American organization of nurse executives (aone)
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The document discusses nurse executive competencies as defined by the American Organization of Nurse Executives (AONE). It outlines that competency refers to the abilities needed to fulfill a particular role, and involves integrating knowledge, skills, abilities, and judgment. The AONE Nurse Executive Competencies detail the skills, knowledge, and abilities that guide nurse leaders in executive practice regardless of their title, education level, or setting. These competencies include communication and relationship building, knowledge of the healthcare environment, leadership, professionalism, and business skills.
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Workforce culture is a significant aspect of the nursing profession. It is determined by the leadership, including the approach involved in managing the working environment. Culture is an effective strategy in nursing that either reinforces or undermines professional competence. Cultural competence among nurses enhances communication among nurses and patients with diverse backgrounds (Rittle, 2015). A positive workforce culture enhances staff satisfaction and engagement, influences patient safety, along with attracting the right talent.
The nursing profession experiences a shortage in its workforce, an aspect that interferes with its capacity to deliver services effectively. A workforce culture that promotes career growth and supports employee roles by offering a favorable environment with the required tools is likely to thrive (Davis, White, and Stephenson, 2016). Although technical skills are valuable in nursing, nurses have people-oriented jobs. As such, opportunities for people skills in the workplace are necessary to enhance collaboration, conflict resolution, and empathy. The nursing profession is more aligned with helping people and dealing with their emotions. The hiring process should involve senior nursing staff to facilitate the mentoring of new hires such that new employees benefit from their expertise. Nursing staff with longer service terms will feel their contributions to the organization's management or leadership is valued.
There are dynamic shifts in the demand for staff in the nursing profession. Nurses are sometimes forced to work long hours, which affects their productivity and morale. The attraction of new talent by advocating for cultural competence is becoming significant in the nursing profession. A positive workforce culture is vital for the overall success of employees, including patient experience (Davis et al., 2016). The increased turnover rates are attributed to poor leadership in the nursing profession, especially when too much focus is drawn towards patient satisfaction and not staff satisfaction. There is an increasing need among nurses to portray competence in service delivery that indicates an understanding of cultural diversity (Rittle, 2015). Therefore, the nursing profession should continually encourage staff engagement and improve their professional experience to give patients the necessary care.
Workplace culture necessitates improvements, such as clear communication among healthcare stakeholders. A professional relationship is established among administrators, patients, and employees, which improves service delivery and maintains rapport among nursing staff. The nurses also have a convenient way to express their grievances to the administrators. Moreover, concerns about nursing shortage are easily addressed because of the transparency in making decisions and sharing in.
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The document discusses the role of the charge nurse in today's healthcare environment. It describes the charge nurse as a registered nurse responsible for overseeing operations on their unit during a given shift. Their roles include clinical leadership, communication, organization, resource management, and ensuring safe patient care. Studies highlight important competencies for charge nurses, such as clinical skills, critical thinking, organization, and relationship building. The challenges of the role include staying up to date with changing policies and regulations, as well as resolving conflicts. Effective charge nurses demonstrate flexibility, communication, and leadership to improve patient and staff outcomes.
Reply 1Yanira Sanchez 4 postsRe Topic 5 DQ 1Leadershi.docx
Reply 1
Yanira Sanchez
4 posts
Re: Topic 5 DQ 1
Leadership in nursing is a key part in providing high quality healthcare to patients and in creating a conducive environment where staff are empowered. A nurse leader basically shows the other nurses the way and acts a bridge between them and the administrative leaders of the hospital. One of the responsibilities of a nurse leader is advocating for great patient care and needs of their unit nurses (Al-Dossary, 2017)by publicly supporting them. Another role is setting clear goals and accomplishing them successfully as well as building rapport with their followers. Application of creative thinking and problem solving skills should be part of day-to-day of a nurse leader. Other responsibilities include supervision of healthcare delivery, staffing and delegation of tasks to the nursing staff.
