Nursing Management and Change Theory
In preparation for the upcoming inspection, several factors need to be considered and weighed by the nursing manager before actions are implemented. It is understood that when any large national health care corporation takes over a smaller hospital or system of hospitals, it is viewed primarily as a financial venture. The corporation as a whole views the medical aspects secondarily.

Following is a list of the types of considerations to be evaluated.

Is your unit making or costing the hospital money?

Is your unit using cost-effective measures in treating the patients?

Is your unit concerned only with health care and not bottom line costing?

Is your unit demonstrating a careful balance between excess cost and above-average health care for your patients?

Are there waste margins that can be trimmed? (e.g., using 4x4s with 3x3s would suffice? charting all consumables used so that proper billing can be done without incorrect billing (over or…...

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Bibliography

Argyris, C. (1990) Overcoming Organizational Defenses. Boston: Allyn & Bacon.

Bettelheim, B. (1943) "Individual and Mass Behavior in Extreme Situations," Journal of Abnormal and Social Psychology 38, 417-452.

Bushe, G. & Pitman, T. (1991) Appreciative Process: A Method for Transformational Change. OD Practitioner. September, 1-4.

Goffman, E. (1959) The Presentation of Self in Everyday Life N.Y.: Doubleday.

Had I better defined the problem early on in the call, I could have cut the frustration on both our parts by going directly to the objective of requesting an appointment via a message for cold signs and symptoms. eing more decisive would have led me to generate as many potential solutions as possible. I could have then been presented them clearly to the patient and allowed the patient to choose home advice, telephone treatment, or message to her physician for a call back (Hesketh 1997).
Acknowledgement of the cultural aspects of the person is necessary if nurses are to provide holistic care to the recipients of health-care services (Slusher and Newell-Withrow (1996). And, exposure to and personal interactions with people of diverse cultures foster an acceptance of multiculturalism that can be beneficial (Thobaben and Mattingly, 1993). However, I believe my knowledge regarding the cultural belief of a medical doctor…...

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Bibliography

Chaffee, M. (1999, July), "A Telehealth odyssey." American Journal of Nursing, 99(7): 27-32.

Crouch R, Dale J. (1998). "Telephone triage - how good are the decisions? Nursing Standard 12(35):33-39.

Hood, L., and Leddy, K.L. (2003). Conceptual Bases of Professional Nursing.

Hesketh, A and Dowling, M (1997). Facts not Fiction. Scotland UK: Centre for Medical Education University of Dundee.

;
Assists staff to effectively supervise and delegate to other team members;

Models coaching and mentoring;

Effectively builds an cohesive nursing team; and Assists staff in managing conflict. (2003)

In relation to 'Caring for Self, Staff and Patients' the Nursing Leadership Institute Competency Model states the following key competencies and behaviors as being necessary:

Recognizes the importance of building a sense of community in the work environment;

Demonstrates supportive behaviors in working with staff;

Rewards and celebrates staff successes in a way that is meaningful to the staff member;

Works to build a 1:1 relationship with each staff member;

Takes time to learn about the families of staff;

Remains flexible and sensitive to staff scheduling needs;

Supports staff during difficult interpersonal times;

Values the opinions and diversity of staff;

Shows appreciation when staff work overtime or change their schedules;

Recognizes and supports family responsibilities and needs;

Demonstrates a commitment to personal wellness and work-life balance;

Promotes celebrations and activities to build a cohesive unit.

Models effective personal…...

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Bibliography

Aiken, L.H., S.P. Clarke, D.M. Sloane, J. Sochalski, and J.H. Dilber. 2002. "Hospital Nurse Staffing and Patient Mortality: Nurse Burnout, and lob Dissatisfaction." JAMA 288 (16): 1987-93.

Aroian, J.E, K.J. Horvath, J.A. Secatore, H. Alpert, M.J. Costa, E. Powers, and S.S. Stengrevics. 1997. "Nurse Manager Role Implementation." Journal of Nursing Administration 27 (4): 27-31.

