ONS nursing advocacy

DQ 3-1 response 1
Working in Oncology care, the Oncology Nursing Society or
ONS is a national professional specialty nursing association that
I have been an ongoing member of since 2010. As an
organization, their mission is “to advance excellence in
oncology nursing and quality cancer care” with a vision “to lead
the transformation of cancer care” (Oncology Nursing Society,
2017). Innovation, excellence and advocacy is what guides ONS
to improve the quality of life and outcomes for patients with
cancer and their families as well as improving the nursing
profession (Oncology Nursing Society, 2017). They are
continually working towards promoting respect and recognition
on behalf of patients and the nursing profession. They not only
engage in providing education and training for nurses but also
engage in international outreach and partnering with other
organizations that share common goals to enhance quality of
care for people with cancer. They also serve as advocates to
promote public health policy. ONS sends members to the Nurse
in Washington Internship program annually giving attendees a
better understanding of political, legislative and regulatory
issues facing nurses ending with a visit to Capitol Hill to
influence policy for nurses and the patients they serve (Saria et
al., 2014). Cancer care is complex and continuously
changing. As a member of the health care team, I feel the values
of excellence, innovation and advocacy are reflected in their
mission and vision statements. I also feel their mission and
vision statements also mirrors the organization I work for. As a
health care provider, Aurora Health Care, helps people to live
well, providing the best care possible during and after a
patient’s hospitalization. They support and encourage their
medical/oncology nurses to become oncology and chemotherapy
certified. They provide annual mandatory cancer education and
offer monthly oncology seminars for all health care providers.
The also encourage and support local, state and national

seminars as well for their nurses. As a health care provider, they
are devoted to providing the most current up to date treatment
and promote safety through the encouragement and participation
of evidence based initiatives and quality improvement
projects.
References
Oncology Nursing Society. (2017). About ONS.
Retrieved October 9, 2017, from https://www.ons.org/about
Saria, M. G., Stone, A., Walton, A. L., Brown, G., Norton, V.,
& Barton-Burke, M. (2014). Voices of oncology nursing society
members matter in advocacy and decisions related to U.S.
health policy. Clinical Journal of Oncology Nursing, 18(6), 719-
721. doi:10.1188/14.cjon.719-721
Response 2
Dignity Health hospitals are committed to furthering the healing
ministry of Jesus. They pride themselves on delivering
compassionate, high-quality, affordable health services while
serving and advocating for the poor and disenfranchised and
partnering with others in the community to improve the quality
of life.
Their vision is to be “known as a national health care system
knownfor service, chosen for clinical excellence, standing in
partnership with patients and employees” (Mission, Vision, and
Values, n.d.). Their values are dignity, collaboration, justice,
stewardship and excellence. These values and missions align
with my values perfectly. I believe that Jesus should be at the
root of all that we do and where our care should begin. Dignity
is important because everyone deserves to be valued.
Collaboration is an imperative component of our how we should
provide safe and effective care. Justice should be allotted to
everyone regardless of their social status and we should
demonstrate compassion as nurses and health care providers to
everyone. Stewardship is a key factor in our ability to speak and
advocate for others who trust us so that we can promote healing.
Lastly, excellence should be the expectation of the standard of

