This will have the most influence on the decision-making of the administration, especially in seeking the transfer of any of their Advanced Practice Nurses (APRNs) working under the nursing department, since this will be to a medical crew, then under the headship of the office of the Chief Medical Officer (CMO). The job of the Chief Medical Officer (CMO), together with a higher salary and social grade, has been put to a halt to act like a leader who is bound by duty (Smith & Johnson, 2020). Another tacit assumption underlying the group proposals is the goal of maintaining a base of Advanced Practice Nurses (APRN) leaders within the community, which could signal some assumptions about the nature of practice and professional excellence. Chief Medical Officers (CMOs) may believe that interfering with integrated or inculcated APRNs in physician-led teams would enhance teamwork and prove useful to patient care (Garcia et al., 2021). This leaves the issue of why such unique abilities and perspectives constitute a part of nursing leadership added to the large share of oversight among the caretakers undescribed.
Besides, APRN hospital privileges are also determined by membership in an available hospital support group and by the available hospital institutional grade. Easily, this rises to an overshooting amount if APRN gives the thought, and physician leaders are the same, who has to say on the nursing staff, however self-employed the APRNs are or have control over, including this power? (Chen and Patel, 2019.). An assumption and practice that will be corrected for the clinical integrity of the APRNs and organizational health of the new CNO will be to work near the APRNs, and nursing team, on advocacy, and communication, on increased pressure and collaboration for making decisions by the administrative leadership. Critical steps in the management of such complex situations include regulating agencies, legal experts in the process of protecting the rights of APRNs, and compliance with national laws (Williams et al., 2021). In this manner, the auditors may assist organizational leadership in making the practice of transparency and fairness, through valuing diversity, take a more ennobling front for unity by surfacing and contesting these assumptions located at the extreme nuclei of decision-making (Brown, 2022). In doing so, it would be keenly felt in the potential power of an organization to be a leader and to focus on setting out to achieve the goals of the organization, while at the same time, bringing happiness and growth to every employee.
The case demonstrates a strong power within the walls of public hospitals, related to policies within the institution. History of place displays the hospital system acting in the stead of the physician within the culture giving all key inputs for a physician to choose possible options, formulate a bespoke policy, and use the plan. This will be through the position of the Chief Medical Officer (CMO) and the respect he commands and shows to the community through hands-on collaboration of beneficial programs, e.g. participation in orthopedic programs (Smith & Johnson, 2020). The Chief Nursing Officer’s (CNO) revenue and performance indicate there is deep proof of leadership in strong support of leadership in patient care. Meanwhile, over the years, conditions in the nursing profession are filled with numerous problems but are boosting their confidence. This may be seen in most hospitals as allowing and enabling most of the hospitals to acquire motivating formatting necessities. The new directions point out that all have to lead towards cooperative and all-inclusive health.
Recent living standards further explain the impact of energy on corporate policy. The proposal to transfer Advanced Practice Registered Nurses (APRNs) to a clinical team led by the Chief Medical Officer (CMO) reflects the consolidation of authority within the Department of Medicine. The proposal faced opposition from Advanced Practice Registered Nurses (APRNs) who expressed concerns about the potential loss of autonomy, practice, and outcomes of moving to the hospital group (Garcia et al., 2021). The Chief Medical Officer (CMO) proposed bonus models as both an incentive for Advanced Practice Registered Nurses (APRNs) to qualify for physician residencies and as an intervention to encourage (APRNs) to accept the change. Additionally, illegal claims to deny hospital Advanced Practice Registered Nurses (APRN) rights in hospital membership groups further demonstrate the influence of organizational power.
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