Brown, Montague (1992) Nursing Management: Issues and Ideas. Jones & Bartlett. Online available at  http://books.google.com/books?id=40jH7L2fgrwC&dq=nursing+staff+management+communication+staff+welfare 

Daggett, L.M., J.B. Butts, and K.K. Smith. 2002. "The Development of an Organizing Framework to Implement AACN Guidelines for Nursing Education." Journal of Nursing Education 41 (1): 34-37.

d.).
4. What type of power does Cathy, the unit manager, possess? What about each of the charge nurses? Give examples from the case study to defend your choices.

As the nurse in charge of the intermediate care unit, Cathy Jones had position or coercive powers brought by her job description and responsibilities as the unit manager. Cathy's position power can also be considered as legitimate power because of her responsibilities within the hospital. Similar to Cathy, the three charge nurses also had coercive powers since they were to make their subordinates identify the reasons for decline because of their positions in the hospital.

5. Describe situations when you apply the different types of power. Use examples from home, school, work, etc.

Legitimate and reward powers are applicable at school and home where parents and teachers have the right to instruct children respectively and reward those with good behaviors. At work places, these powers…...

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References:

Roskoski, J. (n.d.). Leadership Styles in Nursing Management. Retrieved September 11, 2011,

from http://www.ehow.com/list_6513772_leadership-styles-nursing-management.html

Zerwekh, J., & Claborn, J.C. (2009). Nursing Today: Transitions and Trends (6th ed.). St. Louis:

Saunders Elsevier.

Nursing Leadership
Batcheller, J.A. (2011). On-boarding and enculturation of new chief nursing officers.

Journal of Nursing Administration, 41(5), 235-239.

This article examines the on-boarding process for new chief nursing officers by examining the onboarding process for 6 new chief nursing officers. The examination is aimed at determining what type of support leaders new to an executive role requires and how to on-board leaders who are experienced, but who are new to a particular organization. The possible implications of this research is that if the on-boarding process is insufficient, then it may contribute to high turnover rates and the short length of chief nursing officer positions.

Carlson, C.L. & Plonczynski, D. (2008). Has the BARRIER cale changed nursing practice? An integrative review. Journal of Advanced Nursing, 63(4), 322-333.

This article examines whether the BARRIER cale, which identifies nurses' barriers to using evidence-based practice, contributed to an increase in the use of evidence-based practice. The BARRIER cale…...

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Storch, J., Rodney, P., Pauly, B., & Fulton, T.R., Stevenson, L., Newton, L., & Makaroff,

K. (2009). Enhancing ethical climates in nursing work environments. Retrieved September 27, 2014 from Canadian Nurse website:  http://www.canadian-nurse.com/en/articles/issues/2009/march-2009/enhancing-ethical-climates-in-nursing-work-environments 

The article examines the outcomes of the Leadership for Ethical Policy and Practice, which was a three-year participatory action research survey aimed at nurses, managers, and other team members. The respondents found that nurse leader support was a critical component when enacting ethical leadership initiatives. They also found that an ethical leadership model resulted in higher levels of job-related satisfaction at all levels of the healthcare management team.

Perceptual and attitudinal changes are needed to motivate readiness to learn. Self-directed education is key to adult learning and especially to continuing education in the health professions (McClaran et. al, 1999, p. 184). Studies show that nurses will identify their specific needs for training and education and seek them out. They are also able to learn from previous experiences and build upon them to expand their proficiency of management skills. They seek personal mastery, vision, and team learning in order to grow as individuals and team members. These adult learners, as Knowles expressed, are motivated to learn and seek out the information they need. With education to understand the realities of healthcare management and a chance to develop management skills, nurses have both expanded opportunities and responsibilities that can impact the world of healthcare and provide safer and more satisfactory patient care.

eferences

Goddard NL. Financial management. (1987).

In Vestal KW. Management concepts…...

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References

Goddard NL. Financial management. (1987).

