ABSTRACT
Despite the well-documented need for nurse-focused efforts on health and wellness, too few healthcare organizations have made a meaningful impact on this issue. Nurse health should be integrated into the strategic and operational workings of the organization. Environments of health and wellness require attention, accountability, action, and accessibility. Although individual choice is the starting point, true success will be achieved when nurse health is a nonnegotiable outcome consistent with quality, safety, finance, and patient experience.
Subject(s)
Clinical Competence/standards , Nursing Staff, Hospital/organization & administration , Nursing, Team/organization & administration , Occupational Health/standards , Occupational Stress/prevention & control , Workplace/psychology , Humans , Nursing Staff, Hospital/psychologyABSTRACT
This case study reveals how 1 organization moved beyond traditional professional boundaries to achieve Magnet recognition.
Subject(s)
Interprofessional Relations , Nurse Administrators , Humans , Inservice Training/organization & administration , Leadership , Nursing Staff, Hospital , Patient Care Team , Problem SolvingABSTRACT
This article describes one hospital's use of simulation to improve the knowledge, skills, and abilities of an emergency department team regarding the patient experience. Step-by-step instructions are provided on how to conduct the simulations in a way that allows for the practice of new skills in a safe environment-one that promotes reflection, feedback, and learning.
Subject(s)
Clinical Competence , Computer Simulation , Patient Care Team , Patient Simulation , Problem-Based Learning , Emergency Service, Hospital , Health Knowledge, Attitudes, Practice , Humans , Nursing Staff, Hospital , Organizational Case StudiesABSTRACT
This article describes a unique approach to advancing the competency of new managers in their formative stages of development. The model builds on traditional classroom and on-the-job training by employing the expertise of a dedicated coach. New managers benefit from coaching in ways similar with executives including improved interpersonal skills and performance, effectively making the transition into a manager role, and successful work-life integration. Coaching is emerging as an essential tool for new manager development.
Subject(s)
Clinical Competence/standards , Education, Nursing, Continuing/standards , Nurse Administrators/standards , Staff Development/methods , Teaching/methods , Humans , Illinois , Mentors , Program Development , United StatesABSTRACT
PURPOSE/OBJECTIVES: To identify psychosocial wellness and the avoidance of burnout as key priorities for the retention of oncology nurses and to describe a program designed for a specific setting to enhance the psychosocial wellness and coping skills of oncology nurses. DATA SOURCES: Published research, books, and journal articles; theory; practice; and personal experience. DATA SYNTHESIS: Oncology nurses benefit from programs designed to bolster the development of coping skills to reduce stress, foster supportive relationships in the workplace, facilitate work-related grief and bereavement, and reduce burnout. CONCLUSIONS: Fostering psychosocial wellness in the workplace potentially can increase oncology nurse retention. IMPLICATIONS FOR NURSING: A renewed recognition of the stressful nature of oncology nursing should give rise to programs that address the psychological well-being of oncology nurses. Oncology nursing leadership, recognizing the potential for stress and burnout inherent in this profession, should research and develop programs to enhance staff coping skills and mutual support.
