Banner tries to do their best to provide many career options for nurses in order to try and deflect any issues with nursing shortages or staffing difficulties. For many years Banner Health has been known for being the cream of the crop in healthcare and a career advancement to there as a nurse is something nurses strive towards. This organization gives nurses many opportunities to advance and enhance their careers while working through Banner Health by providing continuing clinical education, tuition reimbursement, and scholarships or grants (Banner Health, 2015). Banner Good Samaritan Medical Center has been named one of the top 100 hospitals to work for by Nursing Professionals magazine ("Stretching Targets," 2009, p. 10). For Banner Health they have a unique vision for their nurses.
Nurses in an organized professional association have the resources, and are able to strategize more effectively to bring nursing’s perspective to health policy decision makers, at the formulation phase of health related legislation or bill. Professional nursing organizations are able to monitor public policy and offer ways for their members to learn about health policy. They also serve as resource for reliable information related to policy issues and policy makers. Indeed as the largest single group of health care providers nurses- organized as a professional association, have the potential to become a force for change in any legislative process that impacts the nursing profession, the health care system and health delivery. References Abood, S. (January 31, 2007).
Provision nine states that a nurse is responsible for articulating nursing values and maintaining integrity of the profession (Martha D.M. Fowler, 2010). This can be accomplished by becoming a mentor for nurses who have just graduated. I could sign up to be a preceptor and really share with the new nurse the values of nursing, as well as demonstrate the integrity and core values of the profession. I could easily go through each of the nine provisions to the ANA Code of Ethics and demonstrate how I can use each one in my daily life as a registered nurse.
These future nurses, from the Net Generation, grew up during the beginning of a new interactive medium for communication (Richards, 2001). The Net Generation is a generation of critical thinkers that want to be users, not passive participants (Richards, 2001). Therefore, they will challenge things and hopefully integrate the technology into nursing practice, instead of others integrating the technology for nurses (Richards,
The competition that e-commerce brings to the industry forces stores to go above and beyond with personal, one-on-one interactions. Due to the competitive market, a retail store needs to define how it will establish a loyal customer foundation. In Generic Maternity Boutique's case, the target consumers are expecting mothers. We believe that the most efficient way to make its customers feel important and to keep them coming back is to implement a customer follow up sheet. This team has the credentials, knowledge
JONA Volume 40, Number 6, pp 263-271 Copyright B 2010 Wolters Kluwer Health | Lippincott Williams & Wilkins THE JOURNAL OF NURSING ADMINISTRATION The Business Case for MagnetA Karen Drenkard, PhD, RN, NEA-BC, FAAN The author describes the role of the chief nurse executive in delivering a business case for the Journey to Magnet Excellencei. Calculating a return on investment provides clear measurement of benefits of the credential and can be used to evaluate upfront resources that result in a longer-term gain. The range of cost savings that can possibly be achieved for a typical 500-bed hospital is presented. Although not every hospital will achieve the level of performance implied by the national assumptions, securing only a modicum of the potential level of cost improvement will ensure a multifold return on the investment required. One of the important responsibilities of a chief nurse executive (CNE) is to share information with the rest of the executive team about programs and efforts that are beneficial to the delivery of patient care.
Andra the program Rush which involves itself with organizations that work to improve the position of minorities. (Hughes, 2012) The Pipeline applied to Andra because she used her experience as a nurse to remember that time is better spent out with your employees and not in an office. She started the educational program “The Readers Edge” so that her employees could improve their skills. (Hughes, 2012) Andra has become a leader not just to her heritage but to the community by being on the board of directors for the Michigan Minority Business Development Council. (Hughes,
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.
Conclusion Facilitating the progress of staff is an important nursing management function. Working as a hospice nurse, the author has the experience of the team work with different generations. Although generational preferences in the workplace can lead to conflicts, the variety can enrich and strength the work, as well as the quality of care and patient satisfaction level. The work environment should be appropriate, and capitalizing on the strengths of each generation, is a way to achieve the harmony in the workplace
Heather K. Spence Laschinger Joan Finegan Piotr Wilk New Graduate Burnout: The Impact Of Professional Practice Environment,Workplace Civility, And Empowerment EXECUTIVE SUMMARY The future of professional nursing depends on finding ways to create high-quality wo rk env i r o nments that retain newcomers to the profession. The purpose of this study was to examine the combined effect of supportive professional practice environments, civil wo rking relationships, and empowerment on new graduates’ ex p e riences of bu rnout at wo rk . The results support previous evidence of the importance of wo rking environments that enable new graduates to practice according to professional standards learned in their educational programs. Further, the results provide a more comprehensive understanding of the impact of workplace conditions on new graduate bu rnout by demonstrating the additive value of wo rking in collegial wo rk settings in which nurses