In Vestal KW. Management concepts for the new nurse. Philadelphia: JB Lippincott, 127-152

Gotoh H. Continuing education changes nursing. Japanese Journal of Nursing Administration. 1992, 2 (1) 62-69.

Hiemstra, R., and Sisco, B. (1990) Individualizing Instruction: Making Learning Personal, Empowering, and Successful. San Francisco: Jossey-Bass.

The budgeting process at CHOMP is varied and requires that nursing managers and department heads keep a close eye on the daily activities of staff. It is described as a structured process that begins with planning meetings in August with the financial services department. The department director and the Vice President sign off on the budget in December, and then all budgets are reviewed by the President's Advisory Committee which includes the CEO and the Vice Presidents.
Department directors also have to sign off on their budget in November or December. Budgeting decisions are made by each nursing department. The budget is generally two to three million dollars, including wage and non-wage budgets. The budget is flexible. Nurses need to stay between 95-105% for productivity with an aim of 100%. The budget is averaged so on days when full time employees exceed the hours budgeted based on patient numbers they…...

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References

About Us." (2005). Available:

 http://www.chomp.org/about_us/pages/Our_Mission.html 

Schmaedick, G.L. (1993). "Cost-effectiveness in the nonprofit sector: Methods and examples from leading organizations." Westport, CT: Quorum Books.

Ward Jr., W.J. (1994). "Health care budgeting and financial management for non- financial managers." Westport, CT: Auburn House.

Furthermore, the supervisor must have a keen understanding of the laws and guidelines of the institution so that he can help in interpreting them to the staff. During the interview, there were times when directions were asked of the manager from the employees on how to go about tackling a problem. Sometimes the problems were so technical requiring the quoting of laws. I realized that this is a vital part of the managerial skill that has to be cultivated in order to make an effective manager. Also as the manager was doing his rounds, I realized that many people were asking him to solve their problems, be it social or technical, therefore, a leader should be have the ability of solving problems in a logical and reasoned manner and also be able to motivate people towards the efficient completion of tasks.
Learning about human resource is vital to understand about…...

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References

Veo, P. (2010). Concept mapping for applying theory to nursing practice. Journal for Nurses in Staff Development, 26(1), 17-22.

Kingma, M. (2006). Nurses on the move: global health care Migration and the economy. Nursing Leadership, 19(2), 92-94.

Morgan, J.C., & Lynn, M.R. (2009). Satisfaction in nursing in the context of shortage. Journal of nursing management, 17(3), 401-410.

Redman, R.W., & Potempa, K.M. (2009). Nursing education in human resources in: A worldwide crisis. Collegian: Nursing Journal of the Royal College of Australia, 16(1), 19-23.

Nursing
Bar code medication administration (BCMA) is one of the keys to minimizing medical errors in a manner consistent with evidence-based practice (Poon et al., 2010). However, universal embrace and utilization of BCMA remains stagnant. easons for resisting the transition to BCMA include nurse perceptions. Holden, Brown, Scanlon, & Tzion-Karsh (2012), for instance, found nurses reporting low perceived usefulness of BCMA in spite of the wealth of evidence supporting the technology. Perceived ease of use of BCMA was moderate, suggesting that it is mainly attitude factors preventing nurses from implementing BCMA in their institutions. When perceptions of the usefulness of BCMA increase, then compliance with BCMA standards can become more widespread. Any program that attempts to increase the utilization of BCMA must focus first on human factors including attitudes. This requires that all nurse leaders, as well as nurse educators, prepare advance practice nurses for using BCMA as a matter of…...

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References

Duffield, C.M., Roche, M.A., Blay, N., & Stasa, H. (2011). Nursing unit managers, staff retention and the work environment. Journal of Clinical Nursing, 20(1-2), 23-33.