care provided. It seems to me that Dignity Health has a strong
foundation and a firm faith that they utilize simultaneously to
provide the best care for their patients. It sounds like a health
care organization at its finest.
Reference:
Mission, Vision, and Values. (n.d.). Retrieved October 09,
2017, from https://www.dignityhealth.org/north-
state/locations/mercy-redding/about-us/mission-vision-values
Response 3
I have been working in L/D for 2 years now ad ave seen lots of
changes in the department. Recently i have been member of
Baby Friendly comittee. Our organization vision is to become a
Baby Friendly hospital by the end of the year. Their mission is
to implement the Ten Steps to Successful Breastfeeding and
follow the International Code of Marketing of Breast-milk
Substitutes providing mothers and babies with the early support
needed to achieve successful breastfeeding.
The Baby Friendly Hospital is a global, evidence-based, public
health initiative and advocacy activity that supports practices
promoting the initiation and maintenance of breastfeeding and
encourages women's informed infant feeding decisions. "The
BFHI accreditation program was conceptualized as a global
recognition of excellence and designed to act as an incentive for
maternity facilities that implemented and practiced all the Ten
Steps to Successful Breastfeeding. Between June 1991 and
March1992 the BFHI was announced, developed, field tested
and launched". (Marjorie Atchan, Davis, Foureur, 2016).
Organization is contributing to mother/baby bonding and the
goal is to achieve optimal infant feeding outcomes using Ten
Steps to Successful Breastfeeding. Hospital promote BF by
giving the mothers information, confidence, skills, and support
to successfully initiate and continue breastfeeding. Developing
Baby-Friendly facility is a challenging, and exciting with the

opportunities to implement high functioning work team, build
leadership skills among employees, promote education and
skills, increases patient satisfaction, and increase in
breastfeeding. The staff is getting trained in techniques to
support exclusive breastfeeding to support mother to increase
rate of breastfeeding.
Reference:
Marjorie Atchan, Deborah Davis, Maralyn Foureur. (2016). An
historical document analysis of the introduction of the Baby
Friendly Hospital Initiative into the Australian
setting. ELSEVIER, 51-62.
http://dx.doi.org/http://dx.doi.org.lopes.idm.oclc.org/10.1016/j.
wombi.2016.07.004
Response 4
The American Association of Colleges of Nursing (AACN)
contends that the education level plays a critical role on the
knowledge and competencies that a registered nurse possess.
The current research linking the patient safety outcomes to BSN
and ADN nurses simply states that the quality of patients care
relies on the level of the well-educated nursing workforce. As
per the research, hospitals that employ a large number of the
BSN-prepared nurses have a lower patient mortality rates. A
10% rise in the nurses’ proportion with BSN got associated with
a 7% reduction in patient deaths (Aiken, et al., 2014). When
BSN-level nurses care for patients it results in less mortality,
shorter time in hospital beds, and also faced lower costs of
health care. The research concludes that there exists a strong
relationship between the nurses’ education level and the patient
safety outcomes. It is clear that majority of the nurses
practicing in the field holds either a BSN or ADN degree,
making up an approximately 70% of the nursing workforce.
That shows the impact that education level has on the nursing,
i.e. the measure of the nursing educated employs RNs with a
BSN or a higher degree. According to the research, hospitals
with highly educated nurses record a low cardiac death rate, low

rate of rescue failure and a lower in 30 days mortality
(Yakusheva, et al., 2014).
In my view, the practical nursing experience is vital compared
to the education level because just learning cannot generate the
clinical expertise. Nursing is mostly based on integration of the
theoretical knowledge into clinical expertise. Theoretical
degrees only enable nurses to query and clarify the quiz from
patients and have a contribution to the skill development and
the clinical setting, but patients get dealt with and rescued with
the clinical expertise. A year ago, I got admitted to a hospital
for 10 days. Through my experience and the care that I received
from the nurses, I can just conclude that experience and
knowledge are interdependent. Thus, best services and safety of
the patients’ outcome are better when nurses have higher
education qualifications and also have more clinical experience.
References
Aiken, L. H., Sloane, D. M., Bruyneel, L., Van den Heede, K.,
Griffiths, P., Busse, R., ... & McHugh, M. D. (2014). Nurse
staffing and education and hospital mortality in nine European
countries: A retrospective observational study. The Lancet,
383(9931), 1824-1830.
Yakusheva, O., Lindrooth, R., & Weiss, M. (2014). Economic
evaluation of the 80% baccalaureate nurse workforce
recommendation: A patient-level analysis. Medical Care,
52(10), 864-869.
Response 5
A great organization that has similar values and beliefs to the
organization that I practice at is Shriners Hospital for Children.
Both organizations are non-profit organizations and both
mission statements and vision put patient centered care at the
forefront. Shriners Hospital for Children specialize in the
pediatric population but at Tampa General Hospital we also
have a very specialized Pediatric department. For example,
Shriners Hospital for Children mentions family-centered care
and collaborative care environment in their mission statement
(Shriners Hospital for Children, 2017). The vision and mission