Education greatly contributes to nursing leadership skills; therefore, nursing education is crucial. A master’s education encompasses a course in leadership and care delivery which increases the effectiveness of leadership nursing as opposed to a newly registered nurse (Al-Dossary, 2017). For one to be an influential and successful nurse leader, strong interpersonal skills such as empathy and openness are very essential. This helps understanding the feelings of the staff and responding appropriately to them. Emotional intelligence is also significant since it leads to positive relationships between the nurse leaders and the staff (Hughes, 2017).This refers to the ability of one managing their emotions and those of others. These traits and more such as flexibility and integrity enhance good patient care, teamwork and promote a healthy working environment for nurses.
.
References
Al-Dossary, R. N. (2017). Leadership in Nursing.
IntechOpen
.
Hughes, D. (2017). Standout Nurse Learers.
Nursing Management
.
Reply 2
One of the most significant factors in empowering and encouraging nurses, who make up the vast majority of the healthcare workforce, to perform at the highest level of their licensure is nursing leadership. American Nurses Association (n.d) describes nursing leadership as "a nurse interested in excelling in a career path, a leader within a healthcare organization who represents the interests of the nursing profession, a seasoned nurse or healthcare administrator interested in refining skills to differentiate them from the competition or to advance to the next level of leadership."
In my experience, one of the formal roles as a nurse leader is charge nurse for the respective department or unit. Although it's normal to concentrate leadership efforts at the top of a hospital or health system, middle-management leaders (such as nurse practitioners) are critical to an institution's progress. They have a direct influence on many front-line caregivers and healthcare staff. One of the formal roles of nurse leaders is the charge nurse for the respective department or unit. In our organization, to hol.
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Reply 1
Yanira Sanchez
4 posts
Re: Topic 5 DQ 1
Leadership in nursing is a key part in providing high quality healthcare to patients and in creating a conducive environment where staff are empowered. A nurse leader basically shows the other nurses the way and acts a bridge between them and the administrative leaders of the hospital. One of the responsibilities of a nurse leader is advocating for great patient care and needs of their unit nurses (Al-Dossary, 2017)by publicly supporting them. Another role is setting clear goals and accomplishing them successfully as well as building rapport with their followers. Application of creative thinking and problem solving skills should be part of day-to-day of a nurse leader. Other responsibilities include supervision of healthcare delivery, staffing and delegation of tasks to the nursing staff.
Education greatly contributes to nursing leadership skills; therefore, nursing education is crucial. A master’s education encompasses a course in leadership and care delivery which increases the effectiveness of leadership nursing as opposed to a newly registered nurse (Al-Dossary, 2017). For one to be an influential and successful nurse leader, strong interpersonal skills such as empathy and openness are very essential. This helps understanding the feelings of the staff and responding appropriately to them. Emotional intelligence is also significant since it leads to positive relationships between the nurse leaders and the staff (Hughes, 2017).This refers to the ability of one managing their emotions and those of others. These traits and more such as flexibility and integrity enhance good patient care, teamwork and promote a healthy working environment for nurses.
.
References
Al-Dossary, R. N. (2017). Leadership in Nursing.
IntechOpen
.
Hughes, D. (2017). Standout Nurse Learers.
Nursing Management
.
Reply 2
One of the most significant factors in empowering and encouraging nurses, who make up the vast majority of the healthcare workforce, to perform at the highest level of their licensure is nursing leadership. American Nurses Association (n.d) describes nursing leadership as "a nurse interested in excelling in a career path, a leader within a healthcare organization who represents the interests of the nursing profession, a seasoned nurse or healthcare administrator interested in refining skills to differentiate them from the competition or to advance to the next level of leadership."
In my experience, one of the formal roles as a nurse leader is charge nurse for the respective department or unit. Although it's normal to concentrate leadership efforts at the top of a hospital or health system, middle-management leaders (such as nurse practitioners) are critical to an institution's progress. They have a direct influence on many front-line caregivers and healthcare staff. One of the formal roles of nurse leaders is the charge nurse for the respective department or unit. In our organization, to hol.
