Abstract Patients have a right to receive the best treatment possible in medical settings around the world. Sometimes a patient can refuse that treatment and as nurses we have to stand by and let that happen. Despite the fact that informed consent is not always directly obtained by a nurse, we still have a duty to assist the physician and patient in order to make the process as fluid and smooth as possible. One of the best interventions we can implement is guide a patient by educating them so that they understand the procedure and the risks involved with it; by doing so, we preserve patient autonomy.
When addressing clinical incompetence in the workplace, I feel that it is very important to keep the communication lines open. There is no way to know if the nurse if fully competent or what the nurse needs help understanding without honest communication. I agree that a skills checklist is a great way to evaluate competency (Yoder-Wise, 2015), yet I feel that there are better ways to help the nurse. I think it would be very helpful to evaluate the best way that the nurse that is struggling learns and attempt to be accommodating. Everyone learns in different ways.
I feel that these results have has a positive influence on my behavior because they have allowed me to explore my inner being on a deeper level. I have identified a few strengths and weaknesses that affect who I am as a leader. By identifying my weaknesses, I can make improvements prior to becoming a nurse. When working in groups I can start to analyze how I work with other and if my weaknesses hinder my ability to assist and lead others. Over time I will be able to analyze how I can work more efficiently as a leader within the hospital and possibly create a positive
I think some of the best ways that healthcare providers can become more culturally competent, is through the training of healthcare providers and future healthcare providers. There should be some sort of training in culture that will facilitate and improve the ability of those in healthcare and those interested to become culturally competent. As a person who is not personally culturally competent, I would love to go out and work in places that are known to have different cultures than what I know, and to observe physicians working in said places. Not only to see different places but to learn the best way to engage with people of different cultures. In doing this, it will facilitate proper, respectful communication and body language towards
Stage 1. Description Under the heavy workload of nursing care, accidents are easily to cause. It is avoidable for nurse to reduce the accidents by enhancing the quality of care and be awareness on patient safety. During my practicum, there are some incidents that have not fully aware of patient safety on the nursing practice.
When we are directly at the table, we can be a voice and provide guidance and leadership in all areas and to all involved with those areas. We as medical professionals need to remember that the true objective to building the social aptitude, nurse professionals should be informed on how to present medical and health information, treatments, and basically any healthcare material in a socially competent way. But different sorts of classes have been created the country over, and these actions have not really been organized or incorporated into our healthcare planning for success. As the medicinal professionals, we need to implement educational classes and material that are effective in both decreasing diversity and enhancing cultural healthcare competencies. Healthcare equality for each and every individual no matter culture, race, educational status, etc.
A pharmacist also has a key role. Pharmacists are healthcare providers that have to communicate with there patients to make sure they can take the medication properly according to their lifestyle, diet, and transportation. The best reason of all is that I get to work directly with patients. Pharmacists are able to see patients anytime during the week, morning, evening, and
As it was important for us to had a mentor when we started in the nursing career, is equally important to reciprocate and server as role model to new and nursing students. New nurse may have the knowledge and some skills but they are laking in some other areas. when I was a new nurse one of the hardest thing to adapt was time management. This is because time management is not taught in nursing schools and a mentor could help with such task Cleary & Horsfall,
Evidence based practice is using the most recent research to asses the patient and provide them with the best outcome. “The NMC’s (2015a) Code: Professional Standards of Practice and Behaviour for Nurses and Midwives states that it is the responsibility of each nurse and midwife to maintain their knowledge and skills and to practice using the best available evidence.” The purpose of this paper is to mention challenges that nurses face when trying to implement EB, blah blah blah. What it is what it isn’t why it makes a difference and why its crucial.
The way that Sinek describes how a team should run and how a leader should really act not only makes sense to me but also seems like it could create a stronger and more united workforce. I believe that the environment in which one works has a lot to do with how effective they work as a team. In healthcare, working as a team is essential and possibly life saving. Nurses and other health care professionals cannot be expected to know everything that they will ever need to know about taking care of a patient and inevitably will need to use the support of others around them. Sinek explained that for workers, “If the conditions are wrong we are forced to expend our own time and energy to protect ourselves from each other.
1. Today, there is a multigenerational workforce when it comes to nursing. I believe this improves patient care for many reasons. A nursing workforce is made up of staff and leaders from several different generational cohorts including the Veterans (1924-1945), the Baby Boomers (1946-1964), Generation X (1964-1980), and Generation Y (1980-2000) (Huston, 2017, pg. 151).