statement at Tampa General Hospital is accurate. For this
reason, in the mission statement it discusses importance of
clinical outcomes, care processes, cos effectiveness, and patient
experience (Tampa General Hospital, 2017). Our organization
practices what they mention in the mission statement and
vision.
References:
Shriners Hospital for Children, 2017. Mission and Vision.
Retrieved
from: https://www.shrinershospitalsforchildren.org/mission-
and-vision
Tampa General Hospital, 2017. Who We Are. Retrieved
from: https://www.tgh.org/more-about-tgh/who-we-are
DQ 3-2
RESPONSES 1
A mentorship can empower new nurses to develop their
professional identity and spur them to action (Posluszny, 2014).
When I entered the field of nursing, I came across many
challenges within my first year as a new nurse. During my
training, I really wasn’t assigned to any one specific preceptor
but several of them. There was one preceptor that stood out in
my mind to help guide me and really develop my professional
identity. She always made herself available and open to any
type of questions as well as shared her knowledge and expertise
throughout my orientation period which was only 4 weeks at
that time. After only 6 months on the unit, I found myself being
the senior nurse on the floor. It has been estimated that roughly

17.5% of newly hired nurses leave their job within the first year
and 33.5% leave within two years (Kovner, Brewer, Fatehi, &
Jun, 2014). I believe if it wasn’t for her I would have left my
current position. Because of her I learned that nursing is no
ordinary job, it’s a career that offers endless opportunities. The
kindness she showed to me helped me to build confidence in my
nursing practice and devlop the skills I needed to help guide
those I worked along side who were new to not only the hospital
setting but oncology care at that time. She showed me that one
must be able to take his or her leadership role and responsibility
for his or her own professional development and nursing
practice. For this reason and having a true passion for oncology,
I became certified back in 2010. As a teaching hospital for
student nurses and preceptor for new hires, I try to think about
the challenges I faced and the mentor who helped guide me. I
try to set an example and offer guidance, being supportive and
offer reassurance when needed. I don’t think I would be where I
am at in my nursing career if it wasn’t for her. Mentoring those
entering nursing is a key ingredient who may think about
entering in the oncology nursing profession (Poluszny, 2014).
References
Kovner, C. T., Brewer, C. S., Fatehi, F., & Jun, J. (2014). What
does nurse turnover rate mean and what is the rate? Policy,
Politics, & Nursing Practice, 15(3-4), 64-71.
doi:10.1177/1527154414547953
Posluszny, L. (2014). Shaping undergraduate professional
identities through mentoring and promoting the future of
nursing. AORN Journal, 100(6), 566-569.
doi:10.1016/j.aorn.2014.09.008
Response 2To be successful in any field, aspiring leaders
require role models and guidance. This is especially true in
healthcare as an increasing number of its managers opt for work
outside of the traditional healthcare setting or leave to start
careers in different fields. At some point during your career,
you may have considered becoming a mentor but dismissed the
idea, thinking it would not be worth the time and energy you put

into it.But Being a mentor is more important than ever-and you
will get more out of the relationship than you think.A mentor
affects the professional life of a trainee by fostering insight,
identifying needed knowledge, and expanding growth
opportunities.
During my capstone project i chose the house spervisor as my
mentor at my facility. One of your roles as a mentor is to set a
good example for your trainee. Knowing her responsiblility for
providing appropriate and accurate guidance motivated me to
work harder. Furthermore, mentoring can give you a fresh
perspective on your performance. I was lucky to have her who
supported in my project of implementing changes in the
facility. -She was always had feedback on better way to
approach changes and enforce staff in positive way about
changes needed. The questions she asked me helped me to take
a critical look at how I was doing and what areas I needed to
adjust for improvement.
As a mentor you can help bridge the gap between generations
that have varying workplace values and styles. Your ability to
manage people different from you is a valuable skill, especially
as the workplace continues to grow more diverse. Besides
enhancing your skills, mentoring can improve your
performance.Your role as a mentor can contribute to the success
of your entire organization. As a healthcare manager, you know
the importance of developing and retaining good employees. By
priming promising employees to become top-performing
executives and by providing them with the challenges, support,
and commitment needed to keep them in your organization, your
mentoring efforts effectively address issues of succession
planning and retention.
Reference:
Career Resources. (n.d.). Retrieved October 11, 2017, from
http://www.ache.org/newclub/CAREER/MentorArticles/Benefits

