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Key issuesHaving been brought up by a nurse, Barbara developed respect for the nursing profession and by the time she was in high school, she knew she wanted to be a nurse just like her mum and grandmother. She therefore graduated with honors in the nursing program in EMU, worked in the emergency room then the trauma unit during which she enrolled for a Masters program in nursing and health administration. On completing her Masters, the Nurse Manager in the General Surgery Unit resigned and Barbara applied for the job, which she was offered.Having been promoted to the post of nurse manager in the general Surgery unit (GSU) at Eastern Massachusetts University Hospital (EMU) for one month now, Barbara Norris has a load of responsibilities on her shoulders which pose some problems she ought to solve. Barbara has taken over a unit that has;The lowest employee satisfaction scoresThe highest employee turnover rate among all of the departments at EMU due to stress and job dissatisfaction.An inherent culture of confrontation and blame games and favoritism amongst the staffThe scores for patient satisfaction were a mare average and were steadily decliningStaff members who are not unitedStaff members who are not motivated because they feel their efforts are not recognized and who aren’t paid for extra work or service.