Among other things, nurses want safe workplaces that promote quality health care. “It’s the role of the nurse executive and nurse manager to establish a work environment that supports professional practice,” says Pamela Thompson, CEO of the American Organization of Nurse Executives. “That’s one key piece to retention.” It’s also important that nurses play an active role in shaping their environment. “Nurses want to work in a place that brings high quality to patients and know they have a role in the process,” says Susan Shelander, director of recruitment and retention for Memorial Hermann, Houston. Creating such an environment is not easy.
The Benefits of a BSN The Benefits of a BSN Nursing is a dynamic profession. As technology advances so does the need for educated, well trained nurses. Those who graduated with an ADN or diploma at some point in their career must ask themselves : What is the benefit of obtaining a BSN? How will this impact my career and my life? After weighing the pro's and cons, the only logical conclusion is that a BSN is worth the time and effort.
Through experience, we develop our skills and knowledge. For most nurses, being able to provide excellent care to our patients is a source of great personal and professional satisfaction. Although team leaders often find opportunities to apply their clinical expertise to direct patient care, their primary responsibility is to facilitate the patient care delivered by members of their team. Competent team leaders are able to look at the big picture. Nurses who assume a leadership role must be able to understand and prioritize the work of the unit as a whole.
The high cost of replacing qualified nurses and certified nursing assistants should be a wakeup call for healthcare organizations to implement effective retention strategies. The inability
Factors such as burnout and leadership behavior among other factors negatively affect performance, satisfaction, and retention of nurse managers. The dilemma is creating and maintaining a healthy work setting that keeps stress to a minimum so that all involved achieve optimal satisfaction, in particular nurse managers. Therefore, not addressing this problem implies that healthcare organizations will, as a result, find difficulty in retaining nurse managers to accomplish their vision and mission of providing high quality patient
The contribution of the whole team will improve the quality and continuity of the care and provide the best outcomes for the patient. Delegation and Teamwork It is obvious that Ms. W is concerned about Ms. R so the nursing supervisor should approach her with that in mind. She should speak to her privately and find out the reasons why she is not delegating some of the tasks to the team. There are many barriers to delegation such as thee person feels they can do the task themselves, inadequate training in delegation, and reluctance to depend on others. The nursing supervisor should explain the importance of delegation in improving workflow and influencing positive patient outcomes.
Without superb time management, a nurse’s job will never get done. When implementing a new electronic health record (EHR), this disrupts the routine that nurses have worked hard to develop. According to the American Recovery and Reinvestment Act (ARRA), U.S. hospitals are to become meaningful users of EHR (Kelley, Brandon, & Docherty, 2011). How can the disruption be minimized while implementing a new EHR as directed by the ARRA? Relative Advantage Relative advantage is when “the individual adopting the new innovation must see how it will be an improvement over the old way of doing things (Rogers, 2003).
She poses the necessary Knowledge to manage and provide proper coaching to her fellow employees. Her ability to increase revenue for center brings forth her skills in her business oriented thinking. Her extensive knowledge in technology especially in a healthcare sets the pace for future progress. On the other hand, her self-centered and opinionated personality may result in an increased employee turnover. Felipe is the second candidate with a more participative type management style which helps in the interaction with fellow employees and patients as well.
Johns (1995) describes an aesthetic action as concerned with the practitioners response to a particular clinical situation. In this handover the nurse was trying to remember too much information and became confused until she took the time out this could be because she was tired or rushing. The only knowledge I had from a handover was observing this event. I recognised there was a lot of knowledge to be gained from this and so I decided to reflect on the event. In 1998 the NHS Executive claimed that pre-registration nursing programs are not equipping nurses with the knowledge and skills to deliver high quality care.
Level of Competency The competency models describe the behaviors and skills managers need to exhibit if an organization is to be successful. We see unfair treatment everyday but who’s brave enough to do something about it? In a successful attempt to make a difference, Rush seen forth to do something about the way employees were treated. Although starting her business wouldn’t change the unfair treatment as a nurse, she had the opportunity to show her employees how they should be treated. She seen firsthand that the unfair treatment was an issue that many were experiencing.