Jennings et al. (2011) offer valuable insight from their ethnographic study conducted on a medical and surgical ward, which explored how administration of medication impacted upon nursing time. They reported that much of the nurses’ day was spent in the preparation and administration of medication and was complicated by the demands and availability of technical devices used to administer the drugs. With no clear start and finish to the essential task of administering medication, nurses adapted their practice to incorporate the constant demands of this function with the delivery of nursing care. Settings within the hospital with high volumes of admissions, high levels of activity and patient acuity such as the AMU are referred to by Jennings (2008) as turbulent, meaning that there may be sudden and unpredictable changes to the workload at any given time during a shift consequently affecting the time available to nurses to provide care.
In others, your midwife or GP will refer you for an appointment if they have a particular concern, such as previous complications in pregnancy or chronic illness. You can ask to see an obstetrician if you have any concerns that you want to discuss. This care provided will not only include visits of patient specific to the pregnancy, but for any other health issues; such as common ailments, aches, pains and mental health concerns. Many obstetricians contract with hospitals to care for patients who do not have a doctor or whose doctor is in another area. This means that you may find yourself called into the hospital at odd hours to care for a woman in labor whom you have never before met.
Beach, Saha, and Cooper (2006) concisely summarize the prominence of cultural competency in the following manner: “Both patient-centeredness and cultural competence aim to improve health care quality, but each emphasizes different aspects of quality. The primary goal of the patient-centeredness movement has been to provide individualized care and restore an emphasis on personal relationships. It aims to elevate quality for all patients. Alternatively, the primary aim of the cultural competence movement has been to increase health equity and reduce disparities by concentrating on people of color and other disadvantaged populations” (p. 7). Culturally competent nurses advocates for patients regardless of cultural differences.
Hospitals have a guideline and regulations in which to maintain a proper and safe environment. This environment is more than optimal for the nurses produce exceeding work that will be easily seen through their actions. These actions are to a point very simple and show great success in the care of patients because it fulfils the quota for keeping patients in great health. When the patients are in great health, this shows great fulfilment of hospitals to maintain patient care. But there are problems, in this because nurses are very likely to experience nurse burnout in which is caused by these guidelines.
Understaffing in hospitals is a major problem that has been affecting healthcare workers and patients for many years. I have chosen to highlight understaffing as a patient safety issue because of the consequences that can arise from it. Shortages in staffing can result in an increase of infection rates (Stone et al., 2007) leading to complications and poorer patient outcomes (Needleman et al. 2002). This particular issue is of interest to me because I have experienced and witnessed it myself.
More and more Plans to move the health care system towards the goal of cultural competence is being realized due to the health implications of being stagnant (Seeleman et al, 2015). Greater morbidity and death from prolonged diseases are found amongst cultural and ethnic groups. The magnitudes can be higher monetary problems to greater activity restrictions.
Nursing leaders must collaborate effectively when developing a staffing plan to ensure safety and quality meet the institution 's mission and values as this study has done (see Figure 4 and 5). Anderson, Ellerbe, Haas, Kerfoot, Kirby, and Nickitas (2014), “Excellence and Evidence in Staffing: A Data-Driven Model for Excellence in Staffing”, stated nurses should be engaged in recognizing new models of care of which staffing enhances class and outcomes while decreasing the cost of healthcare. According to Anderson et al., (2014) sufficient staffing is typically done by accomplishing quality results, which reduces the cost of care. The evidence according to Anderson et al., (2014) demonstrates that nursing care has a direct influence on the overall quality of services
Work-related stress is a progressive issue around the world. It has significant undesirable effects that affect not only the health and well-being of nurses, but also the effectiveness and productivity of the organisation. Give rise to the Singapore nursing shortage in years to come, work stress notably in the nursing profession has become a major concern in recent years as it appears to be associated with burnout and low job satisfaction which will eventually lead to the intention to leave nursing profession among nurses. The current research study considers working environment as an important element in affecting nurses’ intention to leave their profession (Beatrice, Karen & Hans, 2009). Although there are many literatures studied work-related
As a nursing manager we should promote in health care setting to have a successful use of technologies in daily health care practices to make their work effective which will help to our objective and improve motivation and job satisfaction, and also decrease the gap between the health care professional and patients , as (Bernardo ,1998 ) also said that fast changing setting, nurses must hold close and adjust to technology if it intends to be a important and dominant in the healthcare
Therefor she should adopt the both of rational and emotional advertising. Rational advertising will play the role of justification and proving the emotional decision. Emotional will try to create passion and desire. In addition, emotional appeals should emphasize on safety, quality and hospitality. The technological advances are compatible within the hospitals, the human factors play a significant role to promote the hospital to public as an example: hospital with an excellent nursing crew and talent doctors will surely have a good reputation.