Hospital

Sanjeevini Superspeciality Hospital Bijapur
B.L.D.E.A’s A.S.Patil College Of Commerce PGDHM Vijaypur. Page 1
“ A Closer Look at Nursing Profession ”
INDEX
EXECUTIVE SUMMARY
ORGANIZATION PROFILE
HISTORYOF NURSING
RESEARCH METHODOLOGY
OBSERVATION
CONCLUSION
BIBLIOGRAPHY
ANNEXURE

EXECUTIVE SUMMARY
OrganizationProfile
About Hospital
Sanjivani Hospital was Founded on February 6, 2008 by Dr. Baba Nagannavar & Dr. Vinay & Dr.
Siddu Sonnad. Through our dedicated efforts towards noble career, we were able to expand our
hospital from Sanjivani Hospital to Sanjivani Super Specialty Hospital, in 2009. Now our hospital is
known for multi functionality. At Sanjivani Hospital we have set new benchmarks in quality
standards in healthcare delivery, by keeping with the tradition of delivering healthcare at par with the
best in the world.
Sanjivani Hospitals, Ahmedabad provides noble healthcare that includes prevention, treatment,
rehabilitation and health education for patients, their families and clients by touching their lives. We
have a good team of expert doctors who dedicated their life towards society.

Earlier our hospital was situated at Laxmi Temple area but now with new infrastructure we have our
multi speciality hospital at Vijaypur. With 100 bed capacity at Vijaypur. near RNS MOTORS
sholapur road. Darga jail cross, Bijapur 586101
Phone : 08352-250950/250954/323639
Email : siddusonnad@ymail.com
Website : www.ymail.com
Activities
 Medical Camp
 Gynec Camp
 Eye Camp
 Test : Pathology, Blood Test, Urine Test
 General awareness camp in surrounding areas
 Hypertension Camp
 Health Camp
 Diabetes Camp
 Homeopathic Camp
 Ayurvedic camp

Facilities
Physiotherapy Centre
Physiotherapy is a health profession concerned with
optimizing mobility and function and helping the body heal
itself. The physiotherapist does that through use of clinical
reasoning to choose and apply appropriate treatment to
achieve the desired goal.
Sanjivani Super Speciality Physiotherapy center is well
equipped with latest equipments, technology and skilled staff
to provide effective treatment for all kind of injuries and
pains in Ahmedabad. We offer affordable and timely services
for orthopaedic injuries and other major injuries.
At Sanjivani Physiotherapy center we perform a comprehensive evaluation to come to the conclusion
for the assessment of the condition and then plan out the specific treatment. We try to locate to the
root problem and help you recover in the most natural way without any side-effects.
With our experienced and active team we can manage to provide Physiotherapy treatment for all
types of sports injuries, from the initial acute stage immediately after injury until the athlete is ready
to return to play.
Facilities
 Active Physiotherapy
 Passive Physiotherapy
 Cardiac Physiotherapy
 Wax Bath
 Ultrasonic Stimulation of nerve
 Feradic Stimulation of nerve

Colour Doppler Echocardiography
 Sanjivani Super Speciality Hospital has advanced and
dedicated colour Doppler Echo machine.
 Treadmill Stress Test (TMT)
 TMT is a special feature of our hospital by virtue of vast
experience. Ours is the only hospital with TMT done by DM
cardiologist and special attention to accuracy as well as
patient safety.
 Intensive Coronary Care Unit (I.C.C.U)
 The ICCU at Sanjivani Super Speciality Hospital is one of the
best and latest equipped ICCU in Ahmedabad.
 I. C. U. Ward
 Our I.C.U. Ward consists of Channel Cardiographic Monitors attached, a Defibrillator Machine,
A.B.G. Analyser and round the clock attendance of a Resident Doctor and a Staff Nurse and the
rounds of the consultants to monitor the condition of the patients admitted in the ward.
 N. I. C. U. Ward
 We have well-equipped N.I.C.U. Ward with latest equipments for Neonatal patients. We also have a
provision of Radiant Warmer and Pulse-Oxymeter.
 Ultra Sonography
 Ultrasound Sonography tests are done under the supervision of experienced and dedicated doctors.

Other Facility
 Backup Generator for Whole Hospital
 In House Laundry
 Roof Top Cafeteria ( Food )Services with
o Indian
o Gujarati
o Punjabi
o Mughalai
o Chinese Dishes
 Special feeding advised to ICU Patients by Qualified Dietician
 Separated Parking Plot
 Closed Circuit Camera Monitoring for any Un-toward Activity
 5 Beautiful Designed Consulting Rooms for Maximum patient comfort.
 Spacious Waiting Rooms.
 Well equipped casually for 24 hour Emergency.
 Pharmacy
 24 Hours Ambulance Service
Interventional Pain Clinic
 Clinic run by renonwed aneasthetic Dr. Dipak Desai.
 Treatment for relief from various intractable pain.
 EXP.
o Cancer Pain
o Nerve Pain
o Organ Pain
o Pain of spinalcanal stenosis and latrealcanal stenois of spine.
o Trigeminal neuralgia.
Thermochoice Baloon Therapy
Treatment done by eminent doctor Dr. Siddu Sonnad ablation of internal urinal wall by high
tempereture of 87o degree centigrade which is controlled by computer
This is a nonsurgical technique of treating of treating disfunctional utrerine bleeding.

ICCU
 10 Bedded ICU & ICCU.
 16 Bedded Well Equipped ICCU with Central
Station.
 Bed side multi para monitors with invasive pressure
monitoring, Infusion pumps, pacemakers.
 ICCU is managed by highly trained doctors.
 Defibrillators, Ultrasonic Nebulisers, Bed side
oxygen,
 Vaccum, Air Lines.
 4 Bedded Separate Post Operative Cardiac CCU.
 All Beds equipped with Multi Para Monitors with
 ECG
 SPO2
 NIBP
 RESP
 Invagive BP
 Temperature
 2nd Invasive Line
 10 State of art ventilators.
 Intra Aortic Balloon Pump.
 Bedside Digital X- Rays.
 Defibrillator (BPL)
 Ultrasonic nebulizer.
 Bedside Oxygen, Vacuum Line.
 Capnography Monitor Available.
 Muscle Pulsator To Prevent DVT.
 Facility For Bedside Dialysis.
 Special Air Beds .
 Availability of Pacemaker.
 Infusion Pumps----Syringe Pumps, Volumetric Pumps.
 Latest Crasn Carts.
 BIPAP ventilators Available.

