1. Change can be stabilized and fade-out eliminated or reduced by ________.

ascribing status to the change effort
demonstrating effectiveness of the change
integration into structure, norms, and culture
all of the above
answers 1 and 2

2.5 points   

QUESTION 37

1. A criticism of management by objective is that it _____.

is questionable if joint goal-setting among unequals, such as a manager and subordinate, is possible
if often difficult to state goals explicitly and quantifiable for all facets of a job
requires large quantities of time, money, and effort to be successful
all of the above
none of the above

2.5 points   

QUESTION 38

1. Current changes in work design include ______.

brining top management down to the lowest level within the workplace by doing away with formal organization structure
creating clear and distinct lines of authority and responsibility
designing the work of employees so as to improve productivity and employees’ job satisfaction
redesigning jobs so that each person has explicit job descriptions
answers 2 and 4

2.5 points   

QUESTION 39

1. _________ is NOT one of the five core job dimensions of the job characteristics theory.

Skill variety
Task identity
Autonomy
Motivating potential
Feedback

2.5 points   

QUESTION 40

1. Which of the following is a characteristic of total quality management?

partnership with customers and suppliers
small work teams meeting together where they make suggestions for quality improvement to upper management
upper management identifying and implementing new ways to improve customer satisfaction
middle managers developing new and improved production techniques
all of the above

2.5 points   

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2500 Word Paper On Samsung Cross-Cultural Management.

Outline

Cross-Cultural Management

Samsung’s Cross-cultural Management

 

General Purpose: To persuade
Specific Purpose: To persuade my listeners that the foundation of global business relations is cross-cultural management.
Central Idea: Cross-cultural management by Samsung will prove to be a blueprint for other multinational companies with the continuity of the learning community and the extension of cultural instruction to the entire workforce.

 

INTRODUCTION

I. Attention Material

A. Samsung

1. In many ways, Samsung is a world pioneer and most of its advancement could be attributed to its organizational culture.

2. Samsung joined the electronics arena in 1968 and by numerous mergers until 1977, when it eventually became Samsung Electronics Industry Corporation Ltd. (Samsung, 2020).

3. This international expansion forced Samsung to expand its focus from local culture to international culture. Training was needed for expatriates, management in particular, in cross-cultural management.

B. Samsung’s cross-cultural management to expand globally

1. Samsung has grown internationally quite rapidly, needing a large knowledge base in local and global culture to ensure its continued growth.

2. Samsung not only recognized the value of culture, but also concentrated on the consistency of the organization and its goods.

3. This involves ongoing cross-cultural training for staff and managers, family cultural training and a mentorship program.

 

II. Orienting Material

 

A. It is important to know the culture of the region or country in which business is conducted for a positive outcome.

B. From its creation, Samsung has retained a cultural importance on consistency that has evolved over time.

C. The Samsung focused on the quality of three things, its products, persons, and management (Shin & Kim, 2015).

D. Dialog takes place only after the sides agree to exchange information to ensure that the transmission of information takes place.

 

(TransitionOver the years, as national cultural values shifted, the corporate culture of Samsung changed with it.)

BODY

I. During the 1990s, Samsung launched what it called “new management” (Samsung, 2020).

A. The focus of this cultural change was to establish a new management that held the same ideals and the same vision of corporate culture.

1. Samsung was expanding internationally at this period, and management was forced to travel to locations around the world.

2. The Samsung system enables workers to stay in a different country for up to two years in order to study the region and history, making them experts in the region’s language, cultures, and business.

3. Samsung sent more than 5,000 foreigners to more than 170 locations in more than 80 countries from 1990 and 2014.

 

(Transition: Each organization has training plans, but the nature of the training differs between companies.)

II. Better approaches for the effective implementation of the change

 

A. Global organizations need extra preparation for expatriates, and cross-cultural management should be protected by a specific starting point. Dialog can minimize tension in cross-culture problems.

B. A number of expatriates have been at the managerial level and cultural training is necessary when planning to move to a foreign country with a culture other than one’s own.

C. As a multinational player, Samsung has done business successfully in 61 countries so setting up a new guideline to assess the success of the employee is key.

 

(Transition: Ask for feedback.)

 

III. Recommendation and possible outcome.

 

A. Consultation with stakeholders, due to opposition to reform, is necessary to minimize confrontation.

B. Offer small benefits to boost productivity of jobs. Bagels will show staff that they are valued by the organization without having a dent in the end result on Friday, a quarterly team picnic, or even a basic t-shirt. Best of all, ask them what they will really desire.

 

(Transition: Conclusion.)

CONCLUSION

I. Summary

A. Cross-cultural management is a crucial component of a competitive organization.

B. It is a field of study that has been heavily researched, and companies, particularly global enterprises, attach importance to it.

C. In particular, Samsung’s need for cross-cultural management training of expatriates continues to grow in order to appreciate and honor the culture of the host country.

 

REFERNCES

Beugelsdijk, S., Kostova, T., & Roth, K. (2017). An overview of Hofstede-inspired country-level culture research in international business since 2006. Journal of International Business Studies, 48(1), 30–47. https://doi.org/10.1057/s41267-016-0038-8

Burris, M. (2020, February 03). The History of Samsung (1938-Present). Retrieved May 17, 2020, from https://www.lifewire.com/history-of-samsung-818809

History: Company: Samsung US (2020). Retrieved May 17, 2020, from https://www.samsung.com /us/aboutsamsung/company/history/

Matthews, L. C., & Thakkar, B. (2012). The Impact of Globalization on Cross-Cultural

Communication. Globalization – Education and Management Agendas, 325-340.

doi:10.5772/45816

Shin, W., & Kim, C. (2015). Samsung’s journey to excellence in quality. International Journal of Quality and Service Sciences, 7(2/3), 312–320. https://doi.org/10.1108/IJQSS-03-2015-0036

 
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CIPD- 4DEP- Note: Please Send Hand Shake If You Realy Understand

Learning outcomes: 1. Understand the knowledge, skills and behaviours required to be an effective HR or L&D practitioner. 2. Know how to deliver timely and effective HR services to meet users’ needs. 3. Be able to reflect on own practice and development needs and maintain a plan for personal development.
All activities below should be undertaken:
Activity A – 600 Words (Note: The CIPD HR Profession Map can be accessed at: www.cipd.co.uk/cipd-hr-profession/hr-profession– map/explore-map.aspx )
Write a report in which you:  briefly summarise the HR Professional Map (i.e. the 2 core professional areas, the remaining professional areas, the bands and the behaviours)  comment on the activities and knowledge specified within any 1 professional area, at either band 1 or band 2, identifying those you consider most essential to your own (or other identified) HR role.

 

 

Activity B – 900 Words With reference to your own (or other identified) HR role, outline how an HR practitioner should ensure the services they provide are timely and effective. You should include:  understanding customer needs (include examples of 3 different customers and 1 need for each, and explain how you would prioritise conflicting needs)  effective communication (include examples of 3 different communication methods and the advantages and disadvantages of each)  effective service delivery (include: delivering service on time, delivering service on budget, dealing with difficult customers, handling and resolving complaints)

 

Activity C – No Word Limit (Note: CIPD Associate Membership Criteria can be downloaded at www.cipd.co.uk/Membership/transformingmembership/New-membership-criteria/about-associate– member.htm)
At the beginning of the course you are required to undertake a self-assessment of capabilities as an HR or L&D practitioner against the CIPD Associate Membership requirements. Produce a report that shows:
 Explain what you understand by continuing professional development  Undertake a self-assessment against the CIPD Associate Membership criteria, identifying any areas you need to develop in order to meet them.  Evaluate at least two development options for meeting needs  Using a template, such as http://www.cipd.co.uk/binaries/CPD-record-plan-student– example.pdf devise a plan to meet your development needs, including those identified above, and the achievement of your CIPD qualification. The plan should be for a minimum of 6 months.
At the end of the course you will be required to: 1.  Reflect on performance against the plan, 2.  Identify learning points for the future and, 3.  Revise the plan by reviewing what you have learnt from each unit against the plan and adjusting development needs accordingly.
Please note: You will need to submit a draft of Activity C to be marked at the beginning of the course. The deadline for this is the same as the one set for Activity A and Activity B. Furthermore, at the end of the
Version 3 20 November 2015

course you will receive a second deadline in order to submit your final version of Activity C. Please discuss this with your tutor if you have any questions.
Please Note the Following Instruction
Tutors can insist that students base and use illustrations from the organisation that they are currently employed in for the completion of ANY or ALL assignments.  Students can be referred, if they do not follow this instruction.
Students whom have recently changed roles or are not employed should discuss the options available with their tutor prior to commencing work on their assignments.

