American Research Journal of Humanities & Social Science (ARJHSS) is a double blind peer reviewed, open access journal published by (ARJHSS).
The main objective of ARJHSS is to provide an intellectual platform for the international scholars. ARJHSS aims to promote interdisciplinary studies in Humanities & Social Science and become the leading journal in Humanities & Social Science in the world.
This course deals with the basic concepts, principles and dimensions of quality health care, patient safety, quality standards for Health Provider Organizations and implementing a quality improvement program in the health care system. It provides students with an introduction to quality improvement science in a health care setting. The course challenges students to think in an interdisciplinary manner when problem solving for quality improvement and will provide students with models and tools for leading quality improvement initiatives in a variety of organizational settings.
American Research Journal of Humanities & Social Science (ARJHSS) is a double blind peer reviewed, open access journal published by (ARJHSS).
The main objective of ARJHSS is to provide an intellectual platform for the international scholars. ARJHSS aims to promote interdisciplinary studies in Humanities & Social Science and become the leading journal in Humanities & Social Science in the world.
This course deals with the basic concepts, principles and dimensions of quality health care, patient safety, quality standards for Health Provider Organizations and implementing a quality improvement program in the health care system. It provides students with an introduction to quality improvement science in a health care setting. The course challenges students to think in an interdisciplinary manner when problem solving for quality improvement and will provide students with models and tools for leading quality improvement initiatives in a variety of organizational settings.
MR. BHUSHAN R JOSHI (IV B. BSc. NSG
The curriculum must reflect the needs of patients and be immediately relevant and applicable to the central role of nurses: caring for patients.”
Research presentation of mr mwsk ( suggestions to close the gap between theor...MrMWSK .
It's my Research presentation on the topic of suggestions to close the gap between theory and practice as students perspective.
Don't copy or steal my hard work.
Do appreciate by like and share.
Thanks
Catalogue mỹ phẩm Oriflame tháng 5-2015. Đặt hàng, vui lòng liên hệ: Ms. Thúy - 0909502656 (Call, SMS, Facebook, Zalo, Viber, Tango, WhatsApp, BeeTalk, WeChat, Line). Địa chỉ: 193H Nam Kỳ Khởi Nghĩa, P. 7, Q. 3, Tp. Hồ Chí Minh. Từ tòa nhà Sacombank nhìn qua bên kia đường chếch về bên trái sẽ thấy hẻm 193. Hẻm 193 nằm giữa 2 ngã 4: Nam Kỳ Khởi Nghĩa - Lý Chính Thắng và Nam Kỳ Khởi Nghĩa - Trần Quốc Toản. Đầu hẻm 193 có khách sạn Cosmopolitan, cổng vào có bảng Khu Phố 4, P7, Q3. Quý khách đi thẳng vào hẻm khoảng 30 mét sẽ thấy Ngọc Thúy Shop ở bên tay trái.
MR. BHUSHAN R JOSHI (IV B. BSc. NSG
The curriculum must reflect the needs of patients and be immediately relevant and applicable to the central role of nurses: caring for patients.”
Research presentation of mr mwsk ( suggestions to close the gap between theor...MrMWSK .
It's my Research presentation on the topic of suggestions to close the gap between theory and practice as students perspective.
Don't copy or steal my hard work.
Do appreciate by like and share.
Thanks
Catalogue mỹ phẩm Oriflame tháng 5-2015. Đặt hàng, vui lòng liên hệ: Ms. Thúy - 0909502656 (Call, SMS, Facebook, Zalo, Viber, Tango, WhatsApp, BeeTalk, WeChat, Line). Địa chỉ: 193H Nam Kỳ Khởi Nghĩa, P. 7, Q. 3, Tp. Hồ Chí Minh. Từ tòa nhà Sacombank nhìn qua bên kia đường chếch về bên trái sẽ thấy hẻm 193. Hẻm 193 nằm giữa 2 ngã 4: Nam Kỳ Khởi Nghĩa - Lý Chính Thắng và Nam Kỳ Khởi Nghĩa - Trần Quốc Toản. Đầu hẻm 193 có khách sạn Cosmopolitan, cổng vào có bảng Khu Phố 4, P7, Q3. Quý khách đi thẳng vào hẻm khoảng 30 mét sẽ thấy Ngọc Thúy Shop ở bên tay trái.
