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Shared Governance: Empowering The Staff

Nurses are in general leaders in mind but sometimes they desire a model to express the necessity for shared authority. Through the use of the distributed governance model we as nurse leaders can empower the staff to use changes, patient excellence, and cost effectiveness in institutions worldwide.

Vision Concepts and Review

The nursing eyesight to be discussed in this review is distributed governance and how we as nurse market leaders can utilize it to enable other nurses. Medical practice models like distributed governance is appealing to nurse leaders because of the benefits which it brings to the medical job. Unlike other nursing models distributed governance shows to improve medical final results, improve job contentment and satisfaction, rises personal capacity, and accountability. Implementing change as an organization can be dependent on the management leading the band of professionals, shared governance can certainly help in the managerial response (Upenieks, 2000).


According to Upenieks, (2000) the type of model used did not matter the final results were similar. All demonstrated role autonomy and increased job satisfaction with personal governance models. Shared governance increase the communication between managemnt and the personnel. with further statisical review shared goverance is likely to show many cost-effectiveness and educational affects in a postive stream. It will also diversiify nursing command styles (Upenieks, 2000)

Shared governance can be adapted by nurse market leaders to and individaual need of any business. Shared goverance can provide the construction to boost the team work through out the business and right down to the indidual models. The driving force for the shared governance is the postive outcomes. The final results that drive the nurses and leaders are: improvement of nurses skills from increased education, creates a positive work envirnment, postitive learning envirnment, personnel satisfaction, personnel feel valued, creates a team work envirnmnet, stimulates multiprofessional collaboration. A number of the projects integrated during distributed governance meetings can bring to the establishment key core routines to the personnel and applied by nurse leaders. The findings from the suggestions of the primary staff caring for the patients have been shown to get great effect on patient health care with multiple postive patient benefits (Scott, 2005).

With Shared governance models can have multiple committess for staff with the use of subcomittees can be valuable use of staff to increase education and performance of the comittees to truly have a trickle down influence on education or shared information. During these committees nurses are empowered to be nurse experts and develop beyond there described role as a nurse and espire to produce a difference, to empower each other and make a differnce to the nurseing process all together. Proof empowerment is mind-boggling and the impact to the patients is fantastic which is what nurse market leaders want for in a management model (Larkin, March 31, 2008).

How Nurses Factor in the Vision

Nurses that are part of a business the participates in ant shared governance or collaborative model as explained above have many benefits and have an increased sense of do it yourself empowerment in their work. Control with distributed governance models gets the benefits associated with the satisfied staff and the price success of the committees.

Nurse market leaders can drive the shared governance insurance firms these three basic councils in the model, practice development, education, and human resources. Other subcommittees can be research, quality, practice and policy, with research and devolvement of all above. With these councils it isn't always good for have these committees to be distinct but to be collaborative with each other. Leaders will get that founding the committees can have some difficulties with execution. The potential complications can be interpersonal conflicts, time conflicts with the associates, committee members which may have conflict, users not sharing ideas, questioning of effectiveness of the committee or how much take the committee actually has with management, delegation of officers, how to require patient problems, prioritizing assignments, will the higher management take the ideas critically, and how to avoid a gathering that is nothing but a meeting for staff issues (Scott, 2005).

An example of how nurses can impact the organization with the use of shared governance models is to bring a challenge to the committee and also to put it to use as a scientific ladder task. A nurse at the neighborhood hospital has pointed out that the patient populace has an increased risk for sleeping apnea. She helped bring this problem to the committee and started out doing research with the committee. She involved anesthesia, PACU nurses, and staff nurses. A model was developed that if the individual met certain standards that they would produce an OSA band positioned in it and would follow a supplementary group of precautions for patients that contain or are in risk for sleep apnea. This followed the individual from pre-op to release. Once OSA safety measures were implemented they would receive more time in pacu and if they were accepted would go to a specific OSA checked bed that got lower nurse to patient ratios and extra monitoring of air levels. Once the patient would be discharged they might receive follow up education on risks of sleep apnea and recommendations to take to primary look after diagnosis if indeed they weren't already diagnosed.

With the explained example of distributed governance nurse management and market leaders worked with the committee and carried out a change for the better treatment of the patients. Benefits can be shown and adopted with these models.


Shared governance is an instrument in the perspective in control in nursing the one which can be impressive and a high sense of empowerment within all areas of the nursing process. Nurses that are not in management may become leaders within their profession. Shared governance is a great model for leaders to apply and factors in every types of leadership styles and is effective to all items, and all companies. Leaders can empower there staff by implementing distributed governance regardless of what model is followed or even if it is adopted properly it is still a benefit to all or any. Leaders need to embrace that personnel nurses will have a much better work ethic, better patient satisfaction, more safe and effective care, collaboration of staff, and participating the staff to do what's best for the individual. Using distributed governance may also be great cost success for the organization. Leaders in nursing can basically take things from the bedside and take it right to the boardroom. Nurse authority in the organization can empower others and they empower each other and it is a win win situation for the patients, personnel, and institution

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