 

 
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Case Study-Leading Strategic Change At Davita

Respond completely to the corresponding questions. Use examples of techniques, tools, analysis, and strategies presented in this course. Please review the 5 parts attached to answer these questions. Use APA format and cite references properly. I have attached the case study as well as the rubric on what is necessary in this paper. Please include an introduction and conclusion. This is for an organizational development class.

 

Leading Strategic Change at Davita

 

1. What was the situation facing Kent Thiry when he took over as CEO of Total Renal Care?

 

2. Is Davita Built to Change? Why or Why Not?

 

3. How will Gambro learn about Davita’s culture, values, rewards, decision making practices?

 

4.Why focus so heavily on values and culture in the turnaround?

 

5. What would you list as the integration objectives?

 

6. What was the Davita’s strategy and what did they do to reinforce that strategy in their culture and values?

 

7. What would be included in your “first 100 days” action plan?

 
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Week 4

Question 1 Why do you suppose the five categories of classroom training are so popular in HRD?      Identify two types of training programs a manager might not want to conduct in using a classroom format.

 

Some aspects of self-paced training would not be effective in a classroom setting. On the job training is generally conducted at the worksite and consists of “training and coaching” in real-time computer-aided instruction is considered to be a part of the self-paced learning method. This method of training consists of electronic workbooks and software

 

Question 2 Even though most HRD professionals agree that HRD evaluation is valuable, in your opinion what are the most important reasons why it isn’t practiced more frequently by organizations?  How can these objections to evaluation be overcome?

 

The objections to evaluation can be overcome in the following manner:

• The top management should realize about the importance of the training activities of the employees and its impact on the success of the organization.

• Since many training program transform into failures, it is very important to take feedback and collect data related to the training program so that the necessary changes can be incorporated in the next training programs.

This point should be realized by the top management.

 

Reference

Werner, J. M. (2017). Human Resource Development, Talent Development, Seventh Edition. Mason: Cengage Learning.

 
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LEADERSHIP ASSESSMENT

The Leadership Circle Self Assessment Report

2018-11-09

The Leadership Circle Self Assessment Report

 

2018-11-09

Average Response on a 5 – Point Scale

Self

Evaluations

Relating 4.87 – – – – – –

Self-Awareness 4.61 – – – – – –

Authenticity 4.35 – – – – – –

Systems Awareness 4.43 – – – – – –

Achieving 4.72 – – – – – –

Controlling 2.24 – – – – – –

Protecting 1.18 – – – – – –

Complying 2.21 – – – – – –

Leadership Effectiveness 4.60 – – – – – –

The Leadership Circle Self Assessment Report

2018-11-09

Percentile Scores: Comparison to the Norm Group

Self

Evaluations

Relating 99 % – – – – – –

Self-Awareness 99 % – – – – – –

Authenticity 71 % – – – – – –

Systems Awareness 95 % – – – – – –

Achieving 98 % – – – – – –

Controlling 26 % – – – – – –

Protecting 2 % – – – – – –

Complying 41 % – – – – – –

Reactive-Creative Scale 97 % – – – – – –

Relationship-Task Balance 79 % – – – – – –

Leadership Potential

Utilization

98 % – – – – – –

Leadership Effectiveness 97 % – – – – – –

Number of Assessors 1

THE LEADERSHIP CIRCLE SELF ASSESSMENT RESULTS

Creative Dimensions

2018-11-09 Self

Evaluations

Relating 99 % – – – – – –

Average Response 4.87 – – – – – –

Caring Connection 100 % – – – – – –

Average Response 5.00 – – – – – –

Fosters Team Play 96 % – – – – – –

Average Response 4.83 – – – – – –

Collaborator 100 % – – – – – –

Average Response 5.00 – – – – – –

Mentoring & Developing 94 % – – – – – –

Average Response 4.75 – – – – – –

Interpersonal Intelligence 98 % – – – – – –

Average Response 4.78 – – – – – –

Self-Awareness 99 % – – – – – –

Average Response 4.61 – – – – – –

Selfless Leader 67 % – – – – – –

Average Response 3.99 – – – – – –

Balance 99 % – – – – – –

Average Response 5.00 – – – – – –

Composure 91 % – – – – – –

Average Response 4.61 – – – – – –

Personal Learner 99 % – – – – – –

Average Response 5.00 – – – – – –

Authenticity 71 % – – – – – –

Average Response 4.35 – – – – – –

Integrity 45 % – – – – – –

Average Response 4.26 – – – – – –

Courageous Authenticity 91 % – – – – – –

Average Response 4.50 – – – – – –

 

Questions Related to Each Dimension

Creative Dimensions

Relating

Caring Connection I connect deeply with others.

I form warm and caring relationships.

I am compassionate.

Fosters Team Play I create a positive climate that supports people doing their best.

I share leadership.

I promote high levels of teamwork through my leadership style.

Collaborator I negotiate for the best interest of both parties.

I work to find common ground.

I create common ground for agreement.

Mentoring & Developing I help direct reports create development plans.

I help people learn, improve, and change.

I provide feedback focused on professional growth.

I am a people builder/developer.

Interpersonal Intelligence I display a high degree of skill in resolving conflict.

I take responsibility for my part of relationship problems.

I directly address issues that get in the way of team performance.

I listen openly to criticism and ask questions to further understand.

In a conflict, I accurately restate the opinions of others.

Self-Awareness

Selfless Leader I act with humility.

I get the job done with no need to attract attention to myself.

I lead in ways that others say, ‘we did it ourselves.’

I am relatively uninterested in personal credit.

I take forthright action without needing recognition.

Balance I find enough time for personal reflection.

I balance work and personal life.

Composure I am composed under pressure.

I handle stress and pressure very well.

I am a calming influence in difficult situations.

Personal Learner I personally search for meaning.

I investigate the deeper reality that lies behind events/circumstances.

I learn from mistakes.

I examine the assumptions that lay behind my actions.

Authenticity

Integrity I lead in a manner that is completely aligned with my values.

I exhibit personal behavior consistent with my values.

I hold to my values during good and bad times.

Courageous Authenticity I speak directly even on controversial issues.

I am courageous in meetings.

I surface the issues others are reluctant to talk about.

 

THE LEADERSHIP CIRCLE SELF ASSESSMENT RESULTS

Creative Dimensions (Continued)

2018-11-09 Self

Evaluations

Systems Awareness 95 % – – – – – –

Average Response 4.43 – – – – – –

Community Concern 88 % – – – – – –

Average Response 4.34 – – – – – –

Sustainable Productivity 97 % – – – – – –

Average Response 4.66 – – – – – –

Systems Thinker 86 % – – – – – –

Average Response 4.27 – – – – – –

Achieving 98 % – – – – – –

Average Response 4.72 – – – – – –

Strategic Focus 97 % – – – – – –

Average Response 4.67 – – – – – –

Purposeful & Visionary 98 % – – – – – –

Average Response 4.77 – – – – – –

Achieves Results 88 % – – – – – –

Average Response 4.61 – – – – – –

Decisiveness 98 % – – – – – –

Average Response 5.00 – – – – – –

 

Questions Related to Each Dimension

Creative Dimensions (Continued)

Systems Awareness

Community Concern I attend to the long-term impact of strategic decisions on the community.

