Reflective Journal week 14

  1. What did you actually learn from the unit.

It was good to talk about various ways to motivate others. It was also helpful for me to think about what motivates me, what gets me up every day. I think the big thing that motivates me is that I want to provide for my family, I want to be successful, and I value consistency. I like having a consistent profession that will always allow me to work hard, grow and progress, and stretch me every day. If the work isn’t challenging then I may get bored and start to slack. I was surprised to learn that although everyone has different motivators, getting recognized truly helps people feel like a part of a team, wanted and needed.

  1. Discuss your feelings/experiences from the team activities? Did it change your opinion on the subject? If so, how? If not, why?

With the team activity we discussed several ideas to present to a CNO of a hospital to change up how we motivate each unit. Each person had great ideas and I feel that we were able to address several ways to motivate staff. Open door policy, employee recognition, more paid days off, food were among some of the ideas we discussed.

  1. How you will utilize the information learned in your nursing practice.

This was all great information to explore and discuss. I will keep this lesson in mind and most likely will use it to make suggestions in my own unit. I’ve learned from other leadership that if we focus on the people, the work will get done and things fall into place.

  1. Your personal feelings about the material covered.

I really like learning about how to motivate others. I know that by being a true friend, willing to help in any way, always helps relationships and more people feel comfortable with me. I also liked the idea of having open communication with others and establishing that type of culture.


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Week 13 Journal

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  1. What did you actually learned from the unit.

I learned that a lot of negotiation goes into collective bargaining. I didn’t know why people joined unions but now it makes sense. They are to help get more for the worker and allow both employer and employee come to a compromise about a variety of subjects within work.

  1. Discuss your feelings/experiences from the team activities? Did it change your opinion on the subject? If so, how? If not, why?

The collective bargaining activity was interesting. As we discussed what our results were as individuals, it was interesting to see each person’s approach to getting more money or benefits for the workers. I personally could have been more aggressive with my offer.

  1. How you will utilize the information learned in your nursing practice.

This is where I’m not sure about. Its good information to cover but does this happen in all units at the hospitals? Do managers bargain for more money or more budget?

  1. Your personal feelings about the material covered.

This was a helpful topic and the exercises were beneficial to work through. I still have the same question though, does this happen at hospitals or is this just outlining a leadership skill or technique that we should be familiar with?

Week 11 Journal

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  1. What did you actually learned from the unit.-

This week we discussed strategic planning. It was interesting to learn all about what goes into a planning session and how to make the most of it. It’s all about establishing a vision and creating goals and objectives that will help achieve that vision.

  1. Discuss your feelings/experiences from the team activities? Did it change your opinion on the subject? If so, how? If not, why?

The discussions were beneficial to hear different suggestions from my teammates on how we could best utilize expanding our healthcare practice in the activity we did. Each member had great input.

  1. How you will utilize the information learned in your nursing practice.

  I think it’s important to realize that in order to come up with a strategy you need to first have a team involved. Many heads can come up with some great stuff. Also, it’s important to involved several individuals in order to get their buy in on how to continue to reach goals for the business.

  1. Your personal feelings about the material covered.

With some practice and more exposure to planning meetings I feel that I can contribute to my team at work and provide a different perspective in order to explore all options for maintaining a successful company.


Reflective journal week 10

  1. What did you actually learned from the unit.-

I was reminded that change is not easy sometimes and it takes work on my part to make the transition easier. I also learned that I need to be aware of things happening around me in order to anticipate change. Change is always going to happen, sometimes it’s in my control and most of the time it’s out of my control. The important thing I need to realize is that if it’s something I can’t control then I need to do my best to accept the change and adapt to it. Obviously it’s easier to talk about it than to actually do it.  

  1. Discuss your feelings/experiences from the team activities? Did it change your opinion on the subject? If so, how? If not, why?

It seems like we have all had similar experiences where we have been resistant to change and also been accepting of change. It was good to hear their stories and read about how they were able to overcome the difficulties of change.

  1. How you will utilize the information learned in your nursing practice. It’s good to be up to date on the most current information in order to prepare for change or even anticipate it. It’s also important to do the research in order to understand the reasons behind why the change is happening.
  2. Your personal feelings about the material covered. Change is inevitable, I know I can control my own reactions to change by having an open mind and try to understand the reasoning behind the change. Sometimes changes aren’t for the better but I need to be resilient and work hard to be a solid coworker. As I have an open mind I can also help others adapt to change as well. Compliance comes with understanding, I want to be able to ask the right questions and find out the necessary information in order to make a smooth transition when change occurs.

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Budget interview Questions

I interviewed Fred Randall, owner of Tom Randall Distributing

1. What are some of the most common areas in which your company goes over budget?

Repairs, maintenance on trucks and buildings, insurance- these are all areas that are hard to budget. We try to set aside money for each of these but it’s hard to foresee if we need to repair something and how much it will cost. It’s also hard to estimate how much insurance is going to cost.  


