LuAnn Townsend is the director of Oneida County Hospital, an 11-bed rural hospital in Malad, Idaho serving a county population of 4,125 people. The hospital faces challenges with recruiting and retaining nurses due to its remote location and limited resources. Townsend's objectives are to recruit nurses from within the local community through collaboration with schools and universities, and retain current nurses by pursuing Pathway to Excellence certification to create an ideal nursing environment. She plans to use transformational leadership strategies to empower nurses, take risks, and cultivate creativity to decrease nursing turnover rates.
Nursing shortages are a complex issue influenced by factors like nurse supply and demand imbalances, gender discrimination, and links between nurse staffing levels and patient outcomes. While the UK has historically responded to shortages by increasing nurse training numbers and international recruitment, the future focus will likely shift to managing healthcare demand and changing nurse skill mix through roles like assistant practitioners to better utilize the nursing workforce. International comparisons show variation in nurse levels and wages across countries.
This document discusses the significance of nursing education and the profession of nursing. It outlines key aspects of nursing including caring, evidence-based practice, and continuing education. It also identifies facilitators and barriers to nursing such as levels of education and gender influences. Kelly's Criteria are discussed as eight characteristics that define a profession. Requirements for nursing education, licensure, and standards are also summarized.
CFPHD Guest Speaker Dr. Chisholm: Nursing Home Quality and Financial PerformanceCFPHD
This study examined the relationship between nursing homes' racial composition of residents and financial performance, and whether financial performance influenced the relationship between racial composition and quality of care. The results showed that nursing homes with no black residents had better financial outcomes and quality outcomes than homes with high proportions of black residents. Financial performance partially influenced the relationship between racial composition and quality. The study recommends increasing Medicaid payments to homes with many minority residents, implementing pay-for-performance programs, and addressing trends like residential segregation and occupancy rates.
The document discusses several models of health and wellness including Leavell and Clark's Agent-Host-Environment Model, Dunn's Levels of Wellness, and the Health Locus of Control Model. It also examines the Health Belief Model and profiles 24 innovative care delivery models identified by the Robert Wood Johnson Foundation that focus on improving quality, satisfaction and reducing costs. Reasons for the nursing shortage include the pressures of cost containment, need for increased services and frustration with inefficient priorities that prevent nurses from practicing to their full abilities.
Paula Newinski is a 22-year veteran RN leader seeking a new role in long term care. She has extensive experience as a Nurse Manager at the Minneapolis VA Health Care System, currently managing a 36-bed unit and co-directing an 80-bed transitional care center. She holds dual master's degrees and several nursing certifications. Newinski has a proven track record of leading quality improvement initiatives, developing staff, ensuring regulatory compliance, and serving on multiple committees.
Lisa Wilkinson has over 20 years of experience in healthcare, primarily with Essentia Health System East in various nursing and informatics roles. She has a Masters in Nursing with a focus on leadership and management from Walden University and certificates in informatics from Canyon College and Epic certifications. Currently she is a Senior Technology and Support Analyst at Essentia Health where she helps optimize use of the electronic health record Epic through testing, development, maintenance and working with end users.
The document outlines a proposed managed care model for the San Francisco Department of Public Health to address social determinants of health through coordinated care management. A multi-disciplinary team would develop community care plans to address patients' clinical, behavioral, economic and social needs. This would be done through an integrated data system and care coordination with providers, social services, and community organizations. The goal is to improve health equity, care quality and access while reducing costs through preventative care management across settings.
Margaret M. Schultz has over 20 years of nursing experience, including currently serving as the Medical and Radiation Oncology Department Nursing Director at Mercy Health System in Janesville, WI. She has received numerous awards for her leadership and implemented many new programs in her career. She holds a BSN from Alverno College and is board certified as a licensed registered nurse with additional chemotherapy certification.
Nursing shortages are a complex issue influenced by factors like nurse supply and demand imbalances, gender discrimination, and links between nurse staffing levels and patient outcomes. While the UK has historically responded to shortages by increasing nurse training numbers and international recruitment, the future focus will likely shift to managing healthcare demand and changing nurse skill mix through roles like assistant practitioners to better utilize the nursing workforce. International comparisons show variation in nurse levels and wages across countries.
This document discusses the significance of nursing education and the profession of nursing. It outlines key aspects of nursing including caring, evidence-based practice, and continuing education. It also identifies facilitators and barriers to nursing such as levels of education and gender influences. Kelly's Criteria are discussed as eight characteristics that define a profession. Requirements for nursing education, licensure, and standards are also summarized.
CFPHD Guest Speaker Dr. Chisholm: Nursing Home Quality and Financial PerformanceCFPHD
This study examined the relationship between nursing homes' racial composition of residents and financial performance, and whether financial performance influenced the relationship between racial composition and quality of care. The results showed that nursing homes with no black residents had better financial outcomes and quality outcomes than homes with high proportions of black residents. Financial performance partially influenced the relationship between racial composition and quality. The study recommends increasing Medicaid payments to homes with many minority residents, implementing pay-for-performance programs, and addressing trends like residential segregation and occupancy rates.
The document discusses several models of health and wellness including Leavell and Clark's Agent-Host-Environment Model, Dunn's Levels of Wellness, and the Health Locus of Control Model. It also examines the Health Belief Model and profiles 24 innovative care delivery models identified by the Robert Wood Johnson Foundation that focus on improving quality, satisfaction and reducing costs. Reasons for the nursing shortage include the pressures of cost containment, need for increased services and frustration with inefficient priorities that prevent nurses from practicing to their full abilities.
Paula Newinski is a 22-year veteran RN leader seeking a new role in long term care. She has extensive experience as a Nurse Manager at the Minneapolis VA Health Care System, currently managing a 36-bed unit and co-directing an 80-bed transitional care center. She holds dual master's degrees and several nursing certifications. Newinski has a proven track record of leading quality improvement initiatives, developing staff, ensuring regulatory compliance, and serving on multiple committees.
Lisa Wilkinson has over 20 years of experience in healthcare, primarily with Essentia Health System East in various nursing and informatics roles. She has a Masters in Nursing with a focus on leadership and management from Walden University and certificates in informatics from Canyon College and Epic certifications. Currently she is a Senior Technology and Support Analyst at Essentia Health where she helps optimize use of the electronic health record Epic through testing, development, maintenance and working with end users.
