The Disorders of Mobility and Balance in the Hospital Environment Essay

The Disorders of Mobility and Balance in the Hospital Environment - Essay Example Reflective research was the means of learning from experience. Nurses had become busy practitioners considering the complexity of the environment they work in. The difficult and varying interpersonal relationships in the hospital milieu warranted that the nurse was to possess characteristics which helped her survive (Taylor, 2001). Whatever the constraints, the nurse had to deliver. Action research and reflection were two components which involved almost all the work that was done by a nurse. The educative nature of action research contributed to the learning experience. The relationship with patients could grow through psychosocial aspects of behaviour. Problem-focused research was possible with this kind of research. The specific context also was significant for reflection and remembering for future recall (Taylor, 2001). Trying out a specific intervention which was going to benefit patients in the future was possible. Improvement in therapy and involvement to change it could add t o the learning process through reflection. The change process could involve participants and nurses in a research relationship. Action research had contributed to many of the changes in the nurse’s life. The self-directed learning process was conducive to more effectiveness in their practice and the clarification of their roles (Taylor, 2001). Even participants could be empowered through the efforts of the nurse. The diverse aspects of solving problems, planning for changes and frequent evaluation were dealt with in reflective research.

Providing Feedback and Communicating About Change Assignment

Providing Feedback and Communicating About Change - Assignment Example fectively but times have changed and new tactics are required for improving efficiency and effectiveness of the organization and for the advancement of your career. Through market research and analysis and using benchmarks, we have come to the conclusion that the 360 Degree feedback method of performance appraisal is very effective in enhancing performance (Clampitt, 2010, p. 161). This will be used alongside management by objectives method for your own self-appraisal. The critical incident method was being considered but we found that it would be unfair to some employees as it requires the discretion of supervisor who is vulnerable to bias. We therefore chose this method as it will also be an indicator of whether all the stakeholders are contented with our services and they can also make recommendations to us on how to improve. This will help the organization achieve success and credibility (Dainton & Zelley, 2010). You also stand to benefit as you will know how other people rate your performance and you can also be able to improve your skills through the training and development we will offer you through this process. Moreover, you also stand to benefit in the end through the various rewards such as promotion and bonuses that will offered. Through this method, each and every employee will be evaluated by different stakeholders including the shareholders, customers, suppliers, supervisors and your fellow colleagues. They will fill out forms regarding how they view your performance and return at the end of every month. After every three months, a meeting will be arranged between you and your supervisors in your respective departments to review your performance and to see how your performance can be improved (Clampitt, 2010). This will assist you to improve on your weak areas and also ensure that production requirements are met in time. Those of you who will perform well will be rewarded at the end of the year with whichever type of reward the management will deem