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1.
J Nurs Adm ; 50(2): 63-65, 2020 Feb.
Artigo em Inglês | MEDLINE | ID: mdl-31977943

RESUMO

The 2019 Association for Leadership Science in Nursing International Conference, Disruptive Innovation, was held in Los Angeles, California, with attendees from 30 US states, Canada, Brazil, and China. Presenters discussed the need for nurse leaders to advocate for health equity, lead evidence-based innovation, how robots and other technology are generating disruptive innovations in healthcare, and building strong academic-practice partnerships to address nursing workforce challenges. This article will report on these important insights.


Assuntos
Enfermagem Baseada em Evidências/organização & administração , Equidade em Saúde/organização & administração , Invenções , Enfermeiras Administradoras/organização & administração , Recursos Humanos de Enfermagem/organização & administração , Inovação Organizacional , Brasil , Canadá , China , Humanos , Liderança , Estados Unidos
2.
Nurs Adm Q ; 43(4): 292-293, 2019.
Artigo em Inglês | MEDLINE | ID: mdl-31479047
3.
Nurs Adm Q ; 43(2): 157-163, 2019.
Artigo em Inglês | MEDLINE | ID: mdl-30839452

RESUMO

Development of healthy professional practice/work environments (PPWEs) for nursing practice is critical to optimizing patient safety and workforce satisfaction while limiting turnover. Healthy PPWEs are linked with improved outcomes for patients, the workforce, and organizations. Nurses constitute the greatest professional segment of the US health care workforce and influence PPWEs, patient experience, health care quality, and cost per capita, all aspects of the quadruple aim. This article shares a model of leadership identified by executive nurse leaders to address and foster healthy PPWEs. A focus group of 16 expert nurse leaders convened an invitational meeting in Richmond, Virginia, to discuss nurse leaders' roles in optimizing the quadruple aim. The discussions led to shared perceptions about the prevalence of barriers to optimizing PPWEs; nursing leaders' responsibility to address the barriers to supporting improvement of the work-life of nursing professionals; and the need for early integration of leadership education, theory, and practice in every nurse's career.


Assuntos
Liderança , Enfermeiras Administradoras , Papel do Profissional de Enfermagem , Prática Profissional , Local de Trabalho , Benchmarking , Humanos
4.
J Nurs Adm ; 49(3): 118-120, 2019 Mar.
Artigo em Inglês | MEDLINE | ID: mdl-30789554

RESUMO

The 2018 International Nursing Administration Research Conference, Grassroots to Global, was held in Atlanta, Georgia, with attendees from 38 US states, Canada, and China. Presenters discussed the need for nurse leaders to be prepared to partner with those inside and outside of healthcare to create innovative, interprofessional care delivery models; advocate for advancements in technology to address healthcare access shortages; and lead new areas of research that can drive policy change to support nurse leaders in long-term care and the essential role of the nurse manager in creating optimal practice environments for quality outcomes. This article will report on these important insights.


Assuntos
Competência Clínica/normas , Liderança , Enfermeiras Administradoras/tendências , Papel do Profissional de Enfermagem , Supervisão de Enfermagem/tendências , Qualidade da Assistência à Saúde/tendências , Congressos como Assunto , Humanos , Internacionalidade , Relações Interprofissionais , Enfermeiras Administradoras/organização & administração , Pesquisa em Administração de Enfermagem , Supervisão de Enfermagem/organização & administração , Qualidade da Assistência à Saúde/normas
5.
J Nurs Adm ; 49(1): 24-27, 2019 Jan.
Artigo em Inglês | MEDLINE | ID: mdl-30531344

RESUMO

The traditional role of the chief nursing officer (CNO) is expanding to include new clinical areas and patient populations. Chief nursing officers find themselves challenged to balance both system and site priorities, compounded with the expectation to lead their organization during a merger, acquisition, or hospital closure and the changes in healthcare reimbursement. Chief nursing officers must anticipate emerging issues and be prepared to manage those issues. They are at high risk politically when a new chief executive officer is named and when hospitals are having financial concerns. How do we lead in times of turbulence? How can we ensure that high-potential candidates are prepared for the CNO role and what are the most critical competencies they will need? To address these concerns, we created a Chief Nursing Officer Academy (CNOA) that is designed for new and aspiring CNOs. This article provides an overview of the CNOA and a program evaluation of the outcomes for the participants.


Assuntos
Diretores de Hospitais/organização & administração , Liderança , Enfermeiras Administradoras/organização & administração , Recursos Humanos de Enfermagem no Hospital/organização & administração , Competência Profissional , Avaliação de Programas e Projetos de Saúde/métodos , Diretores de Hospitais/psicologia , Feminino , Humanos , Relações Interprofissionais , Masculino , Pessoa de Meia-Idade , Enfermeiras Administradoras/psicologia , Recursos Humanos de Enfermagem no Hospital/psicologia
10.
Nurs Adm Q ; 40(4): 283-91, 2016.
Artigo em Inglês | MEDLINE | ID: mdl-27584886

RESUMO

The following two articles relate to Nursing's past and future, described through a series of predictions made by one of Nursing's great leaders Margaret L. McClure (Maggie McClure). It is reprinted from NAQ Fall 2000, Volume 25, Issue 1. The second article, by another great leader, Joyce Batcheller, DNP, RN, NEA-BC, FAAN, is a follow up on those predictions, reflecting on Nursing today and tommorow.


