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Personal Essay – Importance of Family
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Personal Essay – Importance of Family
My parents came to the United States as Mexican immigrants to look for opportunities that they would not find in Mexico. Poverty is an aspect prevalent in my native homeland, and hence, my parents sought to eradicate poverty and create opportunities for their children. Thus, it is because of the pursuit of the American dream that I am here today. For this reason, I am very passionate about my family, which, because of my experiences, extends to other immigrants. My parents worked hard form to get the opportunities that I have today. It is because of their love and support that I can pursue my dream in the United States. They have been there through all the significant parts of my growing up, including when I had a surgery to remove a tumor that had grown in my head. I believe I would not have made it through the difficult time after the operation without my parents’ support.
My parents are the core that drives me to work as hard as or even harder than them, to continue the legacy they brought with them from Mexico. The values they have imparted within me should help me as I move towards a new chapter of my life, college life. Wooster’s college has other international students and immigrants who may have the same dream as I have myself. If I get the opportunity to be part of the College of Wooster, I would like to continue to be part of the international community, which I feel will be part of my family. Wooster’s college is far away from the community and family, which I have been part of for so long. Therefore, meeting with the other students will provide me with family away from family; hence, I believe I would be right at home.
Personal development Plan as a Florida Nursing Home Administrator
Personal development Plan as a Florida Nursing Home Administrator
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Personal development Plan as a Florida Nursing Home Administrator
Introduction
The personal development plans as an administrator of Florida Nursing Home create a systematic approach to handling the healthcare issues and the management of the Florida Nursing Home Healthcare Organization. In the administrative role, the personal development plans make a comprehensive overview of the organization to enable the healthcare workers to adopt effective approaches to healthcare delivery within the organization. As such, the paper analyzes the personal development plans through the depiction of the career goals of the position. The analysis of the position as a career goal entails goal setting, goal prioritization, creation of timelines for achieving goals, analysis of the strength and weaknesses using SWOT, determination of an action plan, and measuring the progress.
Job Analysis and Description
As a nurse administrator at Florida Nursing Home, my work entails supervising the nurses and other healthcare officers. Also, I am responsible for recruiting, training, and hiring nurses. Additional responsibility includes conducting performance reviews and building a work schedule. Consequently, the work of nurse administrators is maintaining the budget and reporting financial issues (Chisholm et al., 2018). Liaison between the nurses and other hospital workers through execution continues to remain the function of the job administrator. Furthermore, I develop the hospital’s and other departments’ strategic visions.
Goals Setting
Goal setting enables me as a nurse administrator at Florida Nursing Home to advance my career and professional development. It also creates a system of using the frameworks for achieving the planned milestones, increasing the possibility of having success with the set goals. Consequently, it helps in combatting burnout by increasing personal satisfaction. The goals may be intrinsic and extrinsic to satisfy the personal desire as an administrator. The plans can be categorized into short-term and long-term (Roussel et al., 2006). My short-term goals as a nurse administrator at Florida Nursing Home entail completing small tasks like enhancing sustainability through environmental conservation, professional training, and gaining experience in information system management. The long-term goals include completing the project and getting a promotion as the overall administrator. There exist several strategies for setting goals.
Clarification of the Professional Goal
Clarifying the professional goal entails asking tough questions to explore my achievement and what I will achieve in the future, like completing a master’s education in healthcare administration, becoming full partners with physicians, and generating effective workforce policies and planning. Notably, the clarification of personal goals includes completing short courses on healthcare training for managing healthcare provision. Also, the need to exhibit changes to encourage career development through creating specialization. Consequently, I need further education training in information systems management to limit cyber challenges (Chase, 2010). As an administrator, I plan to pay for additional nursing education to assist with strategic nursing provision and administration management approaches. Furthermore, balancing further education with my work and family becomes a priority to enhance economic and social balance for professional survival as a nurse administrator.
Use of Smart Goals
SMART goals will enable me as a nurse administrator to be specific in goal setting, like acquiring additional education like a master’s in healthcare administration. I will also be able to measure success through the ability to use technological approaches in the management of information systems in nursing (Chase, 2010). Through the attainment framework, the goals of acquiring education will create systematic approaches to providing healthcare services. Notably, the goals align with my long-term vision of completing projects and getting a promotion.
Writing Down Goals
Writing goals down entails the description of the short-term and long-term goals. The long-term goal includes completing projects and getting promoted (Chase, 2010). Also, the short-term goals include completion of professional training, sustainable management of the environment, and training experience in information systems management.
