• Subject Name : Nursing

The Importance of Teacher Induction for Improving Teaching and Learning

1.1 The nurse was working for 20 years in the hospital and stating that she could not speak up is something that cannot be subjected as valid. In accordance to the South African national Council, it is very imperative that the care and treatment as well as that of caring the administration associated with the medicine in the direction of the healthcare user. It is instrumental in including the aspect of monitoring the vital signs relative to the patient's. Not only this the patient’s reaction associated with disease conditions, shock, pressure, nervousness, prescribed medication as well as the treatment should be adhered at regular intervals. This was missing for the patient and the state of validation seemed vague [1].

1.2 The three communication failures in this context are that the senior nurse did not consult the doctor as the patient was very critical it was imperative to consult him. There was no monitoring of his vital signs in the overnight ward and the doctor did not come to visit the patient. The doctor knowing that a nurse cannot practice intravenous Morphine, the doctor stated the nurse to do so. In this context the nurse should have communicated with the doctor as this was out of her scope [2].

1.3 The three interventions that could be implemented within the unit that could reduce the risk of this incident repeating itself are monitoring the vital signs at regular intervals, nursing care plans for acute pain management. It is instrumental in maintaining a calm and composite environment that on going further tend to minimize the noise associated with the aspect of reducing stress. Side by side the aspect of observing the behavioral responses likes those of the hyperactivity, bewilderment, perplexity, insomnia, petulance can be attained [3].

2.1 Policies are specific minimum requirements that cannot be breached, and leave little discretion in its application. It is applicable to any and all units that perform activities the policy applies to. Procedures are specific implementation of policies for a specific function or process. A policy might say screen payments to sanctioned countries [4].

2.2 Bureaucratic structures are used in many organizations healthcare being a major one. The bureaucratic design as for an example it considers medical as well as the nursing departments. It is furthermore considered to be difficult in the direction of determining the responsible oerson while making decision. It is in particular refers to teh aspect of creating or feeling associated with the feeling of powerlessness amongst the employees. Under this bureaucratic model, there exists a command chain. This is instrumental in making it considerably difficult in the direction of detecting or tracing the point in which the wrong decisions are eventually made. It is resulting to a blame game amongst the employees making them vulnerable. In a case like this the employees tend to feel very powerless due to the tendency of becoming the blame bearer. As the command's chain base is occupied they act as implementers [5]. An example, in context to surgery supervision by either a consultant or a specialist, a junior medical officer is considered as in the form of a most culpable event associated with an error. It is even at those times when the junior staff is instrumental in acting as per the orders received from either the specialist or the respective consultant.

3.3 The two benefits that demonstrate why the bureaucratic design remains prevalent in large organizations are: Organization structure is instrumental in setting up the pace as well as determines the contextual framework associated with the aspect of organizational functioning. Predictability as well as dealing with complexity; the rules, policy, occupation, formation as well as training associated with the aspect of import predictability, ensures organizational stability. Conformity in terms of the pre requisite rules as well as the roles associated with structural framework tends to cope with complexity and maintain order [6].

4.1The purpose associated with the process of induction training refers in the direction of integrating the newly joined employees. This aims in the direction of understanding the organizational systems as well as the procedures as followed. This process helps the newer employees to settle down within a new working environment with a sense of belonging [7].

4.2 In this context, referring to the case study it has been found that both the doctor and the nurse lacked motivation to work in an effective way which resulted in the breach of their duty of care. The doctor did not come to check the patient despite knowing that his pain level was 10/10 with high intake of alcohol. The nurse on the other hand knew that administering intravenous Morphine is out of her scope, but the nurse did not reach out to inform this despite having a work experience of 20 years. In orientation policy includes education how staff, nurse a doctors need to follow the rules and to function comfortably and effectively in the organization. The policies adhered in the orientation day or induction was not adhered by the nurse or the doctor [8].