Strategic Analysis and Leadership Interventions 1Strategic A.docxflorriezhamphrey3065
Strategic Analysis and Leadership Interventions 1
Strategic Analysis and Leadership Interventions 3
Strategic Analysis and Leadership Interventions
Kelley Hageman
Capella University
Introduction
Every organization that is offering services to people, must first implement strategies that will help in determining how to deal with different issues that tend to arise, more specifically in the nursing field. It is out of this a cycle is formed with various models that will facilitate changes, so as to reduce any boundaries that tend to occur. (Melnyk, & Overholt 2011). In these cases, we are focusing on the issue of blurring, which has caused a loss in clear nursing authority. The reason every nurse is licensed, is to ensure that better methods are applied in making sure that the patient receives the best, most recent, evidence based care, from the professional nurse. It has also been said that the character of the nurse is as important as the knowledge she possess. From the education of the nurse to the character, different leadership aspects are portrayed, and determine what professional qualities the nurse will offer to the patient. Having said that, the nurse needs to continue to acquire a better understanding, greater knowledge, and more refined skills that will help them improve their delivery of health care services to the patient, and what he/she brings to the table. In addition, the strategies and the working structure that are brought out, determines the application of the model to be used, and how each person is restricted to his/her responsibilities.
Choose an analysis model that is appropriate to your selected issue
Any model is initiated to making sure that certain matters are addressed which helps increase the ability to come up with better solutions in dealing with the issues at hand. More specifically, the boundaries that are created by the medical nurse administrator and senior nurses have at times been blurred, which has prompted a loss in apparent nursing authority. It is out of this that, this problem has caused patients to suffer, if the people that can best take care of them and their issues, is not being placed in charge of their care. Initiation of any Model implies that there are some factors that need to be addressed and accomplished for the better of the institution. In addition to models, the introduction of the PDSA cycle helps to solve particular issues which may arise from having the ability to use each model, in that it helps identify the primary cause of the problems and how the issues can be improved.
By introduction of these phases within the PDSA cycle, changes can be made. Change happens because with this model, planning is facilitated, acting in accordance to needs, and finally, the doing phase, which all show a good strategic structure, that the helps the nurse clearly identify any patient with any problem, and as a nurse leader, they can delegate accordingly. Apart from the PDSA cycle, ther.
Abstract— If job satisfaction is there in employees, work done by these employees is usually of better quality in comparison where the employees are not satisfied with their jobe. So this study to assess job satisfaction and influence of demographic variables on job satisfaction, this study was carried out on 105 doctors of teaching hospitals. Questionnaire method of data collection was adopted. Job satisfaction was measured by six domains: Organizational functioning, Interpersonal relationship, Financial incentives, Non-financial incentives, Physical facilities and Working conditions. Study observed that over all, doctors were moderately satisfied with their job. Domains such as Interpersonal relationship and Working conditions, doctors were highly satisfied, whereas rest of the domains: Organizational functioning, Financial incentives, Non-financial incentives, and Physical facilities doctors were moderately satisfied. It is important to note that even though overall satisfaction is moderate, there were few components, where doctors were highly satisfied were - Communication system between patients and doctors, Involvement in decision making in the department, Rules and regulations of the institution, relationship between the department colleagues and other department colleagues, Provision for leave encashment, reward given for research work, workload of clinical aspect and workload of teaching aspect. Age and sex both shown significant association on level of satisfaction where as experience, designation and marital status of the doctors have not shown significant association.
Job enrichment creating meaningful career developmentopport.docxchristiandean12115
Job enrichment: creating meaningful career development
opportunities for nurses
CHRISTINE DUFFIELD R N , D i p N E d , B S c N , M H P , P h D
1
, RICHARD BALDWIN R N , A s s D i p N u r s A d m i n , B H l t h A d m i n ,
M B A
2, MICHAEL ROCHE D i p A p p l S c N u r s , B S c N u r s , M H S c , P h D 3 and SARAH WISE L L B , M S c 4
1Professor, Associate Dean (Research), Director, 2Honorary Associate, 3Senior Lecturer and 4Research Assistant,
Centre for Health Services Management, Faculty of Health, University of Technology, Sydney, NSW, Australia
Correspondence
Christine Duffield
Centre for Health Services
Management
Faculty of Health
University of Technology, Sydney
Level 7, 235–253 Jones Street
(PO Box 123)
Broadway
NSW 2007
Australia
E-mail:
[email protected]
DUFFIELD C., BALDWIN R., ROCHE M. & WISE S. (2014) Journal of Nursing Management
22, 697–706.