The document outlines a proposed managed care model for the San Francisco Department of Public Health to address social determinants of health through coordinated care management. A multi-disciplinary team would develop community care plans to address patients' clinical, behavioral, economic and social needs. This would be done through an integrated data system and care coordination with providers, social services, and community organizations. The goal is to improve health equity, care quality and access while reducing costs through preventative care management across settings.
Margaret M. Schultz has over 20 years of nursing experience, including currently serving as the Medical and Radiation Oncology Department Nursing Director at Mercy Health System in Janesville, WI. She has received numerous awards for her leadership and implemented many new programs in her career. She holds a BSN from Alverno College and is board certified as a licensed registered nurse with additional chemotherapy certification.
Lejo Panicker is a clinical nurse specialist seeking a leadership position to enhance patient care, nursing practice, and organizational outcomes. She has over 10 years of nursing experience in emergency medicine, medical-surgical, ambulatory care, and education. Her experience includes administrative roles as Assistant Director of Nursing and Clinical Nurse Leader. She implemented initiatives to improve communication, teamwork, recruitment, retention, and quality improvement. Panicker has advanced education and certifications in nursing.
ISHCA - Implementing and Supporting Holistic Continence Awareness anne spencer
The document introduces a nursing showcase on implementing and supporting holistic continence awareness. It notes that incontinence affects 45-70% of residents in extended care settings and can have a devastating impact if not properly supported. It also notes that the population of people over 65 is increasing, and nurses are the largest group of healthcare workers. The content of the showcase will include an introduction using a story, anatomy and physiology, types of incontinence, continence assessment, management of incontinence, and selecting incontinence wear. The showcase will launch in February 2014.
NArdi and GYurko SRGlobal NUrsing Faculty SHortage (1)Deena Nardi
This document discusses the global nursing faculty shortage and proposes solutions. It conducted a systematic review of 181 recommendations from 62 publications on solving the nursing faculty shortage. The recommendations were categorized into eight major themes:
1. Centralizing data management on the nursing workforce and education projections.
2. Creating an educational paradigm change through new education models, technology-enhanced learning, and clinical education reforms.
3. Developing international cooperation policies and programs between nursing organizations and schools.
4. Increasing funding for full-time nursing faculty positions and competitive salaries.
The nursing faculty shortage is a global problem due to factors like nurse migration, aging faculty, and decreased satisfaction with faculty roles. A coordinated, evidence-
The document discusses the need for healthcare reform in the United States. It notes that around 47 million Americans are uninsured, 50 million are underinsured, and 79 million struggle with medical debt. It argues that the current healthcare system lacks an organizing principle to effectively link resources into a high value system. Reform is necessary to address issues like a lack of coordinated care, high costs, inconsistent quality, and an inefficient use of resources. The document advocates for a patient-centered medical home model and insurance reforms influenced by state-level decisions around insurance exchanges.
Men make up a small minority of nurses in Canada and around the world. Historically, nursing was promoted as a women's profession in the Victorian era, which discouraged men from entering. While calls have been made to recruit more men since the early 1900s, perceptions of nursing as feminine and fears of questioning masculinity have remained barriers. Men also face challenges of gender-biased practices in education like different expectations placed on them, and restrictions in areas like obstetrics due to perceptions of their touch being sexualized. These factors influence men to choose specialties like intensive care over intimate areas and can lead to feelings of isolation. Improving retention requires addressing men's experiences in education and practice environments.
Both models proposed in the document aim to alleviate health disparities in rural Harnett County, North Carolina by increasing access to healthcare, healthy foods, and patient education. The models connect emergency room patients to primary care physicians for follow-up treatment, assist with transportation, and raise health rankings by providing integrated care and education on unhealthy behaviors.
The document discusses the role and responsibilities of hospital administrators. It describes how administrators ensure hospitals run efficiently by balancing costs, quality, and access. They coordinate healthcare services across various organizations. The role has evolved over time from doctors and nurses taking on administrative duties to requiring specialized degrees. Hospital administrators earn a median salary of $88,580 annually and employment in the field is expected to increase 23% by 2022. The document provides details on healthcare administration graduate programs and career prospects.
The document discusses partnerships between Area Health Education Centers (AHECs) in five Western states - Washington, Alaska, Idaho, Wyoming, and Montana. It provides an overview of AHEC programs and goals in supporting healthcare workforce development in rural and underserved areas through student training opportunities and continuing education. Examples of current partnerships and initiatives are described, such as student summer camps, telehealth task forces, and geriatric workforce networks. Strengthening partnerships across different organizations is seen as key to fulfilling AHEC missions.
Outcomes research studies the effects of healthcare treatments and interventions on individuals, families, and communities. The Agency for Healthcare Research and Quality (AHRQ) and the Patient-Centered Outcomes Research Institute (PCORI) conduct outcomes research in the United States. Outcomes research can improve quality of care by establishing evidence-based practices and standards of care, but it also requires significant funding, may take a long time to conduct, and its recommendations may not be affordable or meet accreditation standards in all cases.
CAREERS IN HEALTHCARE MANAGEMENT IN INDIA AND US by Dr.Mahboob ali khan Phd Healthcare consultant
This is an exciting time for healthcare management. Healthcare is changing more rapidly than almost any other field. The field is changing in terms of how and where care is delivered, who is providing those services, and how that care is financed. Healthcare management requires talented people to manage the changes taking place. In their roles, healthcare executives have an opportunity to make a significant contribution to improving the health of the communities their organizations serve.
This document summarizes a study that aims to determine the level of awareness of malpractice and professional negligence among registered nurses in private hospitals in Iligan City, Philippines. It discusses the study's theoretical framework, which is based on Patricia Benner's model of skill acquisition in nursing. The document also outlines the study's objectives, hypotheses, significance, scope, limitations, and methodology.
Health practitioner vaccination (Melb) May13Marie Bismark
1) The document discusses the legal and ethical duty of healthcare workers to be vaccinated in order to protect patients from harm.
2) While individuals have a right to refuse medical treatment, unvaccinated healthcare workers do not have a legal right to work in settings where they may expose vulnerable patients to risk of infection.
