The Pros And Cons Of Clinical Nurses
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Yet employers persist in appointing senior clinical staff into ward or unit managerial posts, or worse, encourage clinical staff to take up managerial posts and then burden them further by asking them to retain clinica! responsibilities (Stanley 2006a, 2006b}.
Some modern matrons and consultant nurses have taken up these positions, as have many ward managers, senior ward leaders and ward sisters (Stanley
2006a, 2006b).
The result can be conflict, confusion, challenges to the clinicians' values and beliefs, or ineffective leadership and management, leading to diminished clinical
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VA nurses assess, provides nursing diagnoses, plans, implements, and evaluates (ADPIE) care based on maturational focused components. Undertakes accountability for the management of care concentrated on the patient’s process through the range of care, patient and family education, patient self-management, and accompanying circumstances that influence the patient’s satisfaction. The VA nurse considers all attributes of the individual, including age and stages of life, presence of health, race and culture, values, and prior experiences. Administers medications and procedures per policies and procedures. The VA nurse effects patient care outcomes by collaborating with members of the interdisciplinary team.
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My name is Sherica Hemans. I am a Barry University Nursing Student. I am writing to urge your support against Senate Bill 676 .There is a shortage of primary care physician's across south Florida. However, there are thousands of Nurse Practitioners who I believe can fill this gap. Many Nurse Practitioners have been in school beyond the additional two years after becoming an RN.
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Kaidence Vaughn BSN 415: Sentinel Hospital Professor Yvonne Myette July 28th, 2023 Introduction As the charge nurse at Sentinel Hospital, I hold a critical and rewarding role in overseeing and coordinating the nursing staff and patient care. This position brings a mix of emotions, from a sense of responsibility and pride in contributing to patient care and unit efficiency to moments of stress and pressure in ensuring tasks are appropriately assigned and nurses are adequately supported. Open communication plays a pivotal role in this role, as I strive to maintain clear lines of communication with the nursing team, addressing their concerns, and providing necessary support to foster a cohesive work environment. In this reflective essay, I will delve into my experiences and the lessons learned concerning delegation, caseload management, and advocacy, as well as explore the positive impacts and potential areas for improvement in my practice.
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Each morning patients came in for assessment and the treatment team developed or altered existing treatment protocols. I longed to be part of this team, working to stabilize each patient so they could return home to pursue their goals. The nurses stood out to me as the team members at ground zero in the unit, working directly with patients, and advocating for them in meetings. As a Nurse Practitioner, I will provide this same standard of holistic care to my patients, taking into consideration their biological, social, psychological and cultural needs while developing and implementing treatment decisions.
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Operational clinical management has been connected to an extensive variety of roles. It is a prerequisite of clinic care, as well as organization performance, accomplishment of health transformation intentions, well-timed care distribution, organization reliability and competence, and is an essential element of the health care structure (Graling, 2008). The significance of operational medical management in guaranteeing an extraordinary quality health care structure that dependably delivers safe and effective care and has been repeated in the educated writings and a number of administration reports (Popescu, 2013). Many analyses, directives, and information have encouraged clinician commitment and medical management dire to successful value and safety. As one Australian sample, a major importance of nursing recommendation of the Garling Report was that Nurse Unit Manager (NUM) positions be studied and considerably remodeled “to enable the NUM to undertake clinical leadership in the supervision of patients […] to guarantee that for at least 70% of the NUM’s time is applied to clinical duties.”
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Staff turnover happens so often in the nursing field, it is a shame that the reason people are leaving is due to the management. In the situation at your hospital upper management would be foolish if they did not look at the management of that department and make changes. They should be able to compare the staff retention rates of that department compared to other departments in the hospital. Of course, some people will always leave when there is a change of management but it should be minimal.
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However, there are certain strategies that can overcome these barriers. For instance, the nurse’s resistance to change and poor communication of objectives is overcome by constant communication of the benefits of this leadership style not just through word, but also through actions until they understand its
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Registered Nurse My career interest is in nursing. Specifically a Registered Nurse. We will talk about and learn what the responsibility and/or duties of a registered nurse. The education that is needed and the advantages and disadvantages of working as a Registered Nurse.
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It is a barrier if the health care organization can’t realize the necessity of proper planning. Present-day directors may simply suppose, sometimes wrongly, that somebody will be ready and wish to occupy the post of nurse administration positions. What makes this issue more complicated is that new assistants are not stimulated to get ready for guide roles because of the many requirements put on their chiefs. One more obstacle to the realization of the successful plan is that substitution of nurse chiefs is considered as a cagey procedure adjustable by a few officials. This makes a chasm in the relationship between chiefs and their workers.
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These three problems are: lack of collaboration and teamwork, staff conflict, and lack of transparent performance appraisal procedures. All of these three broad problems need to be addressed simultaneously to ensure that the unit performs as Barbara expected. As we read in the case, there is a conflict between junior nurses, senior nurses, and PCA 's which lead to ineffective collaboration among them. Junior nurses feels like they don 't get positive feedback from senior nurses. However, senior nurses feel that many junior nurses and PCA 's are in competent and feel overwhelmed to support them.
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The importance of staff retention Nurse retention is to provide staff with implements that will empower them in the workplace. Empowerment in organizational structures include power and opportunity. Employees with high levels of power are included in lines of information, support, resources and opportunities to learn and grow (Schwinger ET AL., 2010). In additional employees who have high levels of opportunity in their jobs tend to be more proactive problem solvers and accept change. When staff have opportunity and power, they are motivated, feel more in control, have increased wellbeing and have greater job satisfaction (Schwinger ET AL., 2010).
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After narrowing them down, the key factors that contributed the most to staff nurse retention were having nursing leaders, who created a trusting environment, fostered nurse empowerment that allows staff nurses to have more input in decision making, and upheld lower patient ratios. In order to incorporate these evidences into practices, protocols are to be implemented. Faculty in a leadership role should be adequately trained on how to be open for changes, willingness to accept information from outside sources, have a formal training on leadership skills, and allow for staff to speak in confidentiality about their viewpoints. Evaluating the effectiveness of the clinical guidelines, nurses are expected to provide comprehensive feedback through one-on-one interview and evaluation form. Patient care satisfaction tool will also be utilized to evaluate the care provided while the guidelines are being
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He or she needs to learn to take control of issues and handle them as a good leader should instead to reporting all issues to the leader in charge. He or she assist the employees and protect them from being molested by both internal and external forces. They help to prevent unnecessary retrenchment of staff but rather redistribute them to other departments where their services are more useful. The nurse manager helps to motivate the workers by rewarding them financially and non-financially. He also inspire the nurses to provide a better patients care and become more productive and satisfied in their
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They are able to connect, communicate and coordinate across multiple departments, professional opinions and voices, and the daily schedules of patients. Advocating and designing care with the patient and family is a true skills set and cultural attribute that adds tremendously to a culture of safety and patient – centeredness but requires the most able leadership to build these bridges across the many professionals engaged in care. Building this culture is a leadership challenge and there is no one in my experience better able to make these changes than nursing leaders ( Maureen Bisognano, 2009). Nurses should not just be at the bedside or within the nursing community but must be involved as leaders and decision – makers throughout the healthcare system. As Maureen Bisognano (2009) points out, the best nurses are accomplished envoys among different players and interests involved in direct patient care, which is a skill needed throughout organizations and businesses, not just in hospitals or
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