I balance community welfare with short-term profitability.

I live an ethic of service to others and the world.

I stress the role of the organization as corporate citizen.

I create vision that goes beyond the organization to include making a positive impact on the world.

Sustainable Productivity I balance ‘bottom line’ results with other organizational goals.

I balance short-term results with long-term organizational health.

I allocate resources appropriately so as not to use people up.

Systems Thinker I redesign the system to solve multiple problems simultaneously.

I evolve organizational systems until they produce envisioned results.

I reduce activities that waste resources.

Achieving

Strategic Focus I have a firm grasp of the market place dynamics.

I provide strategic direction that is thoroughly thought through.

I focus in quickly on the key issues.

I accurately anticipate future consequences to current action.

I see the integration between all parts of the system.

I establish a strategic direction that helps the organization to thrive.

I stay abreast of trends in the external environment that could impact the business currently and in the future.

I integrate multiple streams of information into a coherent strategy.

I am a gifted strategist.

Purposeful & Visionary I articulate a vision that creates alignment within the organization.

I live and work with a deep sense of purpose.

I communicate a compelling vision.

I am a good role model for the vision I espouse.

I provide strategic vision for the organization.

I inspire others with vision.

Achieves Results I pursue results with drive and energy.

I strive for continuous improvement.

I am proficient at achieving high quality results on key initiatives.

I am quick to seize opportunities upon noticing them.

Decisiveness I make the tough decisions when required.

I am an efficient decision maker.

I make decisions in a timely manner.

 

THE LEADERSHIP CIRCLE SELF ASSESSMENT RESULTS

Reactive Dimensions

2018-11-09 Self

Evaluations

Controlling 26 % – – – – – –

Average Response 2.24 – – – – – –

Perfect 91 % – – – – – –

Average Response 4.35 – – – – – –

Driven 83 % – – – – – –

Average Response 4.17 – – – – – –

Ambition 65 % – – – – – –

Average Response 3.08 – – – – – –

Autocratic 11 % – – – – – –

Average Response 1.65 – – – – – –

Protecting 2 % – – – – – –

Average Response 1.18 – – – – – –

Arrogance 0 % – – – – – –

Average Response 1.00 – – – – – –

Critical 4 % – – – – – –

Average Response 1.28 – – – – – –

Distance 8 % – – – – – –

Average Response 1.24 – – – – – –

Complying 41 % – – – – – –

Average Response 2.21 – – – – – –

Passive 34 % – – – – – –

Average Response 1.71 – – – – – –

Belonging 76 % – – – – – –

Average Response 2.94 – – – – – –

Pleasing 15 % – – – – – –

Average Response 2.18 – – – – – –

Conservative 86 % – – – – – –

Average Response 3.81 – – – – – –

 

Questions Related to Each Dimension

Reactive Dimensions

Controlling

Perfect I try to do everything perfectly well.

I am critical of myself when things don’t go as well as expected.

I believe average is definitely not good enough.

I need to perform flawlessly.

I am a perfectionist.

I need to excel in every situation.

I expect extremely high standards of others.

Driven I drive myself excessively hard.

I am a workaholic.

I try too hard to be the best at everything I take on.

I push myself too hard.

Ambition I am aggressive.

I believe to feel good, one must constantly move up.

I believe winning is what really matters.

I am excessively ambitious.

Autocratic I have to get my own way.

I tend to control others.

I am domineering.

I dictate rather than influence what others do.

I pursue results at the expense of people.

Protecting

Arrogance I am self-centered.

I have too big of an ego.

I am arrogant.

Critical I am sarcastic and/or cynical.

I am critical.

I hurt people’s feelings.

I put people down.

Distance I am emotionally distant.

I remain standoffish.

I am hard to get to know.

I am aloof.

Complying

Passive I am wishy-washy in decision making.

I lack drive.

I lack passion.

I am passive.

Belonging I am overly conservative.

I work too hard for others’ acceptance.

I adopt others’ points of view so as not to disappoint them.

I play it too safe.

I try too hard to conform to the group’s rules/norms.

I try to please others by going along to get along.

Pleasing I need to be accepted by others.

I need to be admired by others.

I worry about others’ judgment.

I need the approval of others.

Conservative I am conservative.

I follow conventional ways of doing things.

I conform to rules.

Sorted by Self Percentile Sorted by Evaluator Percentile

Self

Percentile

Evaluator

Percentile

Dimensions

Collaborator 100 % 

Caring Connection 100 % 

Balance 99 % 

Personal Learner 99 % 

Decisiveness 98 % 

Purposeful & Visionary 98 % 

Interpersonal Intelligence 98 % 

Strategic Focus 97 % 

Sustainable Productivity 97 % 

Fosters Team Play 96 % 

Mentoring & Developing 94 % 

Perfect 91 % 

Courageous Authenticity 91 % 

Composure 91 % 

Achieves Results 88 % 

Community Concern 88 % 

Conservative 86 % 

Systems Thinker 86 % 

Driven 83 % 

Belonging 76 % 

Selfless Leader 67 % 

Ambition 65 % 

Integrity 45 % 

Passive 34 % 

Pleasing 15 % 

Autocratic 11 % 

Distance 8 % 

Critical 4 % 

Arrogance 0 % 

Summary Dimensions

Self-Awareness 99 % 

Relating 99 % 

Achieving 98 % 

Systems Awareness 95 % 

Authenticity 71 % 

Complying 41 % 

Controlling 26 % 

Protecting 2 % 

Summary Measures

Leadership Potential

Utilization

98 % 

Leadership Effectiveness 97 % 

Reactive-Creative Scale 97 % 

Relationship-Task Balance 79 % 

Self

Percentile

Evaluator

Percentile

Dimensions

Pleasing 15 % 

Conservative 86 % 

Passive 34 % 

Belonging 76 % 

Arrogance 0 % 

Distance 8 % 

Critical 4 % 

Perfect 91 % 

Ambition 65 % 

Driven 83 % 

Autocratic 11 % 

Strategic Focus 97 % 

Decisiveness 98 % 

Achieves Results 88 % 

Purposeful & Visionary 98 % 

Sustainable Productivity 97 % 

Systems Thinker 86 % 

Community Concern 88 % 

Integrity 45 % 

Courageous Authenticity 91 % 

Balance 99 % 

Personal Learner 99 % 

Selfless Leader 67 % 

Composure 91 % 

Collaborator 100 % 

Mentoring & Developing 94 % 

Caring Connection 100 % 

Interpersonal Intelligence 98 % 

Fosters Team Play 96 % 

Summary Dimensions

Complying 41 % 

Protecting 2 % 

Controlling 26 % 

Achieving 98 % 

Systems Awareness 95 % 

Authenticity 71 % 

Self-Awareness 99 % 

Relating 99 % 

Summary Measures

Leadership Effectiveness 97 % 

Leadership Potential

Utilization

98 % 

Relationship-Task Balance 79 % 

Reactive-Creative Scale 97 % 

 

End of Report

 
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Wk 3 – Apply: There’s No Future Here Incident Analysis

Scenario: As the head of HR, you have been asked to write a response to the incident in the form of an interdepartmental memo. You must address important issues about the company’s career planning and development program that are a result of the situation with Bob.

Write a 350- to 700-word memo in which you:

  • Describe what actions might prevent future resignations like Bob’s, and who should manage an employee’s career—the employer or employee.
  • Recommend changes you would make to the career planning and development program as the head of HR, identify challenges to making changes, and recommend who you would involve in making the changes (non-HR staff can be included if appropriate).
  • Describe what should be the outcomes of a career planning and development program.
  • Discuss the impact of your new program on training and/or staff development and performance management strategy.
  • Summarize a brief policy that you would recommend as an outline to your new career planning and development program.
 