2. What have you noticed works most effectively in cutting costs of these problem areas?

Preventative maintenance, having workers be attentive to the trucks and buildings to report any repairs that need to happen before they become catastrophic.


3. Have you ever had to lay people off as a result of consistently going over budget? No


4. Do you find it beneficial to keep employees aware of budgeting concerns? We handle it ourselves, myself and the other owner of the company. We will sometimes discuss ways that specific position holders in the company can be smarter at eliminating waste within their process or daily job.


5. Are there certain categories of your budget that seem to be unpredictable? (patterns of being over than under budget?) repairs, maintenance, property taxes, estimated tax payments.


6. Would you see it beneficial to provide a cost breakdown of over budget areas? Yes, we itemize everything and can pinpoint where we need to focus on in order to not go over budget.


7. How often do you spend time looking over the budget? Monthly at least for a couple hours.


8. Do you include staff or other leaders in budget discussions? No, Just me and the other owner.


9. What tools or programs do you use to stay on budget? Accounting software program, it categorizes everything we do and helps give a picture of where we can improve and where we are doing well.


10. What concerns you more, keeping the month to month budget or the year to date budget? Year to date. Month to month fluctuates a lot but the yearly budget is what concerns us more. We want to be on target for the year, or we may be less profitable as a business


11. What has been your greatest success in keeping budget? Monitoring it closely, using the reports we have. Understanding how the software works and how it collects data in order to help us see where we need to focus our efforts on.

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Reflective Journal Week 9

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  1. What did you actually learned from the unit.

I learned that scheduling for a unit can be very hard. You have to balance the needs of the unit with several disciplines (HUC’s, RN’s, PCT’s) as well as try to accommodate to each person’s personal needs as far as days off or weekend coverage and so on. I can see how it can be a full time job just to have a scheduler who works on the schedule all the time.

  1. Discuss your feelings/experiences from the team activities? Did it change your opinion on the subject? If so, how? If not, why?

It was interesting to run different approaches by each other to make up a schedule that fit the needs of the unit. Everyone had different input and ultimately we constructed a schedule that made sense. By doing this activity I realize I don’t ever want to be responsible for scheduling a unit, or maybe I just need more practice.

  1. How you will utilize the information learned in your nursing practice.

It helped me better understand the challenges that managers and charge nurses have in ensuring that we have enough coverage for each shift. It can be tedious to try to make a schedule. 

  1. Your personal feelings about the material covered.

It was good information to cover. I’m now more empathetic toward those who have the responsibility of creating a unit schedule and how that have to respond to the day to day changes of the unit and its current census.

Reflective Journal Week 8



  1. What did you actually learned from the unit.

It was good to listen to the doctor and get a better idea about the current condition of nurses, and also the future of us as well. I liked how she discussed the plans that we need to take to get more involved in leadership positions in generating improvements and advancements within healthcare. I felt it was important that she noted that there is an increasing need for nurses to continue their education to a master’s degree, DNP or further.

  1. Discuss your feelings/experiences from the team activities? Did it change your opinion on the subject? If so, how? If not, why?

 It was good to discuss and revisit the lecture together as a team. There were points that my teammates brought up that I had forgot about. It’s always good to have a discussion and further solidify what we had all watched and learned.

  1. How you will utilize the information learned in your nursing practice.

This was a good motivator to me to continue to stay engaged at work, seek out further skill enhancement and education opportunities. It was also good to learn about how I can be a bigger influence within the unit I work. As a professional I can choose to have a great, professional attitude and always seek to do be best. It also important for me to be a team player and help those around me to reach their highest potential.

  1. Your personal feelings about the material covered.

I enjoyed learning about the current status and future projections of the nursing career. It was assuring to me that I chose a great profession to be a part of. I look forward to learning and growing throughout my career. I look forward to all the experiences that will make me a better nurse.

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Week 7 Journal

  1. What did you actually learned from the unit.

This week’s lesson and discussion covered budgets. We covered some of the basic aspects of a budget including: a monthly budge, monthly revenue, expenses, and also year-to-date revenue an expenses. Although most of this discussion made sense to me, the challenge was when we were asked to cut the budget by 10%. This was hard because although there were several areas I could cut, I also understood that each cut back could have consequences, especially when some of the more apparent cuts could come from staffing expenses. I think balancing a budget takes definite skill. It’s not as easy as transferring numbers or simple subtractions.

  1. Discuss your feelings/experiences from the team activities? Did it change your opinion on the subject? If so, how? If not, why?

