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What affects managers’ ability to do their job?

  • Comments (3)

Article: Developing a leadership competency model


“This article describes how a nursing manager competency model was developed to improve the competency of existing ward sisters and charge nurses and educate potential leaders employed by the Acibadem Healthcare Group in Istanbul, Turkey. The project included a series of workshops conducted between 2006 and 2011, an employee satisfaction questionnaire, quality indicators and a literature review. The model has been beneficial in developing new managers, and in improving team spirit and the culture of teamwork.

“In the workshop, problems affecting managers’ ability to do their job were identified and used to inform the development of the competency model.”


What do you think?

  • What affects managers’ ability to do their job?
  • How can these problems be overcome?
  • What makes a good leader?
  • Comments (3)

Readers' comments (3)

  • Anonymous

    First we need to know what a managers job involves please.
    If there are not enough staff or support available then no nurse, manager or not, will be able to do their job properly
    A good leader is someone who is able to lead, for this they need a good support system and a helpful attitude, without these nothing gets done
    Managers are there to 'manage' - quite what they are being asked to manage is difficult to define because of the appalling state of the current health system with understaffing, under-resourcing, stress levels, sickness levels, expectations, constant barrage of criticism from every angle and a constant fear that they and their staff will lose their jobs.

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  • Anonymous

    managers, like all professional staff need a certain degree of autonomy and trust to get on with the job they are qualified and appointed to do. if there is too much pressure of unrealistic demands on them nobody with the best skills and will in the world can perform effectively.

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  • Anonymous

    I think good managemment, like good nursing is not based on attending workshops but have insight, empathy and compassion into those they manage.

    So often today the focus is on academic acheivement where an MBA is no guarantee the person will know how to apply the skills.

    I'd like to know why so many higher level workers appear to enjoy bullying their staff yet can pass all the right exams.

    I think a 360 degree bottom up approach and feedback would be more productive.

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