 2 Beds to 1 Nurse Ratio.
 ICCU Managed Round the Clock by Qualified Intensivists.
 Diet Planned By Qualified Dietician.
 Multiple Parameter central Station.
CT Scan
Sanjivani Hospital also provides facilities like CT Scan and ultrasound and using modern
technologies like:
 Sub second spiral scanning
 World’s slimmest gantry design
 Rapid scanning facility with reconstruction facility
 3-D reconstruction
 Virtual Endoscopy, Bronchoscopy reconstruction
facility
In house pharmacy
Sanjivani Hospital has a 24x7 in house pharmacy within
hospital premises which provides round-the-clock service to
inpatients and also to the patients who are coming into the
hospital on an outpatient basis.
The pharmacy is stocked with critical life saving medicines
and surgical products as also routine prescription drugs.
The pharmacy is equipped with the optimum inventory of the
medicines which ensures the availability of all the medicines
prescribed by the Doctors. The trained professionals in the pharmacy help our patients for the better
care and advices in taking medicines. Utmost care is taken in dispensing medicines and also in giving
advices to the patients and hence the pharmacy at our becomes the best.

Dialysis
 3 Latest Dialysis Machine (Nipro manufactured).
 Doing Dialysis in ---- CRF , ARF Patients.
 Doing SLED in Critically ill Patients.
 Separate Double RO Filtration Plant of Dialysis
Water.
 Round The Clock Availability of Dialysis
Technician.
 Bed Side Multi-Para Monitors Available in Dialysis
Department.
 Water usedine dialysis is
 Bacteria Free
 Zero TDs
 Periodically cultures clone for removing contamination
Theatre
 3 State of Art Operation Theatre.
 Theatre with class 100 laminar air flow facility.
 Theatre equipped with boyles Anasthesia Machine.
Ventilators, Cauteries, Heart Lung Machine, ABG
Machine, Invasive Monitors.
 GI Surgery
 Neurosurgery
 All General Surgery
 Urosurgery
 Plastic Surgery
 Peadiatric Surgery
 ENT Surgery
 Unco Surgery
 Special Gynec and Obesity Facilities
o Painless Labour
o High Risk Pregnancy
o Infertility
o All Laproscopic Procedures
 2 Theatres has Laminar Air Flow System.

 All Theatres are Equipped with
 2 Vertical Sterilisers.
 Latest Anesthesia Trolley with Ventilators.
 LED Light.
 Cutlery.
 ABG Machines.
 Multi-Para Monitors available in all OTs.
 Availability of defibrillator .
 Balloon Pump.
 Laparoscopy Set With Camera And all Instruments available (WOLF).
 2 Operating Microscopes.
 Sensara 7 For.
 Neurosurgery.
 ENT.
 Plastic.
 Vascular.
 OPMI1 FR For Ophthalmic Surgery.
 SAARNS-8000 , SAARNS-7000 - Both available for Cardiac Procedures.
 Hemotherm available in Cardiac OT.
 Facility of Thermachoice for Gynae Patients (Till now carried out more than 600 Procedures).
 Facility of Office Hysteroscopy & Colposcope.
 Special Software & Hardware for Recording Procedures.
 9 Inch Digital IITV.
 Thermachoice Machine for Uterine Ablation (Maximum Procedures done in City).
 Facility for
 Upper GI Endoscopy.
 Colonoscopy.
 Side Viewing Scope Used For ERCP.
 Specialised Equipment for Advanced NeuroSurgery.
 Facility for Office Hysteroscopy.
 Ultramodern A/C Labour Room with Systems of Fetal Monitoring.

Rooms
Deluxe Rooms
Average Area 180 sq. ft/Room with facilities:
 A/C
 Attached Bathroom
 Fridge
 Cable TV
 Channel/Music
 Telephone
 Nurse Calling System
 Pantry
 Dedicated Nursing Staff and a Doctor for Deluxe Rooms
Special Room
Average Area-150Sq f/Room with facilities
 A/C
 Attached Bath
 Cable TV
 Channel/Music
 Dedicated Nursing Staff and a Doctor
 5 Patients per 1 Nurse Ratio
Semi Special Room (Twin Sharing)
Average Area - 170Sq f/Room with facilities
 A/C Optional
 Attached Bathroom
 Cable TV
 Channel/Music
 Telephone

General Ward
 A/c Optional
 3 to 4 Patients /Room
 Cable TV
 Telephone
All Rooms Have Pipe Oxygen And Vacuum
Consulting Room
Beautifully Designed 5 Consulting Rooms with waiting area for 50 Patients
Pathology
With Round the Clock Service and Fully Equipped with
 Cell Counter (Trans Asia)
 ABG Machine (Trans Asia)
 Coagulometer (Trans Asia)
 Electrolyte Machine (Roche)
 Chemistry -----Trans Asia , Abott
 ELISA
 Microbiology
 Sophisticated Microscope
 Specialised Technique For Coding Samples
 Vacutainer for sample collection
 Regular Updates and Checks For Quality Control
 Tie-Up with Centers of Excellence for Maintaining Quality.
 24hrs Facility
 Home visit Available

Cath Lab
Latest Version of Cath Lab Facility for providing
 Coronary Angiography
 Coronary Angioplasty
 Peripheral Angiography
 Balloon Mitral Valvotomy
 Temporary & Permanent ( Single & Dual Chamber )
 Device Closure of ASD & VSD
 Electro Physiological Studies
 Implantation of Automated Defibrillator
 Peripheral Angioplasty
 Procedures Done By - Femoral - Radial - Route
 Round the Clock Services of Cath lab

History of Nursing
“Life is not a problem to be solved ,but a mystery to be lived” There are many conflicts in nursing
profession with a new challenge every day in terms of different illness that Patient comes up with.
Each different type of illness requires different forms of treatment including medicines. This makes
the practice of nursing a mystery to be lived. Social attitude and each individuals view towards
nursing commonly makes it a less desirable profession to be in. The root cause of these individuals
needs to be identified and resolved.
Nursing originated independently, existed many centuries without contact with modern medicine.
The member of the family at home met the nursing needs of the sick. Evolution of medicine, surgery
and public health into complicated technical area requiring many procedures by persons specially
trained and having understanding of scientific principles, which brought two professions closer and
together.

