DIRECTING

DIRECTING
• Act of issuing of orders, assignments,
instructions to accomplish the organizations
goals and objectives.
• Explains what is to be done, to and by whom, at
what time, how and why the task should be done
CHARACTERISTIC OF GOOD DIRECTION

• Must be clear, concise, consistent and complete.

• Apart from being understandable and, the person giving
directions must explain the rationale well and make
certain that it is understood
• The words used in the direction indicates their
importance
• The person giving directions must speak distinctly
• It is important furthermore, to,
avoid giving too many directions at one time
 Personalize directions
Always check to make sure directions have been
followed
 TOOLS IN DIRECTNG
• Characteristic of a nursing care plan
– It focuses on actions which is designed to solve or
minimize the existing problem
– It is a product of a deliberate systematic process
– It relates to the future
– It is based upon identifiable health and nursing
problems
• Elements of NCP
– The nursing care plan may consist of a North
American Diagnosis Association (NANDA) nursing
diagnosis with related factors and subjective and
objective data that support the diagnosis, nursing
outcome classification with specific outcomes to be
achieved including deadlines, and nursing
intervention classificatons with specified interventions
 ELEMENTS OF DIRECTING
• DELEGATION
– The act of assigning to someone else portion
of the work to be done with corresponding
authority, responsibility and accountability.
• Why managers delegate?
– Mistakes can be costly
– Failure can increase management cost and to
personnel dissatisfaction
– Fear on the part of the director, of his own ability to
delegate
– Fear of losing control to staff
– Fear of failing to get others to do the work
– Fear of criticism
• Common delegating error
a. Under delegating
b. Over delegating
c. Improper delegating
• SUPERVISION
– Process of guiding and directing the work to be done.
Principles of good Supervision:
a. Can produce attitude which are both positive and
negative in character
b. Produces positive attitudes when an employee is
conscious of the benefits
c. Produces negative attitude when the reaction of the
workers is resistance to discipline or actual fear of
demotion or discharge
• Principles of good supervision for managers and
supervisors in general to remember.
– A good supervisor is focused on the improvement of
work rather than upgrading the worker.
– It is based on the lines of authority, organizational
philosophy, vision/mission, the job description,
policies and standards, the need of the individual.
– Focuses on the three areas of skill: concept, technical
and interpersonal
– It is coperatively planned, and accepts both challenge
and change
– It uses a democratic process to facilitate :
• Effective communication
• Continuous improvement of staff
• Respect for the individuality of each staff member;
and therefore
• Bring about a harmoniously relationship and a
conductive social, psychological and physical
atmosphere.

The ultimate goal of supervision is to provide safe,

effective, quality care.
• Responsibilities of supervisor
– The duty to teach and motivate the staff, as a
well facilitate their work. They should delegate
work responsibilities and be available for
consultation. They should also perform
assessment and evaluation of work
performance and conditions.
• STAFF DEVELOPMENT
– A planned experience to help employees
perform effectively, and to enrich their
competence in practice, education and
administration and research
– Re-training for better performance in areas of
skills, knowledge, and attitude
• Functions of staff management
– Maintain staff efficiency and effectiveness
– Create quality employees
– Meet the staffs needs and address their
problem, such as deficiencies in knowledge,
skills and attitude
– Motivate them and improve their self
confidence and
– Help prepare them for greater responsibilities
• COORDINATION
– Links the different components of an
organization and leads them toward goal
achievement
• COLABORATION
– The manager and the
heath care staff join
together with the other
members of the health
care team all participate in
the decision making
process.
• COMMUNICATION
– Ensures common understanding via various
routes
– A process by which a message is sent
received and understood as intended.
 Change Process