4.3.1Induction program's Objectives:

  • In the direction of supporting and integrating new staff at hospital helping to perform effectively.
  • In the direction of fostering an early appreciation associated with the hospitals’ role as well as functions with proper vision.
  • In the direction of providing an information on hospital's values, procedures as well as policies that are as practiced with strategic objectives.
  • In the direction of defining the expectation's performance that helps in maintaining motivation alongside tend to foster a healthy working environment with cordial relationships amongst employees.
  • In the direction of providing the newly joined staff with proper training as well as developing opportunities supporting them to perform effective duties
  • In the direction of identifying as well as finding a solution to a problem as encountered by them.

Induction procedure

The process of induction begins prior to a person's joining as it includes the pre-joining procedures and formalities in the form of some documentation that includes offer letters and letter of interest from HR. This ensures the arrangement of induction as per the company's policy [9].

Supporting the process of Induction includes induction checklist to record all the induction activities as completed by newly joined staff on their first day, week and employment month. Staff are provided with an induction folder aims to store induction related materials that they will receive in the course of the induction period.


Training of right kind need to be provided to appropriately ensure individuals in regards to the knowledge as well as skill's set that experience a necessary implementation process to operate this policy

4.3.2Enforcing participation and completion of the program can be understood by effective form of induction act as influencers. These are organized timely, as well as considered to be engaging and create a good organizational image. They inspire the newbie’s, by creating a definite mission as well as a vision for them. These processes inspire them about the organization’s history, culture and values. They further refine their required technical skills and provide valuable information like those of the company’s hierarchy and escalation matrix as well. If done correctly, the driven process will allow a newcomer to establish organizational PR by coordinating well with his/her team and supporting the concerned departments with a wider prospective. On the other hand, a weak initiation of an induction program is not to be taken lightly. The most common complaint among newbie’s is that they either feels to have drowned, become bored, or are in a state of "drowning or swimming". This can confuse them and make them less productive. If a starter is disabled, reconnecting can be very difficult this will in turn increase the attrition rate adding up headache for the HR team as they need to start the recruitment process again [10].

  1. Job analysis is a systematic process of studying and submitting detailed information about the activities and responsibilities of a particular job. This is the framework for most HR practices. Job Analysis refers to the process of Recruitment as well as cooling off periods. It include job evaluation, job design, appraisal as well as the offered benefits, performance assessment, training analysis based on the needs and development on the employees part. It takes under its consideration the aspect of job pricing, as the employee grows and contributes toward organizational productivity. A job description allows both employer and employee to fully understand the requirements of a particular job. It is instrumental in describing all the responsibilities and duties associated with the position identified in the job description. It gives a title to the type of skills required for a particular job. Usually, a job description will include all the current details related to a particular job, such as job introduction, job title, responsibilities, job summary, etc [11].


A major task that determines the number as well a type associated with actions required in the direction of achieving organizational goals. Research is the initial HRM plan that helps management collect, analyzes, as well as identify future needs within the organization [12].


Another important step associated with the organization is associated with the work. Each member is assigned a task by integrating their skills as well as activities towards a common goal.


This includes activating employees at different levels as well as contributing in the direction of organizational goals. The key relies upon in the direction of maximizing the potential associated with an employee through constant motivation as well as control.


It aims in the direction of control associated with the process after planning, organizing as well as managing; an employee’s performance is tested, verified as well as compared with goals. If the actual performance deviates from the plan, monitoring measures will be taken.

6.The key aspect to address staff morale is Leadership. Leadership is one of the most critical contributors to morale. The right person in a leadership role will build up your team and make them feel excited about their work. It's more important than any technology or perks you have in place. Poor leaders lower employee morale. If you have someone in a leadership position that makes your team feel micromanaged or unappreciated, it works against morale. It erodes your team's ability to work and get things done [13].




