Nursing Management

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As the Fredericks Winslow Taylor was engaged in finding out the principles of the scientific management, therefore he tried to establish several relationships between the work and efficiency by incorporating the characteristics of Ontology, epistemology and methodologies (Allen, 2011). Thus, by observing the real world scenario, relationships and arguments, he came up the four primary guiding principles of scientific management (as discussed above) that are widely recognized till today.

Practical Application of Fredericks Winslow Taylor Theory in Nursing

The principles of scientific management are not applicable only in the field of industries, but it can also be applied in the field of medical, particularly nursing practice as oncologist (Houston and Bove, 2007). The nurses of oncology are the professional nurses who work to take care of individuals, prevent cancer, works with cancer patients and their families at the time of treatment and diagnosis of cancer, care for the cancer survivors, and provide care till the end of the life. Moreover, the roles played by oncology nurses are many as they work in different settings as scientists, managers, educators and practitioners (Lynn and Warsh, 2010). Besides this, the main job of the oncology nurse is to manage the symptoms of the patients and giving support to them and to their families besides coordinating care within a care team of multidiscipline. In addition, the oncology nurses are responsible to continually assess the understanding and knowledge by patients regarding their disease and their plan of treatment. Besides this, oncology nurse also monitors the lab results of the patients to ensure that they understand regarding their disease (Fitzpatrick and Kazer, 2011). Thus, in particular, the role of the oncology nurse in cancer treatment is to guide patients and their families as a whole i.e., person and not only the cancer disease.

With respect to the practical application of theory of scientific management in oncology nurse practices, the theory has provided the field with great exposure between work and psychological balance (Kelly and Tazbir, 2013). As the theory of scientific management was made to study the association between the physiological nature of the workers and the physical nature of the task, therefore it emphasize the role of technical competency that is required by the workers or nurses to improve their efficiency (Lynn and Warsh, 2010). In addition, as discussed previously that the four basic principles defined by Taylor include the defining of key task to the workers on the basis of their ability, scientifically select, hire, train, guide and then develop workers, emphasize on the manager’s responsibility to cooperate and contact workers and dividing the work between workers and managers equally (Finkleman, 2008). Therefore it is important that these principles must also reflect in the field of nursing practice as a oncology nurse. This is because if there is lack of scientific method, assigning of task to incapable nurse who could not do better, poor selection and lack of adequate training of nurses to guide cancer patients and their families, the oncology nurse cannot make possible the fair treatment of the cancer patients.

There are various connections between the scientific management theory and the nursing practice as an oncology nurse. Firstly, the oncology nurse must establish accurate measurement to their nursing practices (Bernard, 2011). This is because if they lack accurate measurement, they will lack synthesis of the least wasteful elements. In addition, there should be constant measurement of the nurse’s practices in treating cancer patients which will help to track the treatment level and the performances of the nurses. Secondly, the oncology nurse must have knowledge of both nursing practice and scientific management (Roussel, 2011). They must have knowledge and training in a particular specialization that is only possible when the management hires them for the best practices that they can manage easily (Houston and Bove, 2007). Moreover, the nurses must also be selected on the basis of their interests, capabilities and efficiency to perform their specific tasks. In addition to the selection and hiring, the oncology nurse must also be provided with effective training that would increase their practice skills and efficiency while dealing with the cancer treatment patients (Whitehead, Weiss and Tappen, 2009). This is because without proper training needs, the oncology nurses could not practice their job effectively. Thirdly, the oncology nurse must be motivated by offering them rewards and incentives that would definitively increase their interests in dealing with patients (DeNisco and Barker, 2012). In addition, they would also put more efforts to work and nursing practice that would benefit the patients and the organizations. Fourthly, the oncology nurse must be trained by the senior workers or management so that the division of responsibility is shared which also contributes to increased efficiency of the oncology nurses (Roussel, 2011). Lastly, the nurse must also have good relationships with their senior medical practices of handling cancer patients and with the patients that would increase the productivity and efficiency of the oncology nurse.

In practice, it is often observed that although the oncology nurses are hired, trained, and assigned tasks according to their capabilities, but still they lack some efficiency which is required in treating cancer treatment. This is because the treatment of the disease cancer requires constant interaction between cancer patient and their families with the oncology nurse (Lynn and Warsh, 2010). Therefore on the basis of the scientific management theory, to some extent the routine of the oncology nurse in healthcare setting seems to lack communication. This is because of the fixed assigned tasks that affect their capability to communicate their concerns to others and limits their ability to develop further (Whitehead, Weiss and Tappen, 2009). In addition, the often found lack of communication is usually between the health care providers and the patient, among the employees working in the same laboratory or department, between management and the staff members, and between the interdisciplinary team (Bernard, 2011). However, for this, the management is responsible to keep track of the communication of the oncology nurse where they must be communicated regularly to identify their needs and concerns. In addition, the oncology nurses must also be provided with periodic trainings that will increase their abilities to perform their job of treating and taking care of cancer patients effectively.

Conclusion

In a nutshell, it could be said that Fredericks