Response to change discussion I found your post very interesting. In your post, you brought to mention the concept of change fatigue and thought is very fitting, given the some of the attitudes in the nursing profession today. I also found it interesting, but not surprising that the more seasoned nurses embraced the changes better than other nurses. I wonder if this was just a matter of learned adaptation from years of change. Those years of change enabled a pattern to develop that helped the nurses see that change was for the better, in most cases. Maybe, the more seasoned nurses were just too tired to care. Just a thought. I know I have been so tired at times that one more thing is just seen as one more thing. I can see the danger
in change fatigue. It does lessen the long-range viewpoint and tends to make someone see only the here and now. The implementation of change is of little concern to the nurse with change fatigue in the moment. However, this would be minimized by having the staff participate in the change (Grossman & Valiga, 2017). This would enable the staff to see the value of change or implement the change steadily at a pace that can be absorbed at lower levels. I wonder if some in management are seeing change fatigue and mistaking it for change resistance. Maybe nurses just need time to check up with the change before starting some new change. It is easy for someone to say let’s do this and that, but the trickle-down effect is bigger at the staff level. Like you, I see nurses as great leaders that can effectively promote change, implement the change, and be resilient enough to handle it. Most nurses want to change some things, but also want to be able to adapt effectively once the change happens. As leaders, lets given them both. Grossman, S. & Valiga, T. M. (2017) The Leadership Challenge: Creating the Future of Nursing (5th ed.). Philadelphia: F.A. Davis Company
Cronenwett et al emphasises the key competencies for nursing are not only providing patient centred care, ensuring safety, team work but also quality improvement, suggesting all nurses must embrace change. However embracing change can be difficult due to many barriers. Brown et al and Gerrish identify some of these barriers such as time constraints, communication issues and differences professional issues.
According to Weis/Tappen (2010) competency is defined as “the demonstrated ability to carry out specific tasks or activities with reasonable skill and safety that adheres to the prevailing standard of practice in the nursing community” (p. 262). To be competent a person should be able to perform a set skill at an expected level. Pertaining to nursing, competence is shown by skill provided in healthcare with safety and understanding of how it is to be performed. The nurse is responsible for continuing competency throughout his/her career in order to meet the performance level set by the healthcare facility they are employed by.
... with the change is critical for accurate job performance. I have fulfillment in knowing the new nurses I precept, the companies that I have managed, the nursing assistant classes I have taught and the countless number of peer I come in contact with, understand the importance of spreading knowledge onto others to help them benefit along their way.
Transitioning from academic nursing student to Registered Nurse/New Graduate Nurse (NGN) within the healthcare environment is a challenging task for many NGNs. They may encounter a number of challenges, such as the following: transition shock, professional isolation, lack of clinical experience, stress, lack of a support network and cultural incompetence. At the end, this essay will discuss the rationale for developing my two most important goals for the next twelve months.
As new nursing graduates begin the process of transition into the nursing practice. There are many challenges and issues which are associated throughout the transition. New graduates may embark their journey through a graduate program or seek employment solo. The transition period may consist of challenges, that students will encounter during their journey. This essay will identify, discuss and critically reflect nursing key challenges that student nurses may face, throughout the process of the transition phase. The nursing key challenges chosen for this essay include professionalism, preparation, personal factors, competency factors, patient- centered care and job satisfaction. These nursing challenges will be thoroughly discussed and supported by current evidenced based research and nursing literature.