.cfm
Response 3
can remember when I first started working at Mental Health,
and the amazing mentor I had. She was very patient with me and
never made me feel uncomfortable with asking questions. I was
very timid and scared my first week there, and Teresa did
everything she could to make me feel safe. Having her as my
mentor for 4 weeks was an experience I will never forget,
because of the professional growth I gained during that short
time period. Seeing how Teresa was with me, made me want to
help new employees down the road, once I had more experience
under my belt. I remember with Teresa, I was supposed to start
day 1 with only 1 patient and then each day, add 1 more patient
to my workload. However, on day 1, Teresa gave me 3 patients
and by the third day, I had all 6. She thought that only having 1
patient for 12 hours would be rather boring and she made it
known that she would be there to guide me along the way. I
think by her encouraging me and pushing me a little bit out of
my comfort zone, helped me to become the nurse I am today,
and helped me gain the confidence that I needed as a brand new
nurse, especially in psych. I think I would mentor other
providers, the same way I was mentored. There are a couple
mental health workers who are considering going to nursing
school, and I strongly encourage them to do so. As a mentor, I
would make sure that the person I am mentoring knows that my
door is always open for them. I would make myself available for
any and all questions. I would encourage them and probably
push them a little out of their comfort zone as well, because that
is what really helped me to strive towards success. I would be
there to encourage and cheer them on, along the way. Being a
good mentor takes someone really special with a good heart,
patience and passion for the field they are mentoring in.
response 4
For my capstone project I chose the infectious disease
coordinator at my workplace as my mentor. Working towards
capstone RN to BSN project was very challenging. However,

having a mentor empowered me to eradicate or ease barricades
by improving my confidence in Evidence Based Practice and
establishing trust in my skill to work towards the
implementation as EBP “Proper Hand Hygiene Compliance for
Patient Safety.” During our first meeting I was dreading the
project; she talked and assured me that we will be successful on
the project, but I felt I was not confident enough in myself. Due
to great intraprofessional collaboration with my mentor
throughout my clinical emersion hours, I have found that I was
amazed to see how much passion she had to guide me through
my research journey. She was very supportive and caring
regarding research that needed to be done as EBP. Displaying
the quality of honesty, mutual trust and respect to ensure and
improve my knowledge as desired for capstone project. She
made the practice approaches enjoyable by providing support,
organizing learning practice activities, supervising and offering
productive feedback, assessing performance, monitoring and
setting realistic goals to name a few. And according to IPS form
GCU (n. d.), she maintained a high professionalism by
exercising professional nursing leadership and management
roles in the promotion of patient safety and quality care.
Comply with health care policy development to influence
nursing practice and health care. Comprehend nursing concepts
and health theories. Understand and value the processes of
critical thinking, ethical reasoning, and decision making. Utilize
the nursing process to provide safe and effective care for
patients across the health-illness continuum: promoting,
maintaining, and restoring health; preventing disease.
Implement patient care decisions based on evidence-based
practice. Provide individualized education to diverse patient
patients and health care providers. At the end I overcome my
fear and met my optimal goals by gaining experience from a
more experienced professional who guided and educated me
about relevant necessary skills to be effective.
ISP form GCU (n. d.) Retrieved October 12, 2017 from NRS-
490 Individual Success Plan

