Respect: Even though Patients are hard to deal with on duty, nurses have to provide care with respect. Patients have to be treated the way the nurses would like to be treated. It 's crucial for the nurse to keep in mind that the patient is in clinical setting take delivery of care. A professional nurse is organized to treat all patients with the respect and dignity. Caring is a foundational value in the nursing profession.
Professional Autonomy in Nursing refers to the ability of the nurse to act based on her knowledge and judgement. Ensuring the provision of care is within the ambit of the profession. Using their expertise in delivering quality nursing care. They have the authority to take and make decisions based on professional regulations and knowledge in patient care .However autonomy does not come with inaction but comes with competence in knowledge and skills. Being courageous enough to take charge and responsibility when situations demand for it in clinical practice.
However, she was able to link the person’s health with the environment through nursing so she was able to interrelate all four concepts into one circumstance (Potter & Perry, 2013). The primary focus of the first concept, nursing, is that the nurse is to give the patient the best possible conditions to thrive in by controlling the factors that affect the health and healing and taking “charge of somebody’s health” (Nightingale, 1860 p. 1). The person in the environmental model was never really defined by Nightingale, but is multidimensional and simply the patient receiving the care. The person is impacted by the environment which leads me into the third concept of environment. Everything that surrounds the person either internally or externally, could play some part in how the person heals (Masters, 2012).
All of them had to use their personal power sources to motivate their subordinates to reach the initiative i.e., to have steady patient flows in the overcrowded waiting areas of A/E and the wards. This section of the assignment deals with critically analysing the power tactics employed by Nikki Thorton, who was one among the main protagonists in this case study. Nikki Thorton was a matron from Clover Hospital who performed like an “activist” as described by Sue Green. Thorton had volunteered herself to promote the process of Nurse Led Discharge as she was closely involved with the project. Thorton took the lead on the training and piloting of the project of Nurse Led Discharge at the NHS trust.
First of all, I believe that the profession of nursing is all about people. Care involves the whole patient, and not just a single illness or health concern treated in isolation from the whole. Our holistic perspectives consider all factors of a patient 's life, and give the best quality of life to our patients. Secondly, while human beings are central to nursing, it is also necessary to look beyond the patient to the environment in which he/she lives. This is very important because people are members of a larger community with different features and characteristics that influence greatly our patients, so we cannot separate patients from their environment because they are interrelated.
Good critical nurses possess the critical thinking ability to handle emergency situations and equipment but also are compassionate, helping patients and family members through stressful circumstances (Kirpal, 2004). It can be difficult for HR professionals and health care managers to screen potential critical nurse candidates that encompass both critical thinking and empathy characteristics. In addition, many experienced critical care nurses experience burn out from dealing with multiple previous stressful patient encounters and long hours, causing them to leave the nursing profession (Kirpal, 2004). Moreover, to increase efficiency many hospitals expect their nurses to float to other departments to help fill temporary staffing shortages—increasing the stress levels of nurses to learn new skills in unfamiliar environments in short periods of time (Kirpal, 2004). As previously mentioned, younger individuals are not choosing to become nurses, creating an age disparity among nurses in many hospitals (Kirpal, 2004).
After the victory signing up the petition, it seems that still uncertainty of the true image of how nurses are described in the media. That is a huge public problem of the society. Nurses are normally illustrated by the show also as “physician-gold-diggers” where they chat to themselves of working by “hot doctors”. They have failed in advocating the message of helping clients and be sincere with their jobs which caused a stir of controversy of nursing with lack of rightful resources and mainly focussed on personal drama and promoting it to the next
Despite these beliefs of the physician, patients are left feeling discriminated against and feel unworthy of healthcare. Physicians go into this career to care for patients and they should go into this career willing to take care of patients of other gender identities, race, and other religious beliefs other than their own.
Since the beginning of my nursing journey, I have heard about the nursing shortage. It seems unreal to me simply because of how competitive nursing school is and the amount of people that try to become nurses. So why do we have a nursing shortage? “The persistent nursing shortage is challenging the values and beliefs of the nursing profession and causing nurses to ask how they can fulfill their ethical responsibilities to patients when there are an insufficient number and a maldistribution of nurses” (Erlen, 2004, p. 289). As a result nurses are expressing burnout and job dissatisfaction, moral distress, and the inability to provide quality care to their patients (Erlen, 2004, p. 289).
These three problems are: lack of collaboration and teamwork, staff conflict, and lack of transparent performance appraisal procedures. All of these three broad problems need to be addressed simultaneously to ensure that the unit performs as Barbara expected. As we read in the case, there is a conflict between junior nurses, senior nurses, and PCA 's which lead to ineffective collaboration among them. Junior nurses feels like they don 't get positive feedback from senior nurses. However, senior nurses feel that many junior nurses and PCA 's are in competent and feel overwhelmed to support them.
Some of them that I have personally experienced are mainly when they are not happy with wages. They are not happy with what they are paid and some of them are underpaid for the amount of work they do. This leads to decreased motivation and interest in working and they look for opportunities to take a leave from the work and even pretend sick when they are not. They even look online for better opportunities where they can be paid more for the same work. Secondly, many of the employees in the hospitals have fixed job status for a very long time and when there is no scope for any growth, they get frustrated and it is seen in their performance and when they get any offer from other organization even for the same position with higher salary they tend to move out of the organization.