How one Hospital Shaved Off 88 Minutes from their ALOSEmCare
With goals of getting the right processes and staffing in place, the administration and staff at LewisGale Medical Center in Salem, Virginia put a priority on patient-centered process improvements that would shorten wait times and length of stay in the emergency department (E.D.). Here’s how they improved metrics including decreasing the ED ALOS by 45 percent.
Hardwiring Hospital-Wide Flow To Drive Competitive PerformanceEmCare
Thom Mayer, MD, FACEP, FAAP and Kirk Jensen, MD, MBA, FACEP, authors of “Hardwiring Flow” and “The Patient Flow Advantage, " share their secrets for streamlining processes, changing behaviors, and achieving sustainable advances in hardwiring flow throughout your hospital system.
This presentation is an abridged version of the webinar that Drs. Jensen and Mayer delivered July 9, 2015, in partnership with Becker's Hospital Review.
In 2011, we took it upon ourselves to break down our patient care and examine it from the time the patient arrived (regardless of method) to the time they departed (again, regardless of method). Over the next year, we developed and implemented an end-to-end strategy of patient care and flow, where all decisions were under the scrutiny of what was deemed to be ‘patient-centric’. This process of self-improvement led us to develop a scalable, replicable template for hospitals of all shapes and sizes. Too often, patient flow hurdles and patient care problems are addressed solely through the vantage of individual departments at the expense of efficiency. Our presentation is the result of a personal, real-time experience.
Much has been written in the business literature about managing the waiting experience. Federal Express has noted that “waiting is frustrating, demoralizing, agonizing, aggravating, annoying, time consuming, and incredibly expensive.” We intuitively know this from our own experience as well as from our patients. In this #ACEP13 presentation, Dr. Jensen gives practical tips to improve your patients' ED experience.
Medical Associates Clinic is a large multi-specialty practice in Iowa that was using inefficient paper-based processes. They implemented McKesson's Horizon Ambulatory Care EHR to improve communication and workflow. Initial results included a 40-80% reduction in transcription costs within 2 weeks for some specialties. Once fully implemented, the EHR is projected to save over $1.7 million annually through reduced paper/transcription costs and improved coding accuracy. Physicians can now document visits electronically, improving patient care.
The document discusses the nursing process, which is a systematic method for providing goal-oriented, humanistic care effectively and efficiently. It involves assessment, nursing diagnosis, planning, implementation, and evaluation (ADPIE). Assessment involves comprehensive data collection to determine a client's health status. Nursing diagnoses are clinical judgments about a client's response to health problems. Planning establishes goals and outcomes and determines interventions. Implementation involves performing interventions and evaluation compares a client's status to goals. The primary purpose of the nursing process is to help nurses manage patient care scientifically, holistically, and creatively.
The document summarizes a study on job satisfaction and related factors among hospital nurses in XYZ Hospital. A questionnaire was distributed to 30 nurses across different departments to collect data on job satisfaction, organizational commitment, occupational stress, and professional commitment. Key findings include: 40% of nurses were dissatisfied or unsure about physical work conditions; 60% were dissatisfied or unsure about their immediate manager; only 6.7% were satisfied with pay; 73% were dissatisfied with attention to their suggestions; and 50% lacked job security. Overall job satisfaction was 3.6 and stress was 2.5. Nurses identified strongly with their profession but had concerns about manager support, workload, and staff shortages.
Evidence-based Patient Assignments: How Using Automated and Intelligent Softw...Gene Pinder
Hospitals are under increasing pressure to improve care, lower costs and avoid nurse burnout and turnover. One overlooked area is the patient assignment process, which could benefit from intelligent software. This slide presentation lays out the case for it.
How one Hospital Shaved Off 88 Minutes from their ALOSEmCare
With goals of getting the right processes and staffing in place, the administration and staff at LewisGale Medical Center in Salem, Virginia put a priority on patient-centered process improvements that would shorten wait times and length of stay in the emergency department (E.D.). Here’s how they improved metrics including decreasing the ED ALOS by 45 percent.
Hardwiring Hospital-Wide Flow To Drive Competitive PerformanceEmCare
Thom Mayer, MD, FACEP, FAAP and Kirk Jensen, MD, MBA, FACEP, authors of “Hardwiring Flow” and “The Patient Flow Advantage, " share their secrets for streamlining processes, changing behaviors, and achieving sustainable advances in hardwiring flow throughout your hospital system.
This presentation is an abridged version of the webinar that Drs. Jensen and Mayer delivered July 9, 2015, in partnership with Becker's Hospital Review.
In 2011, we took it upon ourselves to break down our patient care and examine it from the time the patient arrived (regardless of method) to the time they departed (again, regardless of method). Over the next year, we developed and implemented an end-to-end strategy of patient care and flow, where all decisions were under the scrutiny of what was deemed to be ‘patient-centric’. This process of self-improvement led us to develop a scalable, replicable template for hospitals of all shapes and sizes. Too often, patient flow hurdles and patient care problems are addressed solely through the vantage of individual departments at the expense of efficiency. Our presentation is the result of a personal, real-time experience.
Much has been written in the business literature about managing the waiting experience. Federal Express has noted that “waiting is frustrating, demoralizing, agonizing, aggravating, annoying, time consuming, and incredibly expensive.” We intuitively know this from our own experience as well as from our patients. In this #ACEP13 presentation, Dr. Jensen gives practical tips to improve your patients' ED experience.
Medical Associates Clinic is a large multi-specialty practice in Iowa that was using inefficient paper-based processes. They implemented McKesson's Horizon Ambulatory Care EHR to improve communication and workflow. Initial results included a 40-80% reduction in transcription costs within 2 weeks for some specialties. Once fully implemented, the EHR is projected to save over $1.7 million annually through reduced paper/transcription costs and improved coding accuracy. Physicians can now document visits electronically, improving patient care.
The document discusses the nursing process, which is a systematic method for providing goal-oriented, humanistic care effectively and efficiently. It involves assessment, nursing diagnosis, planning, implementation, and evaluation (ADPIE). Assessment involves comprehensive data collection to determine a client's health status. Nursing diagnoses are clinical judgments about a client's response to health problems. Planning establishes goals and outcomes and determines interventions. Implementation involves performing interventions and evaluation compares a client's status to goals. The primary purpose of the nursing process is to help nurses manage patient care scientifically, holistically, and creatively.