Job enrichment: creating meaningful career development opportunities for
nurses
Aim This paper presents an evaluation of a career development policy in South
Australia which increased the number of senior staff nurse positions and provided
senior registered nurses with time away from clinical duties to undertake agreed
projects. We use Kanter’s model of structural power and commitment theory to
understand the dimensions of this policy.
Background Development strategies for experienced staff who wish to remain at
the bedside are needed, especially in smaller health services with limited
opportunities for horizontal or vertical mobility.
Methods Face-to-face semistructured interviews were conducted with 54 senior
staff nurses who participated in the career structure arrangements.
Results The policy enhanced the structure of opportunity in three ways: by
increasing the number of senior staff nurse positions, the ladder steps were
improved; undertaking strategic projects developed new skills; and the job
enrichment approach facilitated time out from the immediate pressures of ward
work and challenged nurses in a different way.
Conclusions Through job enrichment, South Australia has found a novel way of
providing meaningful career development opportunities for experienced nurses.
Implications for nursing management Methods of job enrichment need to be
considered as part of career development policy, especially where movement
between clinical facilities is limited and staff wish to remain at the bedside.
Keywords: career development, empowerment, job enrichment, job satisfaction,
nurse management, retention
Accepted for publication: 30 November 2012
Introduction
Providing staff development opportunities within
appropriate career structures is an important tool in
enhancing nurses’ job satisfaction, organisational com-
mitment and, ultimately, retention. The concept of job
satisfaction has consistently been found to be a major,
if not the most prominent, predictor of nurses’ inten-
tions to stay in their current role and within the nursing
profession (Duff.
Feedback for 4 Milestone Two Research and SupportPlease addre.docxnealwaters20034
Feedback for 4 Milestone Two: Research and Support
Please address Milestone two’s feedback and include these changes when working on your Milestone 3 assignment.
1)Proposal Care Support
The data you cite in this section supports that there is a nursing shortage. However, I would have liked to see you add more insight into what research shows on the impact this shortage has on patient safety and quality care. What does the research say about the nursing shortage and its connection with quality care, thus leading you to believe a change was necessary?
2) Value-Based Support
While you discussed financial impacts of your proposal, you did not touch on value based reimbursement. How does short staffing effect patient care and then ultimately reimbursement rates received by your institution?Top of Form
Bottom of Form
3) Data Evidence
You listed an example of a quality indicator that MAY be effected by the nrusing shortage. However, you need to include data that the nursing shortage itself is an issue. How many nurses is your facility short? What is the nurse to patient ratio? How many openings are there? etc.
4) Strategies
While you gave great examples of strategies that could be used to help improve the nursing shortage, are there any interprofessional strategies currently in use that would also be helpful?
5) Strategy Defense
So what nursing indicators will be affected with the implementation of your proposal? See http://ojin.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Volume122007/No3Sept07/NursingQualityIndicators.html for a list of the Nursing Sensitive Indicators Additionally, while you wrote your own professional insight, I would have liked to see you utilize research to add support to these views and ideas.
6) Articulation of Response
Submission has errors related to citations, grammar, spelling, or syntax
Running head: RESEARCH & SUPPORT 1
Research and support 2
Nursing Shortage and the Need for More Nurses
Research and Support
Proposal Care Support
Nurses are a very critical part of a health care facility. Nursing shortage is not just a problem experienced in the United States but globally. The shortage is as a result of high turnover, unavailability of potential educators and unfair distribution of the workforce. Healthcare organizations are therefore competing to acquire the scarce nurses in order to improve their delivery of quality care. According to the US Bureau of Labor Statistics, more than 1.1 million additional nurses are required to address the shortage problem (Haddad, 2019). For an organization to effectively compete for the scarce nurses, acquire top talent and reduce employee turnover, it must offer an enticing compensation and benefits package. Organizations that offer great wages and benefits easily attract applicant and maintain the nurses they already have. My proposal to offer a better compensation and benefits package would therefore lead to an i.
Specialist and Associate Specialist (SAS) doctors are highly experienced and highly skilled doctors working in the UK NHS. Now SAS doctors can register with their employer to be recognised as 'Autonomous Practitioners'. The GMC has published guidance on becoming a recognised Autonomous Practitioner and doctors are encouraged to develop evidence of their skills in leadership, management and research. These slides provide a clear rationale for an SAS Leadership Fellow programme to support SAS doctors in their medical careers.
