These women showed a previously male dominated profession the essential role of nursing in order to lessen the patient mortality rate, which resulted from lack of hygiene and nutrition. Nightingale setup the St Thomas hospital, post Crimea, in 1852. Elizabeth Blackwell (1821-1910) became the first woman to formally study and later practice, medicine in the United States. The principles of domesticity provided the path of least resistance by which nursing could be recognised as a legitimate occupation for women. In the quest for professionalism, nurses were constantly confronted with conflicting assumptions on which their role was based.
For example, provision 1 declares: “the nurse, in all professional relationships, practices with compassion and respect for the inherent dignity, worth and uniqueness of every individual…” (ANA, 2013). When a nurse does not act in accordance with the code of ethics, nursing leaders are obligated to step in for the sake of the nurse and for the sake of the patients that are in his/her hands. Ethical leadership is the key to ending nurse-nurse violence. Strategies Leaders Can Use to Defeat Nurse-Nurse Violence Nurse leaders need to focus on three
Once in employment many IRNs experience difficulties due to differences in language and culture in their new country of practice. Barriers to effective communication have implications for all nurses but particularly those functioning in a second language and culture. This article suggests strategies for IRNs, UK-educated nurses, managers and policy makers to improve the experience of IRNs and to ensure patients receive the best possible care. Full Text * TranslateFull text * Turn off search term navigation * Jump to first hit Headnote Summary Internationally recruited nurses (IRNs) provide valuable resources to address existing and predicted nurse shortages. Once in employment many IRNs experience difficulties due to differences in language and culture in their new country of practice.
Research Summary and Ethical Considerations: Complexity in Practice Environments Grand Canyon University: NRS 433V 1/12/2014 Title Needed This article discusses the complexity in nursing practice environments that affect patient outcomes. There are many different aspects of the relationship between nursing care and patient outcomes. Nurses struggle to provide quality care in a high-demand practice environment, all the while dealing with stressors. Through research of the nurse work environment three key stressors that influence the quality of care given by nurses were identified. This new phenomenon has been labeled complexity compression.
Imagine being a newly graduated nurse and landing a job on your dream unit. There is this one nurse who likes to taunts the new nurses. You began to realize that she does things to make you uneasy and you began to feel like the target of workplace bullying. Horizontal Violence has become a newly coined termed to further define the concept of bullying in the workplace. According to Becher and Visovsky (2012), Horizontal Violence is described as “an act of hostility that creates an undesirable work environment that weakens teamwork in the clinical setting”.
Stress Management in Nursing Working as a nurse is a high stress job in itself. Managing your stress in a hospital or medical office should be one of your top priorities. It is important for your wellbeing and the wellbeing of your patients. Managing stress is important also so that your patients care is not compromised. Nurses are the single sickest people in the workforce due to stress.
Nurses Personal Perceptions Towards Nursing Shortages and Staffing Ratios Abstract The proposal reveals data pertaining to current nursing shortage or understaffing among Registered Nurses. In healthcare today it is important to consider the personal perceptions of the working nurses. Significant information obtained for the reasoning behind nursing turnovers and there stress levels. INTRODUCTION The current staffing scale used in hospitals today seems to under staff not only the patients but also the employee. This only reflects back on ineffective nurse staffing with poor outcomes.
Patient sexuality has been recognized as an important domain for nursing practice and a priority for research by many specialty organizations (American Nurses Association [ANA], 2004; Gordon, Sawin, & Basta, 1996; Kim & Moritz, 1982). Research has shown that many nurses believe sexuality assessment, evaluation, and counseling should be considered a part of their professional role (Cort, Attenborough, & Watson, 2001; Shuman & Bohachick, 1987; Wilson & Williams, 1988). Still, nurses have had difficulty integrating this awareness into their patient care (Cort et al., 2001; Krueger et al., 1979; Shuman & Bohachick, 1987; Webb, 1987). A number of barriers exist to incorporating consideration of patient sexuality into nursing practice, including personal, institutional, and patient-related factors (White, 2002). Personal factors, such as nurses' attitudes about sexuality and sexual behavior, have been studied more extensively than the institutional and patient-related factors that may limit consideration of a patient's sexual concerns.
Effective leadership styles among nurse managers have been associated with staff nurse job satisfaction and is a key factor in staff nurse retention. Many nurses today feel the overwhelming changes impacting the healthcare systems. Nurses are expected to take on many roles in caring for their patients, causing them to feel that they can give the patient the quality and quantity care that they deserve. Nurses leave their jobs because they feel that they do not have the support of the leadership team. Retention of nursing employees is a strong reason for good leadership.
Obstetrical nurses identify themselves as advocates for laboring women (James, et al., 2003). But, Thorman, et al. (2006) in a Round Table Discussion of Perinatal Nurse Executives, states that, “much work is still needed to support appropriately assertive communication techniques when nurses have concerns about patient status”, to promote and ensure patient safety. My research interest is focused on identifying the barriers to assertiveness, or implementing the chain of command, when an obstetrical nurse is faced with clinical discord that threatens patient safety. This interest, sparked by quality assurance record reviews, led me down a path of communication factors and teamwork systems.