The document summarizes a study on job satisfaction and related factors among hospital nurses in XYZ Hospital. A questionnaire was distributed to 30 nurses across different departments to collect data on job satisfaction, organizational commitment, occupational stress, and professional commitment. Key findings include: 40% of nurses were dissatisfied or unsure about physical work conditions; 60% were dissatisfied or unsure about their immediate manager; only 6.7% were satisfied with pay; 73% were dissatisfied with attention to their suggestions; and 50% lacked job security. Overall job satisfaction was 3.6 and stress was 2.5. Nurses identified strongly with their profession but had concerns about manager support, workload, and staff shortages.
Evidence-based Patient Assignments: How Using Automated and Intelligent Softw...Gene Pinder
Hospitals are under increasing pressure to improve care, lower costs and avoid nurse burnout and turnover. One overlooked area is the patient assignment process, which could benefit from intelligent software. This slide presentation lays out the case for it.
EmCare was hired to optimize operations at the emergency department of Community Hospital South in Indianapolis. They implemented a top-down approach, focusing on strong physician leadership, instituting a culture of excellence, and data-driven decision making. Key changes included bedside registration, team nursing, and optimized staffing models. Metrics improved significantly within 6 months, with left without being seen rates dropping from 3.8% to 0.24% and average length of stay decreasing from 351 to 281 minutes. Continued focus on recruitment, staff satisfaction, documentation, and aligning with hospital goals helped sustain these operational improvements.
Dynamic decision model for cyclical employee SchedulingSwapnil Soni
The document describes a mathematical model for optimizing nurse scheduling at a health center using linear integer goal programming. It discusses the problem of generating a cyclic schedule that meets management requirements of minimum staffing levels while considering nurse preferences. Notations and decision variables are defined to represent nurse availability, shift assignments and days off. Constraints include hard constraints to satisfy minimum staffing levels each day and ensure each nurse works only one shift daily. The objective is to develop a cyclic schedule that balances management and employee needs through linear integer goal programming.
The document is a resume for Kimberly Vachon applying for a Transformation Coach position. She has 5 years of experience in healthcare administration and patient care management. As a Customer Service Representative, she improved efficiency and customer service through new procedures and training employees. She has a biology degree and coding certifications, and has excelled at tasks like revenue collection and building relationships across departments.
Just-in-time Decision Support for Improving and Optimising Professional Practices. Geissbühler A. eHealth week 2010 (Barcelona: CCIB Convention Centre; 2010)
JOB SATISFACTION OF NURSES AND THEIR PRODUCTIVITYMD DILNAWAZ
This document discusses a study on job satisfaction among nurses and its relationship to productivity. It begins with an introduction explaining the importance of job satisfaction in predicting worker motivation and retention. The objectives of the study are then outlined as determining nurses' level of job satisfaction, measuring the relationship between satisfaction and productivity, and identifying factors influencing satisfaction. The methodology section notes that a questionnaire and interviews were used to collect data from nurse participants. Most of the document consists of tables displaying nurses' responses about different aspects of their jobs and levels of satisfaction in various areas. These include work environment, autonomy, relationships, recognition, promotion opportunities, supervision, pay, and factors like staffing and development. The references cited research on the topics of employment and the influence
This Genesis Cup 2012 runner-up presentation by Medical Director, Harry "Tripp" Wingate, MD and Shayne Middleton, RN, RDCS describes the process used at EMH ED to “flip” the complaint to compliment ratio – a crude measure of customer service performance in a rural ED. The presentation details steps from training on AIDET to the key issues in providing effective feedback to ED staff. Special emphasis is given to the tricky issue of email communication and compliance with HIPAA. New web-based tools (WinZip.com and MyFax.com) for safe email communication are introduced to the audience with comments on benefits and usage.
- The document discusses a study analyzing workload data from 163 multiple sclerosis specialist nurses (MSSNs) in the UK. It found they provide the equivalent of 139.8 full-time positions and 806 clinical sessions per week.
- Thematic analysis of the nurses' responses found some feel they see patients before diagnosis who could benefit from early treatment, while others feel it's best for neurologists to handle pre-diagnosis care.
- The study estimates the UK needs around 315 MSSNs after accounting for factors like travel time and case complexity, though the current number is around 358. It acknowledges the number could be adjusted up or down based on different considerations.
This document discusses purposeful rounding and interdisciplinary rounds in the intensive care unit (ICU). It provides an example of a typical daily routine at Dunedin Hospital ICU, which includes a morning ward round and walk around rounds. The presentation notes some areas for improvement, such as developing a more structured handover process and checklist for nurses. It also explores whether purposeful rounding could benefit the ICU as it has been shown to reduce falls, pressure ulcers, and improve patient satisfaction in other ward settings, though more evidence may still be needed specific to ICUs.
Evidence based practice hourly rounds power point bettershannic99
Hourly rounding involves nurses proactively checking on patients on an hourly basis to address any needs related to pain, bathroom use, positioning, and proximity of items. Studies have shown that hourly rounding can reduce call light usage by 38%, falls by 50-60%, pressure ulcers by 14%, and improve patient satisfaction scores. Hospitals that implemented hourly rounding also saw increased nursing satisfaction and efficiency due to answering fewer call lights and having more time for other tasks.
This slide show provides a summary of Larkin Community Hospital and our plans for Larkin University.
Larkin Community Hospital is one of 12 designated statutory teaching hospitals in Florida. We offer the largest number of training programs for Osteopathic Physicians in the United States (offering training in more than 30 different specialties). We sponsor an allopathic residency program in Psychiatry, an Advanced Education in General Dentistry Residency Program, an American Society of Health System Pharmacists Accredited Pharmacy Residency Program and a Podiatric Medicine and Surgery Residency Program. In addition, our School of Nursing offers a Registered Nurse Associate Degree program and our College of Biomedical Sciences offers a Post-Baccalaureate Biomedical Sciences Degree program.