Establishment of Professional Development Plans
Establishing the professional development plans includes attending inter-states healthcare conferences and publishing an article concerning healthcare provision. Also, I will take part in the healthcare committee discussion (Chase, 2010). Moreover, advancing my master’s degree in healthcare management will create innovative and creative paradigms for effective leadership as an administrator at Florida Nursing Home.
Goal Prioritization
The most important goal per my development plan is attaining my higher education master’s degree in healthcare administration. Also, I will effectively manage the environment through the use of environmental conservation measures like the use of degradable healthcare tools (Chase, 2010). My choice of advancing in the management of information systems involves exhibiting online training courses that offer strategic approaches to the information system in the nursing home’s management.
Creation of Timelines for Achieving the Goals
The initiative involves creating the deadline for the plans to deliver management approaches to nursing delivery. Each goal has specific timelines; for example, the project of creating a computer-based information system will take six months to implement. The six months period makes a systematic duration through which the detriments like discouragement can be mitigated easily (Chase, 2010). Also, my plans entail reducing the project’s expenses by limiting the project implementation period. Another initiative that fits by plans for creating the timelines for achieving the goals includes conducting online searches that would help define the timelines for achieving the objectives.
SWOT Analysis
Using the SWOT analysis provided paradigms for determining the strength and weaknesses of my plan development criteria (Ladd et al., 2020). The SWOT analysis helps in the organization of thoughts for the development of solid strategies for the achievement of goals. SWOT analysis describes the strengths, weaknesses, opportunities, and threats.
Strength
What sets me apart from my colleagues is my ability to exhibit comprehensive communication skills and social interaction framework for everyone within the organization. Also, my competitive advantages are the ability to offer services to patients with the help of nurses, the ability to care for the employees and the clients, and the ability to employ environmentally friendly practices for the sustainability of the nursing organization (Ladd et al., 2020). Consequently, my competitive advantages include the cost-based approaches of production and service delivery to the patients at low cost and the use of a technological-based production system to manage information within the organization.
Weaknesses
Shortages of healthcare professionals characterize my weaknesses. There are few nurses and medical officers in Florida Nursing Home. Also, the organizational changes in pay structure have made me unable to develop a familiar payment system through which client confusion will be mitigated (Ladd et al., 2020). Difficulties in the management of Medicaid continue to define my weakness. The number of senior citizens is rising, making it difficult for an administrator to determine a strategic plan and move towards relative fund implementation.
Opportunities
Several opportunities characterize the healthcare administrative position at Florida Nursing Home. As such, the chance of exploiting the insurance companies who insure patients must be handled with care (Ladd et al., 2020). Also, the health IT startups create a systematic realm where the Florida Nursing Home information system planning will get achieved. Consequently, the community-based organizations plan to work with the Florida Nursing Home to deliver effective health services to the public at the state and the local level. Moreover, the pharmaceutical and medical devices companies have contacted my management to continue supplying medical equipment and drugs to the organization.
Threats
I have experienced several threats in the administration of Florida Nursing Home. The primary threat is the need to address the rising cost of healthcare which has affected the whole nation. Also, the threat of recruiting top nursing talent because of the increased pay needed for their salaries. Another threat in the administrative position is the difficulties in managing Medicaid. Furthermore, protection from cyber-attacks has become a threat, making me pursue courses dealing with information systems management.
Determination of the Action Plan
An adequately designed action plan is suitable for realizing and tracking goals. The action plans are used to create a clear management path for the organization’s success. Notably, the level of the action plans varies depending on the resources available and the complexity of the goals. My action plans entail setting smart goals that are attainable, specific, relevant, time-based, and measurable. Also, my list of actions entails benchmarking with colleagues in a different organization, learning new skills, and creating a plan that leads to ultimate objectives (Phillips et al., 2018). Moreover, setting the timelines continues to characterize the action plans by establishing the time framework for action. Furthermore, the designation of the hospital resources and assigning the task to the task force determines the qualified health officers to perform the task. Most importantly, monitoring the progress through internal reporting and holding regular meetings to create clear ideas of progress towards the goals.
Measuring the Progress
Measuring the progress in nursing creates success in managing financial and human resources. As such, I reckon the progress by recording the overall goals achieved. Also, the improvement is effectively measured using the task done, the milestone, and the task deadline (Harrington et al., 2020). Furthermore, a calendar helps track the progress by checking the job and its pores of completion.
Conclusion
As an administrator of the Florida Nursing Home, my development plans create a systematic approach to the effective management of the organization. The projects entail goal setting, clarification of the professional goals, and the use of smart goals. It also encompasses goal prioritization and the establishment of effective development plans. The administration’s weaknesses, strengths, threats, and opportunities can easily be determined through SWOT analysis. Furthermore, action plans and measuring progress equips my position as a Florida Nursing Home administrator with valuable insight into management.