3) Voluntary vaccination of healthcare workers often fails to achieve adequate vaccination rates, so support, incentives, and in some cases mandatory vaccination policies may be needed to fulfill the duty of care to protect patients.
Devin Causey is seeking a position that allows him to develop his skills and experience in health administration or project management. He has a Bachelor's degree in Health Care Management from Southern Illinois University and experience working in patient care roles at hospitals. His experience includes internships coordinating patient care teams and managing patient panels at VA hospitals as well as assisting patients and maintaining medical equipment in emergency rooms.
The Role of Hospital Management in Renovating Healthcare By Dr.Mahboob ali kh...Healthcare consultant
In a time of rapid change in the healthcare system, it’s no surprise that hospitals across the country are examining new patient care delivery approaches. In many cases, business professionals with management experience are driving innovation. According to me healthcare managers are the “missing link” when it comes to the debate surrounding healthcare reform. The skills and ideas that healthcare managers bring to the table provide a fresh approach with significant patient benefits.
Jennifer Hudson has over 10 years of experience in health information management and medical coding. She holds an Associate's Degree in Health Information Management from Vincennes University and is a Registered Health Information Technician. Her experience includes positions as a medical coder for several healthcare companies and hospitals, where she consistently met high standards for quality and productivity. She also has experience in medical records and secretarial roles. Jennifer is proficient in various health IT systems and Microsoft Office applications.
The Healthy Neighbors program at Yale School of Nursing aims to improve the health and lives of residents at the Church Street South apartments, a subsidized housing project near the school. The program began with annual health fairs but has expanded to include daily tutoring sessions for younger residents during the school year. Fifteen YSN students now provide tutoring and help coordinate twice-annual health education fairs. The goal is for YSN students to build relationships and gain a deeper understanding of the community's health needs.
The document summarizes best practices in rural health care presented at the 2010 Virginia Rural Health Summit. It identifies common barriers to rural health care access such as lack of providers and long distances. It then highlights exemplar programs in four areas - oral health, maternal/newborn health, behavioral health, and telemedicine. For each area, one or two programs are described that improved health outcomes through innovative models of service delivery. The document concludes with policy opportunities to advance rural health, such as improving Medicaid reimbursement and reforming regulations around dental hygienists and malpractice insurance.
Nursing workforce diversity updates and anticipated trendsJulia Michaels
Presentation by Dr. Shanita D. Williams, PhD, MPH, APRN, Chief, Nursing Education and Practice Branch, Division of Nursing and Public Health, Bureau of Health Workforce, HRSA
An advanced practice nurse must be able to conduct spiritual assessments of patients and provide spiritual care. Spirituality is distinct from religion and refers to how patients find meaning and connection. Nurses should build rapport with patients to have respectful conversations about spirituality to understand what gives their lives meaning. This allows nurses to provide more holistic care for patients. Humility is an important virtue for nurses, but it is difficult to define and measure. Some research has examined how participating in humble acts, like washing patients' feet, can strengthen relationships between nurses and patients.
Discharge Education Plan in a Heart Failure Clinic.docxwrite5
The document discusses developing an evidence-based discharge education plan for patients in a heart failure clinic to reduce readmissions. It provides considerations for developing an orientation course plan, discharge education plan, or care coordination plan including objectives, topics, accountability tools, and aligning plans to professional standards and guidelines to ensure patients understand self-care. The goal is to improve consistency and compliance of education to decrease readmissions by 5% over the next year.
Emerging Models- Reaching the Hard to Reach and UnderservedLaShannon Spencer
This panel discussion explored emerging models for reaching underserved populations in healthcare. Panelists presented on models for African American males, immigrants, rural residents, and the elderly. Community health centers were shown to effectively serve populations with high rates of poverty. A community health worker model improved access and outcomes. A home-based program reduced hospitalizations and improved management of diabetes and heart failure in rural areas. The transition to value-based care emphasizes primary care and care coordination through models like integrated behavioral health teams.
Lejo Panicker is a clinical nurse specialist seeking a leadership position to enhance patient care, nursing practice, and organizational outcomes. She has over 10 years of nursing experience in emergency medicine, medical-surgical, ambulatory care, and education. Her experience includes administrative roles as Assistant Director of Nursing and Clinical Nurse Leader. She implemented initiatives to improve communication, teamwork, recruitment, retention, and quality improvement. Panicker has advanced education and certifications in nursing.
ISHCA - Implementing and Supporting Holistic Continence Awareness anne spencer
The document introduces a nursing showcase on implementing and supporting holistic continence awareness. It notes that incontinence affects 45-70% of residents in extended care settings and can have a devastating impact if not properly supported. It also notes that the population of people over 65 is increasing, and nurses are the largest group of healthcare workers. The content of the showcase will include an introduction using a story, anatomy and physiology, types of incontinence, continence assessment, management of incontinence, and selecting incontinence wear. The showcase will launch in February 2014.
NArdi and GYurko SRGlobal NUrsing Faculty SHortage (1)Deena Nardi
This document discusses the global nursing faculty shortage and proposes solutions. It conducted a systematic review of 181 recommendations from 62 publications on solving the nursing faculty shortage. The recommendations were categorized into eight major themes:
1. Centralizing data management on the nursing workforce and education projections.
2. Creating an educational paradigm change through new education models, technology-enhanced learning, and clinical education reforms.
3. Developing international cooperation policies and programs between nursing organizations and schools.
4. Increasing funding for full-time nursing faculty positions and competitive salaries.
The nursing faculty shortage is a global problem due to factors like nurse migration, aging faculty, and decreased satisfaction with faculty roles. A coordinated, evidence-
The document discusses the need for healthcare reform in the United States. It notes that around 47 million Americans are uninsured, 50 million are underinsured, and 79 million struggle with medical debt. It argues that the current healthcare system lacks an organizing principle to effectively link resources into a high value system. Reform is necessary to address issues like a lack of coordinated care, high costs, inconsistent quality, and an inefficient use of resources. The document advocates for a patient-centered medical home model and insurance reforms influenced by state-level decisions around insurance exchanges.