Development of Nursing Education in India- Pre-Independence
1. Nursing in Pre-historic Times
There is no historical evidence available on ancient history on nursing care of sick in primitive times
discovered through myths, songs and archeologist.
Role of Nurse in primitive period
1. Nursing evolved to response to the desire to keep healthy as well as provide comfort to sick.
This was reflecting in caring, comforting, nourishing and cleansing aspect of the patient. This
love and hope was expressed in empirical practice of nursing.
2. Nursing – Vedic Period (3000 B.C – 1400 B.C) Indian medicines are found in the sacred
books of “Vedas”. The ‘Ayur-veda’ is thought to have been given by Brahma. 1400 BC
Sushruta, known as ‘Father of Surgery’ in India, years later ‘Charaka’ wrote a book on
internal medicine. In those days surgery had advanced to a high level, also had 4 wings of
treatment ‘Chatushpada Chikitsa’.
1. Physician – Bhishak
2. Nurse – Upacharika (Attendant – Anuraktha)
3. Therapeutic drugs – Dravya
4. Patient – Adhyaya
Characters of Upacharika (Nurse)
• Shuchi – Pure or clean in physical appearance and mental hygiene.
• Daksha – Competency
• Anuraktha – Willing to care
• Buddhiman – Co-ordinator with the patient and doctor / intelligent.
• Hospitals are large and well equipped. “Siddha” system of medicine was also practiced in India.

2. Nursing Post Vedic Period (600 BC`– 600 AD)
Medical education introduced in ancient Universities of ‘Nalanda’ and ‘Thakshashila’. King Ashoka
(272-236 BC) constructed hospitals for the people and animals... Doctors and midwives were to be
trust worthy and skillful. The nurses were usually ‘men’ or ‘old women’. Women are restricted
activities at home and cared for sick members in the family during 1 AD period superstition and
black magic replaced more in daily practices. Other religious restriction and superstitious practices
probably declined the development of nursing.
3. Nursing in Mogul Period (1000 AD)
‘Unani’ system of medicine developed during the Arab civilization. It was practiced in Indo-Pakistan
subcontinent.
4. British period (16th Century onwards)
After the Mogul period the nursing in India hindered due to various reasons like low state of women,
system of “pardha” among Muslims, caste system among Hindus, illiteracy, poverty, political unrest,
language difference and nursing looked upon as servants work. During the 16th century, nursing
development in India had taken three dimensions.
1. Military Nursing
2. Civilian Nursing
3. Missionaries Nursing
1. Military Nursing:
Military nursing born during 1st world war but developed very slowly. British officers informed need
of nurses to take care British officials and soldiers in India.

On 1888 Feb. 21st – 10 fully qualified certified nurses from Florence Nightingales, arrived to
Bombay to lead nursing in India. This paved the way to develop one of the best nursing in the world.
1894 regular system of training for men for hospital work (orderliness) started in 1927 – Description
of Indian Military Nursing services formed with 12 matrons, 18 sisters, 25 staff nurses. They were
responsible for supervision, instruction and training of nursing services for entire Indian hospital
corps.
2nd world war expanded nursing services to India and overseas under the direction of chief principal
matron. 3 year training carried out in selected military hospital preliminary training schools. After
completion, they were sent to military hospital for practical training. After successful training
certificate issued as “Registered Nurse” and they are members of Indian Military Nursing Services
Auxiliary Nursing Services.
Shortage of trained nurses in India after the 2nd world war, the Govt., initiated short course of
intensive training in 1942 which led to the Auxiliary Nursing Services.
2. Civilian Nursing in India
1664 – East India Company built Government General Hospital at Madras for civilian. 1871 – This
hospital undertook training of nurses. In 1854 midwives training school granted certificates of
‘Diploma in Midwifery’ for passed student and ‘sick nursing’ for failed students. First time 6 nurses
came out as Diploma in Midwifery Nurses.
3. Missionary Nursing:
Missionary nursing started training for Indian people as nurses. Various other countries supported.
This brought fully qualified Indian nurses.
After the course of lecturing 18 months to two years, written examination was conducted. If the
individual failed training was extended to 3 years.

From 1888-93 five years various experts like doctors, surgeons, nursing superintendent, and
pharmacists – draw up a curriculum for training. 1907-10 North India united Board of Examiner was
formed to maintain nursing administration and standards. 1928 – Hindi Text book for nurses
developed. 1939 – Helped to develop post graduation school for nurses.
Community Health Nursing :
William Rathbone formed Visiting Nurse’s Association at England. She emphasized on charity free
care etc. Florence Lees improved the Visiting Nurses by giving specialized training for their work.
In 1926 – Midwives Registration Act formed for the purpose of better training of midwives. Slowly
Community Nursing Training needs were felt by the Government. In 1946 – Community Health
Nursing was integrated in Basic Nursing Programme at Delhi, Vellore and Madras.
Trained Nurses Association of Indian (TNAI)
In 1908 – TNAI formed to uphold the dignity and honor of the nursing profession. Florence Mac
Haughton was the first president of TNAI. In 1910 TNAI published journals. In 1912 – TNAI
affiliated to international Nursing Council as a 8th Association in the world. In 1917 on June 16th
under the Registration Act No:XXI of 1860 – TNAI got registered. In 1922 SNA was formed.
Registration Council: In 1947 Indian Registration Council was formed.

NURSING EDUCATION - POST INDEPENDENCE
Introduction
On 15th August 1947 India became independent. Social changes were taking place rapidly but an
alarming absence of public health and sanitary measures continued. The ratio of nurse to patient
remained dangerously low. The opening of nursing schools associated with college gave nursing
profession a higher social and economic status, than it had previously known. The formation of many
commission and committees, establishment of INC and tremendous work of TNAI brought about
change in nursing education post independence.
TRAINED NURSES ASSOCIATION OF INDIA
TNAI helps the initiation of university level education in India. Recommendations of the Bhore
committee were implemented within year.
1. Passing of the INC act
2. Deputation of Indian nurses abroad for post basic education
The TNAI made significant achievements in the field of nursing education. It creates awareness
among nurses through Nursing journal of India and organizing continuing education programmes.
TNAI also offers scholarships to deserving candidates to take up studies within the country and
abroad.