Organizational effectiveness


Organizational productivity


Lack of issues in the management

Time bound

6 months

7.It can be done through measuring the productivity Level. If the overall productivity of an organization is increasing, it can be taken as a symbol of high morale. But there are certain limitations to this criterion also. It is quite possible that the output may increase even under conditions of low morale, or irrespective of high morale output may not increase. This is because, high productivity is not necessarily a function of job satisfaction or morale[14].

8.Three engagement strategies that as a manager one can implement to improve management/follower engagement in hospital setting [15]:

  • Make engagement part of your hospital's core strategy
  • Gain support from senior leadership
  • Share best practices
  1. Environmental scanning is a process for learning how the industry is structured, where the value comes from, and points to the key factors that a business leader needs to monitor actively to ensure that the enterprise can survive and thrive into the future. The basic process was described by Michael Porter from Harvard Business School in 1979. The strategic management process is a wheel of continuous improvement in hospital settings because no element in the value chain ever remains static. Swot analysis is important from two perspectives for the influx of patients. First, internal second external perspective. Internal perspective refers to strength and weakness of a hospital. A hospital can easily determine their strength. Strength refers to any unique ability or resources the hospital possesses. It could be efficiency of the employees or competitive advantage or modern technology access. Weakness is similarly what the firm doesn’t have but others do. Again external analysis is about forecasting whether internal analysis is analysis of present situation. In external analysis firm determine their opportunity to explore or threat that can hurt them in future. So SWOT analysis is important for a hospital since it makes aware a firm what is their strength and weakness as well as how they can explore those opportunity by using their strength and also what should be the firms approach minimizing their weakness to confront any sort of threat [16].
  1. Managerial skills fall into three basic categories: technical, human relations, and conceptual skills. The skill of the shift leader in this context is human relations. Human relations skills include the ability to understand human behavior, to communicate effectively with others, and to motivate individuals to accomplish their objectives. The skill of the operational unit manager in this context is technical skills. Specialized areas of knowledge and expertise and the ability to apply that knowledge make up a manager’s technical skills. The skill of the CEO of hospital in this context will be conceptual. Conceptual skills include the ability to view the organization as a whole, understand how the various parts are interdependent, and assess how the organization relates to its external environment[17].
  1. Organizational culture is the internal culture of an organization. A company, for example, might be successful and grow to have more people and locations than a single owner can know and maintain relations with. The role of management in this case expands to include maintaining the organization as well as the production of widgets or providing various widget services. In this case, corporate culture might start as a policy intended to maintain consistency and or quality. Such a culture might develop to include special policies for hiring and compensation. Organizational culture by nature has to promote the organization by achieving a balance between compliance to rules necessary for maintaining operations and quality and incentives that motivate genuine productivity and loyalty to the organization. In an competitive market environment, many companies attract better talent with their organizational culture alone [18].
  1. Complexity leadership is a joint, resultant product of the following three types of leadership: (1) administrative leadership based on strict control and a significant bureaucratic hierarchy (2) adaptive leadership fundamentally based on creative problem solving, resonating with new conditions and learning and (3) action-centered leadership that involves immediate decision-making mechanisms employed in crises and dynamic productivity [19].

13.1A capital expenditure budget is a formal plan that states the amounts and timing of fixed asset purchases by an organization. The capital expenditures budget makes provision for the amount of cash a company will invest in projects and long‐term assets [20].

13.2It is not good to exceed the capital budget for the previous year as the capital budget is made according to the expenditures of the whole year. It is important to stick to the budget to adhere organization efficacy and finances. However, there should be spare funds in the organization setting to deal with emergency situations so that there are no lack of funds in context to an emergency [21].

13.3Purchasing items is a better ideas as new items or new technical items will make work easier and the work load will also be a bit low for the employees.

References for Impact of Organizational Culture Values

[1]Ramathuba DU, Ndou H. Ethical conflicts experienced by intensive care unit health professionals in a regional hospital, Limpopo province, South Africa. Health SA Gesondheid (Online). 2020;25:1-9.