Men make up a small minority of nurses in Canada and around the world. Historically, nursing was promoted as a women's profession in the Victorian era, which discouraged men from entering. While calls have been made to recruit more men since the early 1900s, perceptions of nursing as feminine and fears of questioning masculinity have remained barriers. Men also face challenges of gender-biased practices in education like different expectations placed on them, and restrictions in areas like obstetrics due to perceptions of their touch being sexualized. These factors influence men to choose specialties like intensive care over intimate areas and can lead to feelings of isolation. Improving retention requires addressing men's experiences in education and practice environments.
Both models proposed in the document aim to alleviate health disparities in rural Harnett County, North Carolina by increasing access to healthcare, healthy foods, and patient education. The models connect emergency room patients to primary care physicians for follow-up treatment, assist with transportation, and raise health rankings by providing integrated care and education on unhealthy behaviors.
The document discusses the role and responsibilities of hospital administrators. It describes how administrators ensure hospitals run efficiently by balancing costs, quality, and access. They coordinate healthcare services across various organizations. The role has evolved over time from doctors and nurses taking on administrative duties to requiring specialized degrees. Hospital administrators earn a median salary of $88,580 annually and employment in the field is expected to increase 23% by 2022. The document provides details on healthcare administration graduate programs and career prospects.
The document discusses partnerships between Area Health Education Centers (AHECs) in five Western states - Washington, Alaska, Idaho, Wyoming, and Montana. It provides an overview of AHEC programs and goals in supporting healthcare workforce development in rural and underserved areas through student training opportunities and continuing education. Examples of current partnerships and initiatives are described, such as student summer camps, telehealth task forces, and geriatric workforce networks. Strengthening partnerships across different organizations is seen as key to fulfilling AHEC missions.
Outcomes research studies the effects of healthcare treatments and interventions on individuals, families, and communities. The Agency for Healthcare Research and Quality (AHRQ) and the Patient-Centered Outcomes Research Institute (PCORI) conduct outcomes research in the United States. Outcomes research can improve quality of care by establishing evidence-based practices and standards of care, but it also requires significant funding, may take a long time to conduct, and its recommendations may not be affordable or meet accreditation standards in all cases.
CAREERS IN HEALTHCARE MANAGEMENT IN INDIA AND US by Dr.Mahboob ali khan Phd Healthcare consultant
This is an exciting time for healthcare management. Healthcare is changing more rapidly than almost any other field. The field is changing in terms of how and where care is delivered, who is providing those services, and how that care is financed. Healthcare management requires talented people to manage the changes taking place. In their roles, healthcare executives have an opportunity to make a significant contribution to improving the health of the communities their organizations serve.
This document summarizes a study that aims to determine the level of awareness of malpractice and professional negligence among registered nurses in private hospitals in Iligan City, Philippines. It discusses the study's theoretical framework, which is based on Patricia Benner's model of skill acquisition in nursing. The document also outlines the study's objectives, hypotheses, significance, scope, limitations, and methodology.
Health practitioner vaccination (Melb) May13Marie Bismark
1) The document discusses the legal and ethical duty of healthcare workers to be vaccinated in order to protect patients from harm.
2) While individuals have a right to refuse medical treatment, unvaccinated healthcare workers do not have a legal right to work in settings where they may expose vulnerable patients to risk of infection.
3) Voluntary vaccination of healthcare workers often fails to achieve adequate vaccination rates, so support, incentives, and in some cases mandatory vaccination policies may be needed to fulfill the duty of care to protect patients.
Devin Causey is seeking a position that allows him to develop his skills and experience in health administration or project management. He has a Bachelor's degree in Health Care Management from Southern Illinois University and experience working in patient care roles at hospitals. His experience includes internships coordinating patient care teams and managing patient panels at VA hospitals as well as assisting patients and maintaining medical equipment in emergency rooms.
The Role of Hospital Management in Renovating Healthcare By Dr.Mahboob ali kh...Healthcare consultant
In a time of rapid change in the healthcare system, it’s no surprise that hospitals across the country are examining new patient care delivery approaches. In many cases, business professionals with management experience are driving innovation. According to me healthcare managers are the “missing link” when it comes to the debate surrounding healthcare reform. The skills and ideas that healthcare managers bring to the table provide a fresh approach with significant patient benefits.
Jennifer Hudson has over 10 years of experience in health information management and medical coding. She holds an Associate's Degree in Health Information Management from Vincennes University and is a Registered Health Information Technician. Her experience includes positions as a medical coder for several healthcare companies and hospitals, where she consistently met high standards for quality and productivity. She also has experience in medical records and secretarial roles. Jennifer is proficient in various health IT systems and Microsoft Office applications.
The Healthy Neighbors program at Yale School of Nursing aims to improve the health and lives of residents at the Church Street South apartments, a subsidized housing project near the school. The program began with annual health fairs but has expanded to include daily tutoring sessions for younger residents during the school year. Fifteen YSN students now provide tutoring and help coordinate twice-annual health education fairs. The goal is for YSN students to build relationships and gain a deeper understanding of the community's health needs.
The document summarizes best practices in rural health care presented at the 2010 Virginia Rural Health Summit. It identifies common barriers to rural health care access such as lack of providers and long distances. It then highlights exemplar programs in four areas - oral health, maternal/newborn health, behavioral health, and telemedicine. For each area, one or two programs are described that improved health outcomes through innovative models of service delivery. The document concludes with policy opportunities to advance rural health, such as improving Medicaid reimbursement and reforming regulations around dental hygienists and malpractice insurance.
Nursing workforce diversity updates and anticipated trendsJulia Michaels
Presentation by Dr. Shanita D. Williams, PhD, MPH, APRN, Chief, Nursing Education and Practice Branch, Division of Nursing and Public Health, Bureau of Health Workforce, HRSA
An advanced practice nurse must be able to conduct spiritual assessments of patients and provide spiritual care. Spirituality is distinct from religion and refers to how patients find meaning and connection. Nurses should build rapport with patients to have respectful conversations about spirituality to understand what gives their lives meaning. This allows nurses to provide more holistic care for patients. Humility is an important virtue for nurses, but it is difficult to define and measure. Some research has examined how participating in humble acts, like washing patients' feet, can strengthen relationships between nurses and patients.
Discharge Education Plan in a Heart Failure Clinic.docxwrite5
The document discusses developing an evidence-based discharge education plan for patients in a heart failure clinic to reduce readmissions. It provides considerations for developing an orientation course plan, discharge education plan, or care coordination plan including objectives, topics, accountability tools, and aligning plans to professional standards and guidelines to ensure patients understand self-care. The goal is to improve consistency and compliance of education to decrease readmissions by 5% over the next year.