It once again was interesting to hear from each of my teammates about how they would balance a budget. Each person had a little different perspective and approached the budget cuts slightly different. I see once again how important it is to work as a team and come together to make the best decision possible. My opinion of budgets has changed to realize it is a lot harder to do than previously anticipated.

  1. How you will utilize the information learned in your nursing practice.

This was good information to know and better understand. It helps me realize the choices my manager has to make on a weekly basis on behalf of our unit. I hope that I can help out with the budget by way of improvement projects with team members on my unit and help reduce waste on a daily basis to help out unit stay on budget.

  1. Your personal feelings about the material covered.

I realize now, how important it is to be engaged in improvement projects at work, not only to stay on budget but to increase revenue by eliminating waste or wasteful practices. I think it would be beneficial for managers to communicate aspects of the unit budget that we as caregivers can help influence. This involvement of each individual may produce greater changes and improvements within the unit.


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Firing/ Discipline interview

MC Martinez, Assistant Store Manager, TJ MAXX companies


  1. What is your process of steps to take before firing an employee?
    1. It depends on the infraction made. We have a certain process for firing and most times we give verbal warnings, two written warnings, then dismissal. In other, more severe instances, we will move straight to dismissal.
    2. If we suspect certain behavior like dishonesty and stealing is involved then we have to create a file documenting the behavior and create a case for dismissal. If this happens then we get in contact with our loss prevention manager to follow the case.


  1. Who else is involved during the firing process? 

Depending on the situation, we may have the store manager, myself, a person from HR, the loss prevention manager, or the district manager.


  1. How many steps are involved from first offense to dismissal?

Depends on the offense, it could be straight to dismissal or if we want to give the employee a chance to correct the behavior then usually we have at least three steps: verbal warning, written warning, written warning, then dismissal.


  1. What does your disciplinary plan usually look like?

Verbal warning, written warning, 2nd written warning, termination, or if you have three written warnings for behavior (even if they are separate issues) then it’s a termination.


  1. Do you collect anything from the employee before termination?

Name badge, associate discount card, any vacation is paid out and that week’s paycheck.


  1. Do you offer warnings before disciplinary action or dismissal is taken?

Yes, one verbal and two written warnings, unless the infraction falls into immediate termination.


  1. If disciplining or firing someone goes wrong, or the employee responds inappropriately, how would you handle that?

If we suspect that the employee may be violent, we try to think ahead and have other help present, whether it be the police or other management or HR.


  1. Do you give the employee an opportunity to “defend themselves”? Do you offer second chances based on what they say?

No, we call this whole process corrective action. We as management help the employee come up with an action plan and try to help them. After establishing a plan with an employee and getting their agreement to try to correct the behavior, if we still have issues then we move forward as described from previous questions.


  1. After firing an employee, how do your other employees typically respond?

If usually effects them in some way where these employees have been affected by this problematic employee. They are usually happier since we have handled the issue.


  1. After disciplinary action is taken or someone is fired, how do you motivate your other employees? How do you keep your other employees accountable?

We have an open door policy at our stores. If any employee has questions or issues, he or she is welcome to come in and discuss the issue with management. A lot of times this is how we are able to address problems with other employees. We don’t promote tattling but we do expect professional behavior.

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Reflective Journal Week 6

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Ethics committees

In this weeks unit we discussed what makes up an ethics committee, who usually plays an active role on the committee and what is expected of the committee. I found it interesting that although ethics committees from each organization can do things differently, most meet a few times a year to discuss goals and expectations for the year and also go over scenarios that may be similar to what they may encounter when the hospital calls them in to discuss a case. The ethics committee is required to perform its due diligence, ask the correct questions, perform the necessary interviews, and keep a global perspective of the situation in order to make a recommendation to the caregiver team. I also found it interesting that the ethics committee has no power, its just a team that attempts to put all the pieces together to make an ethical decision in order to support the patient, the healthcare team, and the hospital.

The team activities discussed ethical dilemmas seen within healthcare and a scenario to go over as if we were an ethics committee. It was good practice to discuss this as a team and see different perspectives come together. We all arrived at the same decision but each of us noticed something different and we were able to keep a global approach to the situation. The ethics dilemmas showed me how many ethics problems there may be out there. It helped me to further realize that I for sure will take part in these discussions often within my profession.

This week’s unit has helped me be more ethically sensitive. As a nurse I encounter situations very often that may require more discussion and I feel more comfortable talking to my manager and even asking if we need an ethics committee to review certain cases. Sometimes I may face a circumstance where my own values may be challenged. Its up to me to speak up when I feel uncomfortable with a decision and voice my concern for the issue.

I enjoyed learning this week’s content. It was good to have a discussion about ethical decisions and the reasoning behind the decision we made. It was also good to understand more about what an ethics committee does and how they can be a resource and support to my position as a nurse.