Roberts, B.R. (2013). Doctor of nursing practice: Integrating theory, research, and evidence-based practice. Clinical Scholars Review, 6(1), 4-8. doi:  http://dx.doi.org/10.1891/1939-2095.6.1.4

Nursing Shortage
eview On Nurses Shortage

The supply of professional nurses relative to the increase in demand for their services has been on a general decline over the years. As a career choice, nursing has been facing perennial shortage of professionals. Most healthcare organizations will affirm that their daunting tasks were recruiting fresh nurses and retaining the ones already in practice. The 2008 projections from the Bureau of Labor Statistics showed that the demand for professional nurses would increase from the then two million to three million, which represents sixty percent increment. In ideal situations, the number of those who have enrolled in nursing will be sufficient to supply the rise in their number. Nevertheless, this would not be the case if nothing were done to salvage the worrying trend of most students not graduating or resorting to other careers. According to Benjamin Isgur of PWHC Health and esearch Institute, of the…...

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References

American Association of Colleges of Nursing. (2009, September, 28). Nursing Shortage Fact Sheet. USA: AACN.

Buerhaus, P.I., Staiger, D., & Auerbach, D.I. (2009). The future of the nursing workforce in the United States: Data, trends, and implications. Boston: Jones and Bartlett Publishers.

Blakeley, J., & Ribeiro, V. (2008). Early Retirement among Registered Nurses: Contributing Factors. Journal of Nursing Management, 16(1), 29 -- 37

Cummings, G., et al. (2008). The Relationship between Nursing Leadership and Nurses' Job Satisfaction in Canadian Oncology Work Environments. Journal of Nursing Management, 16(5), 508 -- 518.

It is thus possible for the institution to retain nurses by strengthening the interpersonal leadership and management skills that lead to empowerment within the healthcare environment. This is especially supported by studies that found that despite the fact that a nurses' pay is important, it is not as critical in enhancing retention as a positive work place or an empowered environment that promotes teamwork and encourages ongoing learning, trust, and respect. (Chan, 2001).
It must always be remembered that nursing retention is the result of a combination of factors. There is no easy solution, and managers and leaders need to choose the combination of approaches that will be effective in their specific organization, since there is no one range or combination of strategies that will fit all.

eferences

Buerhaus, P., Staiger, D.O. & Auerbach, D.I. (2003) Is the Current Shortage of Hospital Nurses Ending? Health Affairs 22: 191-198.

Chan, C.C.A. (2001). Implications of…...

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References

Buerhaus, P., Staiger, D.O. & Auerbach, D.I. (2003) Is the Current Shortage of Hospital Nurses Ending? Health Affairs 22: 191-198.

Chan, C.C.A. (2001). Implications of organizational learning for nursing managers from the cultural, interpersonal and systems thinking perspectives. Nursing Inquiry, 8(3), 196-199.

Faulkner, J., & Laschinger, H. (2008). The effects of structural and psychological empowerment on perceived respect in acute care nurses. Journal of Nursing Management. 16(2): 214-221.

Kanter, R.M. (1979). Power failure in management circuits. Harvard Business Review, 65-75.

Nursing
(a) provides an account of your observations on the management of peripheral intravascular devices from your clinical practicum in NMIH202;

Clinical practicum NM1H202 introduces nurses to the management of peripheral devices via scholarly inquiry and clinical practice. The practicum includes a thorough training in handling, inserting, replacing, and dressing peripheral intravascular devices including peripheral venous catheters. Because the primary risk associated with peripheral intravascular devices is infection, proper management of the devices is crucial. Bloodstream infections can cause patient casualties, leading not just to humanitarian disasters but also financial ones as well.

Hand washing vigilance is a primary part of the introduction to peripheral intravascular device management. While it may seem like an abundance of common sense, hand washing and aseptic techniques themselves depend on continued knowledge acquisition and training. Nurses must stay abreast of latest products and tools that promote hygiene in relation to the management of peripheral intravascular devices in…...

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References

Bregenzer, T., Conen, D., Sakmann, P., & Widmer, A.F. (1998). Is Routine Replacement of Peripheral Intravenous Catheters Necessary? Arch Intern Med. 1998;158:151-156.