Emerging Models- Reaching the Hard to Reach and UnderservedLaShannon Spencer
This panel discussion explored emerging models for reaching underserved populations in healthcare. Panelists presented on models for African American males, immigrants, rural residents, and the elderly. Community health centers were shown to effectively serve populations with high rates of poverty. A community health worker model improved access and outcomes. A home-based program reduced hospitalizations and improved management of diabetes and heart failure in rural areas. The transition to value-based care emphasizes primary care and care coordination through models like integrated behavioral health teams.
Ruth MacLeod is a registered nurse with over 30 years of experience in both public and private healthcare settings. She currently works as a Community Health Nurse at Four Villages CHC, where she provides care to clients with complex needs and collaborates with an interdisciplinary team. MacLeod has extensive experience mentoring students and new staff. She also has a strong record of developing programs to serve vulnerable populations like seniors and implementing initiatives to improve care.
nursing professions' current and future international roleStingray67
This document discusses the current and future international role of the nursing profession. It addresses several key areas for the nursing profession globally, including the delivery of evidence-based care, continuing professional development, and increasing political involvement in policy development. It also emphasizes the need for standardized nursing education and licensure internationally. The document notes that a major global healthcare crisis is the nursing shortage, which compromises patient safety and the ability to provide excellent care. It stresses the importance of focusing on continuing education and awareness of cultural diversity for nurses internationally.
This document discusses the significance of nursing education and the historical influences on the nursing profession. It outlines both facilitators and barriers to nursing education. Some key facilitators include an autonomous work environment and opportunities for professional growth and development. Barriers include the cost of furthering education and work overload. The document also examines nursing as an occupation versus a profession using Miller's Wheel of Professionalism. It emphasizes the importance of education, commitment, autonomy, and accountability in defining nursing as a true profession.
The document discusses the current and future adequacy of the public health nursing workforce. It begins with definitions of public health nursing which focuses on populations rather than individuals. It then analyzes workforce data showing national and local shortages. Factors contributing to the shortages include an aging workforce, lack of financial resources, changing education requirements, and limited exposure to public health settings during nursing programs. The consequences of an inadequate workforce include decreased preventative care, health education and emergency preparedness, placing additional burdens on vulnerable populations.
Innovative Participatory Health Education ‘IPHE’ ™ An approach for QUALITY and RELEVANCE of health professional education
Dr. Khalifa Elmusharaf, PhD Researcher in health system & Policy
Head of Reproductive & Child Health Research Unit 'RCRU’
University of Medical Sciences & Technology
The health care system and the nursing profession is expanding globally , there fore it is important for nurses to know the trends, issues and challenges in new millennium.
Communication failures in clinical settings have been identified as a leading cause of adverse events. While each health profession values patient-centered care, differences in values, norms and practices across professions can lead to conflicts and failures. Long Island University has implemented interprofessional education (IPE) initiatives to improve understanding and collaboration among health professions students from various programs. Evaluations found that IPE events increased students' understanding of different professional cultures, roles, responsibilities, and the importance of communication and teamwork. The university aims to expand IPE opportunities to further integrate interprofessional competencies into their curricula.
The document discusses why some general practice (GP) clinics are more successful than others at engaging medical students to return as future employees through rural clinical placements. It notes the shortage of doctors in rural areas and the goal of rural clinical schools to address this issue. One such school places students in GP clinics through the Parallel Rural Community Curriculum (PRCC) program, with some clinics seeing returned students. The document questions what attributes of successful clinics contribute to their ability to recruit and retain students long-term. It reviews literature on strongest predictors of rural medical recruitment and retention to help understand success stories and inform GP recruitment strategies.
Gail R. Magsaysay is a registered nurse with a Master's degree in nursing. She has over 30 years of clinical experience as a nurse, including experience as an admissions nurse for hospice care and providing inpatient care at a hospice residence. She also has experience working as a substitute nurse and teacher. Magsaysay is licensed to practice nursing in Indiana and Illinois and has taught as an adjunct clinical faculty member. She is involved in her community and several professional organizations.
This document describes a study that explored advanced practice nurses' perceptions of their leadership capabilities. The study identified two main themes of leadership demonstrated by advanced practice nurses: patient-focused leadership and organization and system-focused leadership. Patient-focused leadership involves capabilities that directly impact patients and families, such as managing patient-centered care, coaching and educating, advocating, and initiating communication. Organization and system-focused leadership involves capabilities that directly impact nurses, healthcare providers, organizations, and the healthcare system, such as improving quality of care, enhancing nursing practice, communicating effectively, and facilitating collaboration. The study developed a model of advanced practice nurse leadership capabilities based on these themes to clearly articulate the nature and complexity of advanced practice nursing roles.
The document discusses the faculty shortage facing MTI's Practical Nursing Program. It notes that MTI currently has only enough faculty to support 75 students, but could support up to 168 students with additional faculty. The nursing faculty shortage is a national problem, with over 67,000 qualified applicants turned away from nursing programs in 2010 due to insufficient faculty. The document proposes recruiting bachelor's-prepared nurses from local healthcare facilities as part-time clinical instructors to help address the shortage. It emphasizes the need for quality orientation, mentorship and retention programs to support these new instructors and ensure their success.
Running head NURSING RESEARCH PROJECT .docxjeanettehully
Running head: NURSING RESEARCH PROJECT 1
NURSING RESEARCH PROJECT 2
Phase 1 Paper Assignment
Karen Lezcano
Florida National University
February 1st, 2020
Nursing Research Project
Introduction
Nursing just like any profession faces numerous challenges daily. Nurses are usually tasked with the duty to ensure that they work diligently and professionally to ensure that their clients are satisfied with the services that they deliver. They are usually tasked with the duty to ensure that the patients that visit their premises get quality services that they deserve. However, these services come at a cost; they face a myriad of challenges that they have to work fully despite these challenges to satisfy their clients. Therefore, this research paper analysis some of the problems that nurses face in the daily execution of their duties.
