These alarming statistics raise a huge concern with the effectiveness of the transitions of care. The main issue with transitions of care is that there are discrepancies that mistakenly occur during this process. As reported by Judith Kristeller, PharmD BCPS, “the transition between inpatient and community settings in particular is prone to medication errors related to a lack of communication between health care providers, missed patient follow-up, inadequate patient education, etc.” (6). Medicare services have even included a three percent fine on Medicare payment for hospitals that have unnecessary readmissions, and this percent has increased since 2014 (5). There are so many issues with patient safety that should not be occurring, so reforms must be made in transitions of
Gaps in transitional care and Improper training 2. Poor staffing 3. Work overload 4. High staff turn over How and what can you do to address the issue? The rising life expectancy and the drop in fertility result in an ageing population throughout Pakistan, which increase the risk of recurrent hospitalization and it is evident from daily patient census of older adult is 30% in women health care.
Administering medication is a fundamental role in a nurse’s daily routine in the ward. This process happens at least twice daily and on average takes up to forty percentage of nurse’s time. It is also this skill that is higher risk, it is a step that is very susceptible to errors that can lead to consequences in patient safety. Medication governance has been put in place to prevent errors and promote patient safety. However, medication errors are still recurrent and persistent.
Short staffing is one of the many challenges nurses encounter in the work environment. The impacts can be detrimental primarily to the patient’s outcome. To examine the effects of short staffing, research was conducted on 36,539 hospital inpatients to evaluate the amount of those exposed to an understaffed shift and how many patient outcomes resulted in a NSO (Twigg, Gelder, & Myers, 2015). NSO’s are nurse sensitive outcomes based on the nursing care provided to the patient. Patients exposed to short staffing had an increase of greater than one chance of NSO’s compared to patients not exposed (Twigg et al., 2015).
Upset, 1960) "maintains that differences in the sociopolitical attitudes of men and women can be largely accounted for by the different kinds of organizations in which men and women spend most of their time" (p. 136). If cultural practices recruit males into the workplace but keep females at home, males will have more opportunities to learn about status, competition, and power, whereas females will have more opportunities to learn about nurturance and caretaking. (3) The oppression model (e.g., Henley, 1977) argues that traditional gender roles are cultural products that both reflect and help to maintain men 's power over women. (4) The individuation model, inspired by psychoanalytic theory (Chodorow, 1978), assumes that when women are the primary caretakers, male children will tend to become more autonomous whereas female children will tend to experience more identification with
Healthcare systems have traditionally been constructed around hierarchical perspectives used to train healthcare professionals (Porter-O’Grady and Malloch, 2007). In such hierarchies, senior physicians are often put at the top with certain power distances between other professionals. This can lead to difficulties in patient management when the patients safety is in question, but the healthcare professional involved may be hesitant to question the physician’s treatment plan or are too intimidated to voice out their opinions. In a study of over 2000 healthcare professionals including nurses and pharmacists, nearly half of the respondents felt pressured into administering a medication for which they had concerns, despite previously questioning the prescriber regarding the safety of the order (Institute for Safe Medication Practices, 2004). This was due to feelings of intimidation by the prescriber and an inability to effectively communicate their concerns.
According to the data from Health Resources and Services Administration Bureau of Health Professions (2013), there were 2.8 million Registered Nurses (RNs) and 690,000 Licensed Practice Nurses (LPNs) were working in the period from 2008-2010, in the United States. The nursing workforce grew substantially in 2000s, by RNs growing by more than 24.1 percent and LPNs by more than 15.5 percent. The population of nurses are facing multiple challenges at the workplace, such as shortage in staffing, nurse turnover, increased workload, long working hours, poor relationship with co-workers, lack of support from the management, and eventually these challenges create high level of nurse burnout. It is estimated that job- related burnout measure using the Maslach Burnout inventory – Human Services Survey, 36.5 % of nurses having high level of burnout. The researchers at the Center for Health Outcomes and Policy Research at the University Of Pennsylvania School Of Nursing, estimates if nurse burnout reduces by 10 %, could prevent thousands of hospital acquired infections and reduce the health care expense (Potera, 2012).
BACKGROUND The prevalence of older adults with urinary incontinence (UI) is increasing rapidly as the population becomes older. (1) Estimates of the prevalence of UI in residents in nursing home facilities range from 50% to 70%. (2) UI can severely affect quality of life, and its costs for society are high The major clinical types of urinary incontinence are stress incontinence (leakage with maneuvers that increase intra-abdominal pressure), urgency incontinence (sudden urgency followed by leakage), mixed incontinence (symptoms of both stress and urgency), and overflow incontinence. Urinary incontinence is common in women. The prevalence of urinary incontinence in men is approximately half that of women.
Introduction One’s health may be negatively impacted by the length of shifts he/she works which may affect patient outcomes. The purpose of this paper focuses on the working shifts of psychiatric nurses who are working in an inpatient Behavioral Health Unit. The primary focus is to determine whether or not the shifts and hours nurses are working have a direct correlation to the staffing needs of the organization which may affect patient safety. Stimpfel, Sloane, and Aiken (2012) stated more than 70 percent of working nurses perceive their scheduling practices as acceptable at their hospitals. Patients on the other hands voiced their dissatisfaction with the increased in the numbers of hours the healthcare worker are working.
The future of advanced practice registered nurses is in their ability to fill the gaps in health care delivery. A major gap is in the shortage of primary care providers. This shortage has partially been created by the rising number of individuals over 65 years of age due to the aging of the 'Baby Boomer' generation. In the next two decades the number of adults over 65 will increase by 45% and the number of people over 100 will be seven times higher (Centre for Diet and Activity Research, 2013). The impact of this phenomenon is felt throughout the medical field.