Our hospital is also the home of:
• The Miami Neuroscience Center at Larkin, a state of the art facility which specializes in Gamma Knife Radiosurgery. This 25 member team, led by world renowned neurosurgeon Dr. Aizik Wolf, has performed over 8000 procedures during the past 20 years. Gamma Knife is a non-invasive state of the art neurological procedure used to treat brain tumors, head and neck cancer, and neurological conditions, such as trigeminal neuralgia and Arteriovenous Malformations.
• The Center for Advanced Orthopedics at Larkin, which specializes in advanced orthopedic surgery using the latest multimodal perioperative pain management modalities and state of art technology and instrumentation with advanced robotic technology. The center, led by world renowned orthopedic surgeon Dr. Carlos Lavernia, includes an outcomes-oriented robust research component with an ongoing prospective surgical registry and a comprehensive rehabilitation department.
Final Rural Nurse Residency Looping Expereince.dunlop pptArla Dunlop
This document outlines plans for developing a rural graduate nurse residency curriculum at Kittitas Valley Hospital (KVH) in Kittitas County, Washington. The following key points are discussed:
1) KVH currently has no formal nurse residency program, leading to inexperienced nurses, staff frustration, and potential safety risks. The goal is to develop a new residency curriculum from scratch to support new graduate nurses.
2) The curriculum will include 5 components: didactic learning, clinical immersion, looping experiences, mentoring, and supportive debriefing. The looping component provides exposure to other units to improve assessment skills for this generalist environment.
3) Initial plans include gathering resources, conducting research,
This document contains a collection of quotes and short phrases about writing and creativity. It includes advice such as "A sentence should contain no unnecessary words, a paragraph no unnecessary sentences," tips like "Discover ideas" and "101 things you can do with a styrofoam cup," questions prompting reflection such as "What would you like to change?" and "What are you waiting for?," and quotes on various writing topics from sources such as Stephen King, T.E. Lawrence, and Henri F. Amiel.
The document contains a PowerPoint presentation with various charts and diagrams that use Lorem Ipsum placeholder text. The presentation includes pie charts, cycle diagrams, maps, organizational charts, Gantt charts, comparisons, timelines, funnels, line charts, mind maps, SWOT analyses, and process flows. The charts and diagrams cover topics such as percentages, cycles, target audiences, plans, goals, budgets, effects, markets, and steps. Overall, the presentation uses common visuals and Lorem Ipsum text as placeholders or samples across multiple slides.
This is the first webinar in the "Implementing Post-Graduate Nurse Practitioner and Clinical Psychology Residencies " track of CHC's Clinical Workforce Development National Cooperative Agreement
A STUDY ON LEADERSHIP BEHAVIOR AND JOB SATISFACTION AMONG HOSPITAL EMPLOYEES ...IAEME Publication
The purpose of the study is to investigate the leadership behaviors and job satisfaction within employees in order to advance the understanding of these concepts as well as to comprehend the relationships among them. The study will gain better understanding of the predictability of job satisfaction based on leadership behavior the study will examine the causal relationships that exist between leadership behavior and job satisfaction in order to determine what direct or indirect impact each of them. The study collected data from employees working in hospitals. The sample size for the study is 120 by adopting purposive sampling technique.
The document presents a conceptual framework for how human resource policies can impact hospital performance. It shows that effective HR policies that promote job satisfaction, such as welfare facilities, can lead to lower absenteeism and turnover, improving hospital performance. The framework also illustrates how human resource strategies and policies can help achieve organizational goals by optimizing resource utilization, fostering cordial employee relations, and retaining employees.
Staff Job Satisfaction and Patient Satisfaction survey in Civil Hospital of A...Anant Dev Asheesh
This case study aimed to determine employee job satisfaction and patient satisfaction with medicines at the Civil Hospital in Amritsar, India. Surveys of 33 employees and 60 patients were conducted. The employee survey found that while most felt their supervisor was good, many disagreed that their compensation and benefits were adequate or that their workload was reasonable. The patient survey found that while most were satisfied with medicine quality, nearly half did not know what medicines were free or had difficulty getting full prescriptions filled at the hospital. The study recommends improving feedback systems, providing more training, filling staff vacancies, and better analyzing medicine needs and supply.
Quantitative Research: Surveys and ExperimentsMartin Kretzer
- Example lecture of the course "Methods and Theories in Information Systems"
- Target group: students who want to get an impression of the course before joining it
A project report on job satisfaction at birla ltd.,Projects Kart
This document provides an overview of a project report on job satisfaction at Birla Ericsson Optical Limited submitted by a student at VNS Institute of Management, Bhopal as part of their MBA program. The report includes an executive summary highlighting key factors that influence job satisfaction and its importance. It also introduces the concepts of human resource management covering its definition, evolution, features, and scope/functions. The report contains declarations, preface, acknowledgements, and table of contents sections.
This presentation on "Employee Job Satisfaction" which is very useful to new trainee, How an employee or student analyses the satisfaction between management and employee
Job satisfaction refers to an employee's feelings or state of mind about the nature of their work. It can be influenced by relationships with supervisors, work environment, fulfillment derived from work, and other factors. Job satisfaction is important as it predicts employee behaviors like absenteeism and turnover. For organizations, job satisfaction is beneficial as it can reduce complaints, absenteeism, and turnover while improving morale and productivity.
EmCare was hired to optimize operations at the emergency department of Community Hospital South in Indianapolis. They implemented a top-down approach, focusing on strong physician leadership, instituting a culture of excellence, and data-driven decision making. Key changes included bedside registration, team nursing, and optimized staffing models. Metrics improved significantly within 6 months, with left without being seen rates dropping from 3.8% to 0.24% and average length of stay decreasing from 351 to 281 minutes. Continued focus on recruitment, staff satisfaction, documentation, and aligning with hospital goals helped sustain these operational improvements.
Dynamic decision model for cyclical employee SchedulingSwapnil Soni
The document describes a mathematical model for optimizing nurse scheduling at a health center using linear integer goal programming. It discusses the problem of generating a cyclic schedule that meets management requirements of minimum staffing levels while considering nurse preferences. Notations and decision variables are defined to represent nurse availability, shift assignments and days off. Constraints include hard constraints to satisfy minimum staffing levels each day and ensure each nurse works only one shift daily. The objective is to develop a cyclic schedule that balances management and employee needs through linear integer goal programming.
