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1.
J Nurs Adm ; 50(9): 468-473, 2020 Sep.
Artigo em Inglês | MEDLINE | ID: mdl-32826516

RESUMO

Nurse leaders seek effective strategies to engage nurses in decision-making when striving for clinical excellence. When leaders cultivate safe environments, nurses are encouraged to discover new knowledge and innovations. In our institution, nurse leaders designed a systematic guide using Liberating Structures to empower nurses to develop a professional practice model.


Assuntos
Liderança , Modelos de Enfermagem , Enfermeiras Administradoras , Cultura Organizacional , Prática Profissional , Desenvolvimento de Pessoal/organização & administração , Competência Clínica , Humanos , Enfermeiras Administradoras/organização & administração , Enfermeiras Administradoras/psicologia
2.
J Contin Educ Nurs ; 51(8): 349-351, 2020 Aug 01.
Artigo em Inglês | MEDLINE | ID: mdl-32722810

RESUMO

From staffing and supply shortages to furloughs and layoffs, few expected-let alone had a plan for managing-the COVID-19 pandemic. The crisis allowed nursing professional development to demonstrate its value like never before. This article explores the impact of the pandemic on nursing professional development practice at the micro (unit), meso (organization), and macro (national) levels of our specialty. [J Contin Educ Nurs. 2020;51(8):349-351.].


Assuntos
Infecções por Coronavirus/epidemiologia , Infecções por Coronavirus/enfermagem , Educação Continuada em Enfermagem/organização & administração , Pneumonia Viral/epidemiologia , Pneumonia Viral/enfermagem , Prática Profissional , Desenvolvimento de Pessoal/organização & administração , Betacoronavirus , Competência Clínica , Avaliação Educacional , Humanos , Determinação de Necessidades de Cuidados de Saúde , Inovação Organizacional , Pandemias
3.
J Nurs Adm ; 50(7-8): 378-384, 2020.
Artigo em Inglês | MEDLINE | ID: mdl-32675479

RESUMO

Absence of nurse manager succession planning in an academic medical center necessitated a quality improvement project to identify, select, and enroll emerging leaders into a development program. The authors used organizational competencies and an evidence-based approach to effectively identify barriers, select future nurse leaders, and discover opportunities for process improvement.


Assuntos
Centros Médicos Acadêmicos , Liderança , Enfermeiras Administradoras/organização & administração , Recursos Humanos de Enfermagem no Hospital/estatística & dados numéricos , Avaliação de Programas e Projetos de Saúde , Desenvolvimento de Pessoal/organização & administração , Planejamento Estratégico , Adulto , Humanos , Seleção de Pessoal
5.
J Contin Educ Nurs ; 51(6): 250-252, 2020 Jun 01.
Artigo em Inglês | MEDLINE | ID: covidwho-401601

RESUMO

Crisis breeds innovation and creativity. The COVID-19 pandemic shows where policy-related gaps exist. Three policy exemplars linked to COVID-related changes faced by professional development educators and leaders are presented: broadband Internet availability for training and development, information technology infrastructure, and scope of practice expansion. [J Contin Educ Nurs. 2020;51(6):250-252.].


Assuntos
Betacoronavirus , Infecções por Coronavirus , Educação Continuada em Enfermagem/organização & administração , Pessoal de Saúde/educação , Pandemias , Pneumonia Viral , Política Pública , Desenvolvimento de Pessoal/organização & administração , Adulto , Currículo , Feminino , Humanos , Liderança , Masculino , Pessoa de Meia-Idade
6.
J Contin Educ Nurs ; 51(6): 250-252, 2020 Jun 01.
Artigo em Inglês | MEDLINE | ID: mdl-32463897

RESUMO

Crisis breeds innovation and creativity. The COVID-19 pandemic shows where policy-related gaps exist. Three policy exemplars linked to COVID-related changes faced by professional development educators and leaders are presented: broadband Internet availability for training and development, information technology infrastructure, and scope of practice expansion. [J Contin Educ Nurs. 2020;51(6):250-252.].


Assuntos
Betacoronavirus , Infecções por Coronavirus , Educação Continuada em Enfermagem/organização & administração , Pessoal de Saúde/educação , Pandemias , Pneumonia Viral , Política Pública , Desenvolvimento de Pessoal/organização & administração , Adulto , Currículo , Feminino , Humanos , Liderança , Masculino , Pessoa de Meia-Idade
8.
J Perinat Med ; 48(5): 446-449, 2020 Jun 25.
Artigo em Inglês | MEDLINE | ID: mdl-32401229

RESUMO

The novel coronavirus disease 2019 (COVID-19) has caused a rapid and massive transition to online education. We describe the response of our Office of Faculty Development at Texas Tech University Health Sciences Center El Paso (TTUHSC EP) to this unprecedented challenge during and after this post-pandemic crisis. The initiatives for emergency transition to eLearning and faculty development described in this paper may serve as a model for other academic health centers, schools, colleges and universities.