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2100 Word Count Paper / Turnitin Required

Assignment Instruction:

Learning Objectives:

• CO1 Assess the legal environment of business.

• CO3 Compare forms of alternative dispute resolution.

• CO6 Distinguish the four forms of intellectual property

• CO7. Evaluate forms of business associations.

PROMPT:

Gemma and James have pooled their savings to create a start-up company to develop and market an idea they conceived while students together at MIT. They obtained permission to use a college lab during late night hours a few nights a week during their last term before graduating to work on the project. Then they were able to move to James’ parents’ garage. Now they need more sophisticated resources. They have created a prototype robotic device that will aid first responders in disaster relief by sensing and locating survivors remotely in areas unsafe for humans and dogs to navigate. The robot’s sensors will locate living beings and can scan vitals and assess level of trauma. They have mapped out both private, public civil and military applications of this invention plus continued R & D improvement into next-phase capabilities. They have not shared their theory, the prototype, their documentation or any of the associated hard and soft technologies with anyone but anticipate needing to do so to obtain a funding source. They are concerned about others learning of their technology ahead of their chance to obtain customers, because they caught a nosy classmate of theirs, Clarence, hanging around their lab.

Explain and discuss:

1. The type of business organization Gemma and James should use to organize their business entity;

2. The four types of intellectual property (IP) and which of these have application to Gemma and James’ invention.  Include case law that illustrates these;

3. The steps Gemma and James should take to protect their invention.

4. What recourse they might have against Clarence (or someone like him) if he has indeed obtained knowledge of their invention, and how such a dispute might be resolved using ADR.

Concepts that should be included in your essay:

• Types of business organizations;

• Legal environment of business;

• Types of IP;

• IP protection;

• Relevant methodologies and practices as illustrated by major contributors or organizations (e.g. US PTO, WIPO);

• IP litigation claims and defenses and types of alternate dispute resolution (ADR), including case law that illustrates types of ADR in practice (especially IP);

• Considerations of business management for handling IP innovation, selection of IP protections;

• Business compliance issues that Gemma and James should consider.

Be creative! Organize your paper in APA format using appropriate headings with smooth transitions.

In addition to the case law, you must research and cite scholarly sources, one of which must be your textbook. (See rubric – Exemplary level requires 4 sources plus textbook.)

Also attached:  APA Paper- Writing Tips PPT to assist you in formatting your paper and citations. You can also refer to Purdue’s THE OWL, and APUS Library for APA guidelines.

Word length: The Exemplary level of the Rubric is 1500-2100 words.  These are exclusive of title page and the References list.  An abstract is not required.

https://saylordotorg.github.io/text_business-law-and-the-legal-environment-v1.0-a/index.html

 
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Sand-Jecklin And Sherman Research Article

ORIGINAL ARTICLE

A quantitative assessment of patient and nurse outcomes of bedside

nursing report implementation

Kari Sand-Jecklin and Jay Sherman

Aims and objectives. To quantify quantitative outcomes of a practice change to a

blended form of bedside nursing report.

Background. The literature identifies several benefits of bedside nursing shift

report. However, published studies have not adequately quantified outcomes

related to this process change, having either small or unreported sample sizes or

not testing for statistical significance.

Design. Quasi-experimental pre- and postimplementation design.

Methods. Seven medical-surgical units in a large university hospital implemented a

blend of recorded and bedside nursing report. Outcomes monitored included patient

and nursing satisfaction, patient falls, nursing overtime and medication errors.

Results. We found statistically significant improvements postimplementation in

four patient survey items specifically impacted by the change to bedside report.

Nursing perceptions of report were significantly improved in the areas of patient

safety and involvement in care and nurse accountability postimplementation.

However, there was a decline in nurse perception that report took a reasonable

amount of time after bedside report implementation; contrary to these percep-

tions, there was no significant increase in nurse overtime. Patient falls at shift

change decreased substantially after the implementation of bedside report. An

intervening variable during the study period invalidated the comparison of medi-

cation errors pre- and postintervention. There was some indication from both

patients and nurses that bedside report was not always consistently implemented.

Conclusions. Several positive outcomes were documented in relation to the imple-

mentation of a blended bedside shift report, with few drawbacks. Nurse attitudes

about report at the final data collection were more positive than at the initial po-

stimplementation data collection.

Relevance to clinical practice. If properly implemented, nursing bedside report can

result in improved patient and nursing satisfaction and patient safety outcomes. How-

ever, managers should involve staff nurses in the implementation process and con-

tinue to monitor consistency in report format as well as satisfaction with the process.

Key words: bedside shift report, nursing handover, nursing shift report, patient-

centred care, patient satisfaction

What does this paper contribute

to the wider global clinical

community?

• Previous nursing bedside report manuscripts have had very small or unreported sample sizes for patient and nursing bedside report surveys and have rarely attempted to calculate the statis- tical significance of their results.

• Our patient and nurse survey instruments examined a far greater number of factors/issues that are considered relevant to bedside nursing report than any other study of which we are cur- rently aware.

• We are also only the second pub- lished study to track changes in patient falls during the handover hour before and after implement- ing bedside report.

Accepted for publication: 25 January 2014

Authors: Kari Sand-Jecklin, EdD, MSN, RN, AHN-BC, Associate

Professor of Nursing, West Virginia University, Morgantown; WV,

Jay Sherman, CNRN, ME, Clinical Research Nurse, West Virginia

University Healthcare, Morgantown, WV, USA

Correspondence: Jay Sherman, Clinical Research Nurse, WVU Eye

Institute, 3rd Floor, P.O. Box 782, Morgantown, WV 26506, USA.

Telephone: +1 304 598 6128.

E-mail: shermanj@wvuhealthcare.com

© 2014 John Wiley & Sons Ltd 2854 Journal of Clinical Nursing, 23, 2854–2863, doi: 10.1111/jocn.12575

 

 

Introduction

Improving upon the effectiveness of communication is a

Joint Commission National Patient Safety Goal (JCAHO

2013). According to the Joint Commission (2011), one of

the factors leading to sentinel patient events is miscommuni-

cation. A significant percentage of a nurse’s communications

each day occurs during patient handoffs, and the safety of

the patient can be compromised at this time (Friesen et al.

2008). A survey of over half a million hospital staff found

that respondents rated the safety of patient handoffs second

lowest among 12 areas of patient safety (Sorra et al. 2012).

In a study concerning near miss incidents, nurses again iden-

tified patient handoffs as a factor (Ebright et al. 2004). In

recent years, bedside nursing handoffs have been presented

positively in the literature, with benefits such as improved

patient satisfaction, improved nurse communication and

shorter shift reports being identified. It was the goal of the

Medical Surgical Research Utilization Team at West Virginia

University to implement a change in practice to a blended

form of bedside nurse shift handoff, and to evaluate this new

format in terms of patient and nurse satisfaction as well as

impact on patient safety.

Background

The literature on nursing bedside report is focused in two

general areas. The first focus area is the process of imple-

menting bedside report, either describing the experiences

related to implementation or explaining how other organi-

sations could implement this change. The second area of

focus is improving the process of bedside report, often

through observation and identifying common themes, or by

describing how others may improve their own reporting

process. Unfortunately, although there is strong consistency

in the suggested strategies for the implementation of bed-

side report, there is a gap in the literature in terms of docu-

menting quantitative patient and nurse outcomes

(Riesenberg et al. 2010, Novak & Fairchild 2012, Staggers

& Blaz 2012, Sherman et al. 2013). However, in the last

two years, several manuscripts have been published that in

some way quantified the potential outcomes of bedside

nursing report.