The document is a resume for Kimberly Vachon applying for a Transformation Coach position. She has 5 years of experience in healthcare administration and patient care management. As a Customer Service Representative, she improved efficiency and customer service through new procedures and training employees. She has a biology degree and coding certifications, and has excelled at tasks like revenue collection and building relationships across departments.
Just-in-time Decision Support for Improving and Optimising Professional Practices. Geissbühler A. eHealth week 2010 (Barcelona: CCIB Convention Centre; 2010)
JOB SATISFACTION OF NURSES AND THEIR PRODUCTIVITYMD DILNAWAZ
This document discusses a study on job satisfaction among nurses and its relationship to productivity. It begins with an introduction explaining the importance of job satisfaction in predicting worker motivation and retention. The objectives of the study are then outlined as determining nurses' level of job satisfaction, measuring the relationship between satisfaction and productivity, and identifying factors influencing satisfaction. The methodology section notes that a questionnaire and interviews were used to collect data from nurse participants. Most of the document consists of tables displaying nurses' responses about different aspects of their jobs and levels of satisfaction in various areas. These include work environment, autonomy, relationships, recognition, promotion opportunities, supervision, pay, and factors like staffing and development. The references cited research on the topics of employment and the influence
This Genesis Cup 2012 runner-up presentation by Medical Director, Harry "Tripp" Wingate, MD and Shayne Middleton, RN, RDCS describes the process used at EMH ED to “flip” the complaint to compliment ratio – a crude measure of customer service performance in a rural ED. The presentation details steps from training on AIDET to the key issues in providing effective feedback to ED staff. Special emphasis is given to the tricky issue of email communication and compliance with HIPAA. New web-based tools (WinZip.com and MyFax.com) for safe email communication are introduced to the audience with comments on benefits and usage.
- The document discusses a study analyzing workload data from 163 multiple sclerosis specialist nurses (MSSNs) in the UK. It found they provide the equivalent of 139.8 full-time positions and 806 clinical sessions per week.
- Thematic analysis of the nurses' responses found some feel they see patients before diagnosis who could benefit from early treatment, while others feel it's best for neurologists to handle pre-diagnosis care.
- The study estimates the UK needs around 315 MSSNs after accounting for factors like travel time and case complexity, though the current number is around 358. It acknowledges the number could be adjusted up or down based on different considerations.
This document discusses purposeful rounding and interdisciplinary rounds in the intensive care unit (ICU). It provides an example of a typical daily routine at Dunedin Hospital ICU, which includes a morning ward round and walk around rounds. The presentation notes some areas for improvement, such as developing a more structured handover process and checklist for nurses. It also explores whether purposeful rounding could benefit the ICU as it has been shown to reduce falls, pressure ulcers, and improve patient satisfaction in other ward settings, though more evidence may still be needed specific to ICUs.
Evidence based practice hourly rounds power point bettershannic99
Hourly rounding involves nurses proactively checking on patients on an hourly basis to address any needs related to pain, bathroom use, positioning, and proximity of items. Studies have shown that hourly rounding can reduce call light usage by 38%, falls by 50-60%, pressure ulcers by 14%, and improve patient satisfaction scores. Hospitals that implemented hourly rounding also saw increased nursing satisfaction and efficiency due to answering fewer call lights and having more time for other tasks.
This slide show provides a summary of Larkin Community Hospital and our plans for Larkin University.
Larkin Community Hospital is one of 12 designated statutory teaching hospitals in Florida. We offer the largest number of training programs for Osteopathic Physicians in the United States (offering training in more than 30 different specialties). We sponsor an allopathic residency program in Psychiatry, an Advanced Education in General Dentistry Residency Program, an American Society of Health System Pharmacists Accredited Pharmacy Residency Program and a Podiatric Medicine and Surgery Residency Program. In addition, our School of Nursing offers a Registered Nurse Associate Degree program and our College of Biomedical Sciences offers a Post-Baccalaureate Biomedical Sciences Degree program.
Our hospital is also the home of:
• The Miami Neuroscience Center at Larkin, a state of the art facility which specializes in Gamma Knife Radiosurgery. This 25 member team, led by world renowned neurosurgeon Dr. Aizik Wolf, has performed over 8000 procedures during the past 20 years. Gamma Knife is a non-invasive state of the art neurological procedure used to treat brain tumors, head and neck cancer, and neurological conditions, such as trigeminal neuralgia and Arteriovenous Malformations.
• The Center for Advanced Orthopedics at Larkin, which specializes in advanced orthopedic surgery using the latest multimodal perioperative pain management modalities and state of art technology and instrumentation with advanced robotic technology. The center, led by world renowned orthopedic surgeon Dr. Carlos Lavernia, includes an outcomes-oriented robust research component with an ongoing prospective surgical registry and a comprehensive rehabilitation department.
Final Rural Nurse Residency Looping Expereince.dunlop pptArla Dunlop
This document outlines plans for developing a rural graduate nurse residency curriculum at Kittitas Valley Hospital (KVH) in Kittitas County, Washington. The following key points are discussed:
1) KVH currently has no formal nurse residency program, leading to inexperienced nurses, staff frustration, and potential safety risks. The goal is to develop a new residency curriculum from scratch to support new graduate nurses.
2) The curriculum will include 5 components: didactic learning, clinical immersion, looping experiences, mentoring, and supportive debriefing. The looping component provides exposure to other units to improve assessment skills for this generalist environment.
3) Initial plans include gathering resources, conducting research,
This document contains a collection of quotes and short phrases about writing and creativity. It includes advice such as "A sentence should contain no unnecessary words, a paragraph no unnecessary sentences," tips like "Discover ideas" and "101 things you can do with a styrofoam cup," questions prompting reflection such as "What would you like to change?" and "What are you waiting for?," and quotes on various writing topics from sources such as Stephen King, T.E. Lawrence, and Henri F. Amiel.