References
Chase, L. K. (2010). Nurse manager competencies. The University of Iowa. https://search.proquest.com/openview/f18c7bd50fda361ebb1ec4b253b7f2de/1?pq-origsite=gscholar&cbl=18750Chisholm, L., Zhang, N. J., Hyer, K., Pradhan, R., Unruh, L., & Lin, F. C. (2018). Culture change in nursing homes: What is the role of nursing home resources? INQUIRY: The Journal of Health Care Organization, Provision, and Financing, 55, 0046958018787043. https://journals.sagepub.com/doi/abs/10.1177/0046958018787043Harrington, C., Dellefield, M. E., Halifax, E., Fleming, M. L., & Bakerjian, D. (2020). Appropriate nurse staffing levels for US nursing homes. Health services insights, 13, 1178632920934785. https://journals.sagepub.com/doi/abs/10.1177/1178632920934785Ladd, E., Miller, M., Wheeler, K., Wainaina, S., Aguirre, F., McGrath, H., … & Core, K. (2020). A Global SWOT Analysis of Advanced Practice Nursing: Policy, Regulation, and Practice. https://www.researchsquare.com/article/rs-113320/latest.pdfPhillips, T., Evans, J. L., Tooley, S., & Shirey, M. R. (2018). Nurse manager succession planning: A cost-benefit analysis. Journal of nursing management, 26(2), 238-243. https://onlinelibrary.wiley.com/doi/abs/10.1111/jonm.12512Roussel, L., Swansburg, R. J., & Swansburg, R. C. (Eds.). (2006). Management and leadership for nurse administrators. Jones & Bartlett Learning. https://books.google.com/books?hl=en&lr=&id=l201jFBjt1YC&oi=fnd&pg=PR17&dq=Nursing+Administrator+personal+development+plans&ots=U-AVvxv7Tc&sig=kQVh8z2EYK97qvGin_beHPSONw0
Personal Development Options
Personal Development Options
As a manager, you are responsible for your own growth and development. Many programs and people can help, both within and outside the organization, but you are the one who must ultimately manage these resources.
This folder lists 25 such options. Use the margin beside our list to make notes as to how these options can be put to best use in meeting your own developmental needs.
On the Job Coaching and Counseling. This is provided by your immediate leader and can be initiated by either of you. Coaching should be a planned, structured, ongoing process that provides for the improvement of knowledge and skills specific to your responsibilities. Relevancy is high and feedback is immediate.
Job Enrichment. This occurs when you take on more responsibility, performing higher level tasks that were previously done by your manager or someone with more experience or skill. Sometimes this takes the form of “vertical loading”: each level of management takes on some responsibilities from above, and delegates some current responsibilities.
Individual Assignments. Whether you or your manager initiates this action, it’s a useful way to gain special, in-depth expertise in certain competencies that are important to your work and the organization. Examples include: the development of judgment, analytical ability, decision-making skill, people-handling skill, and so on.
Team Assignments. Examples include serving on a task force, committee, advisory panel, or project team. Here you can develop skills in working with others and in learning the competencies that other members of the team bring to the task. You can also broaden your network of useful contacts with others throughout the organization.
Temporary Replacement. By overlapping others so as to relieve them during vacations, illness, or leave of absence, you can develop a broader vision of the organization and its varied functions. It’s also useful in testing and applying your competencies in different settings in a low-risk, short-term situation. Helps to develop flexibility and to “temper” your steel.
Job Rotation. This occurs when you spend a predetermined length of time on each of a variety of functions (e.g., six weeks each in marketing, production, administration, etc.). For some managers it has meant swapping jobs for awhile, with each preparing the other in advance and being “on call” to help with unexpected situations.
Lateral Transfer. Since this is a permanent change of job, it provides experience that is deeper and more complete than that provided by job rotation. This is especially useful in organizations where vertical mobility (promotion) is restricted. Also, you can learn more and faster by moving sideways than by moving upward into your manager’s job.
Academic Courses. Non-credit and credit courses for managers are available from local community colleges, state university extension programs, private colleges and technical institutes. These are especially good at providing breadth (as opposed to depth) of understanding, and in enlarging your network of contacts with other managers in the area.
Executive Development Programs. Business schools and professional societies (e.g., American Management Association) offer intensive learning experiences from 3-13 weeks. Exposes you to ideas, experience and values of peers from other organizations where you can experiment with new ideas and develop programs (marketing, production, etc.) in a risk-free environment.