Assuntos
Betacoronavirus , Instrução por Computador/métodos , Infecções por Coronavirus , Educação Profissionalizante/métodos , Docentes/organização & administração , Internet , Pandemias , Pneumonia Viral , Desenvolvimento de Pessoal/organização & administração , Educação Profissionalizante/organização & administração , Humanos , Desenvolvimento de Pessoal/métodos , Texas
10.
Med Intensiva ; 44(6): 363-370, 2020.
Artigo em Inglês, Espanhol | MEDLINE | ID: mdl-32336551

RESUMO

In January 2020, the Chinese authorities identified a new virus of the Coronaviridae family as the cause of several cases of pneumonia of unknown aetiology. The outbreak was initially confined to Wuhan City, but then spread outside Chinese borders. On 31 January 2020, the first case was declared in Spain. On 11 March 2020, The World Health Organization (WHO) declared the coronavirus outbreak a pandemic. On 16 March 2020, there were 139 countries affected. In this situation, the Scientific Societies SEMICYUC and SEEIUC have decided to draw up this Contingency Plan to guide the response of the Intensive Care Services. The objectives of this plan are to estimate the magnitude of the problem and identify the necessary human and material resources. This is to provide the Spanish Intensive Medicine Services with a tool to programme optimal response strategies.


Assuntos
Betacoronavirus , Infecções por Coronavirus/terapia , Cuidados Críticos/organização & administração , Determinação de Necessidades de Cuidados de Saúde/organização & administração , Pneumonia Viral/terapia , Infecções por Coronavirus/epidemiologia , Infecções por Coronavirus/prevenção & controle , Cuidados Críticos/normas , Infecção Hospitalar/prevenção & controle , Recursos em Saúde/organização & administração , Humanos , Disseminação de Informação/métodos , Unidades de Terapia Intensiva/organização & administração , Determinação de Necessidades de Cuidados de Saúde/estatística & dados numéricos , Pandemias/prevenção & controle , Admissão do Paciente/normas , Equipamento de Proteção Individual/normas , Admissão e Escalonamento de Pessoal , Pneumonia Viral/epidemiologia , Pneumonia Viral/prevenção & controle , Alocação de Recursos/métodos , Alocação de Recursos/organização & administração , Software , Espanha/epidemiologia , Desenvolvimento de Pessoal/organização & administração
12.
J Nurs Adm ; 50(4): 225-231, 2020 Apr.
Artigo em Inglês | MEDLINE | ID: mdl-32195915

RESUMO

The complexity and growth of healthcare systems provide nurse leaders an opportunity to recognize and facilitate professional development for experienced frontline clinicians and to create formal structures that give expert direct care nurses a stronger voice. The purpose of this article is to describe how one health system developed and implemented an innovative Distinguished Nurse Clinician Academy. This elite academy demonstrates the longitudinal impact of a health systems' Magnet culture.


Assuntos
Competência Clínica/normas , Liderança , Enfermeiras Clínicas/normas , Desenvolvimento de Pessoal/organização & administração , Humanos , Enfermeiras Clínicas/organização & administração
14.
Nurs Clin North Am ; 55(1): 109-120, 2020 03.
Artigo em Inglês | MEDLINE | ID: mdl-32005359

RESUMO

Development of clinical nurses in Magnet-designated organizations is enhanced through a commitment to shared governance principles, a relevant and visible professional practice model, and engagement of clinical nurses in shared decision making. Cultivating practice innovations and reward and recognition programs further assist to sustain this development and leads to growth of future leaders.


Assuntos
Enfermeiras Clínicas/organização & administração , Papel do Profissional de Enfermagem , Recursos Humanos de Enfermagem no Hospital/organização & administração , Desenvolvimento de Pessoal/organização & administração , Adulto , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Cultura Organizacional
15.
J Nurses Prof Dev ; 36(2): 111-113, 2020.
Artigo em Inglês | MEDLINE | ID: mdl-32106211

RESUMO

Precepting is a demanding but important role for successful onboarding in healthcare institutions. However, preceptors face many challenges, including inconsistent formal training, selection, and evaluation. One health system took a unique approach to this challenge by developing a transition to practice preceptor program through the institution's professional governance culture. Program components include clearly outlined selection criteria, formal initial preparation, competency verification, resources, and recognition for preceptors.


Assuntos
Competência Clínica/normas , Mentores/educação , Preceptoria/normas , Desenvolvimento de Programas , Desenvolvimento de Pessoal/organização & administração , Humanos , Preceptoria/organização & administração , Avaliação de Programas e Projetos de Saúde
16.
J Nurs Adm ; 50(2): 90-94, 2020 Feb.
Artigo em Inglês | MEDLINE | ID: mdl-31977946

RESUMO

As the role of nursing grows in healthcare, the engagement of frontline nurses in evidence-based practice, quality improvement, and research is becoming the expectation and no longer the exception. Clinical nurses are in a unique position to inform and implement scholarly projects. The purpose of this staff development and capacity-building project was to increase the output of scholarly work among frontline nurses through the formalization of nursing inquiry support via designated nursing inquiry project coordinators.