BIOL 1115 Human BiologyLab –Integumentary SystemGo to SCI.docxjasoninnes20
BIOL 1115 Human Biology
Lab –Integumentary System
Go to SCI: Skin Cancer Investigation and enter the site. Begin with the Healthy Skin section and read about the three layers of the skin by clicking on the image of the skin on the right. Next answer these questions:
1. What are the types of cells in the epidermis and how are they related to each other?
2. What is melanin and what is its role in the epidermis?
3. What is keratin and what does it do?
4. What are the two primary features of the dermis?
5. Describe the subcutaneous tissue.
To continue through the interactive, click on the right arrow at the bottom of the screen to go to the section Effects of the Sun on the Skin and watch the animation about the benefits of the sun and risks of sunlight. Then answer these questions:
1. Name the main benefits of sunlight.
2. What are some of the benefits of the sun's UV rays?
3. How are these rays harmful?
Now go to the section titled Causes and read about how over-exposure to the sun can cause skin cancer. Watch the animation on how normal cells multiply and divide to replace damaged or dead cells. Then answer these questions:
1. How do UV rays affect normal cell division?
2. Why do some people have a greater chance of developing skin cancer compared to others?
Continue on to Tumors and answer this question:
1. What are the main differences between benign and malignant tumors?
Now click on and read the Common Risk Factors. Click on each factor to learn more about the risks. Then answer these questions:
1. What are the five most common modifiable risk factors of skin cancer?
2. How can where you live increase your chances of developing skin cancer?
3. How does genetics play a role?
4. What is actinic keratosis?
Now go to the Glowell Clinic: Lab. Click on any patient file where an image of a growth will appear along with the patient's history.
Review the list of symptoms and check those that describe the growth. Decide whether the growth is cancerous or not. Select the next patient and complete the same steps.
Patient
Symptoms
Cancerous?
A
B
C
D
E
F
Evidenced-based communication skills, change processes, and interventions to guide work in field experience:
I am using Lewin’s theory of planned change to guide the change process in this field experience rotation. The first stage of Lewin’s theory is the unfreezing phase whereby a change agent recognizes a problem, identifies the need for change, and determines the differences between the current and desired state (Shirey, 2013). The second stage is the moving phase which involves viewing the change as a process rather than a single event (Shirey, 2013). The change agent creates a solid plan for change, ideally consisting of actionable items that engage people to attempt the proposed change (Shirey, 2013). Finally, the refreezing phase involves solidifying the process(es) and creating policies such that the change becomes the new normal (Shirey, 2013).
According t ...
PurposeThe purpose of this assignment is to identify nursing carTakishaPeck109
Purpose
The purpose of this assignment is to identify nursing care models utilized in today's various health care settings and enhance your knowledge of how models impact the management of care and may influence delegation. You will assess the effectiveness of models and determine how you would collaborate with a nurse leader to identify opportunities for improvement to ensure quality, safety and staff satisfaction.
Course Outcomes
Completion of this assignment enables the student to meet the following course outcomes.
CO1: Apply leadership concepts, skills, and decision making in the provision of high quality nursing care, healthcare team management, and the oversight and accountability for care delivery in a variety of settings. (PO2)
CO2: Implement patient safety and quality improvement initiatives within the context of the interprofessional team through communication and relationship building. (PO3)
CO3: Participate in the development and implementation of imaginative and creative strategies to enable systems to change. (PO7)
CO4: Apply concepts of leadership and team coordination to promote the achievement of safe and quality outcomes of care for diverse populations. (PO4)
CO6: Develop a personal awareness of complex organizational systems and integrate values and beliefs with organizational mission. (PO7)
CO7: Apply leadership concepts in the development and initiation of effective plans for the microsystems and/or system-wide practice improvements that will improve the quality of healthcare delivery. (PO2, and 3)
CO8: Apply concepts of quality and safety using structure, process, and outcome measures to identify clinical questions as the beginning process of changing current practice. (PO8)
Read your text, Finkelman (2016), pp- 111-116.
You are required to complete the assignment using the template.
Observe
staff in delivery of nursing care provided. Practice settings may vary depending on availability.
Identify
the model of nursing care that you observed. Be specific about what you observed, who was doing what, when, how and what led you to identify the particular model
Review
and summarize one scholarly resource (not your textbook) related to the nursing care model you observed in the practice setting.
Review
and summarize one scholarly resource (not including your text) related to a nursing care model that is
different
from the one you observed in the practice setting.
