Nurse Leader: Delegation and Supervising Essay Example

Introduction

The report authored by the National Council of State Boards of Nursing (2016) was developed after the NCSB convened experts of education, practice, and research. The primary intention of the panel was to establish a national framework that was founded on education, research and nursing practice. The process of delegation of duties among nurses was one of the most fundamental practices that were delved on. Therefore, the main objectives of the paper were to enhance the understanding of evidence-based practice and its application in the entrustment of roles and mandates. Another goal was to identify the difference between delegation and assignment, the role of a nurse leader in facilitating the practice. It is evident that the National Council of State Boards of Nursing (2016) develop a research document that is significant in the field of nursing. The contents of the journal will be analyzed and the relevance discussed in this paper.

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Differentiating Assignment and Delegation in Nursing

The journal elaborates the difference between delegation and assignment in the field of nursing. The authors argue that most researchers in the past focused on the aspect of entrustment in a nursing home environment. An assignment is recognized as routine care, practice, and procedure that is prescribed within the RN scope. The authors suggest that the assignment of any nurse is derived from the training program in nursing schools. The RN is expected to transfer the acquired skills in accomplishing various roles which can be termed as assignments. An example, in this case, can be derived in a situation where an RN is required to take care of a diabetic patient. The nurse will be required to monitor the significant signs and symptoms such as blood pressure and glucose levels. The profession also demands vital processes that include documenting the medication and progress of the patient. All these are assignments whenever a nurse is tasked with caring for a diabetic patient. In delegation, an RN is required to practice his or her skills that might be different from the traditional job description. It is essential for the delegatees to possess the relevant knowledge and skills before a task is assigned. The skills can be gained through additional training or education. In the case of delegation, the delegator remains responsible and accountable for all outcomes of the patient while the delegatees assume the responsibility for specific tasks. It is unprofessional for a nurse to enturst critical roles that include a judgment or a sensitive decision. Only the roles and responsibilities within a delegator's scope of practice can be deputized. These are the major points that the authors used to differentiate the assignment from the delegation in the field of nursing.

The Five Fundamental Rights of Delegation in Nursing

National Council of State Boards of Nursing (2016) also provides the fives fundamental rights of delegation in the field of nursing. First, the delegator must enturst the right task to the delegetee. It means that the RN who is given specific roles to accomplish on behalf of the delegator must have the technical and professional capacity to do the job. Therefore, the right person should be selected as a delegetee. This second right demands that the primary threshold for qualification is qualification as a licensed and employed in the same organization. The third right relates to a circumstance where the health condition of a patient should be a primary concern before designation is implemented. The roles and responsibilities of a diabetic person in a critical state cannot be delegated since this may jeopardize the treatment process. The fourth right requires the right direction and communication during the allocation of duties. Accurate instructions should be communicated to the delegetee. In addition, the recipient of delegated orders should understand a given message and have the ability to implement. Finally, the right supervision and evaluation procedure should be initiated. Only a licensed nurse who is a nurse leader has the capacity to supervise and evaluate a delegetee. Nurses can find these five rights fundamental in improving their practice through correct entrustment procedures.

Responsibilities of a Nurse Leader and an Employer

The article also provides the responsibilities of a nurse leader and an employer. It is essential for an employer to select a nurse leader who has the ability to oversee and delegate duties to the rest of the RN team. Nurse leaders should also have the experience to determine the needs of a nursing home or health facility, the type of knowledge or skills required, responsibility and safety issues. This section clearly highlights the desired qualities of a nurse leader in any health facility. Some of the recommended roles and responsibilities of a nurse leader include delegation of duties, engage the employer in the development of policies and procedures, communicate effectively and educate the rest of the team. The information provided by the National Council of State Boards of Nursing (2016) shows that a nurse leader must have high qualities and professionalism. A nurse leader can only have the power to delegate the roles that he or she understands perfectly and equally have the ability to train and communicate efficiently. National Council of State Boards of Nursing (2016) highlights the responsibilities of a licensed nurse in a clinical setting. A licensed nurse has the knowledge and experience to determine unique patient needs which is paramount before delegating any process. The level of experience should help a licensed nurse to accurately judge the capability of a delegetee to accomplish the assigned roles.

A delegetee is expected to adhere to professional standards and complete all assigned tasks efficiently. Maintaining competency for all deputized responsibility and effective communication are key requirements in the field of nursing. Communication can be used to verify instructions and making inquiries. For instance, a delegetee does not have the authority to make a clinical judgment and must inquire from the delegator. Communication is also needed as proof for verifying acceptance of delegated duties. National Council of State Boards of Nursing (2016) elaborates that competency is a continuous process that is enhanced through continuous practice and implementation. Both the delegate and the delegetee should strive to actively practice in different areas to improve competency.

Conclusion

The article authored by the National Council of State Boards of Nursing focuses on the topic of nurse leadership and the professionalism associated with the entrustment of roles. The journal begins by differentiating assignment and delegation by showing that assignment falls within the traditional roles of an RN while delegation requires an RN to step in and accomplish unique roles. However, both the entruster and the delegatee are required to have knowledge and experience of a role. The delegator will serve as the supervisor, evaluator, and key decisionmaker while the delegatee fulfills the assigned roles. The journal also provides the desired quality of a nurse leader with the ability to delegate roles. Such nurse leaders must have the knowledge and experience of clinical practice as well as the ability to determine the most suitable delegetee. Also, the process of entrusting does not shift the primary responsibility of the delegator. It means that all critical clinical decision remains the roles and responsibility of the nurse leader.

References

National Council of State Boards of Nursing. (2016). National guidelines for nursing delegation. Journal for Nursing Regulation, 7(1), 5-14.