5. Are there any required professional certifications; you will need to perform certain duties of the job? If so, how do you plan to meet the criteria for applying and obtaining the extra education? No, there are no required professional certifications, but it can increase your job prospects if you were to obtain your certification. The Professional Association of Healthcare Office Management(PAHCOM) offers certification as a Certified Medical Manager, and in order to be eligible you must have; three years experience working in a healthcare or medical office and earn 12 college credit hours in heath service or business management.
The debate became national in 1948 by Esther Lucile Brown a social anthropologist, who did a study by the National Nursing Council. Brown summaries a very important point that is even valued today: “Nurses will be expected to be fully contributing team member in complex situations where both technical skill of high order and psychological and sociological orientation are request. (Brown, 1948) Brown’s vision for nurses was one with a higher education in order to perform better patient care. Aiken et al. (2000) found that a ten percent increase in nurses holding a BSN degree decreased the risk of patient death and complications by five percent.
HLT-362V Applied Statistics for Health Care Professionals Exercise 36 in Statistics for Health Care Research: A Practical Workbook. 1. The researchers found a significant difference between the two groups (control and treatment) for change in mobility of the women with osteoarthritis (OA) over 12 weeks with the results of F(1, 22) = 9.619, p = 0.005. Discuss each aspect of these results. There is a significant difference between the control and treatment group with an F value at 5% level.
The study population was made of 1543 women (mean age 27.7 years) recruited from four urban hospitals in Utah, USA. Patients reported their height, pre-pregnancy weight, and pregnancy weight gain immediately postpartum; their body mass index (BMI) before pregnancy was also calculated. At 6–8 weeks after delivery, patients received a self-administered questionnaire by mail that contained the Edinburgh Postnatal Depression Scale. The study found that obese women were older, less educated, and more frequently parous and non-Hispanic whites, compared with women of normal weight. In here, we can see the post-birth physical and metal effects.
Assignment 2 Mark Cahen Dr. Dana Moretz HSA Managerial Epidemiology January 30, 2011 What differences did you find between the “Current Industry Values” data that you researched and the values reported in Table 5.5 for each of the 12 Inpatient Quality Indicators you selected to use in your study? The information I found seemed to be right around the same consistency as the indicated data on table 5.5. The information reported in the Table for comparison is utilized from a low volume hospital of 200 beds. The differences that will be reported are inherent that they are just that made up, for the study purposes however, I would say that the rates within the second graph show low rates in comparison to the volume in the hospital
Role Transitions of Registered Nurses: A Literature Review Joshua ÓFloinn RN, CCRN Fort Hays State University A literature search for articles that specifically address the transition between nursing practice with the associate degree to practice with the bachelor degree did not produce many results. I did find one interesting article, titled “There really is a difference: Nurses’ experiences transitioning from RNs to BSNs.” The authors utilized descriptive phenomenology to “explore and describe nurses’ experiences with their transition as RNs to BSN’s from the participants’ perspectives” (Delaney & Piscopo, 2007, p.169). This was accomplished by interviewing 12 nurses who had completed RN to BSN programs 4 months to 5 years prior to the study. The transcripts of the interviews were reviewed for significant statements, which were “transposed into formulated meanings and later collapsed into theme clusters” (Delaney & Piscopo, 2007, p.169). The role transition experiences of the nurses were distilled into eight major themes: love of learning as a primary motivator for pursuing the BSN, a tentative beginning to the RN to BSN coursework, knowledge growth fueled particularly by research and leadership coursework, empowerment resulting from a shift in perspective prompted by knowledge growth, leadership and advocacy skills manifesting from empowerment, realization of the ability to confront and conquer challenges despite adversity, consciousness of the larger context surrounding their nursing practice, and an awareness of a difference in the way they approach patient care (Delaney & Piscopo, 2007).
Integration the Use of Evidence-Based Practice Shela C. Harris Chamberlain College of Nursing NR351: Transitions in Professional Nursing Spring 2011 Integration the Use of Evidence-Based Practice “The most important practical lesson that can be given to nurses is to teach them what to observe” (Nightingale). Evidence-Based Practice (EBP) is the wave to the future of practicing nursing. Researching prior to each task is not a logical task to perform during nurses’ daily activities, however there must be confidence that all information is current and from EBP. It can take almost 20 years for research generated knowledge to move into field. This is an extremely large gap that requires narrowing; bridging this gap can be done through
The adopted 4-step quality improvement process allowed providers of all allied health professions the means to strive for more effective interventions and solutions to national health concerns. The theory behind the study implies that engaged employees produce a higher quality of performance when involved in organizational change. In the three years the study was conducted the participating facilities expanded allied health case managers scope of practice to meet manning needs, statistically improved diabetic indicators in patients and achieved significant preventative health awareness goals (Gardner, Bailie, Si, O'Donoghue, Kennedy, Liddle & Beaver, 2011). A great deal can be learned from this organizational experiment. It is imperative that as the healthcare industry grows, providers are encouraged to develop inventive processes and encouraged to have a greater impact on organizational and patient success.
This study will examine trends among small and midsized company wellness programs, and how program effectiveness is determined. 400 human resource professionals with decision-making roles of small to mid-sized organizations, who have wellness programs already in place, will be asked to complete a 30 item survey that was developed for this study. Using a retrospective analysis of subject data over a 3 yr. period, summary measures of program characteristics were calculated and charted as simple averages. Chapter 1 Introduction Background Every year, studies indicate the growing health crises America faces. Common health issues that Americans live with are: diabetes, high blood pressure, obesity and depression, and these are the same health issues that Americans take to work on a weekly basis.
Original article Burnout syndrome in nurses in an Intensive Care Unit Síndrome de burnout em enfermeiros atuantes em uma Unidade de Terapia Intensiva Faustino Eduardo dos Santos1, Joubert Araujo Alves2, Andrea Bezerra Rodrigues3 aBStract Objective: To identify if nurses working in cardiac and general Intensive Care Units are subject to burnout, correlating it with demographic and occupational information. Methods: This is a descriptive exploratory, cross-sectional, prospective and correlational study utilizing quantitative resources. The sample was composed of 34 nurses who answered the Maslach and Jackson inventory (MBI-HSS), which consists of 22 questions plus a questionnaire on demographic and occupational data. The study was carried out at a large private hospital in the city of São Paulo, Brazil. results: Of 34 nurses, nine had high emotional exhaustion, nine high depersonalization, ten had a high score of reduced professional accomplishment (decreased personal fulfillment at work).