Why was this delegation a problem?

In healthcare organizations, there is great focus on teamwork and collaboration. Registered nurses are accustomed to delegating to unlicensed assistive personnel. Every leadership position also requires the use of delegation to assure that effective patient outcomes are met and jobs get done. Developing delegating skills is requisite to obtain the best use of staff talents, abilities, and expertise in order to facilitate the organization’s goals. The art of good delegation from positions of leadership and management is essential to a productive organization. Every manager and leader must delegate, and we have all observed effective and ineffective delegating at the management level.Summarize an example of improper delegation at the management level that illustrates a concept in your reading. This example should be one that you have observed in your practice, in nursing school, or about which you have read. Support your discussion with evidence-based practice from the literature on why this was improper.Share with your classmates the answers to the questions below through a written discussion.Questions to be discussed: •What was delegated or failed to be delegated?•Why was this delegation a problem? Look up evidence based practice to support.•What should have been done by the manager that would have made the delegation more effective in reaching the goal?•What was the lesson that should have been learned from this misuse of delegation? 1.Respond to two or more postings of your colleagues, addressing such things as: (100 words each response total 2) found below student 1 & 2oDo you agree with the concepts expressed? oIs there something that needs clarification? oCan you support what your colleague posted? oChallenge your colleague to a different view or deeper insight.***Must Reply to both below in 100 words***Student #1 Hello Class,This week we were asked to post we were asked to share an example a time we witnessed improper delegations in the workplace or nursing school. In order to understand what improper delegation is, we need to make sure that we first understand how to delegate properly following our team members scopes of practice. There was a quote from chapter 20 in our leadership book that I thought described a good rule of thumb when delegating. In simple terms, it specifies that improper delegation can happen when an individual is unable to willingly relinquish control of a situation, trusting the individual who the task was delegated to do their duty adequately. “The best executive is one who has sense enough to pick good people to do what he wants done, and self-restraint enough to keep from meddling with them while they do it”– Theodore RooseveltI have experienced improper delegation in my workplace. The delegating error I faced was over-delegating by a charge nurse in our department. Over-delegation is when a leader or manager burden their subordinates because they are poor managers of time (Marquis & Huston, 2017)). This particular charge nurse has a habit of sitting at the nursing stating having coffee and working on homework while he yells out orders to whoever is in his field of view. This lack of support and abuse of power creates an environment of mistrust and reduced productivity in competent employees. According to a 2015 journal article in Wounds UK, delegation is not about shifting responsibility; it’s about identifying task that the leader does not need to do and identifying someone who can (Ellis, 2015). The problem with the way this CN chose to delegate was that he used his team members to do his work for his own personal benefit and to no benefit to patients or patient care. The lesson to be learned from this misuse of delegation is that delegation of task should be used only to improve patient care, reduce the amount of time that a task might take or allow the leader to perform task that require a higher level of skill sets (Ellis, 2015). Ellis, P. (2015). Leadership and management: delegating for success. Wounds UK, 11(2), 70-71.Marquis, B. L., & Huston, C. J. (2017). Leadership roles and management functions in nursing: theory and application.Philadelphia: Wolters Kluwer.Student #2 According to Marquis & Huston (2017) delegation is defined as the simple act of getting work done through others or directing others to perform one or multiple activities in order to accomplish organizational roles. There are five delegations that are implemented by the American Nurse Association (ANA) and the National Council of State Boards of Nursing (NCSBN).Right to taskRight circumstanceRight personRight direction/comminutionRight level of supervision It is important for one’s manager to understand the capability of the particular task they delegate to them in order for there to be a successful and effective outcome. Delegation comes with responsibility from the manager to the person being tasked. There needs to be clear communication and deadlines need to be set and monitor for progress and reward accomplishments. However, there are delegation errors that tend to happen across the board. Three of those errors that can occur in delegating are under-delegating, overdelegating, or improper delegating.I have personally experience both overdelagating and improper delegating with one of my previous employment. In my situation, I was a new LVN graduate, started in a private company with 6 clients, and 2 unlicensed staff as caretakers to help me. I felt confident in my skills, and what I had learned in school was sufficient to start off. The week I started I was bombarded with new information and my RN/manager kept delegating task upon task. I was feeling drained the staff there could only help me with so much. By the end of week three, I was mentally and physically drained. At the end of my first month, I sat with the RN for an eval, and she made a point I was not keeping up with the task she was delegating her. I broke down and told her everything upfront and let her know that she was overloading me with work as I was still learning things. I consider myself a fast learner and I learn as I go, but sometimes I tend to take on load without telling someone “stop, let me finish this task before the next” at least that’s how I started nursing. She quickly apologized and redirected my task and helped me grow into my role. I have grown much since and I am able to speak up when I need help and when I cannot do everything being delegated. I have also learned to delegate tasks and make sure I follow through till the task has been completed making sure the person is able to perform or if assistance is needed, I can help or send someone else to help. Weydt (2010) states that it is the RN’s responsibility to delegate appropriately the accountability of the task. He also points out in order to be a successful team, trust, and good communication among all the team, this promotes consistency and impacts work among each other.Marquis, B. L., & Huston, C. J. (2017). Leadership roles and management functions in nursing: theory and application.Philadelphia: Wolters Kluwer.Weydt, A., (2010) “Developing Delegation Skills” OJIN: The Online Journal of Issues in Nursing Vol. 15, No. 2, Manuscript 1.