[2]Topcu I, Türkmen AS, Sahiner NC, Savaser S, Sen H. Physicians’ and nurses’ medical errors associated with communication failures. J Pak Med Assoc. 2017 Apr 1;67(4):600-4.

[3] Butcher HK, Bulechek GM, Dochterman JM, Wagner CM. Nursing Interventions classification (NIC)-E-Book. Elsevier Health Sciences; 2018 Jan 13.

[4] Principi N, Esposito S. Nasal irrigation: an imprecisely defined medical procedure. International journal of environmental research and public health. 2017 May;14(5):516.

[5] Fedeli S, Leonida L, Santoni M. Bureaucratic institutional design: the case of the Italian NHS. Public Choice. 2018 Dec 1;177(3-4):265-85.

[6] Hemker J, Rink A. Multiple dimensions of bureaucratic discrimination: Evidence from German welfare offices. American Journal of Political Science. 2017 Oct;61(4):786-803.


[8] Biswal L. Evaluation of Induction Training Program: An Empirical Study of it Companies in Pune. ACUMEN. 2018 Sep 29.

[9] Okorie VN, Musonda I. An investigation on supervisor’s ability and competency to conduct construction site health and safety induction training in Nigeria. International Journal of Construction Management. 2020 Sep 2;20(5):357-66.

[10] Nishimoto MC. The Importance of Teacher Induction for Improving Teaching and Learning. The Wiley Handbook of Teaching and Learning. 2018 Jul 18:447.

[11] Breaugh JA. The contribution of job analysis to recruitment. The Wiley Blackwell handbook of the psychology of recruitment, selection and employee retention. 2017 Jun 16:12-28.

[12] Marire MI, Okonkwo A, Ugwu JN. The Effect of Human Resources Management to an Organizational Control Process. Management and Economic Journal. 2018 Feb 20:173-85.

[13] Mennim D, Moen C. Evaluation of matron ward rounds to enhance patient experience and improve staff morale. Nursing Management. 2018 Dec 12;25(5).

[14] Prestia AS. Leveraging the gig economy: a novel solution to improve health care costs. Nurse Leader. 2019 Aug 1;17(4):356-9.

[15] Fishman MD, Mehta TS, Siewert B, Bender CE, Kruskal JB. The road to wellness: engagement strategies to help radiologists achieve joy at work. Radiographics. 2018 Oct;38(6):1651-64.

[16] Abdel-Basset M, Mohamed M, Smarandache F. An extension of neutrosophic AHP–SWOT analysis for strategic planning and decision-making. Symmetry. 2018 Apr;10(4):116.

[17] Marques CS, Marques CP, Ferreira JJ, Ferreira FA. Effects of traits, self-motivation and managerial skills on nursing intrapreneurship. International Entrepreneurship and Management Journal. 2019 Sep 15;15(3):733-48.

[18] Felipe CM, Roldán JL, Leal-Rodríguez AL. Impact of organizational culture values on organizational agility. Sustainability. 2017 Dec;9(12):2354.

[19] Mendes M, Gomes C, Marques-Quinteiro P, Lind P, Curral L. Promoting learning and innovation in organizations through complexity leadership theory. Team Performance Management. 2016 Aug 8.

[20] Vartiainen E, Masson G, Breyer C, Moser D, Román Medina E. Impact of weighted average cost of capital, capital expenditure, and other parameters on future utility‐scale PV levelised cost of electricity. Progress in Photovoltaics: Research and Applications. 2020 Jun;28(6):439-53.

[21] Muda I, Naibaho R. Variables influencing allocation of capital expenditure in Indonesia. InIOP Conference Series: Earth and Environmental Science 2018 Mar (Vol. 126, pp. 1755-1315).

Remember, at the center of any academic work, lies clarity and evidence. Should you need further assistance, do look up to our Nursing Assignment Help

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