QSEN Paper
The document discusses the Quality and Safety Education for Nurses (QSEN) project which aims to empower nurses to apply competencies related to quality, safety, informatics, patient-centered care, and evidence-based practice. It provides an overview of several QSEN competencies including patient-centered care, teamwork and collaboration, evidence-based practice, quality improvement, informatics, and safety. The document then describes how these competencies were assessed and applied during a nursing simulation involving different roles such as charge nurse, registered nurse, nursing assistant, and observer. It discusses areas where the competencies guided appropriate nursing interventions and areas for improvement.
Introduction of nurses executive function in hospitals
Nursing administration has evolved from overseeing clinical services to managing complex healthcare delivery systems. The role of the nurse administrator/executive involves designing, facilitating, supervising, and evaluating systems to educate and employ nurses according to standards of practice. Nurse administrators require graduate degrees and demonstrate leadership, communication, and business competencies. As members of senior healthcare leadership, they facilitate quality care delivery, build staff relationships, and advance the nursing profession.
Implementing Fixed Patient For Nurse Ratios
This document proposes implementing hourly rounding at a hospital to improve patient safety and satisfaction. A task force would be established to use research evidence to propose, implement, and evaluate the change. The Johns Hopkins Nursing Evidence-Based Practice model would be used as a guideline, consisting of three phases - identifying the issue, searching for evidence, and translating evidence into practice. Implementing hourly rounding would help meet patients' needs, reduce call lights and falls, and improve HCAHPS scores.
Nursing Leadership: Inspiring Change and Driving Positive Impact
Nursing leadership plays a pivotal role in the healthcare industry. It encompasses a set of skills, qualities, and behaviors that enable nurses to guide and influence others towards delivering quality patient care. Effective nursing leaders have the power to inspire change, foster innovation, and drive positive impact within their organizations. In this article, we will explore the significance of nursing leadership, the qualities of successful nurse leaders, and the positive outcomes they can achieve.
1.Answer these discussion questions in your initial post1. AO.docx
1.
Answer these discussion questions in your initial post:
1. AONE has a defined set of Nurse Competencies. Which one do you feel is the most important one and why?
2. What would you do to improve the autonomy of staff nurses in your work area?
200-300 Words in text citing and references.
Rubric
Information clearly relates to the main topic and includes several supporting details and/or examples in a well-organized way. Grammar is correct. When required, replies to peers are thoughtful and meaningful.
2. Personal Mission Statement
Develop and write your personal mission statement. Submit a Word docx
About the class
FINANCIAL MANAGEMENT AND NURSING
This course explores the economic issues relevant to nursing practice and health care and uses a systems approach to analyzing the financial impact of health care decisions. The course further assesses the financial implications of nursing decisions from a clinical perspective. Topics include a myriad of financial concepts ranging from staffing and budgeting to measuring productivity and forecasting costs. The goal of this course is to enable nurses in managerial roles to implement change without negatively affecting patient care outcomes.
3.
Research with multiple parts.
Provide the research question you are considering for your Literature Review and your rationale behind your choice. What challenges do you anticipate or questions might you have as you begin the research process? Do you have any pre-conceived notions or expectations related to your potential findings?
1. Use the information below to guide your responses in the "Research Question" discussion board in Schreiner
Discussion Board
1. Return to the "Research Question" discussion and follow the 3-2-1 style response where you:
· Select 3 classmates' posts to respond to in 100-200 words
· Include 2 relative or substantive comments in each response
· Include 1 suggestion or idea for further exploration
· Include the support of valid references with correct APA style of referencing. Remember, your textbook is a reliable information source, and page citations are immensely helpful to everyone.
To help identify a researchable research question, consider the following suggested strategy. Begin with a broad area of interest (i.e., safe staffing levels, hunger, obesity) and then begin to streamline this focus (i.e., personal, client, or organizational factors that influence definitions of safe staffing; the impact of access to grocery stores or local farmers' markets has on abating hunger; influence of personalized education programs discussing exercise and diet on weight reduction).