Discuss
the nursing care model from step #6, and how it could be implemented to improve quality of nursing care, safety and staff satisfaction. Be specific.
Summarize this experience/assignment and what you learned about the two nursing care models.
Submit your completed worksheet no later than 11:59 p.m. MT on Sunday by the end of Week 5.
References and important information:
Week5 leader Examplar Audio Transcript
After working a number of years in home health, I made the decision to return to the acute care setting and accepted a ...
Wessex AHSN is pleased to announce the publication of a short report on the evaluation of how people feel when they experience new models of care. The report has been produced in partnership with R-Outcomes and the Centre for Implementation Science (University of Southampton) and responds to local evaluation guidance, published by NHS England in June 2017, that calls for a strengthened focus on capturing and evaluating patient and residents’ experience of transformed services.
E V I D E N C E S Y N T H E S I SModels of care in nursing.docxmadlynplamondon
E V I D E N C E S Y N T H E S I S
Models of care in nursing: a systematic reviewjbr_287 324..337
Ritin Fernandez RN MN (Critical Care) PhD,1,2 Maree Johnson RN BAppSci MAppSci PhD,3,4
Duong Thuy Tran BMed (Vietnam) MIPH (USyd)5 and Charmaine Miranda BPsycholgy6
1School of Nursing, Midwifery and Indigenous Health, University of Wollongong, Wollongong, 2Centre for Research in Nursing and
Health, St George Hospital, Kogarah, 3Centre for Applied Nursing Research, Sydney South West Area Health Service, 4School of Nursing
and Midwifery, University of Western Sydney, Sydney, 5School of Medicine, University of Western Sydney, Sydney, and 6Centre for Positive
Psychology and Education, School of Education, University of Western Sydney, Sydney, New South Wales, Australia
Abstract
Objective This review investigated the effect of the various models of nursing care delivery using the diverse levels
of nurses on patient and nursing outcomes.
Methods All published studies that investigated patient and nursing outcomes were considered. Studies were
included if the nursing delivery models only included nurses with varying skill levels. A literature search was
performed using the following databases: Medline (1985–2011), CINAHL (1985–2011), EMBASE (1985 to current)
and the Cochrane Controlled Studies Register (Issue 3, 2011 of Cochrane Library). In addition, the reference lists of
relevant studies and conference proceedings were also scrutinised. Two reviewers independently assessed the
eligibility of the studies for inclusion in the review, the methodological quality and extracted details of eligible studies.
Data were analysed using the RevMan software (Nordic Cochrane Centre, Copenhagen, Denmark).
Results Fourteen studies were included in this review. The results reveal that implementation of the team nursing
model of care resulted in significantly decreased incidence of medication errors and adverse intravenous outcomes,
as well as lower pain scores among patients; however, there was no effect of this model of care on the incidence of
falls. Wards that used a hybrid model demonstrated significant improvement in quality of patient care, but no
difference in incidence of pressure areas or infection rates. There were no significant differences in nursing outcomes
relating to role clarity, job satisfaction and nurse absenteeism rates between any of the models of care.
Conclusions Based on the available evidence, a predominance of team nursing within the comparisons is
suggestive of its popularity. Patient outcomes, nurse satisfaction, absenteeism and role clarity/confusion did not differ
across model comparisons. Little benefit was found within primary nursing comparisons and the cost effectiveness
of team nursing over other models remains debatable. Nonetheless, team nursing does present a better model for
inexperienced staff to develop, a key aspect in units where skill mix or experience is diverse.
Key words: evidence-based practice, nursing, systemat ...
E V I D E N C E S Y N T H E S I SModels of care in nursing.docxkanepbyrne80830
E V I D E N C E S Y N T H E S I S
Models of care in nursing: a systematic reviewjbr_287 324..337
Ritin Fernandez RN MN (Critical Care) PhD,1,2 Maree Johnson RN BAppSci MAppSci PhD,3,4
Duong Thuy Tran BMed (Vietnam) MIPH (USyd)5 and Charmaine Miranda BPsycholgy6
1School of Nursing, Midwifery and Indigenous Health, University of Wollongong, Wollongong, 2Centre for Research in Nursing and
Health, St George Hospital, Kogarah, 3Centre for Applied Nursing Research, Sydney South West Area Health Service, 4School of Nursing
and Midwifery, University of Western Sydney, Sydney, 5School of Medicine, University of Western Sydney, Sydney, and 6Centre for Positive
Psychology and Education, School of Education, University of Western Sydney, Sydney, New South Wales, Australia
Abstract
Objective This review investigated the effect of the various models of nursing care delivery using the diverse levels
of nurses on patient and nursing outcomes.
