Conflict pressure cooker: Nurse managers' conflict management experiences in a diverse South African workplace

Exploring presence practices: a study of unit managers in a selected Provincial Hospital in Free State Province

BACKGROUND

Nursing presence depends on an individual's belief system, truths, sensory experience, professional skills, and active listening. Thus, one may assume that presence occurs when nurses care for patients in a kind and compassionate way. This study aimed to explore and describe presence practices amongst unit managers in a selected provincial hospital in Free State Province.

METHODS

A qualitative research approach with an exploratory descriptive contextual research design was employed in this study. A purposive nonprobability sampling technique was utilised to select participants. Data were collected through semi-structured interviews and analysed using the six steps of thematic qualitative data analysis. The study's trustworthiness was ensured through ascertaining credibility, dependability, confirmability, transferability, and authenticity. Approval to conduct the study was obtained from the North-West University Health Research Ethics Committee (NWU-HREC), DoH in the Free State Province, and the CEO (the gatekeeper) of the selected hospital.

RESULTS

Four themes were generated, namely, presence practices amongst unit managers in a selected provincial hospital in Free State, the impact of presence practices on hospital dynamics in a selected provincial hospital in Free State, unit managers' practices of relational care and human connectedness in the unit, and the perceptions of unit managers on barriers to presence practices in a selected provincial hospital in Free State. Each of these themes presents categories and sub-categories. Unit managers actively foster supportive work cultures, effective management, human connectedness and relational care, and effective communication to yield team cohesion and positive impacts on patient care. Unit managers also display resilience and highlight the need for ongoing support from colleagues and top management.

CONCLUSION

Unit managers exhibit diverse presence practices which emphasise their commitment through visibility and accessibility despite staff shortages and resource constraints.

The Application of Nurse Stratified Management in Nursing Management

Objective

To explore the application value of nurse stratified management in nursing management.

Methods

One hundred nurses who worked in our hospital from June 2019 to September 2021 were recruited and assigned via the random number table method to an observation group (n = 50) and the control group (n = 50). The control group received routine nursing management, and the experimental group received stratified nursing management. The nursing quality, practice happiness, error rate, patient complaint, and patient satisfaction were compared between the two groups.

Results

The experimental group showed a significantly higher nursing quality than the control group (P < 0.05). The experimental group had significantly higher practice happiness among nurses than the control group (P < 0.05). Stratified nursing management mode resulted in a significantly lower error rate and patient complaint versus routine nursing management mode (P < 0.05). Patients were more satisfied with stratified nursing management than with the routine nursing management (P < 0.05).

Conclusion

The nurse stratified management method effectively improves the nursing quality and practice happiness of nurses, reduces the error rate of nursing and patient complaint, and increases nursing satisfaction.

Diversity in the Workplace for Sustainable Company Development

Approaches to the concept of workforce diversity have developed in recent years. This subject is now under continuous research by specialists in talent management. Simultaneously with the global tightening of COVID-19 restrictions, companies have been imposed upon to support an increasingly higher diversity, thus noticing corporate cultures stimulating communication, innovation, and superior yield results, attracting the best talent. This article analyzes the data obtained through research work targeting the understanding of companies’ orientation toward diversity in the workplace and the assessment of the policies necessary, focusing on four themes: motivation, innovation and creativity, leadership, and social responsibility. Each analyzed variable influenced diversity in the workplace from a significant level (3.33 for motivation) to a high level (4.00 for innovation/creativity and 4.00 for leadership, and 3.71 for social responsibility), showing a genuine interest in Romanian companies supporting diversity in the workplace.