Self Care
•Download as PPTX, PDF•
6 likes•9,459 views
New graduate nurses experience a significant "reality shock" as they transition from the student to professional role. Awareness of potential issues and development of preventative self-care strategies helps ensure a good foundation for life-long career satisfaction. This presentation explores common first-year practice struggles and provides methods to cope with stressors.
Recommended
More Related Content
What's hot
What's hot (20)
Viewers also liked
Viewers also liked (20)
Similar to Self Care
Similar to Self Care (20)
More from Dr. Jaclyn Engelsher, DNP
More from Dr. Jaclyn Engelsher, DNP (8)
Recently uploaded
Recently uploaded (20)
Self Care
- 2. Why Be a Nurse? I like caring for people Appreciation So I can be a CRNA You can make a lot of money
- 3. Hospital Reality Sicker patients Higher patient-to-nurse ratios A reliance on confusing emerging technology Administrative demands for cost-cutting Administrative demands for high customer service scores Nurses do not make money. They earn it. Shortage does not mean recession-proof
- 4. Where We Stand (the old) Annual turnover rate 14% 15% actively licensed nurses not nursing Burnout Scheduling/Hours Pay Staffingand patient ratios Physical Demands 55% nurses are obese 50% exhausted/discouraged by end of shift 44% feel cannot provide fully for patients
- 5. Where We Stand (the new) Orientation $30K/new RN 90% start career in the hospital 13-26% attrition-rate for nurses in first year 10-20% leaving profession within 2 years “Reality shock” Stress related to patient acuity Inadequate staffing Unsafe patient care Management-related issues (i.e. level of support) Amount of responsibility placed on new grads http://www.pbs.org/now/shows/442/index.ht ml
- 6. Transition to Practice: Being a Nurse, Staying a Nurse Realisticjob preview Preceptor and ongoing support Prevent burnout Staying Well Equality Be comfortable, but to too comfortable New graduates need 12 months to gain comfort and confidence in their new roles and require professional development opportunities and support
- 7. Bullying “workplace behavior that could reasonably be considered humiliating, intimidating, threatening or demeaning to an individual or group of individuals and that is usually repeated over time” (WorkCover NSW, 2008) Repeated behavioral activity focusing on a target Escalates in severity over time Perpetrator always known to the target Target unable to protect or defend self Stems from the nature of the work
- 8. Scope 65% of RNs reported frequently observing lateral violence behaviors among co-workers 10–30% of nurses experience workplace bullying ¾ of critical care nurses work with others who are condescending, insulting, or rude Bullied nurses are more likely to leave their place of employment/higher absenteeism
- 9. Signs You Are Getting Nurse-Bullied Unmanageable workload Ignored or excluded Rumors spread about you Ordered to carry out work below your competence level (not due to staff-shortage) Having your professional opinion ignored http://store.sho.com/californication-do- as-i-say-jumbo- mug/detail.php?p=255166 Information relevant to your work withheld Humiliated or ridiculed about your work
- 10. Varieties of Nurse-Bullies Super nurse Clique nurse Resentful nurse Jealous nurse Gossip-girl nurse Backstabbing nurse http://www.cafepress.com/+mean_m ale_nurse_rectangle_magnet,3224056 37
- 11. Toxic Coworkers Narcissists Borderlines OCD’ers Antisocials Personality-disorderedpeople aren't going to change, the key to coping is to change the way you respond to them. http://consumer.healthday.com/encyclo pedia/article.asp?AID=648028
- 13. The 90-Day Rule Don’t Complain Unless You Know What You Are Talking About! Accept fair share of work Cooperate with others Give help when asked Ask for assistance and advice Don’t be inquisitive about others’ private lives Work willingly Don’t be too submissive Use initiative Take difficulties to a superior before complaining Accept relevant criticism when conveyed appropriately Don’t denigrate subordinates, peers, or supervisors (aka anyone)
- 14. Reflective Practice Self-assessment of practice / competence Identify areas for development and ultimately improve competence Looking for learning points within the scenario or situation Reflect and consider how to apply learning in other situations to further enhance performance Identifying learning / development needs and plan to meet them to improve practice Change/modify practice in response
- 15. Self-Nurturing for Nurses ADLs: The 3 free therapies Right nutrition Right exercise Right mental and physical Rest PTO – do not hoard it, use it EAP – its free, USE IT Set (and stick to) your boundaries Monitor codependency behaviors American Holistic Nurses Association Set SMART life goals
- 16. Holistic Goal Setting Specific Measurable Attainable Relevant Time-Bound Health- Family – Social – Career Education – Financial - Spiritual
- 17. References Black, L., Spetz, J., & Harrington, C. (2008). Nurses working outside of nursing: societal trend or workplace crisis? Policy, Politics & Nursing Practice, 9(3), 143- 157. Black, L., Spetz, J., & Harrington, C. (2010). Nurses who do not nurse: Factors that predict non-nursing work in the U.S. Nursing Economic$, 28(4), 245-254. Cavaiola, A. A., & Lavender, N. J. (2000).Toxic Coworkers: How to Deal with Dysfunctional People on the Job. New Harbinger Publications. Oakland, CA. Han, K., Trinkoff, A., Storr, C., & Geiger-Brown, J. (2011). Job stress and work schedules in relation to nurse obesity. Journal of Nursing Administration, 41(11), 488-495. Kovner, C. T., & Djukic, M. (2009). The nursing career process from application through the first 2 years of employment. Journal of Professional Nursing, 25(4), 197–203 Pascual, P. (2011). Quiz: Can you spot a toxic coworker? Retrieved from http://consumer.healthday.com/encyclopedia/article.asp?AID=648028 Raphael, T (2011). Nurse turnover rate in hospitals. Retrieved from http://www.ere.net/2011/06/08/nurse-turnover-in-hospitals/ WorkCover NSW. (2008). Preventing and dealing with workplace bullying: A guide for employers and employees. Sydney: NSW Government.
Editor's Notes
- stresses novice nurses experience during their first months of practice; 25% leave the profession33 percent of new graduate nurses under the age of 30 plan to leave their positions within one year of hiring. Their findings are corroborated by other researchers. report that 35 to 69 percent of newly hired graduate nurses leave their place of employment within the first year. Nationwide, nurse turnover rates are estimated to range from 55 percent to 61 percent . • The cost of nurse turnover to health care agencies is significant. Orientation programs are estimated to cost agencies more than $30,000 per participating new registered nurse hire. And, needless to say, the productivity of a newly hired RN is less than that of an experienced nurse
- (nurse-patient ratios)
- Triggers: honor or promotion, receiving special attention from MDs, severe understaffing, or having difficulty working effectively with others
- headaches, stress, irritability, anxiety, sleep disturbance, excessive, worry, impaired social skills, depression, fatigue, loss, of concentration, helplessness, psychosomatic complaints, and, post-traumatic stress disorder
- over checking, the silent treatment, belittling, criticism, scapegoating, sabotaging, and being blamed for things that are not within your control.
- Practice what you preach! Treat yourself as well as you would treat your patients:bathroom, sleep, breaks