Methods All published studies that investigated patient and nursing outcomes were considered. Studies were
included if the nursing delivery models only included nurses with varying skill levels. A literature search was
performed using the following databases: Medline (1985–2011), CINAHL (1985–2011), EMBASE (1985 to current)
and the Cochrane Controlled Studies Register (Issue 3, 2011 of Cochrane Library). In addition, the reference lists of
relevant studies and conference proceedings were also scrutinised. Two reviewers independently assessed the
eligibility of the studies for inclusion in the review, the methodological quality and extracted details of eligible studies.
Data were analysed using the RevMan software (Nordic Cochrane Centre, Copenhagen, Denmark).
Results Fourteen studies were included in this review. The results reveal that implementation of the team nursing
model of care resulted in significantly decreased incidence of medication errors and adverse intravenous outcomes,
as well as lower pain scores among patients; however, there was no effect of this model of care on the incidence of
falls. Wards that used a hybrid model demonstrated significant improvement in quality of patient care, but no
difference in incidence of pressure areas or infection rates. There were no significant differences in nursing outcomes
relating to role clarity, job satisfaction and nurse absenteeism rates between any of the models of care.
Conclusions Based on the available evidence, a predominance of team nursing within the comparisons is
suggestive of its popularity. Patient outcomes, nurse satisfaction, absenteeism and role clarity/confusion did not differ
across model comparisons. Little benefit was found within primary nursing comparisons and the cost effectiveness
of team nursing over other models remains debatable. Nonetheless, team nursing does present a better model for
inexperienced staff to develop, a key aspect in units where skill mix or experience is diverse.
Key words: evidence-based practice, nursing, systemat.
Navigating Challenges: Mental Health, Legislation, and the Prison System in B...Guillermo Rivera
This conference will delve into the intricate intersections between mental health, legal frameworks, and the prison system in Bolivia. It aims to provide a comprehensive overview of the current challenges faced by mental health professionals working within the legislative and correctional landscapes. Topics of discussion will include the prevalence and impact of mental health issues among the incarcerated population, the effectiveness of existing mental health policies and legislation, and potential reforms to enhance the mental health support system within prisons.
Health Education on prevention of hypertensionRadhika kulvi
Hypertension is a chronic condition of concern due to its role in the causation of coronary heart diseases. Hypertension is a worldwide epidemic and important risk factor for coronary artery disease, stroke and renal diseases. Blood pressure is the force exerted by the blood against the walls of the blood vessels and is sufficient to maintain tissue perfusion during activity and rest. Hypertension is sustained elevation of BP. In adults, HTN exists when systolic blood pressure is equal to or greater than 140mmHg or diastolic BP is equal to or greater than 90mmHg. The
CHAPTER 1 SEMESTER V PREVENTIVE-PEDIATRICS.pdfSachin Sharma
This content provides an overview of preventive pediatrics. It defines preventive pediatrics as preventing disease and promoting children's physical, mental, and social well-being to achieve positive health. It discusses antenatal, postnatal, and social preventive pediatrics. It also covers various child health programs like immunization, breastfeeding, ICDS, and the roles of organizations like WHO, UNICEF, and nurses in preventive pediatrics.
Medical Technology Tackles New Health Care Demand - Research Report - March 2...pchutichetpong
M Capital Group (“MCG”) predicts that with, against, despite, and even without the global pandemic, the medical technology (MedTech) industry shows signs of continuous healthy growth, driven by smaller, faster, and cheaper devices, growing demand for home-based applications, technological innovation, strategic acquisitions, investments, and SPAC listings. MCG predicts that this should reflects itself in annual growth of over 6%, well beyond 2028.
According to Chris Mouchabhani, Managing Partner at M Capital Group, “Despite all economic scenarios that one may consider, beyond overall economic shocks, medical technology should remain one of the most promising and robust sectors over the short to medium term and well beyond 2028.”
There is a movement towards home-based care for the elderly, next generation scanning and MRI devices, wearable technology, artificial intelligence incorporation, and online connectivity. Experts also see a focus on predictive, preventive, personalized, participatory, and precision medicine, with rising levels of integration of home care and technological innovation.