NURS 4375: Financial ManagementPersonal Mission Statement AssignmentReflection Rubric
Requirement
Low Quality
Moderate Quality
High Quality
Quality of Content and Organization
(40%)
Response has little or nothing to do with the main topic or may be disorganized.
(0-1 points)
Response has some relation to the main topic or may be somewhat organized.
...
Pros and cons of mandatory continuing nursing educationKaren.docx
Mandatory continuing nursing education has both pros and cons. The pros include increased competency through enhanced knowledge and skills, improved patient outcomes, and maintaining professional certification. However, continuing education requires time and financial costs. While it helps ensure competency, it does not guarantee it. There are also pros and cons related to how continuing education aligns with nursing standards and ethics. Overall, continuing education aims to improve nursing practice and patient care, but must consider practical barriers like costs and time away from work.
Resume
Karen Briscoe is a registered nurse with over 20 years of experience in clinical care, management, education, and care coordination. She has held various leadership roles including manager, director, and assistant director positions at healthcare facilities in Tennessee. Her experience includes overseeing nursing departments, managing staff, ensuring regulatory compliance, and developing training programs. She possesses strong clinical, leadership, communication, and management skills.
An Assessment And Action Plan For Self Improvement
This document discusses how philosophy has influenced the development of nursing. It explains that nursing philosophy promotes the application of nursing knowledge and helps develop nursing theory. Nursing theories and philosophies influence each other. Philosophies guide nurses in decision making and have helped shape nursing today. The author's personal philosophy aligns with Jean Watson's Theory of Human Caring, which views nursing as more than treating illness and involves humanity, arts, and sciences.
Quality and Performance.docx
Quality measures and performance indicators are important for nurse practitioners (NPs) to demonstrate the impact of their care and meet organizational goals. Quality measures assess standards of care delivery and outcomes, ensuring patient safety and efficient use of healthcare services. They can improve access to preventive care, patient experience, and outcomes for high-risk groups. Performance indicators also evaluate clinical performance but from a holistic nursing perspective. Productivity measures for NPs may include patient visits, billing levels, or accomplishing specific clinical goals depending on specialty. Incentive plans that link pay to quality metrics and productivity can increase NP retention, satisfaction, and overall productivity, benefiting both NPs and healthcare organizations.
Leadership skills-for-nurses
The document discusses the leadership skills that senior nurses should develop, including being visionary, motivating staff, and developing others through mentorship. It outlines characteristics of effective leadership, such as problem-solving, maintaining group effectiveness, and developing a shared vision. The document also discusses different leadership styles and models that senior nurses can utilize, emphasizing transformational leadership as most effective for the nursing context.
Nursing Leader Driving quality care
Nurses play a pivotal role in hospital quality improvement initiatives. As the staff that spends the most time at the patient bedside, nurses are well-positioned to identify issues and make improvements. However, nurses face challenges in becoming more involved due to limited resources, competing demands on their time, and the need for cultural changes. Hospitals must support nurse leadership in quality improvement through dedicated programs, accountability measures, and by valuing nurse feedback to continuously enhance care quality and safety.
managementofnursingservice-130715044003-phpapp01.pptx
The document discusses the management and administration of nursing services in hospitals. It defines nursing service administration and outlines the roles and responsibilities of nurse administrators at different levels including the chief nursing officer, head nurse, and staff nurse. The document also covers the organization of nursing units, factors that influence ward management, nursing care patterns, and the objectives and philosophy of nursing services in hospitals. The goal of nursing service administration is to provide high quality and cost-effective patient care through efficient use of personnel, materials, and an orderly nursing process.