Identified benefits of bedside report

Numerous benefits of bedside nursing report have been

reported, with remarkably few drawbacks identified. The

most often reported benefit (identified by nine individual

manuscripts) is that patients are better informed (Searson

2000, Anderson & Mangino 2006, Laws & Amato 2010,

Tidwell et al. 2011, Maxson et al. 2012, Rush 2012, Tho-

mas & Donohue-Porter 2012, Wakefield et al. 2012, Sand-

Jecklin & Sherman 2013). However, several of these manu-

scripts did not report sample size or statistical significance

(Anderson & Mangino 2006, Laws & Amato 2010, Tho-

mas & Donohue-Porter 2012, Rush 2012, Wakefield et al.

2012), and others (Searson 2000, Maxson et al. 2012) were

based on small sample sizes. The study reported by Sand-

Jecklin and Sherman (2013) did find significant improve-

ments in patient information as a result of bedside report

using a large sample size of 302 patients/families preimple-

mentation and 250 postimplementation.

The second most often reported benefit of moving nurs-

ing report to the bedside is related to general improvements

in patient satisfaction. Improvements in patient satisfaction

are a primary goal of nursing practice changes. Radtke

(2013) and Reinbeck and Fitzsimons (2013) reported

improvements in patient responses to the Hospital Con-

sumer Assessment of Healthcare Providers and Systems sur-

vey (HCAHPS). However, such general changes in patient

satisfaction could be affected by many uncontrolled vari-

ables in addition to the implementation of bedside report.

Additional studies have found improvements in general

patient satisfaction with the practice change, but did not

report sample sizes (Willis 2010, Thomas & Donohue-Por-

ter 2012, Cairns & Dudjak 2013), or presented only quali-

tative impressions (Trossman 2009).

Increased patient involvement in their care is another

reported benefit of bedside shift report. Sand-Jecklin and

Sherman (2013) found a significant improvement in nurse

perceptions of patient involvement in care based on com-

parisons of 148 nurses at baseline and 98 nurses after the

implementation of bedside nursing shift report. Other stud-

ies reporting this outcome either did not report sample size

or had very small sample sizes or data that did not lend

itself to quantitative analysis (Searson 2000, Kelly 2005,

Anderson & Mangino 2006, Cairns & Dudjak’s 2013).

Several positive nurse-related outcomes have also been

associated with bedside shift report. Improved nurse team-

work is one of these reported outcomes. Unfortunately, the

studies reporting this did not report sample size or signifi-

cance (Anderson & Mangino 2006, Laws & Amato 2010,

Thomas & Donohue-Porter 2012), had a small sample size

(Tidwell et al. 2011) or were based on qualitative impres-

sions (Trossman 2009). An increase in nursing accountabil-

ity as a result of bedside shift report was noted by

a number of researchers (Anderson & Mangino 2006,

Laws & Amato 2010, Maxson et al. 2012, Thomas &

Donohue-Porter 2012, Sand-Jecklin & Sherman 2013),

© 2014 John Wiley & Sons Ltd Journal of Clinical Nursing, 23, 2854–2863 2855

Original article Quantitative assessment of bedside nursing report

 

 

with Sand-Jecklin and Sherman reporting statistically signif-

icant increase in nurse perception of report-promoting

accountability. Increased report accuracy was also identified

as an outcome (Kelly 2005, Anderson & Mangino 2006,

Thomas & Donohue-Porter 2012, Cairns & Dudjak 2013),

as was an improvement in patient safety (Cahill 1998,

Chaboyer et al. 2009, Trossman 2009, Laws & Amato

2010), although studies reporting these results were based

on unreported or very small sample sizes. Additionally, the

safety improvements were based on the perceptions of nurs-

ing staff, rather than direct patient safety data. However, in

a South Australian study on bedside handover outcomes,

Bradley and Mott (2012) reported a reduction in patient

safety incidents (burns, medication errors, skin tears and

falls) after implementing a bedside nursing report.

Additional benefits of bedside nurse report that have been

mentioned in the literature include improved nurse–patient

relationship (Searson 2000, Anderson & Mangino 2006,

Thomas & Donohue-Porter 2012), increased mentoring

opportunities (Trossman 2009), increased nurse ability to

answer physicians’ questions at the beginning of the shift

(Anderson & Mangino 2006, Maxson et al. 2012), general

improvement in nurse satisfaction with report (Tidwell et al.

2011, Evans et al. 2012), reduction in patient discharge

times due to improvement in patient education (Chaboyer

et al. 2009), better task prioritising at the beginning of shift

(Federwisch 2007), a decrease in falls (Athwal et al. 2009),

improvements in nurse friendliness and attitude and more

prompt response to patient calls (Wakefield et al. 2012), and

a decrease in patient call light use (Cairns & Dudjak 2013).

It should be noted again that of the above-mentioned manu-

scripts, only Tidwell et al. (2011) and Maxson et al. (2012)

reported statistically significant results, albeit both with

small sample sizes and with Tidwell’s study being performed

on a paediatric unit and therefore not as generalisable. Addi-

tionally, the Athwal et al. study (2009) contained a very

small sample size, Evans et al. (2012) did not report the

study sample size and Federwisch (2007) had a qualitative

study design.

Drawbacks of bedside report

Few negative outcomes have been reported related to the

implementation of bedside nurse report. Most studies

reporting negative outcomes are either qualitative in nature

or are based on unreported or small sample sizes. Privacy

has been voiced as a concern by nurses (Anderson & Mangi-

no 2006, Caruso 2007, Laws & Amato 2010) and a very

small number of patients (Timonen & Sihvonen 2000).

Some patients have found report redundancy tiring (Cahill

1998, Caruso 2007), have disliked the use of medical jargon

(Cahill 1998, Searson 2000) or have felt anxious from

repeatedly hearing about their condition (Timonen & Sihvo-

nen 2000). Sand-Jecklin and Sherman (2013) reported

nurses’ perceptions of reduced report efficiency and effec-

tiveness, and increased stress associated with report after the

implementation of a blended format of nursing shift report.

Finally, there is the question of report length. Of the nine

manuscripts reporting on this, seven found that bedside

report took less time (Anderson & Mangino 2006, Caruso

2007, Athwal et al. 2009, Tidwell et al. 2011, Bradley &

Mott 2012, Evans et al. 2012, Cairns & Dudjak 2013).

Howell (1994) reported that half of surveyed nurses

thought it took longer and half did not. Sand-Jecklin and

Sherman reported that although a significant number of

nurses perceived that bedside report took more time, actual

overtime data indicated there was no significant difference

between baseline and postimplementation overtime.

Of the 13 papers that give specifics about the bedside

reporting process implemented, nine used some type of

‘blended’ reporting process. Anderson and Mangino (2006),

Athwal et al. (2009) and Laws and Amato (2010) com-

bined a written report with the bedside report. Howell

(1994), Caruso (2007), Chaboyer et al. (2009) and Rein-

beck and Fitzsimons (2013) reported that nurses discussed

information they deemed to be sensitive privately, away

from the patient bedside. Federwisch (2007) and Trossman

(2009) described a group meeting with all of the nurses

before the off-going nurse would meet with the oncoming

nurse at the bedside. Only, Tidwell et al. (2011), Bradley

and Mott (2012), Thomas and Donohue-Porter (2012) and

Wakefield et al. (2012) reported that the entire report took

place at the bedside.

Bedside nursing report has increased greatly in popularity

recently. In fact, in just the last two years, the literature has

approximately doubled in size. These studies have been

almost universally positive, but unfortunately have suffered

from small or even unreported sample sizes. Additionally,

only in the last two years have studies begun to calculate

the significance of their results. What evidence there is does

suggest that a blended report (with part at the bedside)

may lead to beneficial results for both patients and nurses,

but more evidence is needed.