The average cost of treatment has been rising across the board, creating additional financial burdens to governments, healthcare providers and insurance companies. According to MCG, cost-per-inpatient-stay in the United States alone rose on average annually by over 13% between 2014 to 2021, leading MedTech to focus research efforts on optimized medical equipment at lower price points, whilst emphasizing portability and ease of use. Namely, 46% of the 1,008 medical technology companies in the 2021 MedTech Innovator (“MTI”) database are focusing on prevention, wellness, detection, or diagnosis, signaling a clear push for preventive care to also tackle costs.
In addition, there has also been a lasting impact on consumer and medical demand for home care, supported by the pandemic. Lockdowns, closure of care facilities, and healthcare systems subjected to capacity pressure, accelerated demand away from traditional inpatient care. Now, outpatient care solutions are driving industry production, with nearly 70% of recent diagnostics start-up companies producing products in areas such as ambulatory clinics, at-home care, and self-administered diagnostics.
For those battling kidney disease and exploring treatment options, understanding when to consider a kidney transplant is crucial. This guide aims to provide valuable insights into the circumstances under which a kidney transplant at the renowned Hiranandani Hospital may be the most appropriate course of action. By addressing the key indicators and factors involved, we hope to empower patients and their families to make informed decisions about their kidney care journey.
The dimensions of healthcare quality refer to various attributes or aspects that define the standard of healthcare services. These dimensions are used to evaluate, measure, and improve the quality of care provided to patients. A comprehensive understanding of these dimensions ensures that healthcare systems can address various aspects of patient care effectively and holistically. Dimensions of Healthcare Quality and Performance of care include the following; Appropriateness, Availability, Competence, Continuity, Effectiveness, Efficiency, Efficacy, Prevention, Respect and Care, Safety as well as Timeliness.
ICH Guidelines for Pharmacovigilance.pdfNEHA GUPTA
The "ICH Guidelines for Pharmacovigilance" PDF provides a comprehensive overview of the International Council for Harmonisation of Technical Requirements for Pharmaceuticals for Human Use (ICH) guidelines related to pharmacovigilance. These guidelines aim to ensure that drugs are safe and effective for patients by monitoring and assessing adverse effects, ensuring proper reporting systems, and improving risk management practices. The document is essential for professionals in the pharmaceutical industry, regulatory authorities, and healthcare providers, offering detailed procedures and standards for pharmacovigilance activities to enhance drug safety and protect public health.
LGBTQ+ Adults: Unique Opportunities and Inclusive Approaches to CareVITASAuthor
This webinar helps clinicians understand the unique healthcare needs of the LGBTQ+ community, primarily in relation to end-of-life care. Topics include social and cultural background and challenges, healthcare disparities, advanced care planning, and strategies for reaching the community and improving quality of care.
Deep Leg Vein Thrombosis (DVT): Meaning, Causes, Symptoms, Treatment, and Mor...The Lifesciences Magazine
Deep Leg Vein Thrombosis occurs when a blood clot forms in one or more of the deep veins in the legs. These clots can impede blood flow, leading to severe complications.
3. Purpose Statement
S The purpose of this project was to increase nursing satisfaction in a local critical care unit using
evidence base research.
4. Validating the problem
S Job dissatisfaction is strongly associated with nursing turnover.
S Evidence of the impact of healthy work environments on nurses and patients.
S Research shows decrease in patient ratio can decrease mortality rate in patients.
5. Why should we increase
satisfaction?
S In the case of this local CCU, the manager of the Telemetry unit was assigned to manage the critical
care unit after the resignation of the current manager. This change in management was an attempt to
stretch the budget but made communication much more challenging considering the added
responsibility of managing two units. The management styles of the current and former managers
differed greatly, and staff that was accustomed to having their issues addressed in a timely manner,
were forced to accept delays in response times.
6. Why should we strive
S When we strive to increasing satisfaction for nursing we can see improvement in patient care,
improve morale, and staff will want to stay longer in their positions held.
S Burn-out and fatigue can make it impossible to manage with their jobs. Nurses whom feel
overwhelmed tend to leave their field altogether. Burnout is a problem in all areas of nursing.
CCU nurses are noted to be more affected due to the state of patients critical needs.
Burn-out
7. Literature review
S The literature review presented three interventions that could be used to increase nursing
satisfaction in a local critical care unit. A literature search was conducted using the CINAHL online
database to find evidence for interventions that could increase nursing satisfaction in a local critical
care unit. Inclusion criteria were English resources from a healthcare discipline.