ESTABLISHMENT OF INDIAN NURSING COUNCIL
The INC was constituted to establish a uniform standard of education for nurses, midwives, health
visitors and auxiliary nurse midwives. The INC act was passed following an ordinance on December
31st 1947. The council was then constituted in 1949.
Main proposes of the council.
1. To set standards and to regulate the nursing education of all types in the country.
2. To prescribe and specify minimum requirement for qualifying for a particular course in nursing.
3. Advisory role in the state nursing council
4. To collaborate with state nursing councils, schools and colleges of nursing and examination board.
STATE REGISTRATION COUNCIL.
Functions.
1. Inspect and accredit schools of nursing in their state .
2. Conduct the examinations
3. Prescribe rules of conduct.
4. Maintain registers of nurses, midwives, ANM and health visitors in the state.
The state registration council is autonomous except they do not have power to prescribe the syllabus
for courses.
DEVELOPMENT OF NURSING EDUCATIION.
Basic General Nursing And Midwifery Education (GNM)

1. Training of Dais(Birth Attendant)
The Dai training continued past independence. This training was done at sub centre and equipments
provided by UNICEF.
2. Auxillary Nurse Midwife (ANM)
In 1950 Indian Nursing Council put forward some important decisions relating to future patterns of
nursing training in India. They decided that there should be only two standard of training nursing and
midwifery, subsequently the curriculum for these courses were prescribed.
The first course was started at St. Mary’s Hospital Punjab in 1951. The entrance qualification was up
to 7/8 years of schooling. The period of training was 2 years which included 9 months of midwifery
and 3 months of community experience.
In 1977, as a result of the decision to prepare multipurpose health worker& vocationalization of
higher secondary education, curriculum was revised a designed to have 1.5 year of vocationalized
ANM programme and six months of general education. The entrance qualification was raised from
7th passed to matriculation passed.
Under multipurpose scheme promotional avenue was opened to senior ANMS for undergoing six
months promotional training for which course was prescribed by INC.
3. Lady Health Visitor Course
Training of LHV course continued post independence. The syllabus was prepared and prescribed by
INC in 1951.The entrance qualification was matriculation. The duration was two and a half years
which subsequently reduced to 2 years.

4 General Nursing And Midwifery Course
GNM course existed since early years of century. In 1951, syllabus was prescribed by INC. In 1954 a
special provision was made for male nurse. In 1954 public health was integrated into basic nursing
course.
First revision of course was done in 1963. In 1964-65 Psychiatric nursing was included in
curriculum. The duration of course was reduced from 4 years to 3.5 years. Second revision was done
in 1982. The duration of the course reduced to 3 years. The Midwifery training of one year duration
was gradually reduced to 9 months and then six months, finally three year integrated programme of
GNM was prescribed in 1982.
5. Post-Basic/Post Certificate Short-Term Courses And Diploma Programmes
During 1948-50 four nurses were sent to the U.K. by Govt. of India for mental health nursing
diploma. During 1954 Manzil Medical Health centre, Lucknow gave psychiatric nursing orientation
course of 4 – 6weeks duration. In 1951 a one year course in public health was started at college of
nursing Delhi. Govt. of India felt urgent need for psychiatric nurses during 1953-54; this resulted in
first organized course at All India Institute of Mental Health.
In 1962 diploma in pediatric nursing was established at J.J.Group of Hospitals, Bombay. At present
there are many other courses of three months duration which are monitored and recognized by INC.
The ultimate aim of the entire post-basic / post certificate programme is to improvement of quality of
patient care and promotion of health.

University-Level Programmes.
1.Basic BSc Nursing
First university programme started just before independence in 1946 at university of Delhi and CMC
Vellore. In 1949, on recommendation of university education committee and education commission
(1964-66) and conference & workshop held by TNAI, The WHO and UGC, some more colleges
came up in different state affiliated to different state university.
INC prescribes the syllabus which has been revised three times; the last revision was done in 1981. It
was done on basis of the 10+3+2 system of general education. At present the BSc Nursing
programme which is recommended by the INC is of four years and has foundations for future study
and specialization in nursing.
2. Post Basic BSc Nursing
The need for higher training for certificate nurses was stressed by the Mudaliar Committee in1962.
Two years post basic certificate BSc(N) programme was started in December 1962.for nurses with
diploma in general and midwifery with minimum of 2 years experience. First started by university of
Trivandrum. At present there are many colleges in India offering Pc BSc (N) Course.
3. Post Basic Nursing by Distance Education Mode.
In 1985 Indira Gandhi National Open University was established. In 1992 Post Basic BSc Nursing
programme was launched, which is three years duration course is recognized by INC.
4. Post- Graduate Education-MSc Nursing
First two years course in masters of nursing was started at RAK College of Nursing in 1959.and in
1969 in CMC Vellore. At present there are many colleges imparting MSc Nursing degree course in
different specialties.

5 M.Phil
INC felt need for M.Phil programme as early on 1977, for this purpose committee was appointed. In
1986 one year full time and two years part time programme was started in RAK College of nursing
Delhi.
6 Ph.D in Nursing
Indian nurses were sent abroad for Ph. D programme earlier. From 1992 Ph D in nursing is also
available in India. MAHI is one of the universities having PhD program.
Current Educational Patterns In Nursing
1.Non University Programme
• Basic – ANM-GNM
• Advance-Post-Certificate diploma
2. University Programme
• Basic- BSc(N)
• Post-Basic BSc(Regular)
• Post-Basic BSc(N).IGNOU
• Advance:MSc (Nursing)
• M. phil
• Ph.D.
Trends in nursing education changes from basic general nursing service to doctorate education in
nursing.

SUMMARISED EVOLUTION OF NURSING EDUCATION IN INDIA
We can summarize the history of nursing education in India as follows:
1871 – School of nursing started in general hospital Madras.
1886 – School of nursing in a full-fledged form was started in J.J. hospital, Bombay.
1892 – Many hospitals in Bombay started nursing associations which were intended to provide
additional facilities for the training of local nurses.
1908 – TNAI established.
1909 – Bombay presidency nursing association was formed.
1910 – United board of examination for nurses was organized.
1913 – South India Board was organized.
1926 – First nurses registration act passed in Madras.
1935 – Madras and Bombay nursing councils were established.
1942 – ANM programme started.
1943 – School of Nursing at RAK college, New Delhi.
1943 – Diploma programme in nursing administration started in New Delhi.
1946 – Four year B.Sc nursing programme started in RAK college and CMC, Vellore.
1947 – INC act was passed.
1949 – INC was established.
1959 – MSc Nursing started in RAK college.
1963 – Post basic B.Sc programme started in various institutions
1968 – M.Sc nursing at CMC, Vellore
1972 – Basic degree programme started in Kerala
1985 – M.Sc nursing stated in CMC Ludhiana.
1985 – IGNOU established.
1986 – Curriculum change for GNM programme from three and a half years to three years.
1986 – M.Phil programme started in RAK, Delhi.
1987 – MSc Nursing started in Kerala
1987 – Separate directorate of nursing was created in Karnataka State.
1988 – M.Sc Nursing at Nimhans

1992 – Ph.D in RAK College, New Delhi
1992 – Post basic programme started under IGNOU
1994 – M.Sc nursing at MAHE, Manipal
1994 – Basic B.Sc programme under school of Medical education in Mahatma Gandhi University,
Kottayam.
1996 – M.Phil and Ph.D at MAHE, Manipal.
2001 – Ph.D at NIMHANS

Conclusion
Nursing education has expanded considerably post independence. University education in nursing
brought about changes in nursing education. University Education in Nursing provided the depth of
knowledge which is required for current Health Services in India.
The type of nurses required today is an “all round personality”. Education brings changes in
behaviour of the individual in a desirable manner. It aims at all round development of an individual
to become mature, self-sufficient, intellectually, culturally refined socially efficient and spiritually
advanced.
Current document involves in assessing the contribution of our education service in creating
Professional Nurses who are self sufficient and intellectually empowered to perform the duties
trusted to them.