Identification of the Problem
Nurse faces a myriad of challenges in their daily execution of duties. To ensure that they discharge their duties perfectly all these challenges must be identified and effective measures are put in place to ensure that the challenges are taken care of. The major problems that most of the medical facilities are the issue of understaffing. Nurses have faced challenges in terms of duties assigned to them in comparison to their numbers. Studies conducted have also portrayed that there are shortages of nurses in the medical facilities. However, the challenges that these nurses face are varied in different nations and towns, there are those nations that have surplus while there are those towns and nations that have a high shortage of these important service providers in the healthcare facilities.
The impact of these shortages has also resulted in further challenges for the nurses. In this regard, one of the major challenges that these nurses face is the need to work for long hours due to the shortage of employees at the medical facilities. The few available nurses must work in shifts and endure long working hours to ensure that they meet the desired goals of the institution are met. The work of nurses calls for one to be sober and cognitive in decision making (McLelland et al. 2015). However, with a situation where nurses are required to work for long hours, work in shifts such that they can sleep for a while and resume their duties. This is a worrying trend for the nurses because their cognitive ability and judgment as normal human beings are likely to decline when overworked. Therefore, the chances of making poor decisions are also likely to increase with time as they work overtime.
Besides that, the shortages of nurses in healthcare facilities which calls for overworking of these nurses to ensure that patients are fully taken care of, usually lead to an increase in hazard and dangerous accidents taking place taking ...
Dr. Daniel Berman has extensive experience in healthcare administration, nursing, and education. He currently serves as Chief Innovation Officer at the Center for Health Practitioner Innovations in Florida. He has held leadership roles such as director of nursing and case management. Berman has taught at several universities and developed healthcare administration courses. He maintains professional licenses and memberships in numerous healthcare-related organizations.
The document discusses prematurity and its cultural significance. It notes that in 2005, 1 in 8 children in the US were born prematurely, with higher rates among some minority groups. Preterm birth is a primary cause of infant mortality. The document also identifies high risk groups for prematurity and discusses screening tools and lifestyle factors that can be addressed before and during pregnancy to help reduce prematurity risks.
This document discusses strategies for recruiting and retaining nurses at Oneida County Hospital in Malad, Idaho. The hospital serves a rural area with around 2,000 residents. It aims to collaborate with local schools to promote nursing careers and with universities to provide education opportunities. It also plans to pursue Pathway to Excellence certification to create an ideal nursing environment with shared governance and a healthy work-life balance. Adopting transformational leadership with an emphasis on empowerment, inspiration and mentoring can help decrease nurse turnover.
LuAnn Townsend is the director of Oneida County Hospital, an 11-bed critical access hospital located in Malad, Idaho. The hospital serves a rural county with a population of around 4,000 people. Recruiting and retaining nurses is challenging due to the hospital's small size and rural location. Townsend's objectives are to recruit nurses from within the local community through partnerships with schools and universities, and retain current nurses by pursuing Pathway to Excellence certification to improve the nursing practice environment.
LuAnn Townsend is the director of Oneida County Hospital, an 11-bed rural hospital in Malad, Idaho serving a county population of 4,125 people. The hospital aims to recruit and retain nurses through collaboration with local schools, offering internships, and pursuing Pathway to Excellence certification to create an ideal nursing environment. Transformational leadership will be used to empower nurses, take risks, think futuristically, and cultivate creativity to address the challenges of independent nursing practice in a small, rural facility.
This document discusses strategies for recruiting and retaining nurses at Oneida County Hospital in Malad, Idaho. The hospital serves a rural area with around 2,000 residents. It aims to collaborate with local schools to promote nursing careers and with universities to provide education opportunities. It also plans to pursue Pathway to Excellence certification to create an ideal nursing environment with shared governance and a healthy work-life balance. Adopting transformational leadership will help empower nurses and cultivate creativity. These efforts aim to decrease nurse turnover and increase the visibility of nursing in the community.
The document discusses prematurity and its cultural significance, defining it as birth occurring between 20 and 37 weeks gestation. It notes that in 2005, 1 in 8 children in the U.S. were born prematurely, with higher rates among some minority groups. Risk factors for prematurity include previous preterm birth, younger or older maternal age, domestic violence, substance abuse, and medical conditions. The document recommends screening and lifestyle changes before and during pregnancy to reduce prematurity and birth defect risks.
The document discusses prematurity and its cultural significance, defining it as birth occurring between 20 and 37 weeks gestation. It notes that in 2005, 1 in 8 children in the U.S. were born prematurely, with higher rates among some minority groups. Risk factors for prematurity include previous preterm birth, younger or older maternal age, domestic violence, substance abuse, and medical conditions. The document recommends screening and lifestyle changes before and during pregnancy to help reduce prematurity and birth defects.
Prematurity and birth defects are serious issues that impact families. Maintaining a healthy lifestyle before and during pregnancy can help prevent preterm birth and birth defects in babies. Women should work with their doctors to ensure they receive proper health screenings, prenatal care, and discuss any risk factors or health conditions.
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Overall life span (LS) was 1671.7±1721.6 days and cumulative 5YS reached 62.4%, 10 years – 50.4%, 20 years – 44.6%. 94 LCP lived more than 5 years without cancer (LS=2958.6±1723.6 days), 22 – more than 10 years (LS=5571±1841.8 days). 67 LCP died because of LC (LS=471.9±344 days). AT significantly improved 5YS (68% vs. 53.7%) (P=0.028 by log-rank test). Cox modeling displayed that 5YS of LCP significantly depended on: N0-N12, T3-4, blood cell circuit, cell ratio factors (ratio between cancer cells-CC and blood cells subpopulations), LC cell dynamics, recalcification time, heparin tolerance, prothrombin index, protein, AT, procedure type (P=0.000-0.031). Neural networks, genetic algorithm selection and bootstrap simulation revealed relationships between 5YS and N0-12 (rank=1), thrombocytes/CC (rank=2), segmented neutrophils/CC (3), eosinophils/CC (4), erythrocytes/CC (5), healthy cells/CC (6), lymphocytes/CC (7), stick neutrophils/CC (8), leucocytes/CC (9), monocytes/CC (10). Correct prediction of 5YS was 100% by neural networks computing (error=0.000; area under ROC curve=1.0).