Internal Management Development Workshops. You probably have a variety of training programs available within the organization to help you improve in leadership skills, communication effectiveness, problem solving and technical competencies. Advantages here are obvious: team building, organization development, strengthening your network, peers helping peers, etc.
External Structured Self-Development Programs. These include such things as Toastmasters, Dale Carnegie, Outward Bound (survival) programs, Sunrise Semester (TV and PBS), University without Walls, etc. Most of these provide a supportive environment for developing self-assurance and interpersonal skills of communication, team building, etc.
Making Presentations and Running Meetings. Opportunities for doing this within the organization, the community, your church or club can help greatly in developing skills at planning, organizing, appraising people and situations, giving and getting information, delegating, setting goals, persuading and developing flexibility of management style.
Attendance at Higher-Level Staff Meetings. By arranging this with your manager, you will have access to models of successful leadership in action and will become more comfortable in communicating with senior people. This can also broaden your awareness of corporate style and values, and of the competencies that have helped your senior managers to be successful.
Conducting Training. What can you teach? Many options exist: within the organization, in an evening adult education program, at your church or club, in the local Boy Scouts (Senior Citizens, hospital volunteer, etc.). Teaching develops planning and analytical skills, communication effectiveness, sensitivity to the needs and feelings of others, self-confidence, etc.
6.9
Transitioning Into Technical Leadership • Helping Technical Experts Become Leaders
Counsel from Experts. Who has knowledge and experience that you respect and can benefit from? Are they willing to give you advice, spend time with you, and serve as a personal consultant and mentor? Such people exist within the organization and outside it; either as friends or as paid professionals. Have you got two or three people who fill this role in your development?
Study of Manuals and Internal Documents. Are there memos, letters, proposals, mission statements and other documents that will help you to understand the goals, standards, strategies, and tactics of the organization and its divisions? This one must be planned so as to avoid information overload or the reading of a wealth of irrelevant, boring information.
Structured Discussions with Peers or Subordinates. Some managers meet regularly (e.g. breakfast once a month, lunch every other Tuesday) to exchange information and expertise that would otherwise not be shared. Sometimes an expert from outside the group is invited to share new knowledge or skills. The National Management Association can help with such in-company groups.
Direct Reading. This is probably the most open-ended and flexible option, since it can be done at your own time, pace and place (at home, in airports, or motels, etc.). Your manager or members of the HRD staff or local librarian can be helpful in making recommendations or providing an annotated list of recommended readings.
DVD/Online Resources. These are available on a variety of self-improvement topics. You can find them on websites and catalogs that your HRD staff might have. Useful to play in the car on the way to work or at other items when you are “captive” but your mind is available.
Online Study Courses. Many self-study courses are available on a variety of leadership and managerial topics. Electronic and printed resources are available with exercises, etc. These require quiet time (uninterrupted, full concentration), but the acquisition of knowledge and new behavior is more effective than the “reading only” or “listening only” of the prior options.
Behavior Modification. This involves the creation of a “reinforcement schedule” of rewards and self-imposed disciplines when one achieves certain goals (e.g., weight loss program, learning a foreign language, every 100 new words, etc.) It’s helpful to have someone else who cares (spouse, boss, close friend) to help you with your self-managed “contract.”
Volunteer Work. Consider your college, club, church or community action group. Do they recruit or have membership drives? Such an activity will develop your recruitment and interviewing and evaluation skills. Do they have projects to be managed? Sharpen your skills in project management: goal setting, negotiation, planning and scheduling, delegating, etc.
Technical/Professional Association. Participation will keep you up to date on the technical side of your job, and involvement in committee work and in leadership roles will provide valuable experience in developing your managerial competencies. Associations are of two types: specific to your specialty (accounting, engineering), and generic to management (AMA).
Conferences, Workshops, Seminars, Conventions. Public meetings are held in major cities throughout the country on every conceivable topic. If you’re not on the mailing lists to receive brochures describing offerings in your areas of interest, talk with the HRD staff. Many weeks worth of experience can be gained by attending a 3-4 day conference.
Assessments in Style/Skill. These provide information that is useful in evaluating your developmental needs, in checking your progress, and in helping you target specific actions to be taken. Check with fellow managers, the HRD staff and local colleges or adult education programs to find out what is available.
Source: Training House, Princeton, NJ
Copyright© 1993, 1998, 2007, 2013. The workbook Transitioning into Technical Leadership: Helping Technical Experts Become Effective Leaders, is for use only by clients participating in workshops led by Dr. Donald Shandler or his designate. No part of this document may be copied, photocopied, reproduced, translated or reduced to any electronic medium without the express written consent of Dr. Donald Shandler.