This may involve effective mobilization of the available nursing staff and review of the responsibilities durations for the nurses to the recommended levels to avoid straining the workforce. Consequently, reorganization will help redistribute nursing functions among the available staff, thereby averting high personnel turnover due to overload. Similarly, the manager is likely to employ the staffing function to identify and hire qualified nursing personnel to fill out the understaffed nursing levels. This will significantly reduce individual workload and enable nurses to adequately address the unique needs of their clients, thereby facilitating delivery of quality and personalized nursing care to patients. Thirdly, the nursing manager is likely to employ the controlling function to assess work results against established performance standards in an effort to determine the effects of nurse turnover and shortage on the organization.
The Purpose of The Theory The purpose of Henderson’s theory is to give the principles that help construct practice and to generate further nursing knowledge. Considering doing so, it helps nurses to understand their purpose and role in nursing in the healthcare setting. Henderson believes that the unique function of the nurse is to help the person sick or well, in the performance of those activities contributing to health or its recovery (to a peaceful death) that he would do unaided if he had the strength, will or knowledge. In doing so will help him gain independence as quickly as possible (Burggraf, 2012). The Scope or Level of theory The scope or level of theory used by Henderson was a grand theory.
How might the ANA code of ethics and the Nurse Practice Act help to guide Josepha? The legal and ethical issue that Josepha has to use is. He has to know how to discuss the issue he has with the higher or manager of the head nurse. It is good to communicate the issue you have with the managers instead of felling bad thing about them. As I read the “Team STEPPS makes strides for better communication”, some of the tools like; (SBARQ) is used in many organizations, especially during patient hand-offs.
. As a nurse leader, my role and responsibility towards establishing a financially sustainable organization would include to fully study and understand the cultural processes and systems, then identify areas which need change or improvement. Focused on organizational vision, and understanding the real purpose of the organization is essential and establishes why improving such process is meaningful (Sinek, 2010). In addition, understanding the purpose of the organization existence, and systems assessments will identify areas not reflecting organizations vision. To increase patient outcomes, such areas will need improvement.
Central diagnoses indicate the need for the nurse to plan and implement interventions for the achievement of outcomes. North American Nursing Diagnosis Association (NANDA)-approved diagnoses fall in this category. Surveillance diagnoses are those that recognize patient risks that are anticipated by the nurse, who remains ready to act in the event of occurrence. The profession, as a whole, and language developers, in particular, need to expand standardized nursing diagnosis terminology so that the contribution of nurses ' vigilance to patient safety may be effectively communicated and
Autonomous people are capable for decision making and problem solving. Loss of autonomy & independence is a real fear among older people. A nurse has the responsibility to encourage the older person’s autonomy in any way possible. This can be done by supervision and education of staff to listen & allow the person time to make choices and discussion with their relatives about what is occurring and in which way they can enhance the older person’s autonomy. Freedom:- The older people should have greater freedom of choice nation’s health care system.
Introduction Since Nightingale’s Notes on Nursing was published in 1859 (Polit & Beck, 2012), nursing research with a focus on evidence-based practice has driven patient care practices and policies within healthcare facilities. At my facility, practice changes are driven through the Practice Council of the Shared Governance Council with support from the Research Council. Within the Organization The concept of these councils is to empower the nurses to lead change within the facility. One barrier to the continued success of the council is some ideas within the council become stagnant and do not disseminate. Often times, the bureaucracy involved in implementing a change within the hospital slows the process, increases workload of the change agent which ultimately loses council member buy-in.
Moreover, knowledge, competency and confidence, gain through clinical experience. Furthermore, novice nurses are taught to practice on simulated patients, which may increase their self-efficacy, self-confidence and clinical judgment. According to Stefanski and Rossler (2009) Use of simulator in nursing training develops skills without compromising patient safety and it also allows novice nurses to work on a critically ill patient. Undoubtedly, it is true that nurses are taught during their nursing programs on simulators but literature says working on simulator does not make them confident enough to providing competent care in life and death situation. (Greenwood, 2000, as cited in Saintsing, Gibson & Pennington, 2011).
Similarly leadership is the ability to influence people toward attainment of goals (Draft, 2000). The aim of this study is to assess the importance and the need for nurses to have management and leadership skills and to establish the relationship between leadership and management. For many years there has been an emphasis on developing nurses as leaders, culminating in the launch of the Leadership Framework and the National Health Scheme (NHS) Leadership Academy in 2002. The NHS institute for innovation and improvement acknowledges that an unprecedented level of responsibility is being devolved to frontline staff, and identifies the leadership frameworks as a significant resource to ensure that the whole workforce has the leadership knowledge, skills and behaviours needed to improve health and care (Sheikh, 2012). At the launch of the Leadership Framework in 2011, the health secretary said: ‘’Effective and successful leadership for all staff is crucial to the delivery of high – quality healthcare to counter the challenges we face’’ (NHS,
Nursing is a profession that can be challenging nowadays because nurses will be seeing patient or career’s expectation of services that cannot be met with existing resources. As a graduated nurse leader currently working at one of the government hospitals in Malaysia under the Female Medical Ward, the job can be both advantageous and challenging at the same time. Good communication is very important between nurses and their patients as it will lead to a successful outcome of nursing care of each patient. Besides, communication between the nurses has never been more crucial as well. As a nurse, leadership skills have to be well-demonstrated as well as to have a positive outlook.
(2008). I would like to challenges Chief Nurse Executives (CNEs) to lead the journey and highlights how patients, their families, and health care organizations would benefit immeasurably if CNEs stepped forward and accepted this leadership role, then and only then can the best practice changes begin to improve what we as nurses already know. The processes of leading are intended to enable more people to develop into leaders and more people to share the roles of leading, to enhance the quality and safety of patient care (Stone P. Hughes R, Dailey M.