Patient’s who had exposed to encouragement from nurses to actively participate in decision making, felt they were given the rights, and their voice was heard. The concept of patient empowerment in nursing is important as nurses are responsible in planning for discharge preparations for patient (Weiss et al. 2007). Nurses got to ensure that patients have the required knowledge and skills before discharge (Collins, 2014). Wagner et al.
This shows the staff that this has been proven to deliver safe patient care (Nursing Theories, 2013). Moving, is the second phase, this is where the change actually occurs and the new behavior is learned in this stage. Leaders can also test the change in the moving stage. The leader will want to have nurses who will serve as go-to resource nurse. They will be on each shift to help with answers, the use of the SBAR tool and guide practice.
Nightingale wrote “the very elements of nursing are all but unknown” through this statement she implied that nurses word be learning for the rest of their career (journals.lww, 2017). Reflection is when an activity or incident requires thought about the action, and is used to determine what points are positive and negative, and how it could be improved or changed if done again in the future. The reflection process begins with thinking about an incident and how the situation can be utilised in future situations. The process consists of being open, this would involve an individual looking at things from a different perspective. In addition, the process would involve being inquisitive, desiring knowledge.
Through CPD that professionals development undergo a process of educational activities to maintain and improve nurses competency towards a career goal (Pool 2015). Throughout my own experience in my working life, what I learnt in the theories I applied in the practical. We demonstrated understanding of the concept of CPD as a process of lifelong learning and a platform for nursing to gain new knowledge throughout our working life. I believe that CPD activities have been a pathway among nurse to develop critical thinking and become reflective in our practice due to the new knowledge that improved our self-confidence. In some organisations, for example, in the Ministry of Health, the staff are awarded credit points to meet the department’s key performance indicators (KPI) that can be translated into recognition and salary advancement (Bloom,
A leader may achieve this with captivation, emotional intelligence, and through the empowerment of followers (Hutchison & Jackson, 2013). Moreover, transformational leadership research focuses on individual traits and leader-follower dyad characteristics that influence organizational change. Many research studies explore this theory and its impact on the nursing profession (Fischer, 2016). Largely, transformational leadership in the nursing context is directly and indirectly associated with staff satisfaction, decreased turnover, and improved patient outcomes (Fischer, 2016; Bormann, & Abrahamson, 2014; Merrill, 2015). It is possible to connect the benefits of transformational leadership styles to the leader 's ability to empower followers, simultaneously increasing their commitment to the organization (Fischer, 2016; Bormann, & Abrahamson, 2014; Merrill, 2015).
Conflict of personalities with your assigned mentor or preceptor If there is a conflict of personalities with my preceptor, I will have to bring this to the attention of the nurse manager. According to Sliter, Withrow & Jex (2015) personality might predispose some individuals to being hypersensitive to stressors and perception. Also personality might impact individuals’ perceptions of the work environment (p.3). Reassignment to a new preceptor may be necessary to make the learning process
Although reflection is an imperative foundation of nursing practice, it is only effective in promoting future clinical practice when the practitioner continually identifies their weaknesses and strengths to support their personal growth. They will also be required to develop this process during their practice to improve outcomes for service users (Johns, 2013). In accordance to the NMC revalidation process (2015) school nurses are required to provide a record of their knowledge and how it promotes their clinical practice. Clinical reflection is identified as a recognised educational tool for this process (Queens Nursing Institute, 2015). This evidence highlights the importance of the the student school nurse’s role in reflecting on this critical
Hence, based on the analysis of LoBiondo-Wood and Haber (2013), conducting periodic EBP training and encouraging mentorship, especially by those nurses who have vast experience in the evidence-based practices should be prioritized. This will ensure EBP and nursing other approaches remain central to the interdisciplinary
This style focuses on encouraging open communication with other staff nurses and involving them in the decision-making process. So basically, the leader collect information, ideas, and feedbacks from the nurses and other healthcare providers to come up with a finalized goal or decision that will affect the process of delivering care. In this case, the staff nurses will be valued and encouraged to act independently to achieve the optimal care for all patients. According to Flood et al. (2015) democratic leadership style is better applied in those rapidly moving environments including ED.
Whilst the checklist’s main focus is to ensure that key factors have been accounted for by the appropriate staff member it’s an opportunity to promote team cohesion. Having nursing staff lead helps recognise nurses as equals to remove the hierarchy and egos which may prevent good communication and team working. Furthermore, it provides the opportunity to introduce new members and their roles (Wahr et al., 2013;World Health Organisation, 2008). Additionally it affords a chance to ask questions and clarify patient specific protocols. Such as flow direction of cardioplegia.
(2) Create a guiding coalition –For example, partner with nurse leaders, educational facilities and business that will support this goal. (3) Develop a vision and strategy – Develop a strategic nursing degree plan that will specifically be of support to the nurses that want to obtain their BSN to better themselves and patient outcomes. (4) Communicate the change vision –Inform employees about the new policies, goals and expectations in staff meeting, town hall meeting and during evaluations. (5) Empowerment –Inform and educate your employees on the benefits of self-empowerment and the advantages of having a BSN degree. (6) Generate short‐term wins – Giving raises and allowing promotions for those that achieve their BSN.
Negative stereotypes of nurses can be overcome by adopting effective strategies to make sure nursing is ‘perceived as a beneficial, autonomous profession and a distinct scientific discipline’ (McNally, 2009). It remains up to the nursing profession to influence perceptions and educate the public about what nurses actually do. According to Ten Hoeve, Jansen, & Roodbol, “Nurses need to raise public awareness about the various roles and opportunities both basic and advanced nursing practice have to offer. To give more visibility to the nursing role, a strategy needs to be developed, which will use the (social) media to inform the public” (2014, p304). Together with the use of multimedia, nurses can improve education, learning strategies and