Crnich, C.J . & Maki, D.G. (2002). The Promise of Novel Technology for the Prevention of Intravascular Device -- Related Bloodstream Infection. I. Pathogenesis and Short-Term Devices. Clin Infect Dis. (2002) 34 (9): 1232-1242

Crnich, C.J. & Maki, D.G. (n.d.). The role of intravascular devices in sepsis. Current Infectious Disease Reports 3(6): 496-506.

Elliot, T.S.J. (1988). Intravascular device infections. Journal of Medical Microbiology 27(1988): 161-167.

("Summary of the LPN Declaratory Ruling, 2003)
The selected tasks and shared responsibilities of the licensed practical nurse define such nurses as responsible for being adequately prepared for the nursing responsibilities they assume because they have obtained the validation of completion of an approved preparatory program and have evidence of the successful completion of a nursing licensing examination. A registered nurse, however, as the title conveys, must be registered as a specific health care professional, within a professional organization, rather than merely possess evidence of having a license, and has passed the necessary coursework to obtain his or her master's in the nursing profession. The LPN's validation documents state that he or she has reached the achievement of mastering all theoretical and nursing skill competencies required of an entry level practical nurse in caring for individuals in any age group. It states that the licensed practical nurse has the sufficient…...

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Works Cited

Carter, Melodie R. (Jun 2004) "ABCs of Staffing Decisions." Journal of Nursing Management. Retrived 2 Sept 2005 at  http://www.findarticles.com/p/articles/mi_qa3619/is_200406/ai_n9425719 

Nurse Practice Act. (2004) Retrived 2 Sept 2005 at  http://www.arsbn.org/pdfs/practice_act/2004/nursepracticeact_2004.pdf 

Summary of the LPN Declaratory Ruling." (Feb 2003) Connecticut Nursing Journal. Retrived 2 Sept 2005 at  http://www.findarticles.com/p/articles/mi_qa3902/is_200212/ai_n9305171

Nursing BA vs. Associates
Nursing Competencies -- Associates vs. Baccalaureates

The difference competencies between nurses prepared at the associate-degree level nursing vs. The baccalaureate-degree level are significantly different on many levels. Today's nurses work in a healthcare environment that is undergoing a constant evolution at a speed never before imagined (NLN Board of Governers, 2011). Patient needs have become more complicated; nurses must implement requisite competencies in leadership, health policy, system improvement, research, evidence-based practice, and teamwork and collaboration in order to deliver high-quality care. Furthermore, nurses are also required to master different technologies that are also evolving extremely rapidly.

There are basically three different alternative paths to becoming a registered nurse. Some hospitals offer a three-year program that is administered in the hospital setting. Another option is a two to three-year program in which graduates receive an associate's degree and can be administered at a community college or any number of educational…...

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Works Cited

Mahaffey, E. (2002, May 2). The Online Journal of Issues in Nursing. Retrieved from The Relevance of Associate Degree Nursing Education: Past, Present, Future:  http://www.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Volume72002/No2May2002/RelevanceofAssociateDegree.aspx 

Moltz, D. (2010, January 7). Nursing Tug of War. Retrieved from Inside Higher Ed:  http://www.insidehighered.com/news/2010/01/07/nursing 

NLN Board of Governers. (2011, January). Transforming Nursing Education: Leading the Call to Reform. Retrieved from NLN Vision: http://www.nln.org/aboutnln/livingdocuments/pdf/nlnvision_1.pdf

Rosseter, R. (2012, April 2). The Impact of Education on Nursing Practice. Retrieved from American Association of Colleges of Nursing:  http://www.aacn.nche.edu/media-relations/fact-sheets/impact-of-education

Nursing
Elizabeth Kerr Porter

Elizabeth Kerr Porter "was a leader in nursing education and an advocate for nurses' rights," (ANA 2011). Porter advocated for nurses' labor rights in terms of the right to collective bargaining and professional organization. Her work helped improve working conditions for nurses and also lobbied against racial discrimination in the nursing professions. Porter served for many years as the president of the American Nurses Association and also as the Dean of the nursing graduate degree program at Case Western eserve University. Therefore, Elizabeth Kerr Porter promoted the interests of nursing education, enhanced the image of the profession, and also championed the labor rights interests of professional nurses.