RESEARCHMETHODLOGY
Objectives:
The broad objectives of the study were
1. To study the perceived limitations which hamper their growth in nursing field.
2. To identify the problems faced by nursing students in their day to day life.
3. To examine the consequences of their thoughts and beliefs on their profession and the new comers
into the profession.
Sample Design:
A questionnaire was administered to the students at the Apollo school of nursing ,Hyderabad. The
total numbers of students were 154 among which 54 students from the 3rd year were chosen and
administered a questionnaire. The reason for choosing the 3rd year student was to have the
respondents who had gone through practical session on the shop floor. Thus the sampling design
became, SIMPLE RANDOM SAMPLING.
Sample Size : A total of 54 third year students were taken as the respondents out of the whole
population, thus the sample size became 54.

Data Collection Tools:
Primary Tools:
The primary tools involved administering a structured questionnaire. The objective was to validate
inputs and address the survey objectives stated above. The questionnaire is shown in Annexure1.
The outcome of the answers received for the questions were aggregated and analysed. These results
are captured with recommendations where ever possible.
Some of the answers could be perception and not necessarily the truth, however perceptions if not
managed well tend to become reality in the long term.
Table-1 Does Nursing profession require specialized knowledge and hence specialized
training is required?
Particulars No of respondents Percentage
yes 52 96
Sometimes 2 4
No 0 0
Total 54 100

Observation:
 Majority of them believed that Professional competence is important for being in the nursing
profession.
 As we move further down with some more questions, this belief somewhere down the line
gets diluted when they move around in the practical world.
Recommendation: It is recommend that this belief is upheld when the nurse move into practical
world. Else when any new candidate refers for guidance before taking up the nursing profession will
only get a negative feedback. We will discuss the options available with the institution to improve
this perception.

Observations:
 It is seen that about 41% of people are not sure if this profession offers Economic security.
 This surely is impacting more people from taking up this profession. With other sunrise
industries offering glamorous roles and money nursing profession does not feature on the
minds of the young people who come out of colleges to choose a profession.
 As observed only 59% gave a positive answer it means the rest of them are not sure of the
financial security offered by this profession. This could be the outcome of:
Table 2 Do you feel Nursing profession provides the Economic security that is required for
yourself and your family.
yes 32 59
Sometimes 15 28
No 70 13
Total 54 100

o Salary levels for the nurses as compared to the Retail, Airline and Insurance sectors
(Sunrise Industries.)
o Salary structures may need to be revised to make the nurses get the feeling of financial
security.
Recommendations:
 It is recommended that the salary structures for the nurses are assessed to give them long term
secured feeling. Salary levels for noble professions like nursing, teaching and military is
lower than other professions.
 Hospitals can conduct some financial planning session which helps them plan their limited
finances for long term security.

Table 3 : Do you feel your profession is a mechanical exercise .
yes 38 71
Sometimes 12 22
No 4 7
Total 54 100
Observations
 71% of the respondents felt Nursing is a mechanical profession.
 They are probably getting this feeling by working in the hospital as a routine and without any
variety of experience or it’s the absence of learning curve in their day to day life as a nurse.
 Its important to remove this perception and get the nurses to understand that this profession is
not just a mechanical one but involves lot of learning and intelligence to serve the patient in
the rightful manner.

Recommendation:
 Nursing is surely not a mechanical exercise given the fact that every patient handled is a new
case every time even though the sickness may be the same.
 Nurses should be allowed to prepare case study documents (confidential) which is further
discussed with appropriate senior doctors. With this they will be provided an opportunity to
interact with patients more closely and document their observations for review by the senior
member of staff in the hospital. This will ensure that there is learning curve on a daily basis
and hence remove the mundane part out of their daily duties.
 There should be criteria to produce minimum number of case studies before the individual is
promoted to the next level. This will tie in their aspirations to learning and developing
themselves. This whole aspect of discovery will remove the mundaness from the day to day
to nursing practice

Table 4 : Does the education framework provide you the opportunity to share your
experience either through
Group discussion or through some means
yes 21 39
Sometimes 33 61
No 0 0
Total 54 100
Observations: Almost 61% of Students (Nurses) feel that there is no exchange of experiences which
enriches their knowledge.

Recommendations:
 Hospitals should plan their work force capacity is such manner that gives their nurses free
time to collaborate and exchange ideas/share experiences.
 Encourage nurses to do research by reading books, case studies and come up with white
papers.
 With the above approach it will help the Hospitals in 2 way.
o Hospitals get nurses who are knowledgeable and motivated by virtue of having a
constantly rising learning curve.
o Hospitals get the recognition of having a workforce which is highly knowledgeable.
o With case studies approach mentioned in observations for table 3 will allow the senior
staff to review the documents prepared by the junior staff and give their expert
opinion, which in turn puts a formal process for knowledge sharing.

Table-5: Does the education framework provide time and means to attend seminars
related to medical profession.
yes 14 26
Sometimes 37 69
No 3 6
Total 54 100
Observations: This is in line with the observation in the previous question.
• Only 26% felt they were allowed to attend seminars.
Recommendations
 Given the cost consideration for the seminar cost, travel and stay cost, hospitals might find
difficult to sponsor their nurses to attend seminars therefore they could potentially adopt
following route
 Identify subjects of concern / knowledge development and create seminar within the hospitals
which can be presented by the nurses themselves or depend on the senior doctors to present
their experiences or expert opinion.

Table 6 : Does the working environment and processes provide you the facility to take all
precaution of safety and hygiene
yes 19 35
Sometimes 27 50
No 8 15
Total 54 100
Observation:
a. Almost 65% of the nursing students feel that they don’t have the facilities to practice their
profession in safe and hygienic manner.
b. Potential causes for this problem could be:
1. This could be a result of not being aware of the facilities provided by the hospital and
not necessarily the absence of safe and hygienic environment.
2. This could be actually the issue at the hospital which does not provide the necessary
processes and material / equipment for practicing the profession in safe and hygienic
manner. It could also be an inventory issue of not having the material at all times.

