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Why would I want to be a registered nurse
Negotiation skills and tactics subtopics
Why would I want to be a registered nurse
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Howley Prospectus The final prospectus before deciding on a practicum will help to formulate a plan to guide me in choosing an experience that will best suit my goals. I hope to be networking and becoming more involved in a role I would like to explore more thoroughly. I will look back over my reflective journal to determine my learning needs and what type of placement will best help me to meet these. I will work with a preceptor to gain experience and meet the goals I set for myself within the course requirements. Goal for obtaining an MSN degree Earning my Masters of Science in Nursing (MSN) degree was always more of a personal goal for me than a professional one. I graduated in 1990 with my Bachelors of Science in Nursing and had always I have contributed to South Shore Hospital Magnet status on many levels, as an employee, and recently submitting an abstract for their conference. I would like to learn more about what contributes to obtaining this status and how to best help staff to understand how it benefits the bedside nurse. I also am interested in getting an experience outside of South Shore Hospital where they are just developing an education platform and growing their leadership. Seeing first hand and helping to improve this seems daunting yet exciting. Risk management and the law is an area I have never really explored despite an interest; I feel nurses are at legal risk in a profession where so much is at Sharon Stemm, MSN, RN, Magnet Program Manager, Clinical Professional Development work phone: Office:781-624-8351. Sharon works at South Shore Hospital, in addition to her work with the Magnet program, she is also an excellent communicator and negotiator. Sharon is respectful of all, yet can prioritize and say no when she needs to. I have much to learn in this area. Karen M.Stockbridge, MSN, RN, working towards her DNP currently. Director of Professional Development, Beth Israel Deaconess Hospital: Milton, MA 199 Reedsdale Road, Milton MA 02186 Office: 617-313-1561 Cell: 339-237-8834 Karen_stockbridge@bidmilton.org. Karen is new to this position, was the nurse educator in the emergency room at BIDMC, Boston. Karen is also an excellent communicator and engages her staff in a way I would like to emulate.
This is desire lead her in the direction of New England Hospital for Women and Children in
Whitehead, D. K., Weiss, S. A., & Tappen, R. M. (2010). Essentials of nursing leadership and
The history of Magnet Status began in 1992. The American Nurse Credentialing Center first developed of the idea of Magnet Status after extensive research studies were perform during the nursing shortage of the 1980’s. The goal was to find out why some hospitals were able to retain and even recruit nurses during the shortage. It was found that of the 165 hospitals that participated, 41 shared seven core attributes. (Chaffee, Leavitt, & Mason, 2007) These seven attributes were the beginning of what have become the fourteen forces of Magnetism. The attributes or forces are based on nursing standards of care. That is the ability of the hospitals, working with the nursing staff to provide the excellent nursing care. That is care for the patient as well as the nursing staff and the hospital as a whole. The programs first awarded Magnet status in 1994. Since then several hundred have reached Magnet Status with several hundred more in the application process. In 2001 the first international hospital was awarded Magnet status. As with the medical field and even nursing all things must change, this includes the Magnet Program. In 1996 the standards and requirements along with the name evolved and changed. The program became known as the Magnet Recognition program for excellence in Nursing Service with requirements moving from internal review to pu...
The Journal of Nursing Administration (JONA) (2012).Exemplary professional practice: the core of magnet organization. Retrieved from http://journals.lww.com/jonajournal/Fulltext/2012/02000/Exemplary_Professional_Practice__The_Core_of_a.4.a
There is a shortage of all health care professions throughout the United States. One shortage in particular that society should be very concerned about is the shortage of Registered Nurses. Registered Nurses make up the single largest healthcare profession in the United States. A registered nurse is a vital healthcare professional that has earned a two or four year degree and has the upper-most responsibility in providing direct patient care and staff management in a hospital or other treatment facilities (Registered Nurse (RN) Degree and Career Overview., 2009). This shortage issue is imperative because RN's affect everyone sometime in their lifetime. Nurses serve groups, families and individuals to foster health and prevent disease.
The magnet recognition program began in the early 1980s as a stride towards promoting nurse retention in the United States. Administrators, directors, staff nurses, and hospital administration gathered together to discuss the essentials of hospital designation. The original research, gathered in 1983, was targeted to identify successful nurse retention. In 1993, the ANCC approved the standards set forth in previous research to become standardized utilizing the forces of magnetism. The 14 characteristics described by the ANCC as “forces of magnetism” define the structure of excellence within the healthcare environment. McClure & Hinshaw (2002), describe the following 14 characteristics that attract and retain nurses to magnet hospitals: “Quality nursing leadership, organizational structure, management style, personal policies and programs, professional models of care, quality of care, quality improvement, consultation and resources, autonomy, community and health organization, nurses as teachers, image of nursing, interdisciplinary relationships, and professional development”.
