Showing papers in "Nursing Management in 2003"

Securing "good" nurse/physician relationships.

Abstract: :Responses to a study of 279 staff nurses from 14 Magnet hospitals enabled researchers to develop a five-category nurse/physician relationship scale.

Retention reflects leadership style.

Abstract: Nurses don’t leave hospitals, they leave managers. The current nursing shortage is unique because RNs are quickly aging, nursing school enrollment is down, and patient acuity is high. The amount of money that it takes to orient a nurse to a unit is between $42,000 and $60,000.1 Retaining and recruiting RNs is imperative as the nursing shortage becomes more critical. In light of the shortage and the financial impact of turnover, evaluate the effect your leadership style has on staff nurses’ intent to stay.

Innovative leadership through emotional intelligence.

Abstract: Explore the relatively new concepts of emotional labor and emotional intelligence, and review leadership strategies that draw from these elements.

What's behind RN turnover?

Abstract: Examine the results of a qualitative study designed to enhance your understanding of RNs' perceptions of the factors prompting them to leave employment in acute care settings.

The search is on.

Abstract: You can find records quickly using the basic search. For example, the basic search can be useful when you have an ISBN or other standard number. To perform a basic search: 1. On the left navigation, click Discover Items. 2. From the first list, select a search scope. See Search Scopes below for details. ◦ Select My Library Holdings if you already have at least one copy of the item. ◦ Select All WorldCat if you do not own any copies of the item. 3. From the second list, select an index. See Indexes below for details. 4. In the search field, enter your search terms. The search field will expand to fit your search terms, if needed. 5. Click Search or press . Search Scopes

Foreign-educated nurses: strangers in a strange land?

Abstract: Review a model for seemlessly integrating foreign-educated nurses into your unit.

De-escalating workplace aggression.

Abstract: :Consider developing sound aggression prevention programs before negative incidents occur.

Peace and quiet.

Abstract: :Consider implementing a Quiet Time for patient relaxation to enhance the healing process and increase patient satisfaction

Polished automation tools allow patient safety to shine.

Abstract: Follow the impact of computerized provider order entry on an acute care team.

"Touch" vs. "tech": valuing nursing-specific PDA software.

Abstract: Maximize your time by using a personal digital assistant (PDA) efficiently and effectively, featuring new nursing-specific software.

Bring barcoding to the bedside.

Abstract: A 240-bed regional hospital shares best practices for implementing a patient safety initiative that targets point-of-care barcode technology.

Balancing staffing and safety.

Abstract: Several high-profile research studies link nurse staffing and patient safety.

Telehospice carries end-of-life care over the lines.

Abstract: Outline the positive and negative predictors of telehospice use, namely its impact on organizational and management issues.

What's the attraction to Magnet hospitals? Unlimited opportunity, resources, and autonomy draw nurses to these empowering facilities.

Abstract: Here, review study results that find nurses employed at Magnet hospitals experience enhanced job satisfaction due to greater access to empowerment structures within their practice setting.

Streamline change-of-shift report.

Abstract: Evaluate and streamline change-of-shift report to enhance critical thinking.

Clocking care hours with workload measurement tools.

Abstract: This study compares the Resource Utilization Group Classification System mandated by the Centers for Medicare and Medicaid for use in long-term care facilities to other existing workload measurement models.

New uses for wireless technology.

Abstract: Clinicians stay connected with tools that offer real-time data, including personal digital assistants, patient care robots, network voice communication badges, and telehealth. Using this technology, clinicians will soon be able to access the patient's entire electronic health record at the point of care. Although the hardware and the software are evolving, many solutions are currently available.

Leadership in the care home sector.

Abstract: LEADERSHIP IS VIEWED as a complex phenomenon involving leaders, followers, situations and the variables that impact on them (Yura, Ozimek and Walsh 1981). A grasp of proficient leadership skills and concepts enables leaders to understand and control events more effectively in the work place. The area of leadership is well researched, but literature related to the elderly care home sector is scarce. While nursing leadership develops, what literature there is focuses on higher level leadership with little at lower levels where care is delivered. The time has surely come for leaders to think carefully about the quality of support provided to staff working in the elderly care home sector. Clients’ physical needs are being met according to the health and safety at work legislation, but promoting a balance between the personal and work lives of staff demands understanding from leaders. It is paramount that nurses and care assistants providing frontline care are satisfied with the complex interaction of work, family and social life (Nazarko 1996), so clinical leaders can improve their working lives by considering their psychosocial needs (Binnie 1998). Leaders therefore must create and maintain environments that support and motivate staff (Barnum and Mallard 1989) in order to have an effective workforce. This study uses a case study approach to investigate whether current leadership styles in the elderly care sector promote a balance between personal and work lives for healthcare workers, and so optimise care provision. Method This study was carried out at two sites; one in the private sector and one in the voluntary sector. The sample was purposive and consisted of 18 participants; three nurses and seven carers from the private care home unit, and two nurses and six carers from the voluntary organisation. All participants had been in service for at least six months. Structured and semi-structured interviews were undertaken and participant observation data were collected to increase the study’s reliability and validity by having a mixed approach. Literature review, knowledge and experience were used to inform the research methods. The important issues that emerged from the structured interviews informed the areas to be explored in the semi-structured interviews. Due to the study’s explorative nature, ethical approval was sought from the local ethics committee. Access to the subjects was agreed with the care home matrons and, due to competition in the elderly care sector, declarations of confidentiality were signed with both organisations. Written and verbal consent was obtained from participants and confidentiality and anonymity were assured. Structured interviews were used to discover what experience interviewees had of particular topics or situations and to broaden the data. They also identified important issues. The results helped develop the semi-structured interview schedule for key informants. Interviews were tape-recorded, transcribed and transferred to disk, and the data managed using Ethnograph software (Seidel, Friese and Leonard 1995). Weber’s (1995) framework was used to analyse the content of the semi-structured interviews. A participant observation approach was adopted as it emphasises the importance of human meanings, interpretations and interactions (Jorgensen 1989). Data were recorded using the molar approach (Polit and Hungler 1999). After three months in each setting, staff

The fruits of lifelong learning. Environments rich in continuing education ripen staff development, morale, and retention.

Abstract: Implementation of a mandatory internal continuing education program changed acute care for the better at Wausau Hospital, a 321-bed not-for-profit facility in central Wisconsin.

Implementing new clinical guidelines: the manager as agent of change.

Abstract: THIS ARTICLE aims to demonstrate how an increased knowledge of management issues can help improve health care. It focuses on change management, specifically the manager's role in implementing new clinical guidelines on sedation in a paediatric intensive care unit (PICU) setting. An action plan sets out the key stages of the change management process involved in implementing new guidelines (Box 1). There follows a critical analysis of the managerial issues involved in this action plan with a focus on the manager as a change agent.

On the trail of community-acquired pneumonia. Recognize the early signs of this respiratory infection to pinpoint effective treatment plan.

Abstract: Learn the significance of prompt identification, treatment, and education of patients with community-acquired pneumonia.