3. This could also be a result of lack of discipline to follow the process. This is a much
large problem to handle given the change management required around the attitude of
the staff to follow safety and hygienic process.
Recommendations:
 Assess if the point b. mentioned above is true, wherein the facilities exists but the nurses are
not aware. If its true that the hospital does have the facilities for following safe and hygienic
practice, then in that case Hospital should run an awareness program with executive
sponsorship from the management team.
 Re-assess the situation after 3 – months of running the awareness program about the facilities
available at the hospital. This could be done by conducting a survey amongst the staff nurse.
 If point b.2 is true then the management of the hospital needs to have an internal audit in
place to ensure timely stock is available for all the necessary materials and equipments.
 If point b.3 is true then one has to assess if work pressure does not permit the nurses to follow
the processes or its sheer lack of discipline. This can be measured by getting the senior staff
to observe the staff and correcting them in an amicable manner. Once again this should be
measured by conducting another round of survey

Table-7: Please describe in brief the challenges which prevents you from being polite in
handling day to day nursing duties.
Lack of time 15 28
More work load 18 33
Non co-operation 11 20
Stress 10 19
Total 54 100
Observation:
 Lack of time, Excess Work Load, Stress is all inter-related to each other. It appears that the
hospitals are under staff or potentially have processes which are a waste not adding value.
 The problem could be just real capacity issue.
 Stress Management

Recommendations:
 It’s important that the hospitals conduct a review of all its processes and come up with “Lean
Processes” eliminating waste. This will release additional bandwidth for the staff to handle
the day to day duties more efficiently. It may be important to mention that the
recommendation for “Lean Processes” is not at the cost of compromising on the safety and
hygiene conditions that have to be maintained for the lives of the patient or the medical staff.
Lean Processes could be a reality with introduction of technology pieces in the right
departments.
 Hospital should conduct a study to identify peak pressures during various time slots and
allocate the capacity across the time slots to maintain right balance of work load for the
nurses. For example: You have additional routine during day time of the doctors visit to the
ward, Discharge processes, hence additional staff may be required during day time as
compared to the night time.
 Stress is today not only applicable to nursing profession it’s in all profession. Stress is created
by the endless desire to lead a better lifestyle, better homes, and cars mobiles. This has
pushed people to take loans which are beyond their means. Now this can be looked upon as
an individuals problem and not the institution where they work, but if we had to be little
caring we could do following:
o Provide seminars which help them understand how to manage financial obligations
and not get trapped into unplanned loans.
o Help them to have a discerning mind to decide what kind of loans are good for them,
o Conduct stress management courses which helps them identify tools to manage stress.
o Provide for TV sets in cafeteria which could play light cartoons which diverts their
mind. Instead of looking at the business news which constantly projects crashing
stock market and economic conditions or the latest terrorist attacks. Such news are
depressing and create nothing but stress.

Table 8 : Do you get the freedom to question during the lectures / practical conducted in
the nursing school
yes 39 72
Sometimes 14 26
No 1 2
Total 54 100
Observations:
• This one output is a positive one where 72% people feel they have the freedom to express. This is
an outcome of 2 causes.
a. Resources are bold enough to ask questions. People are not shy or introverts, they are
asking questions till they are satisfied.
b. Conducive environment which encourages people to ask questions.

Recommendations:
• Leverage this positive energy to tackle some of issues identified in the previous question mentioned
herein above.
Table 9: Did you get any Psychiatrist’s support for getting over your frustration in
managing the day to day nursing pressures.
yes 0 0
Sometimes 9 17
No 45 83
Total 54 100

Observations:
 Most of the nurses felt that they did not get any Psychiatric support to get over their
frustrations. It’s important that the nurses don’t carry any frustrations while handling critical
cases. The high % of people saying “NO” here is not a reflection that all the people are
frustrated. Therefore one needs to be careful in interpreting this number as frustration could
be work or personal related.
 Infact if there is a process of identifying nurses with strong influence of stress or frustration
should be moved out of critical functions in the hospital. It could endanger the life of a
patient.
Recommendation:
 Assess the performance of nurses in their day to day work. Identify nurses who are regularly
making mistakes or had the potential of making a mistake. These nurses could be potentially
frustrated with work or their personal life. However they could risk the life of a patient if they
are not free from frustration/ stress.
 These identified nurses should be put on to Psychiatric counseling and ear marked to be
posted in departments not requiring critical processes or practice. It may be important to
mention that at times asking a nurse to move out of his/ her current responsibilities may land
up getting them more frustrated. Therefore this has to be handled with care where the nurse
accepts s/he needs a break.
 Happy Nurse – Happy patient and their relatives could be the motto for this initiative.

Table 10 : Do your seniors co-operate in helping you manage your day to day
nursing activities
yes 1 2
Sometimes 44 81
No 9 17
Total 54 100
Observation:
 While very few people have confidently said a “Yes” to this question, it appears that are some
spots where nurses are not feeling they are appropriately mentored by the senior nurses.
These issues if not resolved, it could only lead to a frustrated employees and result in high
rate of attrition.
 This could also be outcome of some circumstances of ragging by the senior staff and needs to
be immediately ascertain if it’s true.
 Ragging is the major cause for the juniors not to align with their senior resources.

Recommendation
 Re-visit the Exit interviews to find out how many people have quit because of their
senior/managers. This could only confirm the old saying “People don’t quit organizations but
they quit their manager/ seniors”.
 Re-visit the performance appraisals to identify if any of the nurses have identified their senior
giving them a difficult time or not being mentor.
 Create a mentor development program. Run training programs for managerial skills for the
senior staff
 Nursing is a noble profession and if seniors don’t resonate that feeling then we cannot expect
to have nurses who belief their profession is a noble profession and hence give their 100% to
serve the patients with a smile.
 Create a Rewards Program that recognizes the best mentor for a year, motivating senior staff
to give their best to the juniors.

Table 11: How much time you feel should be given for recreation
(Please mention the time that should be given to you for recreation and what kind of facilities
you expect for recreation.)
Sports 13 24
Quiz 11 20
TV and Music 22 41
Reading 8 15
Total 54 100
Observation:
 . A large number of people have voted for TV and Music to be a good form of recreation.
While the idiot box continues to woo people away from good habits of taking reading as a
means for recreation, hospitals have to nurture the habit of reading amongst their staff.
 Reading can be enriching as well as provide good means for recreation. This cannot be an
overnight change and has to be managed through a well planned program.
 Create events which pushes people to read and present. Let there be not only monetary
benefits but growth opportunities within the organization.
 For example: Hospitals could publish a list of topics that requires the nurses to do

research(Read) various books / surf the internet and come with a white paper.
 There can be a jury which will decide the best white paper and give a monetary reward to the
person who wrote the white paper.
 The above approach not only benefits the staff to find new means of expanding their
knowledge but the hospital also gets staff which is knowledgeable and efficient in their work.