The document contains a PowerPoint presentation with various charts and diagrams that use Lorem Ipsum placeholder text. The presentation includes pie charts, cycle diagrams, maps, organizational charts, Gantt charts, comparisons, timelines, funnels, line charts, mind maps, SWOT analyses, and process flows. The charts and diagrams cover topics such as percentages, cycles, target audiences, plans, goals, budgets, effects, markets, and steps. Overall, the presentation uses common visuals and Lorem Ipsum text as placeholders or samples across multiple slides.
This is the first webinar in the "Implementing Post-Graduate Nurse Practitioner and Clinical Psychology Residencies " track of CHC's Clinical Workforce Development National Cooperative Agreement
A STUDY ON LEADERSHIP BEHAVIOR AND JOB SATISFACTION AMONG HOSPITAL EMPLOYEES ...IAEME Publication
The purpose of the study is to investigate the leadership behaviors and job satisfaction within employees in order to advance the understanding of these concepts as well as to comprehend the relationships among them. The study will gain better understanding of the predictability of job satisfaction based on leadership behavior the study will examine the causal relationships that exist between leadership behavior and job satisfaction in order to determine what direct or indirect impact each of them. The study collected data from employees working in hospitals. The sample size for the study is 120 by adopting purposive sampling technique.
The document presents a conceptual framework for how human resource policies can impact hospital performance. It shows that effective HR policies that promote job satisfaction, such as welfare facilities, can lead to lower absenteeism and turnover, improving hospital performance. The framework also illustrates how human resource strategies and policies can help achieve organizational goals by optimizing resource utilization, fostering cordial employee relations, and retaining employees.
Staff Job Satisfaction and Patient Satisfaction survey in Civil Hospital of A...Anant Dev Asheesh
This case study aimed to determine employee job satisfaction and patient satisfaction with medicines at the Civil Hospital in Amritsar, India. Surveys of 33 employees and 60 patients were conducted. The employee survey found that while most felt their supervisor was good, many disagreed that their compensation and benefits were adequate or that their workload was reasonable. The patient survey found that while most were satisfied with medicine quality, nearly half did not know what medicines were free or had difficulty getting full prescriptions filled at the hospital. The study recommends improving feedback systems, providing more training, filling staff vacancies, and better analyzing medicine needs and supply.
Quantitative Research: Surveys and ExperimentsMartin Kretzer
- Example lecture of the course "Methods and Theories in Information Systems"
- Target group: students who want to get an impression of the course before joining it
A project report on job satisfaction at birla ltd.,Projects Kart
This document provides an overview of a project report on job satisfaction at Birla Ericsson Optical Limited submitted by a student at VNS Institute of Management, Bhopal as part of their MBA program. The report includes an executive summary highlighting key factors that influence job satisfaction and its importance. It also introduces the concepts of human resource management covering its definition, evolution, features, and scope/functions. The report contains declarations, preface, acknowledgements, and table of contents sections.
This presentation on "Employee Job Satisfaction" which is very useful to new trainee, How an employee or student analyses the satisfaction between management and employee
Job satisfaction refers to an employee's feelings or state of mind about the nature of their work. It can be influenced by relationships with supervisors, work environment, fulfillment derived from work, and other factors. Job satisfaction is important as it predicts employee behaviors like absenteeism and turnover. For organizations, job satisfaction is beneficial as it can reduce complaints, absenteeism, and turnover while improving morale and productivity.
1. The document is a summer internship project report submitted by Megha Sanghavi to the S.R. Luthra Institute of Management in partial fulfillment of an MBA degree.
2. The report analyzes employee satisfaction at UltraTech Cement, part of the Aditya Birla Group, where Megha completed her summer internship.
3. Various statistical tools like SPSS, MS Excel, and MS Word were used to analyze data collected through a questionnaire to interpret employee satisfaction levels at UltraTech Cement.
This document provides tips for using color themes and fonts effectively in PowerPoint presentations. It recommends keeping alignments precise and using basic solid colors with hints of accent colors for a minimalist style. For a cartoonish style it suggests using eye-catching contrasting colors in harmony. A corporate style should use a straight layout with one mature color that stands out and complements neutral colors.
1/ initiation avec le big Data
2/ Data warehouse VS Big Data
3/ Domaines d’utilisations
4/ Des connaissances importantes sur Hadoop
5/ Big Data et Aspect Mobile
The document outlines the job description and responsibilities for an ER nurse at Silver Crescent Polyclinic. It lists the objectives of guiding staff and clearly defining duties. The policy states that nurses must have a nursing degree and license, and 2-3 years experience. Responsibilities include assessing and planning patient care, administering treatments, monitoring patients, documenting care, and assisting physicians. The nurse is also expected to maintain equipment and attend meetings.
A study on employee job satisfaction h r final projectProjects Kart
The document discusses a study on employee job satisfaction at HAMUL. It outlines the objectives of the study which are to measure job satisfaction levels, study employee perceptions and attitudes, and identify motivational factors. The scope includes how job satisfaction comprises intrinsic and extrinsic factors and influences productivity. It also provides background on the dairy industry in India, tracing its origins and the development of the cooperative model pioneered in Anand.
Nurses working in Magnet-designated hospitals and non-Magnet hospitals experience similar working conditions, with a few minor differences. The study found no significant differences in factors like work schedules, job demands, practice environments, and job satisfaction between the two hospital types. However, nurses in Magnet hospitals reported lower physical job demands and were less likely to have mandatory overtime. Overall, Magnet designation does not necessarily equate to better perceived working conditions for nurses.