Response 5At the beginning of my nursing career in my facility,
they enlisted all new graduate nurse to participate in a nurse
residency program. My hospital is actually the first nurse
residency in Florida to be recognized. It is very beneficial
because as a new nurse feelings of uncertainty, and
insufficiency are feelings that most feel. An example form an
online source mentions, mentorship being an exchange of
learning that two individuals share while in a new experience
(Hnatuik, Cynthia, 2013). My mentor at work is very
knowledgeable, she is kind, caring and is always open to answer
questions even when she is busy. She supports me continuing
my education and she even offers to help with school whenever
I need assistance. A great example of using your mentor
appropriately is last weekend when I had a very critical patient.
The situation was my patient was suffering from neurogenic
shock and had a new onset of atrial fibrillation with rapid
ventricular rate. I had to call the critical care group all night to
attempt to combat the cardiac rhythm. We do not take care of
many cardiac patients due to the fact that we specialize in
neurologic patients. The critical care provider ordered a 10mg
IV push of Diltiazem (Cardizem), I was unsure if the ordered
dose was acceptable or if it was a normal so I consulted my
mentor. She was actually unsure but she advised me to call
pharmacy to clarify. We did that and pharmacy clarified the
ordered amount was within normal limits for administration.
Thank God for my mentor because I had pulled two vials of
Cardizem and if I was to push the full two vials I would have
killed the patient. In reality the 10mg was actually 2ml not
10ml. I tend to be some sort of a mentor to the newer nurses
because you can tell that they are overwhelmed and it helps for
them to hear from someone who has been in their shoes. I
usually tell them never fear asking a question and if you do not
feel comfortable about doing something seek clarification
before you do something that can cause harm to a patient.
References:

Hnatuik, Cynthia, 2013. Minority Nurse. Mentoring Nurses
Toward Success. Retrieved
from: http://minoritynurse.com/mentoring-nurses-toward-
success/
DQ 3
-
2
RESPONSES 1
professional identity and spur them to action
(Posluszny, 2014). When I entered the field of nursing, I came
across many challenges within my first
year as a new nurse. During my trai
ning, I really wasn’t assigned to any one specific preceptor but
several of them. There was one preceptor that stood out in my
mind to help guide me and really
develop my professional identity. She always made herself
available and open to any type of ques
tions
as well as shared her knowledge and expertise throughout my
orientation period which was only 4
weeks at that time. After only 6 months on the unit, I found
myself being the senior nurse on the floor.
It has been estimated that roughly 17.5% of newly

hired nurses leave their job within the first year and
33.5% leave within two years (Kovner, Brewer, Fatehi, & Jun,
2014).
I believe if it wasn’t for her I
would have left my current position. Because of her
I learned that nursing is no ordinary job, it’s
a
career that offers endless opportunities. The kindness she
showed to me helped me to build confidence
in my nursing practice and devlop the skills I needed to help
guide those I worked along side who were
new to not only the hospital setting but oncolog
y care at that time. She showed me that one must be
able to take his or her leadership role and responsibility for his
or her own professional development
and nursing practice. For this reason and having a true passion
for oncology, I became certified back
in
2010. As a teaching hospital for student nurses and preceptor
for new hires, I try to think about the
challenges I faced and the mentor who helped guide me. I try to
set an example and offer guidance,
being supportive and offer reassurance when needed.
I don’t think I would be where I am at in my
nursing career if it wasn’t for her. Mentoring those entering
nursing is a key ingredient who may think
about entering in the oncology nursing profession (Poluszny,
2014).
References

Kovner,
C.
T., Brewer,
C.
S
., Fatehi,
F., & Jun,
J. (2014). What does nurse turnover rate mean and
what is the rate?
Policy, Politics, & Nursing Practice
,
15
(3
-
4), 64
-
71. doi:10.1177/1527154414547953
Posluszny,
L. (2014). Shaping undergraduate professional identities
through mentori
ng and promoting
the future of nursing.
AORN Journal
,