S Main search terms used were burnout in CCU to increase satisfaction in nursing. Secondary terms
included systematic reviews and random control trials and research.
S The search resulted in three articles. Publication years ranged from 2009 to 2014 including one
from 2009 one 2013, and 1 2014. All of the articles were from United States. One article was
nursing discipline and two from nursing and medicine disciplines. One article was a random
control trial single study experimental. One discipline was from nursing and two from both
medicine and nursing. Two articles were systematic reviews randomized control trials. One article
was a mixture of quantitative and qualitative descriptive. Hierarchies of evidence levels for these
articles included two level I, and one level IV (Melnyk & Fineout-Overhold, 2010).
8. Research-based intervention
S Three interventions that could be used to increase satisfaction in a local critical care unit
were found in the resources. Interventions included: 1) decreasing burnout, 2) team work,
and 3) improving work environment and job retention.
9. Intervention
S Survey was given to Nursing staff and management. Data was collected over three week time
period. All information remained anonymous. Short questions were given for time management
reason ; to encourage more interaction with staff.
S Surveys were collected in a locked box. Only the person given survey were allowed to remove and
see answers.
10. Addition information
S TeamSTEPPS- was used by the hospital to encourage team building, communication with staff.
This was a mandatory class.
S TeamSTEPPS –staff and encourage to use techniques daily.
S TeamSTEPPS- definition is debriefing in an informal session designed to improve communication
and teamwork between staff (AHRQ,2014)
11. Implementation
S Lewin’s Three-Step Change Theory will be used for this project (Kritsonis, 2004). Lewin’s theory
focuses on the identification of forces for and against change and using the three-step mold to “help
shift the balance in the direction of planned change”(p.1).
12. Implementation
S A force-field analysis is necessary to determine forces that affect change. Driving forces promote
change, and restraining forces restrict or inhibit change. Driving forces include the desire to provide
the highest level of satisfaction in nursing. Restraining forces would be increased the workload and
decrease satisfaction and burnout in nursing and staff unable to agree with guidelines promoted by
survey and committee.
S The first step is to ‘unfreeze’ the current state by increasing driving forces and decreasing the restraining
forces. This can be done by building trust and acknowledgment of the importance of change, and allowing
the group to participate in decision-making. Nursing and Nurse Managers will receive information on
techniques and have the opportunity to provide a recommendation for decrease burnout and increasing
nursing satisfaction. The second step is ‘movement’ toward change through persuading participants that the
status quo is not beneficial and encourages them to work together. As a group, the nurses will work toward
a new way to decrease problems, and connect with Committee views with respected leaders who support
change. An in-service on guidelines will be provided to nursing staff and nursing management. Education
on the need to decrease burnout in nursing; while retaining staff and increasing satisfaction will be
emphasized during this study. The guidelines will emphasize why and what is needed and how to
accomplish these needs. The third step is ‘unfreezing’ to allow change to sustained long term through
reinforcement of formal and informal mechanics. The nurses will be evaluated, and education will be
provided to help promote positive outcomes for staff.
13. Checklist for survey
S Survey for Nurses in CCU please circle your answer
S Let’s examine what survey respondents had to say, starting with the “big picture” question: Overall, how do you rate
your job satisfaction in your present position? Using a 1-to-5 scale
Satisfied, somewhat satisfied, neither satisfied or not satisfied, not satisfied
S 1-Looking at the big picture
S 2-Professional practice environment: Do you get the respect you deserve?
S 3-Does management have your back?
S 4-Staffing levels: A key controversy •
S 5-Breaks and overtime (do you receive adequate compensation)
14. Evaluation
S In order for the survey to work in the CCU unit, nurses were asked to give their honest opinion in
the survey.
S There has been an improvement in morale in unit. Nurses are communicating more with each other.
Not sure if it has anything to do with mandatory seminar but staff do seem happier. This is
improvement for the unit.
S Management is listening more to staff about unit needs.
15. Conclusion
S The use of the survey has made an impact on the unit. The tool can help increase nursing
satisfaction in a local critical care unit. The nurses were given a chance to reflect on feedback. The
cost was minimal to paper use. The combination of the mandatory seminar from the hospital
probably help with increase of morale and teamwork. The tools are cost effective and can be
preformed by any staff member.
16. Recommendations
S I would recommend all nursing to incorporate some type team building tool in their practice.
Satisfaction is very important for everyone. Everything nurses do effect patient care. If satisfaction
can be improve then patient satisfaction can be improved also.