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Running head: IMPACT OF HOSPITALS OBTAINING MAGNET DESIGNATION
Impact of Hospitals Obtaining Magnet Designation
Impact of Hospitals Obtaining Magnet Designation
As hospitals and long term care facilities compete to be the finest facility, one main focus is to create an environment that delivers service excellence and better patient outcomes (Drenkard, 2010). To achieve its goal, the American Nurses Credentialing Center (ANCC) has created designation recognizing hospitals for their outstanding nursing care delivery; Magnet Recognition Program (jcaho). In her book, Nursing Clinic of North America, Karen stated the designation ensures that a consistency level of practice and professionalism is demonstrated throughout magnet hospitals in the states and hospitals that are attaining magnet status share the same characteristics of qualitative factors known as “Forces of Magnetism” (Hill, 2011). Forces of magnetism is the requirement for designation as a magnet facility and exemplifies a professional environmental guided by a strong and visionary nursing leader who advocates and support excellence in nursing practice (Jordan, 2011). On the other hand, to earn magnet status can be challenging. According to Lorrie Mancuso, the process is a complex application process and extremely expensive (Lorrie, 2016). It is not an easy work to obtain the status and hospitals must work hard to meet strict requirements as well as commitment to the nursing practice (Hawke, 2003). <This paper proposes a review of what is the impact to the hospitals obtaining magnet designation versus the process of obtaining the designation, and compare which one has more advantages>
Discussion of Research
Points in Favor of Obtaining Magnet Designation
Magnet designation is recognized to be the golden standard in nursing world and it is recognized for nursing excellence and delivers high quality of nursing care (“Magnet Status for Nursing Excellence,” 2016). According to Joint Commission on Accreditation of Healthcare Organizations, there is less mortality rate in magnet hospitals due to higher nurse to patient ratios. For example, the incidence of pneumonia acquired in hospitals was associated to the nurse staffing level. A study revealed, “Adding just 30 minutes of RN staffing per patient day greatly reduced the incidence of pneumonia in patients following surgery” (Potter, Perry, Stockert, & Hall, 2016). Nurses’ safety is significantly improved at magnet hospital. Several studies have demonstrated up to one-third reduction in needle stick injuries in magnet facilities at a cost of $405 per incident. Occupational health injuries for musculoskeletal injuries and blood and body fluid exposures are also lower in hospitals with magnet status. Magnet hospitals are in a better position to recruit and retain nurses, most likely because of a better work environment, share governance structures, and nursing services support .
Debra C. Hairr Helen Salisbury M ark Johannsson N a n .docxsimonithomas47935
This study examined the relationships between nurse staffing, job satisfaction, and nurse retention in an acute care hospital. A survey of 70 nurses found:
1) A weak positive relationship between job satisfaction and nurse staffing, as higher patient assignments were linked to lower satisfaction.
2) A moderately strong inverse relationship between job satisfaction and intent to leave one's position, suggesting higher satisfaction predicts better retention.
3) Most nurses reported job dissatisfaction related to patient assignments, but many stayed due to the current economy rather than satisfaction with staffing levels.
NR 439 CCN Week 6 Relationship Between Nursing Job.pdfbkbk37
1) The study aimed to examine the relationships between nurse staffing, job satisfaction, and nurse retention in acute care hospitals.
2) It was a quantitative, correlational study where nurses completed an online survey about staffing, job satisfaction, and retention.
3) The findings suggested a moderate negative relationship between job satisfaction and retention, and a slight positive relationship between satisfaction and staffing levels. Nurses reported dissatisfaction from high patient assignments.
This study examined the effects of wage, work environment, and nurse staffing on nurse burnout, job dissatisfaction, and intent to leave using data from surveys of nurses and hospitals. The results showed that hospitals with better work environments paid nurses higher wages on average. After controlling for other factors, a better work environment significantly reduced burnout, job dissatisfaction, and intent to leave, while the effect of higher wages was less significant. Improving the work environment and staffing levels may be effective strategies for hospitals to reduce nurse turnover in addition to increasing pay.
This study examined the effects of wage, work environment, and nurse staffing on nurse burnout, job dissatisfaction, and intent to leave using data from surveys of over 26,000 nurses across 546 hospitals. Hospitals with better work environments paid higher average wages. The study found that working in an environment with a more favorable work environment and better staffing was associated with lower burnout, job dissatisfaction, and intent to leave, even after accounting for wage. While wage did affect these outcomes, improving the work environment and staffing may be complementary strategies to reducing nurse turnover beyond increasing pay alone.
This study examined differences in patient outcomes between Magnet hospitals and non-Magnet hospitals, and the extent to which organizational nursing characteristics can explain any differences. The study found that Magnet hospitals had better patient outcomes, with 21% lower mortality and 20% lower failure to rescue rates. Some of these differences can be attributed to Magnet hospitals having better organizational nursing characteristics like staffing and work environments. However, there remains a residual benefit of Magnet status that is not fully explained by measurable nursing factors alone.
This study examined the relationship between nurse managers' critical thinking skills and staff RNs' perceptions of the practice environment. The study assessed 12 nurse managers and 132 staff RNs using the California Critical Thinking Disposition Inventory (CCTDI) and Practice Environment Scale (PES). The results showed statistically significant differences in PES scores between staff RNs whose nurse managers scored high versus low on CCTDI subscales related to analyticity, systematicity, open-mindedness, and critical thinking confidence. Specifically, staff RNs reported more positive perceptions of the practice environment when their nurse managers demonstrated stronger critical thinking abilities.
Running head LITERATURE EVALUATION TABLE2LITERATURE EVALUATI.docxinfantkimber
Running head: LITERATURE EVALUATION TABLE 2
LITERATURE EVALUATION TABLE 2
Literature Evaluation Table
Student’s Name
Institutional Affiliation
PICOT Statement
(P) Inpatients in acute care units and acute rehabilitation unit.
(I) –Implementation of adequate nurse-to-patient staffing ratios
(C) –Disproportional nurse-to-patient staffing ratios
(O) –Improvement in quality of patient care
(T) Throughout hospitalization period
(P) For inpatients in acute care units and acute rehabilitation units(I)will implementation of adequate nurse-to-patient staffing ratio(C)against disproportional nurse-to-patient staffing ratio(O)improves the quality of patient care(T)throughout the period of the hospitalization?
Literature Evaluation Table
Criteria
Article 1
Article 2
Article 3
Article 4
Author, Journal (Peer-reviewed), and permalink or working link to access the article
Bridges, J., Griffiths, P., Oliver, E., & Pickering, R. M.
BMJ Quality & Safety, 28(9),
https://doi.org/10.1136/bmjqs-2018-008948
Cho, E., Sloane, D. M., Kim, E.-Y., Kim, S., Choi, M., Yoo, I. Y., Lee, H. S., & Aiken, L. H.
