Being a nurse, comes a great reward and unlimited enhancement of career ladders and promotion. An organizations true values to their nurses is that they encourage everyone to expand their skills and capabilities. One example is encouraging to be a resource nurse. An interview of a resource nurse, where she elaborated the meaning of being a professional nurse, an advocate for patients and families, and steward of the health care system. What is your role as a health care team member?
By understanding how these factors affect the patient I am able to care for the patient better. Another concept I have learned from the text is how to be an effective communicator within the context of a group. “Clear and appropriate communication is essential for providing effective nursing care and presents a unique challenge to nurses today” (Kearney-Nunnery, 2012, p. 109). I am charge nurse most of my shifts. Knowing how to be an effective communicator can help in having a good working relationship with all colleagues.
CONCEPT 2: COMPETENCE Competence is a “complex multidimensional phenomenon, defined as the ability of the registered nurse to practice safely and effectively, fulfilling his/her professional responsibility within his/her scope of practice” (ABA 2000).Although it is seen as an ambiguous and confusing term with no agreed definition (McMullan et al 2003, Storey 2001), Benner(1984),also defined competence as “a feeling of mastery, the ability to cope with and manage the contingencies of clinical nursing, conscious deliberate planning to achieve efficiency and organization”. Attributes of competence therefore include technical skills, communication and interpersonal skills as well as organizational and managerial skills (ABA 2000). Competence is therefore important because nurses and midwives are faced with a variety of challenges as they work in a complex healthcare environment that is constantly undergoing advances/changes to meet the increasing and diversifying health needs of individuals and the population (Davidson et al 2013,Girot 2000, Naylor & Naylor 2012, NCPD 2010). The relevance of competence includes:- Competence enhances patients’ outcomes. Nurses, like other professions, gain the public’s trust through their competence, credibility and accountability (Davidson et al 2013).
Nurses who demonstrated a commitment to person-centred care were seen as trustworthy professionals (Thorpe G. et al. 2014). Trust may be associated with communication, such as nurses informing about the risk, maintain confidentiality and relating to patients as adults, acting as advisor or patient advocate, being engaged and providing assistance (Rortveit K. et al. 2015). Rortveit K. et al.
Some benefits of shared governance include increased team cohesiveness, communication, and decision making. According to Wilson, Speroni, Jones, and Daniel (2014), “Shared governance activities give direct care nurses an opportunity to partner with nursing management to achieve optimal patient outcomes and to increase nurse job satisfaction, nurse productivity, and nurse retention” (p.19). “Challenges of shared governance identified by staff nurse included decrease staffing, budget concerns, lack of knowledge, generational issues and issue with delegation of tasks” (Ott and Ross, 2014 p. 767). These challenges poses a threat to providing quality patient
A professional presence includes more than simply being present in a designated work area for a designated amount of time. Professional presence is not limited by specific skills or beliefs; it encompasses appearance, interaction, growth, ethics, decision-making, knowledge, but more importantly the ability to assess and intervene with self. By doing so, one can grow technically, emotionally, and spiritually, allowing further development of professional nursing. Nursing school teaches how to care for others in a professional, safe manner. Consequently, one can focus solely on caring for others, while neglecting to care for his or her self, which increases the phenomenon of nurse burn out.
Research has shown that safe patient care is directly related to the quality of the staff nurse’s work environments and favorable conditions optimize patient safety, improve staff’s physical and mental wellbeing, and increase retention, while decreasing burnout, turnover, and job stress of the workforce. Achieving health work environments requires baseline perception of the staff nurses’ current workplace, implementation of improvement strategies, and confirmation of the success of those strategies by unit nurses. Stakeholder Analysis The Healthy Work Environment Initiative will directly affect everyone who enters any health care facility. The AACN standards have raised the bar for work environments in healthcare and made it clear that excellence is an ongoing journey that ultimately benefits patients, families, and those who care for them. Healthy work environments are essential to ensure patient safety, enhance staff recruitment and retention, and maintain an organization’s financial viability.
Professional practice reflects autonomy when the nurse respects patient’s rights to make decisions about their health care” (Taylor, 1997). At the nursing home, I witnessed many of the nurses discuss with the residents what they wanted to do about certain situations. Autonomy honors the fact that it is the patient and the families right to make certain decisions about health care. Nurses also are constantly making sure that they can provide their patients with the best information to help them make a more successful choice about their health care (Taylor
The Bridge Clinic’s Practice Environment Measure (B-PEM) was used to measure nurse perceptions on their work environment. The areas identified that needed most improvement were “feeling valued” and “professional development”. The organizational assessment along with both surveys supported the need for nursing leadership development in relationship building skills and empowering nurses. The results of these assessments informed the improvement of an organizational specific leadership development intervention and implementation. Leadership development workshops were conducted at different levels of nurses attainment as a pilot intervention and