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2. Malad, Idaho
Southeastern Idaho town just north of the Utah border
2010 population: 2,095 (county = 4,125)
34.3% homes with children less than 18
Median age 38.2
2009 median household income: $37,290
3. Oneida County Hospital
Spectrum of services from lab to diagnostic
radiology, emergency to operating
room, maternal/child to long term care
11 beds/11 certified (+ 41 LTC)
Approximately 35 FTE with 8.25 RN FTE
4. Rural environment
Unique issues
Must be over 35 miles from another hospital –OR- 15
miles away in mountainous area with only secondary
roads
Maximum 25 beds acute care inpatient/swing beds
Multi-specialty practitioners
Limited resources
5. Recruiting & Retaining RN
Competing with larger facility pay practices
Nurses must be knowledgeable in multiple specialties
Independent practice ,which can lead to burnout
Flexibility of work
6. Objectives
Recruitment of nurses within the community.
Exposure to field of nursing
Collaboration for education /advancement
ISU/BSU
Retention of current nursing workforce
American Nurses Credentialing Center
Pathway to Excellence program
7. Recruitment
Collaboration with Oneida School District for
Career fairs
Initiating school nurse position
Visible Nurses’ Week celebration
Job shadowing
Collaboration for nursing education
OHSU rural education template
ISU internship program
8. Retention
Pathway to Excellence certification
Standards foundational to ideal nursing practice environment
Standards include:
Shared governance
Healthy work environment
Systems in place for patient care and practice concerns
Orientation prepares new nurses
Leadership competent, accountable, & participatory
Professional development & achievement recognition
Balanced lifestyle
EBP are utilized
Quality program
10. Preparation
Master’s degree preparation affords
Foundation of theoretical frameworks
Questioning mentality
Creating vision
Mentoring
11. Conclusion
Oneida County Hospital
Decrease turnover by creating an ideal nursing
environment
Increase visibility of nursing within the community
Recruitment of nurses within the facility AND the
community
12. References
Curtis, E., & O'Connell, R. (2011). Essential leadership skills for
motivating and developing staff. Nursing Management, 18(5), 32-35.
Malad city/Oneida county economic development foundation. (n.d.).
Retrieved from http://maladidaho.org/
Mason, W. A. (2004). Oregon's economic crisis and the national
nursing shortage: a transformational opportunity for rural areas.
Online Journal of rural nursing and health care, 4(1), 64-74. Retrieved
from http://www.thefreelibrary.com/Oregon's economic crisis and the
national nursing shortage: a...-a0174057701
McPeck, P. (2006). Growing their own--the rewards and challenges of
rural nursing. NurseWeek News, Retrieved from
http://www2.nursingspectrum.com/articles/print.html?AID=24966
Moulton, P. (2012) Rural students views on nursing workforce issues:
The results of a focus group study. Retrieved from
http://ruralhealth.und.edu/presentations/pdf/focusgroupposter5-
03.pdf
13. References (cont.)
Skillman, S. M., Palazzo, L., Keepnews, D., & Hart, L. G. (2005).
Characteristics of registered nurses in rural vs. urban areas:
implications for strategies to alleviate nursing shortages in the united
states. Informally published manuscript, Department of Family
Medicine, University of Washington, Seattle, Washington.
Spencer, K. (2012). Rural Assistance Center Idaho. Retrieved from
http://www.raconline.org/states/idaho.php
Swartwout, E. ( n.d.) ANCC’s pathway to excellence program.
Retrieved from
http://www.nursecredentialing.org/Pathway/AboutPathway/Backgrou
nd-and-Overview.aspx
Tomey, A. M. (2009). Nursing leadership and management effects work
environments. Journal of Nursing Management, 17, 15-25.
United States Census Bureau. (2010). Profile of general population and
housing characteristics: 201o [Data file]. Retrieved from
http://factfinder2.census.gov/faces/tableservices/jsf/pages/productvie
w.xhtml?src=bkmk
Editor's Notes
There is an elementary, middle and high school along with 7 universities within a 2 hour distance.
Oneida County Hospital is a CAH designated in 1999 by CMS as it meets the governments requirements for critical access hospitals.
18% of the U.S. population lives in rural areas and rural areas make up 80% of land mass. Unique issues: 44 hospitals in Idaho, 27 of which are located in rural areas and identified as a critical access hospital (CAH).Small facilities require that nursing be ‘generalists or have the skills necessary to care for all patient populations. Rural facilities also have limited resources—financial as well as educational opportunity that are unique from their urban counterparts.
Skillman, Palazzo, Keepnews & Hart analyzed data from the National Sample survey of Registered Nurses between 1980 and 2000 and found that more RNs are living in rural areas, but that two-thirds of them don’t work in those areas but commute to work in urban facilities. On average, urban nurses earn $7-9,000 more than a rural nurse. Another issue is that the rural nurse must practice as a ‘generalist’. They must assess and manage patients across all life-spans and for all health conditions from childbirth to geriatrics. Rural nurses also practice more independently, meaning that they may not have immediate ‘on-site” resources and must utilize critical thinking skills to make potentially split-second life-saving decisions. Skillman suspects that another issue that keeps rural nurses travelling to urban facilities is the flexibility of work. They may work three 12 hour shifts and have the ability to be home for several days.SO—what can be done to address nurse recruitment & retention at Oneida County Hospital?
I will discuss the objectives in depth in the next few slides. The first objective would be to recruit nurses/potential nurses within the Malad community by creating opportunities for exposure to the nursing profession & collaborating with a local university to provide opportunity for education. The second objective would be to pursue certification through ANCC. Magnet certification will likely be out of reach for most rural facilities; however, ANCC offers a fairly new certification that is geared for facilities of all sizes. Magnet certification recognizes excellence in nursing and patient care while Pathway to Excellence certificationrecognizes foundational elements of an ideal nursing environment.
