Delegation Example in a Healthcare Setting
Delegation in the health care setting is very important for the nurses, unlicensed assistive personnel, and for the patients. The delegation of indirect and direct patient care allows the Registered Nurse (RN) to spend more time toward the patient care, education, and patient advocacy. This delegation of patient care helps to improve patient outcomes and increases satisfaction for the patient and the nurse (Snyder, Medina, Bell, & Wavra 2004). “Nurse delegation is considered a “professional right and responsibility” requiring a “skill that must be taught and practiced for nurses to be proficient in using it.” Nurses need both the authority and practice experience to implement delegation” (Reinhard p. 76). Effective delegation can allow the registered nurses to make their best contribution to patients and to the health care system (Snyder et al, 2004). This delegation presentation will show the delegation model, delegation in my workplace, the stakeholders and their roles. Also it will include a plan of action that incorporates communication, conflict resolution, providing feedback, and evaluation of the problems and tasks performed.
The delegation model is composed of four cycles. These are assessment, planning, intervening, and evaluation. To start with is the assessment phase of the model, which implies that we, as registered nurses, must assesses the situation, select the right delegate to perform the task, ensure the delegate is competent for the task they are delegated. Also it is important to know the policies and procedure of the place you are employed and to know the job description and expectations of the person of which you are delegating tasks to (Hansten & Jackson p. 3-4).
After the assessment cycle is complete, we are ready to proceed to the planning cycle. With the planning cycle, it is important to know what goals and outcomes need to be done and met. “As a practicing professional coordinating a plan of care, you are in the position to prioritize which outcomes are the most important to attain” (Hansten & Jackson p. 5-6). Planning your patients’ tasks and goals will help to make the delegating and choosing the delegate a little easier.
The third cycle is intervention. With intervention there are at least three points to consider. One, make sure to “prioritize and match the job to the delegate” (Hansten & Jackson p. 6). Ensure that the task in within the caregiver’s scope of practice and that they have the knowledge and skills required to complete the task. Two, is to know how to communicate effectively with the delegate. Using clear and concise communication is important to ensure the task is carried out correctly. Clearly give the instructions to the caregiver and make sure they understand how to carry out the delegated tasks (Hansten & Jackson p. 7). The third is to know conflict resolution. If the delegate is reluctant to do the desired task conflict may occur. Using assertiveness instead of aggression may help to resolve some conflicts (Hansten & Jackson p. 4).
The final cycle of the delegation model is evaluation. “Evaluation and follow-up of the activity means that you oversee the performance and offer feedback to the delegate in terms of an appraisal of his or her performance” (Hansten & Jackson p. 7). The licensed professional is responsible for the tasks that are delegated and needs to ensure they are completed and are correct.
Following the delegation model of assessment, planning, intervention, and evaluation will help registered nurses in their daily delegating duties. This will also help to reach the desired patient and staff outcomes.
The registered nurse does the delegation in my workplace. We delegate tasks as the primary...
References: Wavra, RN, MSN, CCRN, CCNS (2004). AACN Delegation Handbook
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