Nurse Managers Development Program

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Nurse Managers Development Program

• HASNAH E. BANJAR
• PhD, MSN, BSN
• Nursing Department
• College of Applied Medical Sciences
• King AbdulAziz University

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The status of nursing in the Gulf region

• A study in (1993-1994) by the GCC nursing
  technical committee, to establish a database of
  the nursing profession in the Gulf region (GCC,
  1996)

Executive Office of the Ministries of Health of
Gulf Countries Council GCC,
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Key issues (GCC report,1996)

• Shortage of national nurses
• Lack of information system
• Absence of standards, rules and regulations for
  nursing practice
• Absence of standards for staff and manpower
  assessment

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Key issues (GCC report,1996)

• Multiple and varying levels of nursing personnel
  (national and international)
• Diverse differences in the nurses educational and
  training backgrounds
• Discrepancies in salary from one health
  institution to another.

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Key issues (GCC report,1996)

• lack of effective leadership in nursing
  departments
• lack of participation of nursing leadership in
  decision-making and health policies
• The effect of nursing leadership on the quality
  of nursing services.

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Current Status of Nursing in GCC

• Increased collaboration among gulf countries
• Ongoing programs to encourage national nurses
• Standardized nursing educational
• Programs (BSN)
• Regulation of nursing practice
• Increased national nurse leaders

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Nursing in Saudi Arabia
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Nursing Education Programs in Saudi Arabia
MOED
MOH
Doctoral Degree
Master degree in Nursing
(Baccalaureate degree) 4 years 1 year
internship
Associate Diploma in Nursing In Intermediate
Health Colleges (3 years 6months internship))
Graduation from General High school (12 grade)
Diploma in Nursing (3 years)
Graduation after 9 grade
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Regulation of Nursing Profession in Saudi Arabia

• (October, 2002) the Scientific Nursing Board
• in the Saudi Council for Health Specialties
• to develop policies and regulations of nursing
  profession on a national level.
• The 5th GCC nursing conference, Riyadh (2002)
• Revising Nursing Education Practice
  through Professional Regulation

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Regulation of Nursing Profession in Saudi Arabia

• Standards of practice
• Nursing code of ethics
• Review of job descriptions
• Registration
• Licensure

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Regulation of Nursing Profession in Saudi Arabia

• (2003) Regional Nursing Departments in each
  Health Directorate at MOH
• Three major departments
• Nursing Services Quality management
• Continuous education training
• Planning, policies and research in nursing

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The need for developing Saudi Nurse Managers

• Studies and reports
• Saudiization
• Early premature promotion to management
  position (MOH)
• Lack of criteria for promotion

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Nursing Management in Saudi Arabia

• A Kingdom-wide management training programs for
  nursing directors were recommended, due to weak
  management of nursing services at most MOH
  hospitals (Henry, 1994).

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Nursing Management in Saudi Arabia

• A qualitative study of Saudi nurse leaders
  identified early promotion as a stressful and
  challenging experience, which they were not
  prepared for, but coped with (Lovering, 1996)

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A Model of a Nurse Managers Job Stress

• JOB STRESSORS
• Workload
• Patient care
• Staff management
• Role conflict
• Organization

Perceived Stress level
JOB SATISFACTION
General Health
Coping
Demographic characteristics
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Study methodology

• Setting
• MOH and other governmental hospitals in Jeddah
  (N11)
• Sample
• 117 FLNMs working in inpatient care units
• Data collection method
• Self-administered questionnaire

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Distribution of Respondents by Education Level
Total n 115
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Distribution of Respondents by Nationality
Total n 117
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Self- reported general health

• The younger , less experienced FLNMs, who
  perceived their job as mainly patient care
  oriented reported more symptoms and experienced
  less emotional well-being than other FLNMs.

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Job Stressors

• The Saudi FLNMs perceived workload and staff
  management stressors as more stressful
• The Saudi FLNMs experienced stress symptoms more
  frequently and thus appeared to be more
  emotionally distressed.

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Coping methods

• Non-Saudi FLNMs, who were older and more
  experienced tended to use more direct coping when
  faced with stressful situations.

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Implications To Nursing Administration And
Nursing Education

• Reviewing the policies of FLNMs selection,
  placement and promotion
• Supporting the transition of FLNMs to management
  positions especially of
• Saudi nurses,
• Orientation, management training and development
  programs.

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Implications To Nursing Education

• Nursing curriculum
• Early and gradual exposure to ward management
• Integration of theoretical and clinical aspects
• Content (e.g. team building, budgeting, stress
  management and coping)
• Mentoring

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ICN position statement 2000

• (International Council of Nursing ICN )
• ICN expects nurses to contribute to health
  policy locally, nationally and internationally
  through management and leadership roles and
  through professional nursing associations.
• Educational preparation for management will
  vary according to the roles and career paths of
  nurse managers.

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Preparation of Nurse Managers

• The preparation of nurses for management and
  policy should enable them to assume roles as
  either managers of nursing services or education,
  or as managers of health care services, or in
  health policy. (ICN, 2000)

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Preparation of Nurse Managers

• It is recognized that leadership development is
  a critical component of management development,
  as well as being a major priority for nursing
  generally. (ICN, 2000)

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Nurse Managers Education, Development and Training
Post- Qualification
Pre- Qualification
Master N Programs
Baccalaureate N Program
Advanced Diploma
Associate Diploma in Nursing
On- Job training Role Transition
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Pre-qualifications (The Baccalaureate Nursing
program)

• A management course
• (4 credit hours of theory and clinical)
• Basic concepts in management and leadership in
  nursing.
• The clinical experience
• The health care system, nursing management
  levels, management styles, management functions
  and ward management
• (FLNMs, team leaders and charge nurses).

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Post- Qualification

• The transition period
• An advanced diploma program.
• A Master program

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Transition to management position
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Transition to management position

• Staff nurses with potential leadership
  abilities, followed up and directed to
  management development program.
• Role socialization by practicing as charge nurse
  or team leader (at least 2-3 years).
• May act up as assistant head nurse for one year
  or more.

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Nurse manager orientation program

• A structured program (15- 18 month )
• for newly appointed nurse managers
• It involves several approaches such as
  clarifying job expectations, mentoring, action
  learning, frequent feedback and peer support
  in addition to lectures and workshops.

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Nurse manager orientation program

• 1. Immediate (1- 2 weeks )
• upon entering the system.
• 2. Short- term ( 3- 12 weeks )
• 3. Long-term (3 month 1 year)

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Advanced Diploma In Nursing Management

• By the Saudi Council for Health Specialties.
• It is recommended for nurses who are unable to
  pursue graduate studies
• Training ( not less than one year).
• It consists of three semesters, each will last 20
  study weeks.
• The clinical by working three 12 hours shifts for
  three days per week

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The Master Nursing Program

• Ideally, the formal program in nursing
  administration is offered at the graduate level.
• The curriculum can be divided into the following
  components
• -The core courses
• -Courses in nursing administration
• -Administrative practicum.

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In-service continuing education activities

• A survey of need assessment
• A series of lectures, workshops, study days, or
  specifically-designed management development
  programs
• Within a comprehensive program of all management
  levels
• Topics e.g. decision making problem solving,
  delegation and time management.

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Thank you