Management of nursing service
Deepa Merin Kuriakose
Asst.Professor
Govt.College of Nursing
Kottayam, Kerala, India
jensensaam@gmail.com
Interprofessional care and role of team leaders (by B K Kaini)
Interprofessional care is an essential part of the health service delivery system. It helps to achieve improved care and to deliver the optimal and desired health outcomes by working together, sharing and learning skills. Health care organisation is a collective sum of many leaders and followers. Successful delivery of interprofessional care relies on the contribution of interprofessional care team
leaders and health care professionals from all groups. The role of the interprofessional care team leader is vital to ensuring continuity and consistency of care and to mobilise and motivate health care professionals for the effective delivery of health services. Medical professionals usually lead interprofessional care teams. Interprofessional care leaders require various skills and competencies
for the successful delivery of interprofessional care.
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Duffy
The document provides an overview of Joanne Duffy's Quality Caring Model. It discusses Duffy's background, education, and career achievements. It then outlines the key concepts of the revised Quality Caring Model, including that humans exist in relationships, relationship-centered professional encounters, feeling cared for, and self-caring. The assumptions and propositions of the model are presented. The caring factors and relationships are explained, including with self, patients/families, healthcare team, and communities. The application and critique of the Quality Caring Model are also summarized.
Data collection
This document discusses different methods of data collection, including self-reports, observations, and biophysiologic measures. Self-reports involve participants responding to researcher questions through methods like questionnaires and interviews. Observations involve directly observing participant behaviors and characteristics. Biophysiologic measures assess clinical variables. Each method has advantages, like the amount of data self-reports can provide, but also disadvantages, such as potential biases in self-reports. The document provides details on developing and administering various self-report instruments.
aftermath
This document discusses caring for patients harmed by medical treatment. It notes that patients suffer physically and psychologically from their injuries as well as from poor handling of incidents. Injured patients need open disclosure, explanations, apologies and assurances to prevent future harm. However, disclosing errors is challenging for medical professionals due to fears of litigation and damage to reputation. The document recommends strategies like acknowledging the frequency of errors, providing peer and psychological support to staff, and training in disclosure and communication to help all parties cope after adverse events.
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This document discusses the evolution of quality in nursing care from the past to present. In the past, quality focused on inspection and detection of defects. It later evolved to include statistical process control and quality assurance programs. Today, quality emphasizes total quality management through continuous improvement, innovation, error prevention, and staff development across all levels and divisions of an organization. The goal is to consistently meet and exceed customer needs and improve patient services and outcomes.
Groups and teams
The document discusses groups and teams. It defines groups and identifies formal and informal groups. It outlines the five stages of group development and discusses the role of the leader in each stage. It also discusses types of teams like problem-solving teams, self-managed work teams, cross-functional teams, and virtual teams. Key differences between work groups and work teams are that work groups share information while work teams generate synergy through coordinated effort.
Conflict and negotiation 1
This document defines conflict and negotiation, outlines the conflict process, and describes negotiation strategies. It discusses:
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Managing conflict and building team, delegation and
Managing conflict and building teams involves defining conflict, understanding its causes and types, and employing effective conflict management and team building strategies. The document outlines conflict processes, causes, and management roles and functions. It also discusses team building, delegation strategies and common errors. Effective leaders model collaboration, set clear goals, empower and support delegates, and facilitate team processes to resolve conflicts and accomplish goals.
Data management
Data management involves collecting, storing, and processing data to transform it into useful information. Ensuring data integrity is important to make appropriate decisions. Techniques to reduce errors include educating staff, system prompts, verification, data mining, and data cleansing. Nursing informatics involves managing nursing data and information to support patient care through roles like project manager, consultant, educator, researcher, and chief information officer.
Conflict
This document defines conflict and outlines its types and common causes. It discusses intrapersonal, interpersonal, and intergroup conflicts. Common causes of organizational conflict include poor communication, unclear expectations, individual behaviors, conflicts of interest, and diversity. The document presents the GRID model for managing conflict and references leadership and management textbooks.
