Dozens of clinically practicing nurses were approached; only 14 eligible nurses consented to participate. Only two major medical centers in the northeastern United States and UCI nurses and medical floor nurses participated in the study. The sample size was not efficient enough to capture all the facets of the phenomenon; Fackler, Chambers & Bourbonniere (2015) stated one limitation to the study was associated with difficulty recruiting participants. The second limitation being related to the setting; the study may not be important to nurses who do not work in major medical
An article conducted on nurses showed that workplaces that consist of incivility in healthcare result in lack of satisfaction, high turnover rates, and adverse patient outcomes (Berry, 2016). The purpose of this article is to address and research the importance of nurse incivility, such as bullying in the workplace and its impact on its turnover rates. Also, this article will further address the strategies and solutions to decrease the high turnover rates in the healthcare setting. Research suggests that as new nurses begin their socialization into the profession that they are encouraged to accept incivility as a professional norm. In one study, results showed that workplace bullying behaviors (WPB) range from 27.3% to 31% for twice-weekly incidents for nurses and 21.3% for daily WPB for novice nurses (Berry, 2012).
Consequently, violence perpetrated by psychiatric inpatient toward mental health nurses has received little interest outside the field. However, there has been a national concern in psychiatric hospital in Oman in managing patient aggression and violence by continuous staff training and attending courses and workshops. In addition, staff has a chances to complete a study in psychiatry and take the specialty to be more competent. Disturbingly, nurses tendend not to report incidents due to fear from the maagers, lack of training and education, lack of clear incident reporting policy, nurse perception that violence are part of acute mental health care and previously experienced no action post incident(Kitaneh and Hamdan, 2012, Minstery of health 2017). Post incdents review and debriefing of the staff team and clients has a positive impact on staff and client to learn from the incident and plan , so as to avoid repeating violence again.
In Higgins-Williams v. Sutter Med. Found. the question of whether or not an employee’s inability to work with a specific supervisor qualified as a “disability” was put to the test in court. Michaelin Higgins-Wiggins was a clinical assistant in Sutter’s Shared Services Department. She reported to her physician that she was experiencing stress as a result of her involvement with both her direct supervisor and the human resources department on the job.
Workplace violence is problematic for nurses working at a healthcare institution. Violence can derive from physical and verbal abuse. An escalated physical violence can cause injuries and in severe cases, death. Several risk factors can increase workplace violence against nurses. Mandiracioglu (2006) found that demented patients had 11 percent chances of being violent than patients with other psychiatric diseases had 25 percent.
Abstract Introduction: Fibromyalgia syndrome (FMS) can be defined as a chronic musculoskeletal disease with widespread pain and tender points on specific anatomical regions. FMS affects quality of life and causes severe chronic pain, depressed mood and possible muscle weakness. In this study we aimed to investigate the possible relationship between clinical findings, hand grip strength and quality of life in patients with FMS. Material and methods: Fifty consecutive women who fulfilled the 1990 American College of Rheumatology criterial for FMS were included in this study and compared with 40 age and BMI matched female healthy controls. Pain assessment was performed visual pain scales (VPS) and functional pain scale (FPS).
Background: Low back pain (LBP) is common among office workers and is the most common cause of workrelated disability in people under 45 years of age. The aetiology of LBP is widely accepted to be multi-factorial. Prognostic research into office workers at risk of developing LBP has received limited attention. The aims of this study were to develop a risk score to identify office workers likely to have LBP and to evaluate its predictive power. Objective: The objective of this study was to determine the non specific back pain in the office worker of the university of the Hail.