Assuntos
Previsões , Enfermagem/tendências , Inovação Organizacional , Humanos , Informática em Enfermagem/tendências
11.
Nurs Adm Q ; 40(4): 356-60, 2016.
Artigo em Inglês | MEDLINE | ID: mdl-27584898

RESUMO

The chief nursing officer (CNO) is a critical senior executive in a hospital and serves as the architect of patient care. Recruiting, hiring, and on-boarding a new CNO present a challenge for any facility. Stakes are higher when the facility is replacing a CNO in the midst of its Magnet redesignation. How does a facility ensure success under these circumstances? This case study demonstrates how one organization was successful in meeting this challenge.


Assuntos
Diretores de Hospitais , Liderança , Seleção de Pessoal/métodos , Humanos , Relações Interprofissionais , Reorganização de Recursos Humanos
12.
J Nurs Adm ; 46(6): 293-4, 2016 Jun.
Artigo em Inglês | MEDLINE | ID: mdl-27214330

RESUMO

Nurses must partner with physicians and other health professionals in redesigning healthcare. What do nurse executives need to learn to participate and lead as part of a highly functioning executive triad? In this column, a former system chief nursing officer will share personal experiences and highlights of outcomes that were improved.


Assuntos
Liderança , Modelos de Enfermagem , Enfermeiras Administradoras , Padrões de Prática em Enfermagem/organização & administração , Diretores de Hospitais , Humanos , Relações Interprofissionais , Inovação Organizacional , Texas
13.
AORN J ; 103(4): 430-2, 2016 Apr.
Artigo em Inglês | MEDLINE | ID: mdl-27004506
14.
Am J Crit Care ; 24(5): 412-20, 2015 Sep.
Artigo em Inglês | MEDLINE | ID: mdl-26330434

RESUMO

BACKGROUND: The high level of stress experienced by nurses leads to moral distress, burnout, and a host of detrimental effects. OBJECTIVES: To support creation of healthy work environments and to design a 2-phase project to enhance nurses' resilience while improving retention and reducing turnover. METHODS: In phase 1, a cross-sectional survey was used to characterize the experiences of a high-stress nursing cohort. A total of 114 nurses in 6 high-intensity units completed 6 survey tools to assess the nurses' characteristics as the context for burnout and to explore factors involved in burnout, moral distress, and resilience. Statistical analysis was used to determine associations between scale measures and to identify independent variables related to burnout. RESULTS: Moral distress was a significant predictor of all 3 aspects of burnout, and the association between burnout and resilience was strong. Greater resilience protected nurses from emotional exhaustion and contributed to personal accomplishment. Spiritual well-being reduced emotional exhaustion and depersonalization; physical well-being was associated with personal accomplishment. Meaning in patient care and hope were independent predictors of burnout. Higher levels of resilience were associated with increased hope and reduced stress. Resilience scores were relatively flat over years of experience. CONCLUSIONS: These findings provide the basis for an experimental intervention in phase 2, which is designed to help participants cultivate strategies and practices for renewal, including mindfulness practices and personal resilience plans.


Assuntos
Esgotamento Profissional/epidemiologia , Esgotamento Profissional/psicologia , Recursos Humanos de Enfermagem no Hospital/psicologia , Recursos Humanos de Enfermagem no Hospital/estatística & dados numéricos , Resiliência Psicológica , Estresse Psicológico/epidemiologia , Adaptação Psicológica , Adulto , Idoso , Estudos de Coortes , Estudos Transversais , Emoções , Feminino , Humanos , Satisfação no Emprego , Masculino , Pessoa de Meia-Idade , Princípios Morais , Espiritualidade , Estresse Psicológico/psicologia , Inquéritos e Questionários , Local de Trabalho/psicologia , Local de Trabalho/estatística & dados numéricos , Adulto Jovem
16.
Nurs Adm Q ; 39(2): 123-31, 2015.
Artigo em Inglês | MEDLINE | ID: mdl-25714949

RESUMO

The nurse executive has been especially vulnerable to unexpected job loss as a result of financial and other pressures in the health care environment. The nurse leader is often the one who holds the standards of quality and safety above those of cost. While there may be many reasons or factors that affect a sudden removal of a nurse leader, the problem is that the unexpected job loss is often a devastating and traumatic event to the individual affected. Twelve nurse executives who experienced unexpected job loss were interviewed in depth for this study. Stories collected illustrated deep personal and professional loss of identity and self-esteem as well as colleagues and friends. Their resilience and ability to get past this adversity aided the nurse leaders in their healing, recovery, and reinvention of their professional selves. Finally, following reflection, the participants offer strategies for averting unexpected job loss as well as preparing for transition.