Newly graduated nurses lack clinical skills necessary to evolve professionally and carefully from academics to bedside practice (Kim, Lee, Eudey, Lounsbury & Wede, 2015). How scary is that not only for the patient but also for the new nurse himself or herself? While being faced with new challenges, an increasing amount of newly graduated RNs felt overcome and unqualified. Twibell and Pierre explain how new nurses express “disillusionment” about practice, scheduling, and being rewarded. Frustration and anger between employees play a huge part in NGNs resigning because of the lack of experience and knowledge of what to do in high stress situations (2012). Nursing residency programs have proven to directly improve patient care, develop critical
Recent literature reports that there is a nursing shortage and it is continually increasing. Data released by the American Association of Colleges of Nursing (2011) projects that the shortage, would increase to 260,000 by the year 2025. AACN (2011) also reported that 13% of newly registered nurses changed jobs and 37% were ready to change within a year. A study conducted reports that there is a correlation between higher nursing workloads and nurse burnout, retention rates, job dissatisfaction and adverse patient outcomes (Vahey & Aiken, 2004). Among the nurses surveyed in the study, over 40% stated that they were suffering from burnout while 1 in 5 nurses intended
However, upon securing a job, they find that things on the ground are not as they had expected them to be and this results in some of them deciding to leave the profession early. Research shows that turnovers within the nursing fraternity target person below the age of 30 (Erickson & Grove, 2011). The high turnover within the nursing fraternity results in a massive nurse shortage. This means that the nurses who decide to stay have to work for many hours resulting in exhaustion. A significant percent of nurses quitting their job sites exhaustion and discouragement as the reason that contributed to their decision. In one of the studies conducted on the issue of nurse turnover, 50% of the nurses leaving the profession argued that they felt saddened and discouraged by what they were unable to do for their patients (Erickson & Grove, 2011). When a nurse witness his/her patients suffering but cannot do anything because of the prevailing conditions he/she feels as if he/she is not realizing the reason that prompted him/her to join the nursing profession. The higher rate of nursing turnover is also affecting the quality of care nurses provide to
I notice that newer nurses feel a great amount of pressure to do things perfectly, which anyone who has been in nursing for a while can tell you that nursing is an imperfect profession. We are humans, caring for other humans and we are all just doing the best that we can and what is in the best interest of our patients. Maintaining a positive attitude is important, and challenging at times. Even though the environment that many of us work in is controlled, good or bad, many of the things that occur are beyond our control. Learning to go with the flow and ask for help when needed can make nursing a little bit less overwhelming.
Nursing units today, need to be ran like a well-oiled machine. In order to do this, everyone that makes up the nursing unit needs to understand their co-workers and what drives them professionally. There are four generations that make-up todays nursing units. I believe, if everyone had a clear understanding of what generations encompass their nursing unit there will be less conflict in the nursing unit and a better understanding of what drives each individual professionally. Which in turn, leads to nurses spending more time at the patient’s bedside, better patient care given and thus improved patient outcomes.
Pearson (2013) clarifies “clinical decision making is essential to every aspect of care delivered to a patient” (p. 214). It is the ability to blend information and make decisions that will later be implemented in the situation. Evidence-based decision making involves choosing from a variety of possibilities and combining the knowledge through research and the scientific evaluation of one’s practice. The purpose of this paper is to analyze my decision of administering ativan by advocating for the patient and anticipating her change prior to confirming signs; which provided a therapeutic response.
Nursing is a great career choice that can be very rewarding and has many benefits that come with the job. One downside to nursing is the scheduling because it runs on a shift system, it can lead to many problems. Nurses often have to work long hours, that can last sometimes more than twelve hours at a time. Working this long can lead to problems on the job, as well as health problems and trouble sleeping.
...ly complex and full of skill and knowledge. Nurses usually have a close relationship with their patients which drives them to help in anyway possible which can often cause a medical advancement. Throughout time, nurses have worked hard, whether the profession was well respected or not, which is how many of the different changes have happened in nursing. This profession has been evolving continuously to shape what is happening in the nation and the world to continue to help the sick and injured. You can see throughout time what influences the events had on the changes in the field of nursing. Nursing will continue to evolve with new and different hospital structures and more advanced technology. No matter how advanced the gadgets become or how complex the job is, nurses will remain being caregivers and with vouch for the sick and at risk members of our communities.
The nursing field continually develops new skills to help nurses create positive changes within health care organizations, e.g., becoming future-oriented, seeing the “big picture,” communicating persuasively, viewing change as an opportunity, and being proactive rather than reactive. Understanding what these skills mean, as well as, how to apply them at our jobs can create positive outcomes within our working environment; even more, they can lead to improved quality of care to our patients. As you know, my back issues have prevented me from working for the last 16 months, therefore, my views on these skills may be different than a RN that is currently
Being a registered nurse affords one the option of working in many diverse healthcare settings. In any practice setting the climate of health care change is evident. There are diverse entities involved in the implementation and recommendation of these practice changes. These are led by the Robert Wood Johnson Foundation (RWJF), the Institute of Medicine (IOM), nursing campaign for action initiatives, as well as individual state-based action coalitions. Nurses need to be prepared and cognizant of the transformations occurring in health care settings as well as the plans that put them at the forefront of the future.