Motivation
This document discusses work motivation and its key elements. It defines motivation and explores theories like need theory, expectancy theory, and equity theory. Motivation has three main elements: direction of behavior, level of effort, and level of persistence. Motivation alone does not determine performance, as other factors also influence it. The document also examines motivation strategies employers can use, like job rotation, job enlargement, and job enrichment. Money is an important motivating factor as it satisfies many needs, though it does not intrinsically motivate on its own. Overall, the document provides an overview of the concept of work motivation and the main factors that influence employee motivation and behavior in organizations.
Job analysis and job designs
Job analysis, job design, job descriptions, and job evaluations are important human resource processes. Job analysis identifies the tasks and requirements of a job. Job design determines how work is performed. Job descriptions define duties and expectations. Job specifications list qualifications. Job evaluation establishes the relative value of jobs through systematic analysis of factors like skills, responsibilities, and decisions. Together, these processes help define jobs and compensation.
Human resource management theories
This document outlines several prominent theories of human resource management. It discusses early developments in the field and defines human resources as the people who operate an organization. Several theories are then summarized, including resource-based theory, organizational life cycle theory, strategic contingency theory, and human capital theory. Overall, the theories aim to improve job performance and worker motivation through more efficient management practices.
Career development and training
Career development involves assessing one's skills and interests to further their work identity over various career stages. There are typically three career phases for nurses: promise (early career), momentum (middle career), and harvest (late career). Organizations should support career development through career paths, performance assessments, training, and challenging assignments. Effective career coaching involves gathering employee data, discussing future opportunities, and setting a career plan. Barriers to career development can include personal and financial factors, family obligations, age perceptions, and lack of organizational support.
Workplace violence
Workplace violence is a significant issue in healthcare organizations. It can include physical or psychological violence such as hitting, pushing, verbal abuse, bullying, and harassment. Sources of violence include physicians, patients, and family members. Factors that contribute to workplace violence are a history of violence, poor environmental design, understaffing, and lack of security and policies. The impact of violence includes medical, psychological, and socioeconomic consequences for staff as well as decreased quality of care and increased costs for organizations. Management of violence involves clear policies, communication, training, addressing incidents immediately, and creating a culture where violence is not tolerated.
Tools for evaluation operations and care delivery system
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Ethical issues
This document discusses ethical issues in nursing. It defines ethics and codes of ethics, including the American Nurses Association code which outlines 9 principles. Common nursing ethics dilemmas are discussed, such as informed consent, cultural diversity, and workplace issues. Ethical principles of autonomy, beneficence, non-maleficence, and justice are explained. The document also covers moral problems nurses may face like uncertainty, dilemmas, and distress. It provides examples of how nurses can clarify ethical decisions and discusses nurse executive behaviors and use of ethical power.
Human resource management theories
This document outlines several prominent theories of human resource management. It discusses early developments in HR education and functions. Key theories summarized include resource-based theory, which views employees as valuable resources; organizational life cycle theory, which proposes organizations progress through stages; and strategic contingency theory, which argues organizational strategies depend on the environment. The document also examines transaction cost theory, general systems theory, human capital theory, and agency theory among others. Overall, the theories aim to improve job performance and worker motivation through more efficient and effective human resource practices and management.
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6快递给客户（国内顺丰国外DHLUPS等快读邮寄）。头贼脑的倒也逗人喜爱日上三竿时山娃总爱窜进自家瓜棚里跟小伙伴们坐着聊天聊着聊着便忍不住往瓜田里逡巡一番抱起一只硕大的西瓜用石刀劈开抑或用拳头砸开每人抱起一大块就啃啃得满嘴满脸猴屁股般的红艳大家一个劲地指着对方吃吃地笑瓜裂得古怪奇形怪状却丝毫不影响瓜味甜丝丝的满嘴生津遍地都是瓜横七竖八的活像掷满了一地的大石块摘走二三只爷爷是断然发现不了的即便发现爷爷也不恼反而教山娃辨认孰熟孰嫩孰甜孰淡名义上是护瓜吃
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This edition features a handful of Innovative Minds: France's Most Impactful Healthcare Leaders that are leading us into a better future.
Hypertension and it's role of physiotherapy in it.