Table 12 : Do you feel comfortable conducting your assignments on your own or you feel you
need supervision.
yes 19 35
Sometimes 33 61
No 2 4
Total 54 100
Observation:
 Only 35% have said “YES” to be able to handle things independently. This might be
interesting aspect to investigate further if the students who have the best marks are at time
nervous in the real life world or it’s the one who lacks knowledge.
 There is always the fear of doing something for the first time. Being a fresh batch of nurses
they will lack of confidence in practical world.
 There is no short-cut to build the confidence; it will come with experience as time passes by.

Recommendations
 Mentors can be a good sources for confidence building for the fresh batch. People who have a
caring nature only should be appointed as mentors, because mentors can make or break
people.
 Having a mentor program, will help in resolving this issue of lack of confidence to
independently handle tasks.
 Mentors should closely observe their set of people and identify if its lack of knowledge or
lack of confidence. Incase the nurse has a lack of knowledge then s/he should be sponsored
for re-training instead of being allowed to perform in the hospital. Incase the nurse lacks
confidence then the mentor could work with the nurse on a few cases before s/he becomes
independent.

Table 13 : Please specify what you do during your free time while you are
working in the ward.
Reading the case study 20 37
Imparting health education 13 24
Studying the new
equipments
11 20
No free time 10 19
Total 54 100
Observation and recommendation
1. Very few people have said there is no free time as most of them have mentioned spending
their free time in doing something productive as shown in the table above.
2. Staff is spending their time on productive areas like Reading the case study and this habit
should be nurtured further to include more and more staff.
3. While the small set of nurses who feel there is no free time may need to understand why they
don’t have free time. Senior staff could work with them to see if there is an issue of efficiency
or time management.

Table 14 What are the major causes for not being able to practice what is
taught in
the classroom? Please describe in brief here below
Fear 22 41
Lack of instruments 10 18
More work load (lack of
time)
14 26
Difference in equipments 8 15
Total 54 100
Observations
 There is a large percentage of staff contributing “Fear ” as the reason for not practicing what
is taught in the class room. This could be primarily due to lack of confidence in practicing
their learning.
 This fear factor could also be due to lack of practical session during their course.
 Or this could be a situation wherein the senior staff rebukes the staff who tries to follow the
rule book by claiming that in real world that’s not to be followed.
 Lack of time is coming up pretty often in this survey and needs to be thoroughly assessed by
the hospital to check out if there were processes that were not necessary or it is a capacity
issue AND Difference in equipment could be addressed with some minor training for usage
of the equipment.

Table no. 15 Do you think heavy loads of patient care make it necessary to use
shortcuts in procedures?
yes 14 26
Sometimes 32 59
No 8 15
Total 54 100
Observations and recommendations
1. Once again this confirms the capacity issue. Hospitals need to conduct further assessment to
ascertain if the issue is caused due to capacity or processes leading to waste of time.

Table 16: Are the equipments used in wards
insufficient?
yes 19 35
Sometimes 24 45
No 11 20
Total 54 100
Observations
1. A majority of them felt the equipments provided were insufficient. Now this could be caused
by
1. Number of equipments is there but the staff is not aware of how to use because of
some minor difference between what they were taught to use versus what is available
in the hospital.
2. There is actually less number of equipments.

Recommendation.
1. Hospitals should check if it’s a situation of what is mentioned in point 1.a above. In that case
hospital should create an awareness program around the equipments available in the hospital.
2. If the case is of what is mentioned in point 1.b then the hospital should consider ordering
enough number of equipments.

Table-17 : Is there any area of nursing profession which you feel you were not
trained enough?
Intensive Care Units 19 35
Operation Theatres 15 28
Emergency Wards 20 37
Total 54 100
Observation and recommendation
1. A large number of respondents have mentioned ICU as the major component on which they
lacked training.
2. Its important to review the syllabus and ensure that enough training is planned around
Intensive care Units and also the other which have figured on the list above.

Table-18: Do you feel there is an appropriate HR department focusing on managing
your competencies to handle complex issues as you progress in age.
Yes 36 67
Sometimes 11 20
No 7 13
Total 54 100
Observation
1. A majority number of people felt they had an appropriate HR department.
2. 33% of the respondents felt lack of HR department managing their growth and competencies
This means that this set of people are probably not touched by the HR department in any
manner. This is not a good sign if the HR department is in existence but not touching their
lives. It will be good idea if the respective HR manager does a floor walk to get the visibility
with the staff working on the floor.

Table-19: Has the organization shared with you a career path and explained the
competencies that you need to grow in your career.
Yes 20 37
Sometimes 13 24
No 21 39
Total 54 100
Observations and recommendations.
1. 63% of people are not aware of their career paths. This is not a good sign because people
work for an organization not only to get monetary benefits but also growth in term of more
authority and responsibilities as years pass by.
2. There should be one on one counseling session organized to provide inputs on career path and
development plans which an individual has to undertake to be able to achieve the desired
growth.

Table-20: Do you feel India provides right kind of opportunities linked to right amount of
economic security.
Yes 9 17
Sometimes 13 24
No 32 59
Total 54 100
Observation and recommendations
1. A large number of people don’t feel India offers the kind of money that Job Opportunities
offer abroad. This problem cannot be resolved in the short term.
2. But with the downturn of economy in the developed countries will get these people attracted
to developing countries like India.
3. Organisations have to seize this opportunity to build relationship with their staff by providing
them learning, growth opportunities. If people develop value in themselves then they can
work towards getting higher remuneration in India itself. But the key is to build competencies
which gets them higher pay package.

Table-21:Do you feel you should have an appraisal system
Yes 31 57
Sometimes 23 43
No 0 0
Total 54 100
Observations and recommendations
1. A good number of people feel the need for having a proper appraisal system and an equal
number of people have said sometimes it’s necessary.
2. This again points to the fact that the existence of HR department is probably not visible to the
folks who have said “yes” to having an appraisal system in the nursing profession.
3. Whereas the rest of the people might not be aware of the power of appraisal systems. This
needs to be driven through HR department on building awareness of HR department and a
formal appraisal process.