Methods

Baseline data and instrumentation

After internal review board approval for the study was

obtained, we collected baseline data related to nurse percep-

© 2014 John Wiley & Sons Ltd 2856 Journal of Clinical Nursing, 23, 2854–2863

K Sand-Jecklin and J Sherman

 

 

tions about the shift report process and patient perceptions

about nursing care. The ‘Patient Views on Nursing Care’

patient survey tool was adapted from the Larrabee ‘Patient

Judgments of Nursing Care’ instrument with permission

from the author (Larrabee et al. 1995). Instrument revisions

were based on the literature that indicated potential

changes in patient perceptions with the implementation of

bedside report. The patient survey had 17 items dealing

with the following nurse behaviours: treating the patient

kindly and with respect, listening to the patient, informing

the patient about their care, teaching so that the patient

could understand, working with other nurses, passing along

information from shift to shift, including the patient in

report discussions and keeping the patient’s health informa-

tion private (Sand-Jecklin & Sherman 2013). All items had

a five-point Likert-type response option, with five indicating

excellent care and one indicating poor care. Overall instru-

ment reliability according to Cronbach’s a was 0�96, and interitem correlations ranged from 0�49–0�80. We distrib- uted anonymous patient surveys, along with a cover letter

to a convenience sample of patients who had been hospita-

lised for at least 48 hours and were scheduled for discharge

from the medical surgical units on multiple days during the

month of baseline data collection. Family members were

encouraged to complete the survey if patients were unable

to complete it themselves, but only one survey was pro-

vided to each patient or family member. Patients were given

an envelope in which to seal their completed or blank sur-

vey forms prior to returning them to the researcher. Surveys

were returned to the researcher in a sealed envelope to pro-

tect confidentiality.

Nurse perceptions of shift report were collected via an

online survey. The ‘Nursing Assessment of Shift Report’

survey was based on a review of the literature, focusing on

nurse-identified benefits and pitfalls of bedside report. The

instrument was reviewed by an instrument develop expert

as well as nurse managers, staff nurses from the medical-

surgical units being studied and revised based on feedback.

The 17-item nursing survey contained items such as per-

ceived efficiency and effectiveness of report; perceptions of

report helping to identify recent changes in patient status

and promote patient safety; whether they felt that report

promoted patient involvement in care; the influence of

report on nurse mentoring, teamwork and accountability;

and perceptions of whether report provided all information

needed for patient care (Sand-Jecklin & Sherman 2013).

Item response items were in Likert-type format with five

agreement options (strongly agree to strongly disagree).

Demographic items asking about nurse age, number of

years in nursing, education and typical shift worked were

also included in the instrument. Instrument reliability

(Cronbach’s a) was 0�90, with interitem correlations rang- ing from 0�20–0�71. Fliers announcing the survey were posted on the medical-

surgical units of the university hospital, and all nurses

working on the units received an email that asked them to

complete the survey, by clicking on the included web link.

Baseline data for both patients and nurses were collected

during the same month.

We also collected baseline data on patient falls during

shift change, medication errors and nurse overtime during

the same month-long period. Only patient falls occurring

during the hours of shift change (7–8 am, 2–3 pm, 7–8 pm,

11 pm–12 midnight) were included in data collection, as

falls occurring at other times during the day would not be

directly related to the shift report process. Nursing overtime

was measured via employee time records. Nine staff nurses

per unit were selected for monitoring of work-time records,

ensuring a balance of nurses based on nursing experience.

Overtime minutes for 10 shifts in the month were calcu-

lated.

Implementation of the practice change

Prior to the practice change, nurses at this large mid-Atlan-

tic university hospital listened to a recorded patient report

prior to shift change. As discussed in the background sec-

tion of this paper, the majority of published papers imple-

mented a ‘blended’ recorded and bedside shift report. As

this seems to be the format that is the least redundant for

the patients and also that allows for private discussion of

any issues that may not be appropriate for the patient to

hear at that time, we decided to do likewise. In making this

move, the focus of the recorded portion of report (using the

Situation, Background, Assessment, Recommendation for-

mat) was to be on new issues and abnormal patient assess-

ment findings. The bedside component of report was to

include request for permission to conduct report at the bed-

side; introductions; discussion of the plan of care; visualisa-

tion of patient incisions, drains and lines; pain assessment;

and review of any potential safety issues. We developed an

educational video for nurses, including guidelines and

examples of bedside shift report, and also distributed

printed guidelines for both bedside and recorded report

(Sand-Jecklin & Sherman 2013).

After nurse education, bedside nursing report was imple-

mented across the seven medical-surgical units at the facility.

During the first days of implementation, clinical preceptors

and nurse managers were present to facilitate the change

and guide staff nurses in the report process. We distributed

© 2014 John Wiley & Sons Ltd Journal of Clinical Nursing, 23, 2854–2863 2857

Original article Quantitative assessment of bedside nursing report

 

 

a brief evaluation survey to nurses’ unit mailboxes one

month after the practice change occurred, to learn about

nurse perceptions of the new blended report format and to

identify the need for practice change reinforcement. The

survey asked what was going well with the new report pro-

cess, what was not going well and what suggestions the

nurse had for improving the report process.

At three months postpractice change, we obtained

patients and nurse satisfaction data following the same pro-

cess that was used at baseline data collection. One narrative

question was added to the Patient Views on Nursing Care

survey for postimplementation data collection: ‘Please tell

us how you felt about the nurse-to-nurse shift report at

your bedside’. Patient fall, medication error and nurse over-

time data were also collected.

Based on the initial postimplementation data, several

actions were taken to improve the consistency of use of the

blended shift report format. An ‘Improving Bedside Report’

tip sheet was distributed by the research team to all medical-

surgical nurses, and posters related to making bedside shift

report successful were placed on the study units. In addition,

managers and clinical preceptors periodically observed nurs-

ing staff during both recorded and bedside report, providing

immediate one-on-one feedback related to the process. New

medical record updates (including a summary screen

designed for use in bedside report) and documentation

guidelines were introduced relating to patient plan of care,

and guidelines for incorporating patient plan of care into

bedside report were also distributed. We hoped that these

additional interventions would address some of the identified

issues with report efficiency and inconsistency.

Final postimplementation data were collected 13 months

after the implementation of bedside shift report. The data

collection process was identical to that used at baseline and

three-month postimplementation data collection periods.

Data analysis included ANOVA comparisons of pre- and po-

stimplementation patient and nurse survey responses, with

descriptive analysis of medication errors and patient falls.

Repeated measure comparisons were made between base-

line and the two postimplementation data points for nurse

overtime, and descriptive analysis with thematic coding was

completed for the patient narrative comments and the nar-

rative nurse survey.

Results

Patient survey data

The Patient Views on Nursing Care survey was completed

by 233 patients at baseline data collection, 157 patients at

three-month postimplementation data gathering, and 154

patients at 13-month postimplementation data gathering.

Family members completed 70 baseline surveys, 72 (three)-

month postimplementation surveys, and 53 (13)-month po-

stimplementation surveys. Satisfaction with nursing care

was high both at baseline and before and after the imple-

mentation of bedside report, with all item means being at

least 4�2 of five points on all three surveys. Prior to completing ANOVA comparisons between all pre-

and postimplementation responses, we filtered out the fam-

ily survey responses, and family members may not have

been present with the patient at the time of nursing shift

reports; thus, their responses may not reflect the impact of

the change to bedside nursing report. ANOVA revealed signif-

icant differences for the items ‘made sure I knew who my

nurse was’ and ‘encourage to be involved in care’, with

responses at the 13-month postimplementation data collec-

tion being significantly more positive than at baseline for

both items, using Dunnett T-3 post hoc comparisons. Addi-

tionally, we found significant differences in patient

responses to the items ‘include in shift report discussion’

and ‘pass along important information from shift to shift’.

Post hoc testing did not demonstrate specific differences

between the data collection points; however, both postim-

plementation means were higher than baseline (see Table 1

for analysis results).

Analysis of patient narrative comments on the postimple-

mentation surveys indicated that most comments were glob-

ally positive (good care, caring nurses, professional, etc).

