Work environment and work values can also play a role in this respect (Mills & Blaesing 2000, Ewens 2003, Allen 2004). Education and the acquisition of knowledge are likely to have an impact on nurses' job satisfaction and self-concept. The increment in academic knowledge as well as a better understanding of the nursing field leads to a better self-concept and job satisfaction (Arthur 1992, Pask 2003). Furthermore, international differences in traditional cultural and social values need to be taken into account when measuring nurses' professional identity and self-concept (Fealy 2004, Thupayagale-Tshweneagae & Dithole 2007). A discussion on the image, the self-concept and the professional identity of nurses in a global context is vividly required and to be explored further to diminish the negative perception and to increase the professional level and job satisfaction.
Evidence-based practice specifically focuses on a holistic approach that encompasses clinical expertise, patient values, and the best researched evidence to improve patient care outcomes. As healthcare trends change to comply with the adoption of enhanced technology, compliance of government healthcare reimbursements, and higher quality care, strong leadership and continued research is needed (Huber, 2014). Nurse leaders have the vital, but sometimes challenging duty of promoting evidence-based practices in a usually complex healthcare setting. Not only should the nurse leader gather clinical data that may help improve patient outcomes and nurse practices, nurse leaders should also encourage a work environment that is open to the change that results from evidence-based practice discoveries. Through the development of a building-block approach, nurse leaders can promote evidence-based practices by incorporating the process in every aspect of the healthcare structure they supervise.
The article stressed the importance of a succession plan being monitored, evaluated, and revised as needed to ensure alignment with the organization’s mission and vision within a rapidly changing health care environment. This written work can be appropriately applied to other health care settings including nursing and it supports a strategic model for succession planning. Murphy, S. A. (2005). Executive development and succession planning: Qualitative evidence.
She states the concepts of the theory of goal attainment: self, perception, communication, interaction, transaction, role, stress, growth and development, time, and space. Her journal goes into thorough details of her developed theory as well as how it is used in the nursing process, the influence and research that led her to this development as well as how critically important it is to establish a nurse-patient relationship. It is vital that the nurse recognizes the patient’s values in order to provide care for them in a way that will be most beneficial to
Considering the changes that continue to arise in the healthcare environment, the nursing profession can make a profound contribution if it embraces nursing leadership. Especially to limit failure in care provision, strengthening nursing leadership continues to be fronted as the basis of care provision. Consequently, I view that nursing leadership ought to be central to the nursing professional goals. In this paper, I will reflect on my values and beliefs in nursing leadership and my future expectations from a perspective of a nurse leader in a manner that is consistent to what I would desire in nursing leadership. I believe that progress has been made, but some areas still need to be given more weight.
In these field nursing profession search for solutions and look for methods to improve healthcare services by integrating patient’s information and clinical data (Manta, 2014). It is believe that the integration of informatics and evidence based practice would improve
With strategic planning, the nurse administrator or the nurse leaders can develop or plan long-term and aspire big instead of depending or focusing on the immediate needs. Planning effectively for long-term can help the health care organization and nursing staff to meet the changing needs of the patients and tackle issues or daily challenges of the profession. During strategic planning the leaders plan effectively on the suitable resources for the organization and how to appropriately manage them to yield great outcomes, discuss with the nursing staff to address the issues facing the organization and work on the weaknesses of the
“King 's conceptual system will provide the structure needed for organizing ideas into meaningful wholes” (Smith & Parker, 2015). Individual System The key concepts for the individual system are perception, self-growth, and development, body image, space and time (“Goal attainment,” n.d). King felt as if these concepts are essential in understanding human beings because it is these concepts that affect how nurses see themselves based on their own personal beliefs and goals (“Goal attainment,” n.d). Each person is an individual system and each person is made up of thoughts and feelings (Gill, 2014). King indicated that perception is the most important of the concepts related to individual system (“Goal
The skills they need to acquire include emergency care, illness assessment, psycho-social nursing, counselling, behavioural science, health promotion, statistical analysis, advocacy, presentation skills, political activity and knowledge, marketing, publicity, family intervention and community needs assessment. Today, nurses should see themselves as prime movers for change. We need to be alert to trends and changes in all sectors of society and understand how these could affect the health of the population. Nurses working in acute care often have the misconception that health promotion is the responsibility of community health nurses. In fact, there are various avenues for health promotion in hospitals.
CONCEPT 6: METHODS OF MOTIVATION IN NURSING PROFESSION This concept is derived from Block 2, Module 6 which is entitled as ‘Organizing’. In Encyclopedia of management, Motivation refers to the degree of readiness of an organization to pursue some designed goal and implies the determination of the nature and locus of forces inducing the degree of readiness. Motivation is very important in an organization because it plays great roles in achieving the goal of the organization. 6.1 Personal context In my understanding, motivation is the process of inspiring, increasing the strength and work ability of staff or employees in an organization by satisfying their intellectual needs. In an organization, the resources used include human, capital, time