International Journal of Nursing Studies, 52(2), 535–542
https://doi.org/10.1016/j.ijnurstu.2014.08.006
Cho, S.-H., Lee, J.-Y., Hong, K. J., Yoon, H.-J., Sim, W.-H., Kim, M.-S., & Huh, I
Journal of Korean Academy of Nursing Administration, 26(1), 42.
https://doi.org/10.11111/jkana.2020.26.1.42
Driscoll, A., Grant, M. J., Carroll, D., Dalton, S., Deaton, C., Jones, I., Lehwaldt, D., McKee, G., Munyombwe, T., & Astin, F.
European Journal of Cardiovascular Nursing
https://doi.org/10.11111/jkana.2020.26.1.42
Article Title and Year Published
Hospital nurse staffing and staff-patient interactions: an observational study.
2019
Effects of nurse staffing, work environments, and education on patient mortality: An observational study.
2015
Determining Nurse Staffing by Classifying Patients Based on their Nursing Care Needs.
2020
The effect of nurse-to-patient ratios on nurse-sensitive patient outcomes in acute specialist units: a systematic review and meta-analysis.
2018
Research Questions (Qualitative)/ Hypothesis (Quantitative) and Purpose/Aim of the study
Research question: what is the relationship between nurse staffing and staff-patient interactions?
The purpose: The study aimed at exploring the associations between the levels and skills of nurse staffing and the quality and quantity of their interactions with patients in hospital wards.
Research question: what is the link between nursing characteristics and patient outcomes?
The aim of the study: to explore the impact of nursing staffing, education, and environment on the mortality of patients.
Research question: what is nursing staffing in terms of patients’ nursing care needs?
The aim of the study: to determine nursing staffing through the classification of nursing care needs of patients.
Research question: what is the effect of nursing staffing levels on patient outcomes?
Aim of the study: To d ...
This study examined the relationship between organizational factors of the nurse practice environment and untoward clinical outcomes reported by psychiatric nurses in Pennsylvania hospitals. The study found that hospitals rated as having an "unfavorable" nurse practice environment had more frequent reports of medication errors, infections, injuries, and verbal abuse compared to hospitals with "mixed" or "favorable" environments. Specifically, higher ratings of overall nurse practice environment quality, skilled unit managers, and nurse-physician relationships were associated with fewer reported incidents of infections, falls, and injuries.
Reimplementation of a bedside shift report 7 Errors are .docxcarlt3
Reimplementation of a bedside shift report 7
* Errors are in red that must be addressed or more points will continue to come off.
· Clarification about the change process is needed; telehealth in ICU is mentioned but not explained as being relevant to BSR. There are many sentence structural issues. See my feedback throughout.
Change Proposal: Reimplementation of a Bedside Shift Report
The identified clinical problem that is relevant to nurses in the workplace is the bedside shift report (BSR). The bedside shift report may be used to help the development of teamwork, ownership, and accountability thus increasing the satisfaction of the nurses. The reason for selecting the reimplementation of a bedside shift report is because; at a targeted facility the implementation of the bedside shift report is becoming poor. This has led to the poor compliance with the standards of practice, and increase costs in the facility. Also, to have a reduced cost by removing overtime pay and scrubbing off legal errors which result in legal fees (Clark et al., 2020). (*Re-phrase this sentence, avoid slang).
The reimplementation of a bedside shift report is important for the nurse practicing in the organization. Bedside shift report assists in improving the experience of the client and improving the handoff care between the nurses through including the family and client in the delivery of care. Bedside shift report is leading to the introduction of a change in the nursing culture i.e. introduction of various methods of communicating patient-specific care at a shift transformation. Shift reports given at the bedside is helping in changing the manner in which nurses are communicating and practicing (Clark et al., 2020).
At the targeted facility, the execution of the bedside shift report is poor and this is associated to the lack of knowledge concerning the role of bedside shift reporting on the patient outcome. The healthcare providers at the facility are not directly engaged in the provision of healthcare. There is poor communication of the goals of the bedside shift reporting and their importance about the positive outcomes and benefits that are involved in the change (Clark et al., 2020).
According to the study by Gregory et al., (2014), the process of assessing the transformation in practice that involves transitioning of the bedside nurse shift handoffs is important. The evaluation process is helpful in the re-implementation plan to help in improving the areas of weaknesses. The evaluation process of the success in the implementation in the practice is assessing the perception of the nurses about the proposed changes i.e. the re-implementation plans. There is evidence showing the positive impacts of the bedside shift report in the safety of the patient, the control of the pain, the satisfaction of the patients, and improvement in the nurse to patient or nurse to nurse communication (Gregory et al., 2014).
A study by Dempsey et al., (2014) reveals t.
This study examined the effects of nurse staffing levels and the nurse practice environment on nurse and patient outcomes using survey data from over 12,000 nurses in 604 hospitals. The researchers found that higher nurse workloads were associated with increased job dissatisfaction, burnout, and intent to leave. They also found that improvements to the practice environment were associated with decreased job dissatisfaction, burnout, and intent to leave among nurses as well as improved nurse ratings of patient care quality and safety. The researchers concluded that addressing nurse workload and improving practice environments could help increase nurse retention and improve the quality of patient care.
A pilot study was conducted among nurses in medical-surgical units and intensive care units to compare their perceptions of nurse-physician collaboration. The study found that while most nurses reported being satisfied with nurse-physician relationships, intensive care nurses were more likely to report physicians treating nurses as subordinates and displaying unprofessional behavior. However, there were also many similarities between nurses in the two units, and overall nurses perceived effective collaboration as important for improving patient outcomes. The study suggests that while some differences may exist between specialties, all areas should focus on fostering collegial relationships between nurses and physicians.
The document discusses challenges related to employee recruitment and retention in the healthcare industry. It notes issues such as a shortage of primary care physicians, high staff turnover, and difficulties retaining employees. It recommends developing a training program to address these challenges by focusing on organization details, recruitment and retention strategies, stakeholder impacts, and suggested solutions to improve quality of care, access, and costs.