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This slide is very helpful for physiotherapy students and also for other medical and healthcare students.
Here is summary of hypertension -
Hypertension, also known as high blood pressure, is a serious medical condition that occurs when blood pressure in the body's arteries is consistently too high. Blood pressure is the force of blood pushing against the walls of blood vessels as the heart pumps it. Hypertension can increase the risk of heart disease, brain disease, kidney disease, and premature death.
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Microstomia, characterized by an abnormally small oral aperture, presents significant challenges in prosthodontic treatment, including limited access for examination, difficulties in impression making, and challenges with prosthesis insertion and removal. To manage these issues, customized impression techniques using sectional trays and elastomeric materials are employed. Prostheses may be designed in segments or with flexible materials to facilitate handling. Minimally invasive procedures and the use of digital technologies can enhance patient comfort. Education and training for patients on prosthesis care and maintenance are crucial for compliance. Regular follow-up and a multidisciplinary approach, involving collaboration with other specialists, ensure comprehensive care and improved quality of life for microstomia patients.
NURSING MANAGEMENT OF PATIENT WITH EMPHYSEMA .PPT
Prepared by Prof. BLESSY THOMAS, VICE PRINCIPAL, FNCON, SPN.
Emphysema is a disease condition of respiratory system.
Emphysema is an abnormal permanent enlargement of the air spaces distal to terminal bronchioles, accompanied by destruction of their walls and without obvious fibrosis.
Emphysema of lung is defined as hyper inflation of the lung ais spaces due to obstruction of non respiratory bronchioles as due to loss of elasticity of alveoli.
It is a type of chronic obstructive
pulmonary disease.
It is a progressive disease of lungs.
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This particular slides consist of- what is hypotension,what are it's causes and it's effect on body, risk factors, symptoms,complications, diagnosis and role of physiotherapy in it.
This slide is very helpful for physiotherapy students and also for other medical and healthcare students.
Here is the summary of hypotension:
Hypotension, or low blood pressure, is when the pressure of blood circulating in the body is lower than normal or expected. It's only a problem if it negatively impacts the body and causes symptoms. Normal blood pressure is usually between 90/60 mmHg and 120/80 mmHg, but pressures below 90/60 are generally considered hypotensive.
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Health informatics has huge employment potential and provides a big business opportunity for the healthcare industry. A big pool of trained health informatics manpower can lead to product & service innovations on a global scale in India.
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- 1. American Organization of Nurse Executives (AONE) Nurse executive competency Sara M. Aljanabi 1801395
- 2. Outline • Competence and Competence Overview
- 3. Competence is defined as having the abilities to meet the requirements for a particular role. competency is an expected level of performance that integrates knowledge, skills, abilities, and judgment ANA,2014
- 4. Health-care organizations use many resources to determine competency. State board licensure, national certification, and performance review are some of the methods used to satisfy competency requirements (Huston, 2014a).
- 5. For staff development purposes, some staff development activity must be implemented to correct the deficiencies.
- 7. Nurse executive set the vision for nursing practice in the delivery of safe, timely, efficient, equitable and patient-centered care.
- 8. the nurse executive is influential in improving the patient experience of care (including quality and satisfaction), improving the health of populations and reducing the per capita cost of health care.
- 9. The AONE Nurse Executive Competencies detail the skills knowledge and abilities that guide the practice of nurse leaders in executive practice regardless of their educational level, title or setting.
- 11. Communication and relationship building Effective communication. Relationship management Influencing behaviours. Diversity. Community involvement. Medical/staff relationships. Academic relationships.
- 12. Knowledge of the health care environment
- 13. Leadership
- 14. professionalism • Personal and professional accountability. • Career planning. • Ethics. • Advocacy.
- 15. business skills
- 17. References American Organization of Nurse Executives. (2015). AONE Nurse Executive Competencies. Chicago, IL Leadership Roles and Management Functions in Nursing Theory and Application, Bessie L. Marquis and Carol J. Huston, Lippincott Williams.