It means substituting one thing for

another, experiencing a shift in
circumstances that causes
differences or becoming different
from before.
Factors that influence change
• External • Internal
Forces Forces
- these are - these originates
events or happenings primarily from inside
that influence the operations or the
organizations as a results of external
whole or its top change, such as the
administration composition of staffing
pattern and quality of
life
Steps in Change Process
• The change process begins or is initiated
when one perceives a need for change
• This person then initiates group
interaction which is to identify external
and internal forces for change
• During this interaction, the beneficial
activities are:
a) To state the problem
b) Identify constraints
c) List change strategies or possible approaches
to problem solving
d) To select the best change strategies
e) Formulate as a group a plan for implementation
and or develop or select tools for evaluation
 Strategies for Managing
Change
Empirical- Normative Re- Power-
Rational educative Coercive

Are based on the Are based on the It involve the

assumption that assumption that compliance of the
people are people are less powerful with
rational and consistent to their the leadership ,
behave according commitment to plans and
to rational self- socio-cultural direction of the
interest. norms and more powerful.
values.
 Resistance to Change
1) Communicate with those who oppose the change
and understand the reason for opposition
2) Clarify information and provide accurate feedback
3) Be open to revisions but firm and clear about what
must remain
4) Present negative consequences of resistance
5) Emphasize positive consequences of change and
how individual will benefit
6) Keep those resisting change in face to face contact
with supporters, recognize valid objections and relieve
unnecessary fears
7) Maintain a climate of trust, support and confidence
8) Create a different disturbance to distract the
attention of those involved
 Successful change agents demonstrate
certain characteristics that can be
cultivated and mastered, including:
1) The ability to combine ideas from unconnected sources
2) The ability to energize others by keeping the interest
level up and demonstrating a high personal energy
level
3) Skill in human relations can be attained with
 Well developed interpersonal communication
 Group management and problem-solving skill
 Skills in integrative thinking
 The ability to retain a picture focus while dealing with each part
of the system considered all factors in problem solving and
decision making
Successful change agents demonstrate
certain characteristics than can be
cultivated and mastered, including:
4) Sufficient flexibility to modify ideas to improve the
change process, but firm enough to resolve or resist
nonproductive tampering with the planned change.
5) Enhance confidence level and the tendency not to be
easily discouraged
6) Realistic or pragmatic thinking in order to learn how to
cope and adapt to change
7) Trustworthiness, a track record on integrity and
success with other changes
8) The ability to articulate a vision through insights and
versatile thinking
9) The ability to handle resistance through influence and
support of the concerned individuals and the factors
affecting change.
 Conflict
- Is a natural, inevitable condition and is often
a prerequisite to change in people and
organizations. Conflict is a consequences of
real or perceived differences in a goal, value,
ideas, attitudes, beliefs, feelings and action.

- These can occur on several levels:

1. Intrapersonal – within one individual
2. Interpersonal – within two individuals
3. Intragroup – within one group
4. Intergroup – between two or more groups
Some positive and negative
result of conflict:

1) Conflict can provide greater sensitivity to an

issue which stimulates the interest and curiosity
of others
2) Conflict can increase creativity by acting as a
stimulus for developing new ideas or identifying
methods for solving problems
3) Conflict can help people recognize the legitimate
differences within an organization
4) Conflict can also be a powerful motivator to
improve performance and effectiveness
5) Disagreements can make parties aware of cost
versus benefits of a particular service or
 Types of Conflict
Competitive Disruptive
Conflict Conflict
• This occurs when two or
more groups attempt the • This takes place in
same goals and only one an environment
group can attain them. It filled with fear,
is defined by victory for anger and stress.
one side and a loss for There is no mutually
the other. acceptable set of
rules and the goals
of each party is the
elimination of its
opponent.
 Conflict Resolution
1) Dominance and Suppression
2) Restriction
3) Smoothing Behavior
4) Avoidance Behavior
5) Majority Rule
6) Compromise or Census Strategy
7) Integrative Problem Solving
8) Win-win Strategy
9) Lose-lose Strategy
10)Confrontation
11)Negotiation