100
(6), 566
-
569. doi:10.1016/j.aorn.2014.09.008
require role models and guidance. This is
especially true in healthcare as an increasing number
of its managers opt for work outside of the
traditional healthcare setting or leave to start careers in
different fields. At some point during your
career, you may have considered becoming a mentor but
dismissed the idea, thinking it would not be
worth the
time and energy you put into it.But Being a mentor is more
important than ever
-
and you will
get more out of the relationship than you think.A mentor affects
the professional life of a trainee by
fostering insight, identifying needed knowledge, and expandi
ng growth opportunities.
mentor at my facility. One of your roles
as a mentor is to set a good example for your trainee. Knowing
her responsiblility for providing
appropriate and accurate gui
dance motivated me

to work harder. Furthermore, mentoring can give
you a fresh perspective on your performance. I was
lucky to have her who supported in
my project of
implementing changes in the facility.
-
She was always had feedback on better way to a
pproach
changes and enforce staff in positive way about changes needed.
The questions she asked me helped
me to take a critical look at how I was doing and what areas I
needed to adjust for improvement.
DQ 3-2
RESPONSES 1
professional identity and spur them to action
(Posluszny, 2014). When I entered the field of nursing, I came
across many challenges within my first
year as a new nurse. During my training, I really wasn’t
assigned to any one specific preceptor but
several of them. There was one preceptor that stood out in my
mind to help guide me and really
develop my professional identity. She always made herself

available and open to any type of questions
as well as shared her knowledge and expertise throughout my
orientation period which was only 4
weeks at that time. After only 6 months on the unit, I found
myself being the senior nurse on the floor.
It has been estimated that roughly 17.5% of newly hired nurses
leave their job within the first year and
33.5% leave within two years (Kovner, Brewer, Fatehi, & Jun,
2014). I believe if it wasn’t for her I
would have left my current position. Because of her I learned
that nursing is no ordinary job, it’s a
career that offers endless opportunities. The kindness she
showed to me helped me to build confidence
in my nursing practice and devlop the skills I needed to help
guide those I worked along side who were
new to not only the hospital setting but oncology care at that
time. She showed me that one must be
able to take his or her leadership role and responsibility for his
or her own professional development
and nursing practice. For this reason and having a true passion
for oncology, I became certified back in
2010. As a teaching hospital for student nurses and preceptor
for new hires, I try to think about the
challenges I faced and the mentor who helped guide me. I try to
set an example and offer guidance,
being supportive and offer reassurance when needed. I don’t
think I would be where I am at in my
nursing career if it wasn’t for her. Mentoring those entering
nursing is a key ingredient who may think
about entering in the oncology nursing profession (Poluszny,
2014).
References
Kovner, C. T., Brewer, C. S., Fatehi, F., & Jun, J. (2014). What
does nurse turnover rate mean and
what is the rate? Policy, Politics, & Nursing Practice, 15(3-4),
64-71. doi:10.1177/1527154414547953

Posluszny, L. (2014). Shaping undergraduate professional
identities through mentoring and promoting
the future of nursing. AORN Journal, 100(6), 566-569.
doi:10.1016/j.aorn.2014.09.008
require role models and guidance. This is
especially true in healthcare as an increasing number of its
managers opt for work outside of the
traditional healthcare setting or leave to start careers in
different fields. At some point during your
career, you may have considered becoming a mentor but
dismissed the idea, thinking it would not be
worth the time and energy you put into it.But Being a mentor is
more important than ever-and you will
get more out of the relationship than you think.A mentor affects
the professional life of a trainee by
fostering insight, identifying needed knowledge, and expanding
growth opportunities.
mentor at my facility. One of your roles
as a mentor is to set a good example for your trainee. Knowing
her responsiblility for providing
appropriate and accurate guidance motivated me to work
harder. Furthermore, mentoring can give
you a fresh perspective on your performance. I was lucky to
have her who supported in my project of
implementing changes in the facility. -She was always had
feedback on better way to approach
changes and enforce staff in positive way about changes needed.
The questions she asked me helped
me to take a critical look at how I was doing and what areas I
needed to adjust for improvement.

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