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A model combining centralized and decentralized staff development.

C Cummings, R McCaskey

    Journal of Nursing Staff Development : JNSD
    |January 1, 1992
    PubMed
    Summary
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    This study explores centralized versus decentralized nursing staff development models. A hybrid approach, combining both, is presented as a way to better meet nurses

    Area of Science:

    • Nursing Education
    • Healthcare Administration
    • Organizational Development

    Background:

    • Nursing staff development departments traditionally operate under centralized or decentralized models.
    • Each organizational structure presents unique advantages and disadvantages.

    Purpose of the Study:

    • To analyze the pros and cons of centralized and decentralized nursing staff development.
    • To introduce a hybrid organizational model implemented at the National Institutes of Health.
    • To provide strategies for mitigating the drawbacks of different organizational structures.

    Main Methods:

    • Comparative analysis of centralized and decentralized nursing staff development models.
    • Description of a hybrid model integrating elements of both systems.

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  • Outline of strategies to address the disadvantages of the proposed model.

    • Main Results:

    • Centralized models offer consistency but may lack flexibility.
    • Decentralized models provide flexibility but can lead to fragmentation.
    • The hybrid model aims to leverage the strengths of both systems.

    Conclusions:

    • A combined organizational structure can enhance the ability of staff development educators to meet diverse nursing educational needs.
    • This adaptable model is relevant for contemporary healthcare settings.
    • Effective implementation requires strategies to manage potential disadvantages.