However, the next most common response on both surveys

(representing 10 and 18% of total responses) was that bed-

side report was not used, was used inconsistently or con-

sisted of only an introduction of the oncoming nurse. The

third most common response was that the patient felt

informed and had good explanations as a result of bedside

report (8% of responses to the three-month postimplemen-

tation survey and 10% of responses at 13 months postim-

plementation). Other patient responses related to bedside

report were positive, with only one patient in each survey

indicating concerns about privacy during bedside report.

See Table 2 for a summary of patient comments.

Nurse survey data

The baseline nurse perception survey was completed by 148

nurses, 98 completed the three-month postimplementation

survey, and 54 completed the 13-month postimplementation

survey. There was nurse representation from each of the

seven targeted units, and all work shifts among the survey

respondents. The most common age range of respondents

© 2014 John Wiley & Sons Ltd 2858 Journal of Clinical Nursing, 23, 2854–2863

K Sand-Jecklin and J Sherman

 

 

was 22–34 years old, while mean years in nursing ranged

from 10�2–10�5. The most commonly held current degree was the BSN for all surveys. There were no significant dif-

ferences in respondent demographics between the baseline

and the two postimplementation surveys.

ANOVA indicated a significant difference in nurse responses

to several survey questions. For items ‘the current system is

an effective means of communication’, ‘the current system

is an efficient means of communication’ and ‘report is rela-

tively stress-free’, baseline responses were significantly more

positive than the three-month postimplementation

responses, but not the 13-month postimplementation

responses, indicating that nurses’ responses rebounded to

baseline data at the last data collection point. Nurse

responses to the items ‘the current system helps assure

accountability’ and ‘the current system promotes patient

involvement in care’ were significantly more positive in

both postimplementation surveys in comparison with base-

line. Responses to ‘report helps prevent patient safety prob-

lems’ were significantly more positive at 13 months

postimplementation than both baseline and three months

postimplementation. Finally, nurse perceptions that ‘report

is done in a reasonable amount of time’ were significantly

more positive at baseline than at both postimplementation

surveys (see Table 3).

Patient and nurse outcome measures

The number of patient falls during shift change for all units

decreased from 20 preimplementation to 13 at three

months postimplementation and 4 at 13 months postimple-

mentation. Documented medication errors decreased from

20 preimplementation to 10 at three months postimplemen-

tation. However, between the 3- and 13-month postimple-

mentation data collection periods, the hospital implemented

a new patient incident reporting system, which required

documentation of ‘near-miss’ medication errors, errors in

Table 2 Patient narrative responses related to bedside report

3 Months

postimplementation

(%)

13 Months

postimplementation

(%)

Globally positive

comments

(nurses nice, caring,

professional)

106 (42) 93 (48)

Bedside report

not used, used

inconsistently or

only for introductions

24 (10) 34 (18)

Felt informed, good

explanations

20 (8) 19 (10)

Comments about

specific nurses, not

related to bedside

report

9 (4) 15 (8)

Good or improved

communication

9 (4) 6 (3)

Introduced next shift 7 (3) 10 (5)

Report works well 6 (2) 8 (4)

Table 1 Patient Views on Nursing Care survey

Survey item

Baseline

3 Months

postimplementation

13 Months

postimplementation

M (SD) M (SD) M (SD) F (df) P

Made sure I knew who my nurse was 4�56 (0�74) 4�71 (0�64) 4�76 (0�54) 4�48 (2, 537) 0�012 Treat me with respect 4�64 (0�69) 4�76 (0�61) 4�76 (0�57) 2�26 0�11 Help me feel comfortable 4�60 (0�75) 4�67 (0�71) 4�65 (0�67) 0�55 0�58 Treat in a polite and friendly way 4�69 (0�68) 4�76 (0�62) 4�73 (0�57) 0�68 0�51 Listen carefully without interrupting 4�57 (0�79) 4�66 (0�68) 4�68 (0�62) 1�33 0�27 Tell me what I need to know about tests/procedures 4�39 (0�96) 4�47 (0�85) 4�55 (0�74) 1�56 0�21 Tell about plans for discharge 4�19 (1�10) 4�35 (1�00) 4�41 (0�90) 1�99 0�14 Ask if I have questions or concerns 4�49 (0�86) 4�59 (0�79) 4�61 (0�70) 1�36 0�26 Answer questions and concerns 4�55 (0�83) 4�57 (0�76) 4�62 (0�73) 0�38 0�69 Encourage me to be involved in care 4�36 (0�93) 4�47 (0�92) 4�59 (0�74) 2�90 0�056 Work with me to meet my needs 4�46 (0�87) 4�58 (0�76) 4�61 (0�73) 1�89 0�15 Teach in a way I could understand 4�46 (0�88) 4�54 (0�84) 4�62 (0�71) 1�76 0�17 Make sure I understand what I need to do about health 4�43 (0�84) 4�50 (0�86) 4�62 (0�71) 2�55 0�08 Nurses work well together 4�59 (0�72) 4�65 (0�74) 4�71 (0�64) 1�35 0�26 Communicated important information shift to shift 4�40 (0�92) 4�61 (0�73) 4�60 (0�73) 3�62 (2, 515) 0�027 Included in shift report discussion 4�00 (1�24) 4�31 (1�10) 4�29 (1�09) 3�18 (2, 448) 0�042 Keep health information private 4�62 (0�75) 4�70 (0�65) 4�74 (0�59) 1�20 0�30

© 2014 John Wiley & Sons Ltd Journal of Clinical Nursing, 23, 2854–2863 2859

Original article Quantitative assessment of bedside nursing report

 

 

drawing medication peak/trough levels, medications missing

from patient drawers and other medication events. Thus,

no valid comparison could be made between the three data

collection points after the final 13-month postimplementa-

tion data collection. Nurse overtime data comparisons indi-

cated no significant change in overtime between baseline

and either of the postimplementation data collection peri-

ods, either for overtime as a whole or for overtime on indi-

vidual nursing units. Thus, overtime data do not parallel

nurse perceptions that bedside report is more time consum-

ing than the previous recorded report format.

Discussion

Several positive outcomes have been documented as a result

of implementation of a blended form of recorded and bed-

side report at this large university hospital. Patients per-

ceived better nurse-to-nurse communication, more patient

involvement in care, more involvement in shift report and

staff making sure the patient knew who his/her nurse was.

The changes in patient perceptions on the items reflecting

these issues together with the lack of change of response to

the more broad or general survey items would seem to indi-

cate the direct influence of bedside report on patient per-

ceptions. These findings reflect the reports of the previous

studies (Searson 2000, Kelly 2005, Anderson & Mangino

2006, Cairns & Dudjak 2013). In addition, patient falls at

shift change were reduced after the implementation of bed-

side report, and medication errors were found to be

decreased at three months postimplementation of the new

reporting system. These findings are important, as patient

safety is a critical aspect of quality patient care.

Nurses perceived increased nurse accountability,

increased patient involvement in care and increased preven-

tion of patient safety problems as a result of implementa-

tion of bedside nursing report. These perceptions are also

reflected in other publications (Cahill 1998, Anderson &

Mangino 2006, Chaboyer et al. 2009, Trossman 2009,

Table 3 Nurse perceptions of report format

Survey item

Preimplementation

3 Months

postimplementation

13 Months

postimplementation

M (SD) M (SD) M (SD) F (df) P

Report is effective means

of communication

4�04 (0�56) 3�61 (0�99) 3�98 (0�71) 10�04 (2, 297) 0�000

Report is efficient means of

communication

3�89 (0�76) 3�32 (1�13) 3�78 (0�83) 11�78 (2, 294) 0�000

Report helps identify changes

in patient condition

3�64 (0�87) 3�78 (0�88) 3�91 (0�65) 2�31 0�10

Report helps assure accountability 3�43 (0�98) 3�81 (0�94) 3�85 (0�79) 6�46 (2, 296) 0�002 System ensures professional report 3�80 (0�77) 3�62 (0�86) 3�87 (0�58) 2�27 0�11 Report is relatively stress-free 3�63 (0�85) 3�02 (1�05) 3�48 (0�84) 13�18 (2, 297) 0�000 Report gives opportunities