Because the average age of the rural nurse is 6 years older than the urban nurse, I need to think not only about my current nursing population but the future nursing population as the more than 50% of nurses are close to retirement with a projection of 28.8% shortage of RN’s by 2020.I want to make the nursing profession more visible to the community so Oneida School District will be contacted to help coordinate career fairs to elementary through high school-aged children. I also do not see a school nurse on staff at these schools, so I would like to propose sharing a school nurse FTE with the school district. Even if a part-time FTE, this will expose the children to the nursing profession and offer interaction with a nurse in a positive light as well as offer a resource for health screening, health education, and health management.I also noticed that there is a CNA course at Malad High School. I would like to continue to offer Oneida County Hospital as a clinical site with the opportunity for those students to job-shadow a registered nurse as well at the end of their CNA training.In recruiting RNs, I need to look at collaborating with a university to offer community-based nursing education so that students in the program have clinical experiences in Malad to learn how to function as a rural nurse. I need to recruit people with ties to my community. Oregon Health Sciences University school of nursing offers a BSN that is completed solely within the student’s community. This type of program would help me recruit students from my own community with a commitment to the community. OSHU utilizes off-campus course delivery (DVDs and webinars) as well as local community resources for clinical experiences. I want to offer the opportunity to any of my current staff—CNAs, phlebotomists, registration, etc.—that may have the desire to attend nursing school. The opportunity to job-shadow will also be provided during the annual Nurses’ Week celebration. Idaho State University has already implemented a Rural Nurse Internship program that can be utilized here. I appreciate ISU’s Rural Nurse Internship program as it gives nurses a solid foundation in order to become the generalist that a rural nurse is; however, this program is for students who have graduated from nursing school. I would like to work with ISU to institute a program of education within my own community (like OHSU offers) if they do not already have this program in the works.
In retaining my current nurses, I may not be able to compete with urban facilities’ pay practices but pay is not the only thing that drives nursing job satisfaction. In fact, in Molinari & Monserud’s study, salary was not even in the top 5 factors of job satisfaction related to organizational characteristics. I will pursue ANCC’s Pathway to Excellence certification as these standards are foundational to an ideal nursing practice environment which will translate not only to increase nurse satisfaction & retention, but improved patient care & better outcomes.I will not touch on all of these standards, related to time constraints, however, they are all important foundational standards:Share governance—starting a multi-disciplinary practice council with guidelines for decision-making abilities.Healthy work environment—Systems in place—can be addressed by the practice councilOrientation—utilizing the ISU internship program Leadership—transparency is imperative; must lead by example and always focus on ‘what’s best for the patient’.Professional development—organizing a consortium with other rural hospitals in Idaho to offer monthly continuing education classes on topics that specifically apply to rural nursing. Helping nurses utilize government resources (US dept of health & human service) for nursing scholarships to obtain BSN. In addition to the current “Employee of the Quarter” program at Oneida, I want to institute a “spotlight” for nursing. Look for exemplary care and education advancement examples from my nursing staff and create a “Nurse of the Quarter” or “Nurse of the Year” award to coincide with Nurses’ Week.Balanced Lifestyle –one of the least satisfying aspects of rural nursing, according to Molinari & Monserud, is scheduling issues. With rural facilities, there is not the resource pool for nurses to have the schedule flexibility they desire. I would like to institute self-scheduling at Oneida County Hospital. Self-scheduling can increase job satisfaction because it gives nurses the opportunity to balance home and work life. EBP—I believe with the initiation of my practice council, EBP will continue and even flourish as the council makes recommendations & changes in the facility based on current literatureQuality program—can also be addressed by the council and process changes.
Transformational leadership is the theoretical framework I chose for this presentation. I feel that with the impending ( & current) nursing shortage, I have nothing to lose by trying to change the ‘status quo’ of rural nursing. I have to think outside of the box to create a vision within staff to be able to impact behavioral change that will help me recruit and retain nurses. As I stated before, I might not be able to compete with the pay practices of urban facilities; but there are plenty of other way that I can creatively attract nurses to Oneida County Hospital. The four main concepts of transformational leadership are These leaders are charismatic—they are admired and respected by those they lead.They inspire others to work together enthusiastically looking for a ‘better outcome’They provide opportunity for intellectual stimulation and creativityThey are mentors and supportive of each individuals’ needs.Transformational leadership creates an environment in which the team is motivated to better performance because they have a vision of where THEY want to be. Transformational leadership is recognized as having an impact on employee attachment to an organization.In pursuing Pathway to Excellence certification, I am committing to transformational leadership. I am helping my staff catch a vision of where THEY want to see the organization and what they can do to get the organization to that place. Engaged employees are satisfied employees and satisfied employees typically stay within the organization.
The Master’s program here at ISU has prepared me to address healthcare issues in the rural environment by first providing me with a foundation of theoretical frameworks. Even in my undergraduate studies, I had difficulty ‘seeing’ the application of theory to bedside nursing. The more I have studied and learned about theory, the more I understand how intertwined bedside and theory really are…rural or urban. I find myself talking to my own staff differently—gently prodding them to think how theory affects bedside care. I like to think of it as ‘more tools in my toolbelt’ . I also have a more questioning mentality. I am not satisfied to stay with the ‘status quo’, but want to look for other opportunities for improvement and to raise the bar. In a rural setting, this is extremely important foundation to recruit and retain nurses. As I’ve said before, I may not be able to compete with the pay practices and some of the resources of my urban counterparts, but I can be creative in other ways that nurses find equally as attractive. I believe the Pathway to Excellence will help Oneida County Hospital address these issues by attempting to create an “ideal nursing environment” in spite of the disparities.I believe that my Master’s foundation has helped me to more consistently think outside of the box, never be satisfied with things as they are—but rather helping others to catch the vision of where the organization is going and then be content to sit back and let them determine the path to that vision while mentoring them through the process. In rural health, this collaboration is essential as the group must work more intimately together to provide excellent care for a unique population with unique health issues.As an undergraduate, I relished bedside care and how I affected patient care and never wanted to be anywhere else. Now, as a Master’s prepared nurse, I still affect patient care—but I get to motivate and mentor others in the journey to catch that vision and, to me, that is just as rewarding than bedside care because I can affect more patients and more practice.
The expected impact of my objectives is that I would have a higher retention rate of my current nursing staff as well as a higher recruitment rate of new nurses. By providing an ideal work environment, nurse satisfaction will increase, turnover will be minimal and this will also help with recruitment. Increasing the visibility of nursing within the community may help trigger an interest in nursing and create the opportunity for recruitment to a rural nursing program. By recruitment of new nurses within the facility and my own community, employees will already have deep ties to the community and less likely to leave Oneida County Hospital for an urban facility.