Human resources
Of course, not all professional development is geared at reducing the impact of work-related stressors, but the reality is that that successful professional development should help relieve stress. In fact, professional development is considered a key element of establishing a healthy nursing work environment. According to the Florida Center for Nursing, professional development is one of the twelve essential elements of a healthy work environment. (Florida Center for Nursing, 2006). Obviously, a company's human resources department determines its policies regarding continuing education, including whether a company will offer in-office opportunities for continuing education, whether a company will pay for professional development, and whether nurses will be given time off in order to pursue continuing education. Therefore, it is important to understand the role of human resources in today's health care industry. "Health care is a labor-intensive industry, and money spent on human resources constitutes a large portion of a health care organization's budget. Staff development directors have an opportunity to leverage this large investment with strategic education programs." (Fabre, 2005). Furthermore, health care administrators are coming to the conclusion that "continued professional development of every employee, regardless of role served, is necessary to provide optimal patient care; it is a shared responsibility of the organization and each individual employee. (Roussel, Swansburg, & Swansburg, 2006).
Stakeholders
This continued professional development has positive benefits for nurses and for their employers. However, there is another player in the relationship between productivity and continuing education, and it can have a critical impact on the nature of professional development. This entity is the regulatory agency in charge of nursing licensing. Depending on the states, some nurses are required to take continuing education classes in order to maintain their nursing licenses. Some states have not made continuing education mandatory, but do make it more difficult for nurses to renew their licenses if they have not obtained continuing education. However, other states do not require any type of continuing education. It is important to understand why some regulatory agencies demand continuing education, in order to understand why the government is considered a stakeholder in this relationship. Government regulatory agencies push for continued education to make sure that nurses are up-to-date with new advances in medicine and nursing. Such a practice makes sense, given that some medical truisms from past days have proven to be both ineffective and dangerous. Without requiring nurses to engage in continuing education, regulating bodies have no way of knowing whether or not a nurse is keeping up-to-date with the latest medical practices. Therefore, one must always keep in mind that there are three stakeholders in professional development: the nurse, the regulatory body, and the employer. (Hall, 2005).
Nursing view of productivity
The nurse view of productivity tends to focus on two different elements. First, like most other professionals, "nursing personnel generally want to earn a good living and live a good life, two goals that are inextricably linked. (Swansburg & Swansburg, 2002). In addition, nurses want to give their patient's better care. Combining those two elements, one comes to the conclusion that nurses look at productivity as a function of the care they give their patients, and also as a function of their personal productivity, as that relates to their own lives. Therefore, for nurses to perceive a continuing education course as contributing to productivity, they would need to believe that the education provided either improved patient care or led to personal benefits for the nurse. Fortunately, there are many different types of nursing continuing education that could cause an increase in productivity, as defined from the nurses' perspective.
Because this paper has already discussed the fact that nurses are the triage intake personnel in emergency rooms, the author will now examine a type of continuing education that could increase productivity in exactly such a setting. Training geared at teaching nurses how to diagnose and treat minor medical problems that would actually be more appropriately diverted to urgent care facilities or primary doctor's offices would help eliminate emergency room...
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