The Robert Wood Johnson Foundation has been in operation for more than 40 years and has been instrumental in working to improve the status of health and the health care for all individuals within the United States of America. They hold a vision “as a nation, to strive together to create a culture of health enabling all in our diverse society to lead healthy lives, now and for generations to come” ("Robert Wood Johnson Foundation," 2014). The Foundations nursing programs has early initiatives that would improve the profession with the advancement of nurse practitioners, programs improving nursing academics, improved hospital nursing. Currently the foundation is developing leadership skills in advanced level nurses and transforming working conditions of nurses within the hospital setting. In support of nursing and in light of the nation’s severe nursing short...
K. Lynn Wieck, RN, PhD, FAAN, is the Jacqueline M. Braithwaite Professor, College of Nursing, The University of Texas at Tyler, Tyler, TX, and CEO, Management Solutions for Healthcare, Houston, TX; Jean Dois, RN, PhD, NEA-BC, FACHE, is the System Director for Quality and Nursing, CHRISTUS Health System, Houston, TX; and Peggy Landrum, RN, PhD, is Clinical Professor, College of Nursing, Texas Woman 's University, Houston,
Magnet status is an award given by the American Nurses’ Credentialing Center (ANCC) an affiliate of the American Nurses Association (ANA) to hospitals that meet Magnet status criteria. Upon analysis of the history, concepts and theories which drive Magnet status, and reactions to Magnet status by various professionals, one will see that the Magnet Recognition Program awards an extremely positive accreditation that improves nursing, hospitals, and community image.
I have had the privilege to work with an incredible nurse leader over the past two years. This particular nurse leader shares my passion for population health and case management for the support of patients in their homes and keeping patients safe and healthy. The purpose of this interview was to obtain further knowledge about the role desired by the interviewer. By attaining information from a practicing Master’s prepared nurse, the interviewer will develop a deeper understanding of the career advancement and potential opportunities that are available in the local community.
Magnet recognition is awarded by the American Nurses Credentialing Center. To date, over 200 hospitals have achieved the recognition of Magnet Status (Kaplow, 2008). Fourteen characteristics described as the Forces of Magnetism are used to promote what a Magnet hospital provides in terms of care. Examples include quality of care, quality of nursing leadership, quality improvement, and professional models of care. The main aspects of the forces involve having RNs taking on responsibility and leadership to help managers create b...
Some aspects of the nurse’s job have been made easy and facilitated with the aid of other well trained professionals within their working environments. According to the American Nurses Association (ANA) (2012), registered nurse’s performance has greatly improved over the years as a result of their coordination and partnership with the health care system with other health care providers. As a result, registered nurses are today seen to occupy important leadership positions in the healthcare system and they participate when they are making decisions for patients as well as for other
During my interview, I learned several things about Mrs. Slater and nursing in general. To become a nurse, Mrs.Slater graduated from John Tyler Community College with an Associate’s degree as a registered nurse. Her biggest piece of advice while taking prerequisites prior to entering nursing school, is to never give up. Before graduating from John Tyler, Mrs. Slater had transferred from several universities including: VCU, Radford, and Marymount University. Never giving in, allowed her to become a successful woman with the feeling of being accomplished. She has worked several places in the hospital scene including: the Medical Surgical Unit, the Critical Care Unit, and the Progressive Care Unit. Currently, she works in the Preoperative and Postoperative Surgery Center at Virginia Urology. Mrs. Slater works 32 hours a week or 4 days a week. On a daily basis, she prepares patients for surgery and takes care of them post anesthesia. Some daily tasks that she performs include: IV insertion,
There are several nurses that have established themselves successfully in the work I am pursuing. The work mainly involves care management, client teaching and patient advocacy. Care management focuses on ensuring that the care that various health care providers offer is cohesive to meet the patients’ needs. Client teaching deals with enabling patient gain knowledge about the medications and health. Patient advocacy is involved with protecting and advancing patients’ rights.
Pam is a rather petite, bubbly individual who stands about five foot tall with shoulder length reddish brown hair and green eyes. She is pretty, with a warm smile that hugs you when you first meet her and a friendly face with kind, gentle eyes. Pam has been a therapist for fourteen years and she also went through her schooling at Ivy Tech. She loves her job, co-workers, and helping others. “It is my passion in life,” she says. She embraces the idea that she is giving a better quality of life to others. She is also the senior Registered Respiratory Therapist on staff at St. Clare Medical Center and she does all of the clinical sequences with the new students at Ivy Tech.