for mentoring

3�55 (0�88) 3�64 (0�89) 3�80 (0�81) 1�56 0�21

Report promotes patient involvement

in care

2�64 (0�96) 3�66 (0�92) 3�81 (0�85) 50�74 (2, 297) 0�000

Report prevents delays in patient care

and discharge

3�40 (0�96) 3�10 (1�09) 3�24 (0�80) 2�75 0�07

Report helps prevent patient safety

problems

3�41 (0�91) 3�60 (0�87) 3�93 (0�61) 7�49 (2, 297) 0�001

I feel adequately informed after report 3�59 (0�81) 3�46 (0�95) 3�78 (0�69) 2�51 0�08 I feel informed about patient plan of

care after report

3�54 (0�83) 3�47 (0�86) 3�69 (0�75) 1�19 0�31

I feel informed about patient discharge

plan after report

3�15 (0�96) 3�12 (1�00) 3�22 (0�92) 0�19 0�83

I feel informed about patient teaching

needs after report

3�11 (0�99) 3�17 (0�93) 3�33 (0�91) 1�03 0�36

Report is completed in a reasonable time 3�69 (0�86) 3�08 (1�16) 3�24 (1�16) 11�22 (2, 297) 0�000 Nurses on the unit keep patients

informed about care

3�80 (0�73) 3�76 (0�66) 3�90 (0�59) 0�86 0�43

There is good teamwork between

shifts on the unit

3�92 (0�81) 3�79 (0�71) 3�83 (0�95) 0�84 0�43

© 2014 John Wiley & Sons Ltd 2860 Journal of Clinical Nursing, 23, 2854–2863

K Sand-Jecklin and J Sherman

 

 

Laws & Amato 2010, Maxson et al. 2012, Thomas &

Donohue-Porter 2012). The rebounding of nurses’ percep-

tions about the effectiveness, efficiency and stressfulness of

report to approximately baseline levels at the 13-month po-

stimplementation data collection point would seem to indi-

cate that it may take longer than three months for nurses

to become comfortable with the practice of bedside report.

To our knowledge, no other studies have monitored out-

comes from a change to bedside nurse report for an

extended period of time. Thus, these findings are significant

in terms of providing quantitative support for continued

monitoring of the implementation and outcomes of bedside

report for at least a year postimplementation.

On the less positive side, nurses had a lower level of

agreement with the statement that shift report was com-

pleted in a reasonable amount of time at both postimple-

mentation data collection points. In contrast to this

perception, data on nurse overtime demonstrated no signifi-

cant difference between baseline and either of the postimple-

mentation data collection points. Potential explanations for

these conflicting findings may be that nurses developed effi-

ciencies in areas other than bedside report, in order to be

able to leave work on time, or that the inconsistencies in

implementation of bedside report contributed to the percep-

tion that it took longer than a reasonable amount of time.

The majority of other studies monitoring report time indi-

cated that bedside report took a shorter amount of time than

prior forms of report, (Howell 1994, Anderson & Mangino

2006, Caruso 2007, Athwal et al. 2009, Tidwell et al. 2011,

Bradley & Mott 2012, Evans et al. 2012, Cairns & Dudjak

2013, Sand-Jecklin & Sherman 2013). This continues to be

an area in which more monitoring is needed.

An area of concern in the study findings is that both

patients and nurses reported some inconsistencies in bedside

reporting after the practice change was implemented,

despite additional interventions between the 3- and 13-

month data collection periods focused on standardising the

reporting process and supporting staff in implementation of

bedside report. In review of the implementation process,

the research team realised that it might have been more

helpful to gather a larger group of change champions from

all units and shifts to create a ‘critical mass’ of nursing staff

that were in support of bedside report and demonstrated

effective reporting processes.

Conclusions

Our patient survey and nursing instruments found several

positive outcomes in relation to the implementation of a

blended bedside shift report. Almost all of the 34 survey

items indicated some improvement from baseline to

13 months postimplementation; however, the change was

not significant for the majority of items. Nurse attitudes sig-

nificantly rebounded on many issues from the three months

postsurvey to the 13 months postsurvey. There was a

decrease in falls at shift change. The only significantly nega-

tive outcome was nursing perception of the length of

report, but this was not supported by overtime data. Over

time, there may have been an increasing inconsistency in

the performance of the blended bedside shift report.

Limitations

One of the identified study limitations was related to partici-

pant sampling; we used a convenience sample of medical-

surgical patients scheduled for discharge and all nurses

whose home unit was a medical-surgical unit. The patient

and nurse respondents may not have fully represented the

total population of patients and nurses on the study units.

Additionally, as the nurse survey did not collect identifiers

and no limitations were imposed on the number of surveys

submitted from any one computer ISP address, it is possible

that nurses may have completed more than one survey either

during the baseline or the two postimplementation data col-

lection times. Both patients and nurses reported some incon-

sistencies in the use of the blended bedside reporting

process, but we did not measure the degree or frequency of

these inconsistencies. Our recommendation to others mea-

suring the outcomes related to the implementation of bed-

side report would be to include one or more items in both

the patient and nurse surveys that would be able to quantify

any inconsistencies in implementation. Finally, a practice

change unrelated to bedside report (implementation of a

new medication error reporting system), impacted the data

collected for this study, making full comparison of medica-

tion error data impossible. This did not affect the collection

of our patient falls data in any way though.

Relevance to clinical practice

Based on the findings of this practice change evaluation

study, we suggest that a blended form of recorded and bed-

side shift report may improve patient perceptions of commu-

nication among nurses, patient involvement in care and

patient safety, as well as nurse perceptions of accountability

and promotion of patient safety, without significantly

impacting nurse overtime. A blended report mechanism may

also impact the frequency of medication errors and patient

falls at shift change. However, this blended report format

may be perceived by nursing staff as less efficient than a

© 2014 John Wiley & Sons Ltd Journal of Clinical Nursing, 23, 2854–2863 2861

Original article Quantitative assessment of bedside nursing report

 

 

totally recorded report format, particularly within the first

few months after implementation. As with all practice

changes, it is important to address perceived barriers to the

new practice behaviour, to continue to reinforce appropriate

behaviour and to periodically monitor process and outcome

variables. Monitoring should continue for at least a year po-

stimplementation of the practice change. It may also be help-

ful to have several change champions on each shift to

promote and support the move to bedside report, in order to

quickly attain a critical mass of nurses who are implement-

ing the process as it was envisioned. Additional studies on

quantifiable outcomes of a blended recorded and bedside

shift report process are warranted in all areas/specialties of

acute care facilities, in order to provide additional documen-

tation of ‘best practices’ in terms of nursing shift report.

Acknowledgements

The authors wish to express their appreciation to the fol-

lowing Medical Surgical Research Team Members for

their participation in the literature review process: Chris-

tine Daniels, MSN, MBA, RN, NE-BC; Samantha Rich-

ards, MSN, MBA, RN; Holly Mattingly, BSN, MBA,

RN; Sharon Tylka, BSN, RN; Ella Grimm, BSN, RN,

NE-BC; Nancy Stelzer, MSN, RN, NE-BC; Rhonda Ham-

ilton, BSN, RN, ONC; Katy Hall, BSN, RN, ONC; Jen-

nifer Johnson, BSN, RN, CNRN; Traci Ashcraft, BSN,

RN, BC; Susan Heiskell, MSN, RN, BC and Dr. Stacey

Culp.

Disclosure

The authors have confirmed that all authors meet the IC-

MJE criteria for authorship credit (www.icmje.org/ethi-

cal_1author.html), as follows: (1) substantial contributions

to conception and design of, or acquisition of data or

analysis and interpretation of data, (2) drafting the article

or revising it critically for important intellectual content,

and (3) final approval of the version to be published.

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Original article Quantitative assessment of bedside nursing report

 
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