Table 22: Do you feel there is lack of recognition for work performed.
Yes 21 39
Sometimes 33 61
No 0 0
Total 54 100
Observations
1. A vast majority of the people felt they were not recognized for their work. This becomes a major
concern when people don’t get recognized consistently.
2. Failure to recognize people for their work could lead to high rate of attrition.
Recommendations:
1. Have a recognition program in place which allows people to recognize and appreciate each
others work. This could be very well driven by a web portal. When people start recognizing
others work in the team it builds a feeling of oneness in the team and builds respect for each
other.
2. Have HR department work out a formal process for recognizing people’s contribution to their
personal work or to the organization.

Observation
SUGGESSTIONS OF THE STUDENTS OF APOLLO SCHOOL OF NURSING WERE
FORWARDED TO THE RESPECTED PRINCIPAL:
 Nearly all students complained of the on-going ragging which is disturbing them a lot
 Seniors are not helpful, they are rude.
 Timings of duty are not followed strictly
 Bond period to be reduced to 1 year 6 months
 Proper allocation of staff and students to reduce the work load
 Reduce the number of assignments
 One exam per day to be taken
 During the bond period only same dept is given for a year if they could be posted in different
departments on monthly rotations basis, it could bring in more efficiency and confidence in
the staff.
 I feel personally that they should introduce basic study of computers as it is a necessary
requirement in the health industry.

Conclusion
Nursing encompasses autonomous and collaborative care of individuals of all ages, families, groups
and communities, sick or well and in all settings. Nursing includes the promotion of health,
prevention of illness, and the care of ill, disabled and dying people. Advocacy, promotion of a safe
environment, research, participation in shaping health policy and in patient and health systems
management, and education are also key nursing roles.
Nurse educators face many challenges in the current healthcare environment. Educational methods,
philosophies, and the content of curricula need to be reexamined to meet the needs of professional
nurses who will practice in the next millennium In higher education, faculty advancement is based on
demonstrated productivity in scholarship and service as well as teaching. In nursing, a new faculty
should take the responsibility for their professional development by working with a dean or
department chair to design a 5-year Faculty Development Plan that includes mentoring and
participating in other campus support networks.

Bibliography
1. “Nurse”. The Oxford English Dictionary 2nd edition. 10. Oxford University Press. 1989. pp.
p603-604. ISBN 0198611862.
2. Florence Nightingale (1820 — 1910)
3. Radcliffe, Mark (2000). “Doctors and nurses: new game, same result”. British Medical
Journal 320 (1085): 1085. doi:10.1136/bmj.320.7241.1085.
http://www.bmj.com/cgi/content/full/320/7241/1085. Retrieved on 2007-08-14.
4. Nightingale, Florence (1860) Notes on Nursing Full text online Accessed 14 August 2007
5. International Council of Nurses Accessed August 2007
6. Wilkinson, A. (1965). ‘History of Nursing in India and Pakistan’. New Delhi,
7. Annamma, K.V. (189). ‘A New Text book for Nurses in India’. Madras, B. I. Publications.
8. Honda, U. and Gulani, K. K. (1995). ‘Community Health Nursing’, New Delhi, Ignon
Publications.
9. Sandaranarayanan, B. and Sindhu, B. (2003), ‘Learning and Teaching Nursing’, Calicut,
Brainfill. Neeraja K. P. (2003), ‘Text Book of Nursing Education’, New Delhi: Jaypee
Brothers.
10. TNAI (2000). ‘History and trends in Nursing in India’, New Delhi.
11. Hurndr, R. and Letiman, B. (183). ‘Nursing Education in India’, New Delhi.
12. TNAI (1995). ‘Indian Nursing Year Book’, 1993-95, New Delhi – TNAI.
13. TNAI (2002), ‘Indian Nursing Year Book’, 2000, New Delhi – TNAI.

Annexure
A CLOSER LOOK AT NURSING PROFESSION (THE BACKBONE OF THE HEALTH
SYSTEM)
Dear friends, nursing is a process of recognizing, understanding and meeting the health needs of any
person or society and is based on a constantly changing body of scientific knowledge.
This work is physically and emotionally demanding- yet intrinsically rewarding for those who feel
good about helping others.
So dear friends I have prepared a questionnaire for you all ,please take your time and answer it, there
is no right or wrong its not a test just answer it by being true to your self at the end of the questions
there is space for you to write your suggestions or problems which you face in your day to day
nursing .Thanks a lot for your valuable time.

QUESTIONNAIRE : (Please rate each question between 1 to 3 ,where 1 means No, 2 means
Sometimes, 3 means Yes )
1. Does Nursing profession require specialized knowledge and hence specialized training is
required?
2. Do you feel Nursing profession provides the Economic security that is required for yourself
and your family
3. Do you feel your profession requires intellectual talent ? .
4. Does the education framework provide you the opportunity to share your experience either
through Group discussion or through some means
5. Does the education framework provide time and means to attend seminars related to medical
profession.
6. Does the working environment and processes provide you the facility to take all precaution of
safety and hygiene
7. Please describe in brief the challenges which prevents you from being polite in handling day
to day nursing duties. (As the answer to this question has to be in descriptive form, you are not
required to provide rating for this question) ------
8. Do you get the freedom to question during the lectures / practical conducted in the nursing
school
9. Did you get any Psychiatrist’s support for getting over your frustration in managing the day to
day nursing pressures.
10. Do your seniors co-operate in helping you manage your day to day nursing activities.
11. How much time you feel should be given for recreation
(Please mention the time that should be given to you for recreation and what kind of facilities
you expect for recreation.) ------
12. Do you feel comfortable conducting your assignments on your own or you feel you need
supervision.
13. Please specify what you do during your free time while you are working in the ward. ------
14. What are the major causes for not being able to practice what is taught in the classroom?
Please describe in brief here below ------

15. Do you think heavy loads of patient care make it necessary to use shortcuts in procedures?
16. Are the equipments used in wards insufficient ?
17. Is there any area of nursing profession which you feel you were not trained enough? ------
18. Do you feel there is an appropriate HR department focusing on managing your competencies
to handle complex issues as you progress in age.
19. Has the organization shared with you a career path and explained the competencies that you
need to grow in your career.
20. Do you feel India provides right kind of opportunities linked to right amount of economic
security.
21. Do you feel you should have an appraisal system
22. Do you feel there is lack of recognition for work performed.
So friends here we come to the end of this session, Please double check that you have answered all
the questions mentioned herein above. It will be great help if you could suggest in a few words how
to make nursing profession better and what needs to be done to make more and more people get
attracted to this profession.
Thank you once again.

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