The document discusses a study assessing patient satisfaction with outpatient services at a tertiary care teaching hospital in Lucknow, India. It outlines the study objectives to evaluate availability and utilization of services, information sources, waiting times, and reasons for (dis)satisfaction among internal and external patients. The methodology section describes a prospective descriptive study using interviews and record reviews involving 701 patients across departments from January to March 2013. Preliminary findings show most patients were female, from Uttar Pradesh, and utilization increasing over 2008-2012 for both internal and external patients.
An appraisal of open system business policy modelAlexander Decker
This document discusses a study appraising the open system business policy model in managing mission hospitals in Southeast Nigeria. The study was guided by three objectives: 1) examining how service quality for patients depends on an appropriate open system model, 2) how the model can promote competitiveness, and 3) identifying challenges to adopting the model. The study used surveys and questionnaires with hospital staff at 27 mission hospitals. Findings showed service quality largely relies on adequate equipment, doctors, and drugs as outlined in the open system model. Properly implementing this model can help ensure quality service and effective management. However, environmental uncertainties pose challenges to adopting new business policies in mission hospitals.
This document discusses creating positive practice environments for nurses. It begins by defining positive practice environments and listing their key elements, which include health, safety, workload, leadership, and career development. It then describes the costs of unhealthy workplaces, like increased stress, turnover, and medical errors, and the benefits of positive environments like improved retention, satisfaction, and patient outcomes. Finally, it outlines strategies for promoting positive practice environments, such as supporting nurses' voices, recognizing best practices, and developing collaborative relationships.
A Retrospective Study Of A Nurse Residency Program And Reports Of Job Satisfaction, Organizational Commitment, And Turnover
1. A Retrospective Study of a
Nurse Residency Program and Reports of Job
Satisfaction, Organizational Commitment, and
Turnover
Kenneth W. Dion, MBA, PhD, RN
University of Texas at Austin
School of Nursing
October 30, 2011
2. Background & Significance
• Historically, nursing shortages have resulting in nursing turnover.
• Turnover rates are higher among newly graduated nurses than the
turnover rates of experienced nurses due the transition shock
experienced when entering the profession.
• Nurse economists are predicting a serious nursing shortage due to:
• A retiring nursing workforce
• A lack of capacity in schools of nursing to produce new nurses
• Increased demand due to an aging population
• Increased demand due to increase access due to healthcare reform
• Nursing turnover is extremely costly to healthcare organizations.
• The Institute of Medicine in its report of the Future of Nursing has
recommended the adoption of nurse residency programs to decrease
turnover of new graduated nurse.
4. Research Questions
1. What is the difference in job satisfaction among nurses in the Versant
Registered Nurse (RN) Residency in Magnet, Magnet Aspiring, and
Non-Magnet Hospitals at 8 weeks into the RN Residency, at the end of
the RN Residency, and at 12 months?
2. What is the difference in organizational commitment among nurses in
the Versant RN Residency in Magnet, Magnet Aspiring, and Non-
Magnet Hospitals at the end of the Versant RN Residency and at 12
months?
3. What is the difference in turnover rate among nurses in the Versant
RN Residency in Magnet, Magnet Aspiring, and Non-Magnet Hospitals
at 12 months?
4. What are the relationships between job satisfaction, organizational
commitment, turnover, and demographic characteristics among
nurses in the Versant RN Residency in Magnet, Magnet Aspiring, and
Non-Magnet Hospitals at 12 months?
5. Case Inclusion/Exclusion Process
6574 Cases in the Versant Database
4773 Cases met Timeframe &
Practice Environment Criteria
752 Cases with Complete
Data
628 Cases
Following Group
Size Adjustment
6. Sample & Selection Criteria
• Following the exclusion of cases for missing data
– 752 cases remained
• Randomly deleted cases to have a similar number of cases
among groups
– 628 nurse residents
• Stratification by Magnet Status resulted in:
– 231 Magnet Hospital based cases
– 231 Magnet Aspiring Hospital based cases
– 166 Non-Magnet Hospital based cases
• The requirement of the a priori power analysis was fulfilled
7. Research Question 1
Within groups effect [F (2, 1000) = 3.87, p = .004]
Between group effects [F (2, 1000) = 3.05, p = .048]
Instrument Reliability – α = .86 (subscales= .54-.81)
8. Research Question 2
Within groups effect [F (2, 1000) = 2.78, p = .52]
Between group effects [F (2, 1000) = .76, p = .47]
Instrument Reliability – α =.89
9. Research Question 3
What is the difference in turnover rate among nurses in the Versant Registered Nurse (RN)
Residency in Magnet, Magnet Aspiring, and Non-Magnet Hospitals at 12 months?
12
10
Turnover
8
Percentage
Rate
6
4 n=17 n=23 n=23
2
0
Magnet Apsiring Magnet Non-Magnet
n=231 n=231 n=166
There was no statistically significant difference in nurse residents’ turnover among the three types of hospitals
[(3, 628) X 2 = 2.03, p > .05]
10. Research Question 4
What are the relationships between job satisfaction, organizational commitment, turnover,
and demographic characteristics among nurses in the Versant RN Residency in Magnet,
Magnet Aspiring, and Non-Magnet Hospitals at 12 months?
Total Sample
Magnet Status/Education Level (r = .14, p < .001)
Magnet Status/Age Group (r = -.18, p < .001)
Magnet Status/Job Satisfaction (r = .10, p < .05)
Job Satisfaction/Turnover (r = -.08, p < .05)
Magnet Hospitals
Age Group/Education Level (r = -.19, p < .05)
Job Satisfaction/Turnover (r = -.14, p < .05)
Magnet Aspiring Hospitals
Job Satisfaction/Turnover (r = -.14, p < .05)
Non-Magnet Hospitals
Age Group/Education Level (r = -24, p < .05)
11. Conclusions
• There was an interaction effect between job satisfaction among nurse
residents and work environment (Magnet Status).
• There was no interaction effect between organizational commitment in
nurse residents and work environment (Magnet Status).
• Turnover in nurse residents did not significantly differ by work environment
(Magnet Status).
• There were no administratively relevant relationships among any of the
outcome variables.