Describe the medical mission team’s organizational structure

Describe the medical mission team’s organizational structure

Mobilization Plan

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Overview

Create an 8–10-slide mobilization plan PowerPoint presentation (with detailed speaker’s notes) for a mobilization plan by your health care organization to commit 20 nurses to participate in a 4-month-long multinational effort to treat patients exposed to a highly contagious virus in a hot zone in Africa.Nursing leaders must incorporate approaches that are inclusive and respectful of all stakeholders in the health care workforce, patient population, and the larger community that is served by the organization. Communication among members of teams, between departments and service lines, within large networks, with strategic business partners, and with patients, families, or support persons requires awareness of various facets of effective communication and cultural competence. A mobilization plan for an international medical mission requires careful planning of organizational structure roles, power distribution, and team member empowerment.Show MoreBy successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

  • Competency 1: Identify nursing leadership priorities, using a systems perspective.
    • Apply systems thinking to determine a) the impact of the mobilization effort on hospital staffing and b) the actions needed to assure safe, quality care for the mission patients and personnel.
  • Competency 2: Apply systems theory and systems thinking to facilitate health care delivery and patient outcomes.
    • Identify the major stakeholders within the health care system that would be affected by the mobilization plan.
  • Competency 3: Analyze the role of multiculturalism and diversity in organizational and systems structure and leadership.
    • Examine potential multicultural and diversity issues that mission personnel may encounter.
  • Competency 4: Evaluate how power relates to health care organizational structure, behavior, and leadership.
    • Describe the medical mission team’s organizational structure and assess how this structure empowers team members.
  • Competency 5: Communicate in a manner that is consistent with the expectations of a nursing professional.
    • Write content clearly and logically, with correct use of grammar, punctuation, mechanics, and current APA style.
Competency Map

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Context

Power

Leadership is often referred to as a power relationship and to be in a leadership role is to have some degree of power (Grossman & Valiga, 2013). The power that comes as a natural part of being a leader can be used most effectively not by control; but by influencing the direction of a group and the accomplishment of a vision. Power does not come just from having a position of authority; but also from having self-confidence, knowledge, a sense of purpose, and commitment to an ideal. Good communication skills, flexibility, a willingness to collaborate with others, as well as being open to other ideas and risks are sources of power. Leaders empower others by sharing the vision and inspiring commitment to a project or mission.

Reference

Grossman, S. C. & Valiga, T. M. (2013). New leadership challenge: Creating the future of nursing (4th ed.). Philadelphia, PA: F. A. Davis.Toggle Drawer

Questions to Consider

To deepen your understanding, you are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of the health care community.

  • When do you feel powerful in your practice as a nurse?
    • When do you feel powerless?
    • What are the differences in how you respond in those situations?
  • Does having influence equate to having power?
  • Do you feel that power comes only with having a position and title, or do you see power coming from other means, that is, clinical competence, collaboration, or knowledge?

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Resources

SUGGESTED RESOURCES

The following optional resources are provided to support you in completing the assessment or to provide a helpful context. For additional resources, refer to the Research Resources and Supplemental Resources in the left navigation menu of your courseroom.

Capella Multimedia

Click the links provided below to view the following multimedia pieces:

  • Power | Transcript.
  • Riverbend City: Team Dynamics Mission | Transcript.
  • Riverbend City: International Relationships Mission | Transcript.
  • Conquering Death by PowerPoint | Transcript

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Library Resources

The following e-books or articles from the Capella University Library are linked directly in this course:

  • Grossman, S., & Valiga, T. (2013). Chapter 3: Followership and empowerment. In New leadership challenge: Creating the future of nursing (4th ed., pp. 41-61). Philadelphia, PA: F. A. Davis.
  • Grossman, S., & Valiga, T. (2013). Chapter 5: Vision and creativity. In New leadership challenge: Creating the future of nursing (4th ed., pp. 85–103). Philadelphia, PA: F. A. Davis.
  • Douglas, M. K., Pierce, J. U., Rosenkoetter, M., Pacquiao, D., Callister, L. C., Hattar-Pollara, M., . . . Purnell, L. (2011). Standards of practice for culturally competent nursing care: 2011 update. Journal of Transcultural Nursing, 22(4), 317–333.
  • Bainbridge, L., Nasmith, L., Orchard, C., & Wood, V. (2010). Competencies for interprofessional collaboration. Journal of Physical Therapy Education, 24(1), 6–11.
  • Banister, G., & Winfrey, M. E. (2012). Enhancing diversity in nursing: A partnership approach. The Journal of Nursing Administration, 42(3), 176–181.
  • Wong, C. A., & Laschinger, H. K. S. (2013). Authentic leadership, performance, and job satisfaction: The mediating role of empowerment. Journal of Advanced Nursing, 69(4), 947–959.
  • Currie, E. J., & Hill, R. A. C. (2012). What are the reasons for high turnover in nursing? A discussion of presumed causal factors and remedies. International Journal of Nursing Studies, 49(9), 1180–1189.
  • Luzinski, C. (2012). An innovative environment where empowered nurses flourish. The Journal of Nursing Administration, 42(1), 3–4.
Course Library Guide

A Capella University library guide has been created specifically for your use in this course. You are encouraged to refer to the resources in the BSN-FP4008 – Organizational and Systems Management for Quality Outcomes Library Guide to help direct your research.

Internet Resources

Access the following resources by clicking the links provided. Please note that URLs change frequently. Permissions for the following links have been either granted or deemed appropriate for educational use at the time of course publication.

  • Gorske, A. (2010). Best practices in global health missions. Retrieved from http://www.ccih.org/sharing-best-practices-global-…
  • Hawkins, J. (2013). Potential pitfalls of short-term medical missions. Journal of Christian Nursing, 30(4), E1–E6. Retrieved from http://www.nursingcenter.com/CEArticle?an=00005217…
  • Office. (Producer). (n.d.). Create your first PowerPoint 2010 presentation [Video] | Transcript. Retrieved from https://support.office.com/en-us/article/Create-yo…
  • Agency for Healthcare Research and Quality. (n.d.). AHRQ. Retrieved from http://www.ahrq.gov
  • Institute for Healthcare Improvement. (n.d.). Retrieved from http://www.ihi.org/Pages/default.aspx
  • National Academy of Medicine. (n.d.). Retrieved from http://nam.edu
Bookstore Resources

The resources listed below are relevant to the topics and assessments in this course and are not required. Unless noted otherwise, these materials are available for purchase from the Capella University Bookstore. When searching the bookstore, be sure to look for the Course ID with the specific –FP (FlexPath) course designation.

  • Huber, D. L. (2014). Leadership and nursing care management (5th ed.). Maryland Heights, MO: W. B. Saunders.
    • Chapter 8.
    • Chapter 10.
    • Chapter 13.
    • Chapter 19.

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