1.

Operational Definition of(Personal)

a. Management Management is defined as an individual or a group of individuals that accept responsibilities to run an organization and is the art of getting things done through people.

b. Leadership is the art of leading a group, exerting influence, motivating and inspiring, helping others realize their potential, and making a difference.

2. Was there any conflicts among your group that concerns Management and Leadership? (During your headnursing) -Pt. assignment: There was a slight conflict on assigning patients to everyone because everyday patient s are getting in and out of the hospital thus the endorsement and assignment of the staff nurses to their patients are revised and reassigned during the duty. -work relationship: There was no conflict because each and every one of us had done his/her role or function during headnursing. For example the Head nurses does their part in leading and directing their charge and staff nurses while the charge nurses did their part on their perspective wing, guiding and checking vital signs, medications, orders and IVF s and also the Staff nurses did their parts in giving nursing care, giving medications at the right time if not contraindicated and complies all the documents needed from their respective charts. -referral system: There was no conflict because the Nurses on duty are very cooperative and understanding. Even if our CI is on break they never hesitated on helping us and signing prescriptions, etc. 3. How did you handle such conflicts? Through proper communication and understanding of one another and helping each other. Proper teamwork and leadership can withstand any conflict, because it s just a matter of understanding your subordinates and knowing their limits not to mention a good way of talking to them can ease the conflict. 4. Discuss Principles of management. 1. Division of Work. Specialization allows the individual to build up experience, and to continuously improve his skills. Thereby he can be more productive. 2. Authority. The right to issue commands, along with which must go the balanced responsibility for its function. 3. Discipline. Employees must obey, but this is two-sided: employees will only obey orders if management play their part by providing good leadership. 4. Unity of Command. Each worker should have only one boss with no other conflicting lines of command.

5. Unity of Direction. People engaged in the same kind of activities must have the same objectives in a single plan. This is essential to ensure unity and coordination in the enterprise. Unity of command does not exist without unity of direction but does not necessarily flows from it. 6. Subordination of individual interest (to the general interest). Management must see that the goals of the firms are always paramount. 7. Remuneration. Payment is an important motivator although by analyzing a number of possibilities, Fayol points out that there is no such thing as a perfect system. 8. Centralization (or Decentralization). This is a matter of degree depending on the condition of the business and the quality of its personnel. 9. Scalar chain (Line of Authority). A hierarchy is necessary for unity of direction. But lateral communication is also fundamental, as long as superiors know that such communication is taking place. Scalar chain refers to the number of levels in the hierarchy from the ultimate authority to the lowest level in the organization. It should not be over-stretched and consist of too-many levels. 10. Order. Both material order and social order are necessary. The former minimizes lost time and useless handling of materials. The latter is achieved through organization and selection. 11. Equity. In running a business a combination of kindliness and justice is needed. Treating employees well is important to achieve equity. 12. Stability of Tenure of Personnel. Employees work better if job security and career progress are assured to them. An insecure tenure and a high rate of employee turnover will affect the organization adversely. 13. Initiative. Allowing all personnel to show their initiative in some way is a source of strength for the organization. Even though it may well involve a sacrifice of personal vanity on the part of many managers. 14. Esprit de Corps. Management must foster the morale of its employees. He further suggests that: real talent is needed to coordinate effort, encourage keenness, use each person s abilities, and reward each one s merit without arousing possible jealousies and disturbing harmonious relations.

5. Discuss the diff. types of leadership styles.

Authoritarian or autocratic

This style is used when leaders tell their employees what they want done and how they want it accomplished, without getting the advice of their followers. Some of the appropriate conditions to use it is when you have all the information to solve the problem, you are short on time, and your employees are well motivated.
y

Participative or democratic

This style involves the leader including one or more employees in the decision making process (determining what to do and how to do it). However, the leader maintains the final

decision making authority. Using this style is not a sign of weakness, rather it is a sign of strength that your employees will respect.
y

Delegative or Free Reign

In this style, the leader allows the employees to make the decisions. However, the leader is still responsible for the decisions that are made. This is used when employees are able to analyze the situation and determine what needs to be done and how to do it. You cannot do everything! You must set priorities and delegate certain tasks.

6. Look for issues and people's reaction regarding RH bill and make your synthesis and personal reactions.(5 issues)

7. Stress the important points of RH bill.

The bill, officially titled An act providing for a comprehensive policy on responsible parenthood, reproductive health, and population and development and for other purposes coercively advances government-run population control as the essential link to economic development. The stated guiding principle of the bill is that the limited resources of the country cannot be suffered to be spread so thinly to service a burgeoning multitude that makes the allocations grossly inadequate and effectively meaningless. As a remedy, the bill mandates a state-imposed reproductive health curriculum in schools, provides access to contraceptives to children from age eleven onwards without parental consent, family planning certification as a prerequisite to receiving a marriage license, and provides the framework for future adoption of abortion as a human right. This bill states that all reproductive health workers provide information and educate and render medical services consistent with the new provisions in this bill. Similar to the recently passed healthcare legislation in the United States, this bill does not include measures that protect conscientious objections for healthcare workers or institutions that refuse to provide certain services due to religious or cultural beliefs and practices. In addition, the health care workers that receive this new training will receive a 10% honorarium to incentivize them to buy into the new programs. Also, through state-imposed reproductive health curriculum in schools, this undermines the rights of parents to be the primary educators of their children. The real needs of the Philippines are access to education and health care facilities, better infrastructure and sanitation methods, and skilled birth attendants. Improved education and better infrastructure (such as seaports and airports) will boost the employment rate and reduce poverty. More hospitals, cleaner health care facilities and skilled birth attendance will reduce maternal health. Moreover, even if the measures proposed in this bill (such as greater access to contraceptives) would solve the country

needs, there are no provisions of how such measures are to be executed, given the current lack of infrastructure for hospital care and medical provisions and access to doctors or nurses. Despite countless studies, there has never been a direct link connecting high population with high poverty rates. During the 1970s and 1980s, Singapore instituted an aggressive twochild policy which led to a situation of labor shortages and the difficulty of supporting an aging population. Today, Singapore now pursues a pro-fertility policy. In Hong Kong, the government was able to overcome dismal conditions and a dense population (five times more than the government declared to be its carrying capacity) and it has experienced a great economic boom and high levels of economic prosperity due to a sound banking system, no public debt, a strong legal system, and a rigorously enforced anti-corruption regime.