Assuntos
Acontecimentos que Mudam a Vida , Enfermeiras Administradoras/psicologia , Desemprego/psicologia , Humanos , Enfermeiras Administradoras/normas , Pesquisa Qualitativa , Inquéritos e Questionários
17.
Nurs Econ ; 32(3 Suppl): 3-35, 2014.
Artigo em Inglês | MEDLINE | ID: mdl-25144948

RESUMO

The Patient Protection and Affordable Care Act (PPACA, 2010) and the Institute of Medicine's (IOM, 2011) Future of Nursing report have prompted changes in the U.S. health care system. This has also stimulated a new direction of thinking for the profession of nursing. New payment and priority structures, where value is placed ahead of volume in care, will start to define our health system in new and unknown ways for years. One thing we all know for sure: we cannot afford the same inefficient models and systems of care of yesterday any longer. The Data-Driven Model for Excellence in Staffing was created as the organizing framework to lead the development of best practices for nurse staffing across the continuum through research and innovation. Regardless of the setting, nurses must integrate multiple concepts with the value of professional nursing to create new care and staffing models. Traditional models demonstrate that nurses are a commodity. If the profession is to make any significant changes in nurse staffing, it is through the articulation of the value of our professional practice within the overall health care environment. This position paper is organized around the concepts from the Data-Driven Model for Excellence in Staffing. The main concepts are: Core Concept 1: Users and Patients of Health Care, Core Concept 2: Providers of Health Care, Core Concept 3: Environment of Care, Core Concept 4: Delivery of Care, Core Concept 5: Quality, Safety, and Outcomes of Care. This position paper provides a comprehensive view of those concepts and components, why those concepts and components are important in this new era of nurse staffing, and a 3-year challenge that will push the nursing profession forward in all settings across the care continuum. There are decades of research supporting various changes to nurse staffing. Yet little has been done to move that research into practice and operations. While the primary goal of this position paper is to generate research and innovative thinking about nurse staffing across all health care settings, a second goal is to stimulate additional publications. This includes a goal of at least 20 articles in Nursing Economic$ on best practices in staffing and care models from across the continuum over the next 3 years.


Assuntos
Modelos Organizacionais , Admissão e Escalonamento de Pessoal/organização & administração , Recursos Humanos de Enfermagem no Hospital/provisão & distribução , Patient Protection and Affordable Care Act , Admissão e Escalonamento de Pessoal/normas , Qualidade da Assistência à Saúde , Estados Unidos
18.
Nurs Adm Q ; 37(4): 309-16, 2013.
Artigo em Inglês | MEDLINE | ID: mdl-24022284

RESUMO

Healthy workplaces address various issues. Work focused on ergonomics addresses physical issues, satisfaction surveys reveal psychosocial issues; and other approaches address spirituality issues. Spirituality in the workplace contributes to holistic care and to the worth of the individual. Incorporating the concept of spirituality, in its broad sense, into the workplace enriches leadership practice and contributes to a holistic work environment. Spirituality is core to the servant leader approach to leadership and beneficial to other approaches. Followers benefit from a holistic approach to leadership; and some specific practices can exhibit the belief an organization holds related to the worth of the individual. Incorporating spirituality into an organization reflects the same values nursing holds for person-centered care, a view of integration of physical, psychological, and spiritual needs.


Assuntos
Enfermagem Psiquiátrica/métodos , Espiritualidade , Local de Trabalho/psicologia , Humanos
20.
Nurs Adm Q ; 36(4): 277-88, 2012.
Artigo em Inglês | MEDLINE | ID: mdl-22955215

RESUMO

Ascension Health is the largest Catholic and nonprofit health system in the United States, encompassing 70 acute care hospitals organized into 34 health ministries. Consistent with its distributed leadership model, Ascension Health has created a Chief Nursing Officer (CNO) Advisory Council to provide strategic direction and thought leadership on major system-level initiatives that impact quality, safety, operational performance, nursing leadership, and patient care delivery. The council fosters systemwide CNO engagement and dialogue through a unique structure of regional CNO work teams called "pods," each of which is chaired by a member of the council. This communication structure has facilitated consensus on major system initiatives at Ascension Health related to clinical goals, patient safety, nursing leadership, and systemwide capital investments. This article describes the history, structure, goals, processes, and successes of the CNO Advisory Council shared governance model.


Assuntos
Diretores de Hospitais , Enfermeiras Administradoras , Recursos Humanos de Enfermagem no Hospital/organização & administração , Qualidade da Assistência à Saúde , Gestão da Segurança , Competência Clínica , Governança Clínica , Escolaridade , Conhecimentos, Atitudes e Prática em Saúde , Humanos , Liderança , Estados Unidos
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