Nurse Retention: A Case Study

These factors include trust, support, mutual respect and collaboration when a colleague is sick (Norris, 2012). This incident had prompted me to think about several important aspects of nursing for me. Nurses should apply human factors knowledge to clinical settings to enhance teamwork and workplace culture. Human factors application is important for patient safety. The underlying reasons for clinical errors are often associated with poor communication, teamwork, leadership, and assertiveness in the clinical settings.

P- Among Nurses and Physicians in an orthopedic surgical unit I- does the use of the SBAR format to communicate C- compare to non SBAR format O- To identify the problem in communication and its effect on patient and ways to solve the problem. According to Flicek article multiple barriers exist that hinder nurse- physician communication. A continuous flow of interruptions and multiple patient handoffs affect the ability of nurses and physicians to connect effectively, and establish a trusting and collegial relationship (Tschannen et al., 2011). Time is also a major factor in communication breakdown. Because nurses a n d physicians can independently busy, finding time to communicate properly becomes a pressing issue (Burns, 2011).

An interdisciplinary team of nurses, physicians, pharmacists, administrators, quality resource management staff, and if possible Six Sigma black belts participates in the analysis of the medication reconciliation process and its vulnerabilities. The team develops a plan to eliminate errors by following a flow chart to revise and pursue the established goals. In general, communication failures lead to errors in the administration of medications, in the doses or in the method of using a drug. In fact, Six Sigma approach is fundamental for the safety of nursing homes since many medications increase the patients’ risk of

The results are summarized in the paper. Clinical Question The problem this paper addresses is whether the nursing staffing ratio has any part in patient care left undone. The significance of this problem is that the neglected care can lead to several serious patient safety issues. Many medical errors happen due to the inefficient delivery of care in the hospitals. According to the statistics in the article, “A recent systematic review of

Large patient loads combined with a stressful work environment affects nurses’ abilities to provide quality healthcare. Patient safety should never be compromised. It is our responsibility to learn from research and improve our current nurse staffing ratios. Nurse staffing is key and affects all other outcomes. Without nurses administering the right treatment at the right time to the right patients, all other healthcare interventions are not effective.

In October 2003 the Commission for Health Improvement (CHI 2004), in synchronicity with the National Health Service (NHS) conducted one of the largest workforce surveys. The results suggested that 37% had experienced harassment, bullying or intimidation at work in the previous year. This is an extremely high and worrying amount of employees in the NHS who are exposed to bullying behaviour. An alarming number of staff has witnessed bullying occurring to other colleagues in the workplace(Quine, 1999). In 2000, the Royal College of Nursing compiled a quantitative questionnaire survey of 6000 RCN members in the UK, excluding student nurses, focusing specifically at their well being and working environment in the health sector.

Nursing is the heart of human caring behavior. During a crucial time of nursing shortage, retaining skilled nurses is essential to help handle the growing senior population in our communities. Many people depend on professional, caring, and trained nurses to help them recover their optimal health after an assault to their health stability by numerous diseases. However, bullying in a workplace and especially in the health care settings has become a halt to the career of many ambitious nurses’ especially new graduates (novices nurses) entering the profession. Complexities of the healthcare environment coupled with higher acuity patient care can cause stress and anxiety among nurses who are new to the profession.

Patient safety and excellent quality of care is of utmost importance in leading to wellness. However, there are significant deterrents that prevent nurses from delivering what is expected of them. One of the leading problems is inadequate nurse staffing. Nurse staffing is relevant in managing the workload of each individual nurses, and a heavier workload makes nurses vulnerable in committing errors that could put patients’ life in danger (Nantsupawat, Srisuphan, Kunaviktikul, Wichaikhum, Aungsuroch & Aiken, 2011). There is a 7% risk of death for patients when there is a shortage in staffing (Kalisch & Lee, 2011), but when there is an adequacy in nurse staffing, not only is quality care provided, but also, a healthy workplace is maintained,

I can only imagine the reasoning behind these types of situations as I question things such as: how can burnout rates decrease, what does the future of nursing look like, and when will nursing burnout rates improve? Moreover, I think more research can be done on the media portrayal of nursing as well as the differences found between public’s perception of nursing and the reality. From there, connections on the type of people enrolling to nursing schools and dropout rates can be

This had created an excessive consequence on the patients care outcome, which involved amplified problems among patients, nurse-patient ratio increase and lessen excellence and quality care for the patients. In this paper, the causes of nurses’ shortages and turnover will be discussed, how the leader and the managers in the nursing profession can resolve these problems will be described, the personal and nursing professional philosophy in a way that it relates to this topics that is been chosen will be mentioned, compare and contrast of how nursing leaders and managers would be expect to approach this issues, the rationale and the theories, skills, principles and the leaders versus managers’ roles will be described and the approach that will be best for the personal and nursing professional philosophy will be recognize and the reason for the approach will be suitable for the personal leadership style will be

This article talks about how studies show how staffing measurements effectquality of care and how risk adjustment variables play a role in the outcomes. Staffingmeasures include the amount of nursing staff per patient and the amount of hours aresident gets with staff members and staff member retention. The studies show thatincreased time with licensed staff have improved care and provided much betteroutcomes than with time with for example a social worker. It says that it is difficult tocalculate the retention of staff because the studies are inconsistent. Quality of care ischaracterized by resident and facility outcomes.

According to Graham, & Cvach (2010), some of these factors entail but not limited to; frequent levels of alarm rate, lack of adequate standardization of clinical alarms and presence of several bedside equipment’s which substantially contribute to desensitization and alarm fatigue. The alarms are designed in such a way that they are audible enough for the nurses not to miss any single alarm. The way in which some of these alarms are set is such that rather than helping medical attendants, they become a nuisance which adversely affects health care fraternity (Graham & Cvach, 2010). Evidence-based interventions to minimize alarm fatigue Due to the negative impact which it attributable to a greater percentage by the alarm fatigue, it is paramount for the healthcare fraternity to come up with satisfactory mitigation plans and approach to the issue. In the light of the above, evidence based approach should be adopted to mitigate the impact of nuisance alarms in hospitals.