The assumption is that only nurses who work in the hospital setting are subjected to nurse fatigue, but this problem affects in the rehabilitation facilities, home care nursing, specialized clinics. Nurses work long hours to compensate for the shortage of nursing staff within most healthcare facilities. When nurses are tired to the point of exhaustion critical errors can be made that would not normally occur if they were working regular hours. Peplau theory focuses on interpersonal relations between nurses and patients which is valuable in developing interventions for specific care within the clinical
Her intro is great because she uses a personal story. Her uses of pathos to make an emotion connection and convincing her audience of the argument by creating an emotional response. One of Theresa weaknesses is “ Or consider “fall assessments “,which nurses uses to determine a patient’s risk of falling while in the hospital-a problem that accounts for 11,000 deaths annually.” This statement is a weakness because it’s no supporting evidence to support the text. Another weakness of Theresa article is “Hospice care is covered benefit under Medicare, and the centers for Medicare and Medicaid Services maintain rigid standards for documentation.” I choose this statement as weakness because the author goes off topic at the end of the article. While reading the article over and over, I notice this article in particular is very bias.
It is a well-known fact in any healthcare system that the backbone to medicine and the real players in any healthcare organization are the nurses. In a patient’s visit or hospitalization time, the nurse is the one person on staff that spends most of the time with the patient. From the beginning of their admission to their discharge, nurses become experts on each individual’s case. Despite the great amount of time spent by nurses on patients, it was determined that nurses still spend only 37% of their time on patient care. The rest of that time is pend on paperwork and other unrelated tasks (Westbrook, Duffield & Creswick, 2011).
To start off, workplace stress can directly cause health problems on the subject. Stress levels are directly related to the hormones glucocorticoids, which can potentially cause health issues such as obesity. In fact, stressful jobs increase the chance of having a cardiovascular event by 38% (Porath, 2015). Another workplace stress consequence that Porath explores is the loss of focus and concentration of an employee that is in or has been in very stressful situations. A survey done on over 4,500 doctors, nurses and other hospital personnel shows that 71% relate rude behavior in the workplace with medical errors, and 27% relate this behavior to a patient’s death (Porath, 2015).
Violence against nursing staff and peer-to-peer assault is a significant problem on adult inpatient psychiatric units (Delaney & Johnson, 2006). OSHA (2015) reports less than two employees per 10,000 in private industry suffered injuries related to workplace violence compared to 7.8 cases per 10,000 employees in hospitals. The negative result of staff injury is the “hidden costs” of low “productivity, morale and employee retention” (OSHA, 2013, p. 4). The current practice model on psychiatric units is an emphasis on maintaining a therapeutic milieu and the use of de-escalation techniques as needed to address agitated, aggressive and assaultive behaviors (Delaney & Johnson, 2006). If de-escalation is unsuccessful, then the next staff interventions
After a 12 hour shift, nurses are tired and just wants to give report and go home. According to Horrigan, Lightfoot, Larivière, and Jacklin (2013), working long hours can cause nurse illness and injury, fatigue and safety problems, feelings of burnout, and depression. This causes the nurses to get discouraged from having to say longer than necessary checking the same patients at the end of each shift. The result of this is neglecting to comply with the policy and a failure in the skin assessment sign-off. Using incrementalism as a policy making mode, skin assessment sign-off at shift change can be successful.
Incarceration and women’s physical health. Pre-incarceration health risks, including addiction, trauma, and mental illness, contribute to incarcerated women’s poor physical health. Data support that incarcerated women bear a disproportionate burden of illness, women having higher rates of physical health problems than non-incarcerated women as well as incarcerated men Findings from the Survey of Inmates in State and Federal Correctional Facilities, 2004, suggested that just over half (57%; n = 46,300) of women incarcerated in state prisons reported a current medical problem, such as arthritis (25%), asthma (19%), hypertension (17%), and hepatitis (10%).About 12% described having surgery since being incarcerated, and almost half (49%) described
The American Cancer Society uses such a scale to measure emotional distress (American Cancer Society, 2015). The hospital that I work at does not employ nurses in the area of informatics, and my manager and the IT staff do not have a psychiatric-mental health nursing background, so nurses from the Psychiatric ED were utilized as resources, to tailor the Epic Program for our specialized psychiatric ED service. The focus of the Hospital-wide Epic Program is physical health, not mental health; forthwith, the focus is still mostly the physical assessment. In 2008, the American Nurses Association adopted the DIKW framework, in which nursing informatics promotes the processing of data,