Dorothea Dix

Dorothea Dix worked as both an educator and a nurse, but never actually combined her two careers. Dix devoted most of her career to raising awareness about mental illness. Dix advocated for the humane treatment of both asylum inmates and prisoners.…...

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References

American Nurses Association (ANA 2011). Elizabeth Kerr Porter. Retrieved online:  http://www.nursingworld.org/ElizabethKerrPorter 

Buckwalter, K.C. & Church, O.M. (2009). Euphemia Jane Taylor: An Uncommon Psychiatric Nurse. Perspectives in Psychiatric Care 17(3):125-131

Bumb, J. (n.d.). Dorothea Dix. Retrieved online:  http://www.webster.edu/~woolflm/dorotheadix.html 

Lewis, J.J. (n.d.). Clara Barton biography. About.com. Retrieved online:  http://womenshistory.about.com/od/bartonclara/a/clara_barton.htm

Nursing Theory and Practice

The Impact of Nursing Theories on Patient Outcomes
The Role of Critical Thinking in Nursing Practice
Ethical Decision-Making in Nursing: Frameworks and Case Studies
Interdisciplinary Collaboration and its Implications for Nursing Care
Innovations in Nursing Education: Exploring Future Trends

Nursing Research and Evidence-Based Practice

The Importance of Nursing Research for Improving Patient Care
Conducting Nursing Research: Research Designs, Methods, and Analysis
Translating Research Findings into Clinical Practice: Challenges and Strategies
The Role of Technology in Nursing Research and Evidence-Based Practice
Evaluation of Nursing Interventions: Methods and Impact

Nursing Management and Leadership

The Transformational Leader in Nursing: Inspiring and....

1. Medical facilities actively promote self-care among nursing staff through comprehensive programs and resources that address the physical, emotional, and mental well-being of nurses, recognizing the vital role they play in healthcare delivery.

2. Hospitals implement proactive strategies to encourage self-care practices among nursing staff by fostering a supportive work environment, providing flexible scheduling options, and offering access to health and wellness programs tailored to their specific needs.

3. Medical facilities prioritize the education and training of nurses on self-care techniques, equipping them with the knowledge and skills to effectively manage their own health and well-being while providing exceptional patient care.

4. Hospitals....

1. Resilience is not about bouncing back, but about bouncing forward. - Michelle Obama

2. In the face of adversity, nurses demonstrate resilience as a superpower that empowers them to thrive in a demanding field.

3. Resilience is the cornerstone of effective nursing leadership, enabling nurses to navigate challenges and inspire their teams.

4. As the healthcare landscape evolves, the importance of nursing leaders with unwavering resilience becomes paramount.

5. Resilience in nursing leadership is an essential attribute that fosters a positive work environment and improves patient outcomes.

1. Resilience is not about bouncing back, but about bouncing forward. - Michelle Obama

2. In the face....

1. Introduction:
- Overview of the nursing profession
- Importance of nurses in healthcare
- Personal motivation for pursuing a career in nursing

2. Education and Training:
- Pre-requisites for nursing school
- Types of nursing programs (e.g. Associate's degree, Bachelor's degree, Accelerated programs)
- Licensing and certification requirements

3. Clinical Experience:
- Clinical rotations during nursing school
- Hands-on training in a variety of healthcare settings (e.g. hospitals, clinics, nursing homes)
- Preceptorship or internship opportunities

4. Specializations in Nursing:
- Overview of different nursing specialties (e.g. pediatric nursing, critical care nursing, psychiatric nursing)
- Additional training or certification required for specific specialties

5. Continuing Education:
- Importance of lifelong learning in nursing
- Continuing education....