Assuntos
Educação Continuada em Enfermagem/organização & administração , Papel do Profissional de Enfermagem , Pesquisa em Enfermagem/organização & administração , Recursos Humanos de Enfermagem no Hospital/educação , Recursos Humanos de Enfermagem no Hospital/psicologia , Cultura Organizacional , Desenvolvimento de Pessoal/organização & administração , Adulto , Atitude do Pessoal de Saúde , Feminino , Humanos , Masculino , Pessoa de Meia-Idade
17.
Med Educ Online ; 25(1): 1710327, 2020 Dec.
Artigo em Inglês | MEDLINE | ID: mdl-31891332

RESUMO

BACKGROUND: Increasing accreditation requirements as well as transformations in medical school curricula necessitate administrative staff who are not only invested in the clerkship coordinator role but also view what they do as a career. To date, there has been a lack of professional development opportunities for clerkship administrators. METHODS: In 2003, the Central Group on Educational Affairs of the Association of American Medical Colleges recognized a need for professional development for clerkship administrators. The Clerkship Administrator Certificate Program emerged from that decision and presented for the first time in 2004 in Omaha, Nebraska. This article provides an overview of the program, how it has been evaluated, and how it continues to evolve. RESULTS: The program had two guiding principles: to offer professional development opportunities for clerkship administrators through interactive workshops and to ensure the program was feasible both in terms of completion and in cost. Over the past 16 years, the Clerkship Administrator Certificate Program workshops have been delivered to over 300 clerkship administrators. Of those, 206 have completed a project in order to receive their certificate. Projects have related to innovations in medical education (n = 41), grading (n = 26), professional development (n = 26), and patient care (n = 20) to name a few. DISCUSSION: In order to meet the demands for presenting the workshops, a train-the-trainer model has been employed to expand the number of individuals presenting the workshops. Additional research needs to be done to determine influence of the program on future professional development endeavors.


Assuntos
Certificação/organização & administração , Estágio Clínico/organização & administração , Educação Médica/organização & administração , Docentes de Medicina/educação , Desenvolvimento de Pessoal/organização & administração , Certificação/normas , Estágio Clínico/normas , Educação Médica/normas , Docentes de Medicina/normas , Humanos , Desenvolvimento de Programas
19.
Acad Med ; 95(2): 216-220, 2020 Feb.
Artigo em Inglês | MEDLINE | ID: mdl-31464733

RESUMO

PROBLEM: Gender inequity in academic medicine is a pervasive challenge. Recommendations have been implemented to reduce inequities for female faculty. However, there are no well-established guidelines for the recruitment and retention of female residents. APPROACH: To address challenges faced by female physicians and support the recruitment and retention of female residents, female emergency medicine residents and attending physicians at the Hospital of the University of Pennsylvania formed a professional development group (PDG), #Shemergency, in July 2017. From July 2017 to July 2018, this PDG developed events and initiatives for female residents that addressed methods to improve awareness of and develop skills relevant to well-described gender disparities in mentorship, speakership and conference representation, compensation, evaluations, wellness and service, and award recognition. OUTCOMES: Over its first year (July 2017-July 2018), the PDG created a professional community and enhanced mentorship through a number of events and initiatives. The PDG secured funding for 5 residents to attend a national conference and nominated 5 residents and 2 attending physicians for professional organization awards (4 nominees won). NEXT STEPS: After the first year, the PDG expanded the number of joint activities with both male and female colleagues and organized a citywide event for female residents and faculty representing 5 different residency programs. Future work will focus on sustainability (e.g., holding fundraising events), generalizability (e.g., expanding the gender-disparity areas addressed as well as spreading the model to other programs), developing additional events and initiatives (e.g., expanding the number of joint activities with male colleagues), and outcome assessments (e.g., distributing pre- and postevent surveys).


Assuntos
Medicina de Emergência/organização & administração , Docentes de Medicina/organização & administração , Desenvolvimento de Pessoal/organização & administração , Competência Clínica , Feminino , Humanos , Liderança , Médicas/organização & administração , Sexismo
20.
Acad Med ; 95(2): 310-319, 2020 Feb.
Artigo em Inglês | MEDLINE | ID: mdl-31599755

RESUMO

PURPOSE: To examine the ways in which culture is conceptualized in faculty development (FD) in the health professions. METHOD: The authors searched PubMed, Web of Science, ERIC, and CINAHL, as well as the reference lists of identified publications, for articles on culture and FD published between 2006 and 2018. Based on inclusion criteria developed iteratively, they screened all articles. A total of 955 articles were identified, 100 were included in the full-text screen, and 70 met the inclusion criteria. Descriptive and thematic analyses of data extracted from the included articles were conducted. RESULTS: The articles emanated from 20 countries; primarily focused on teaching and learning, cultural competence, and career development; and frequently included multidisciplinary groups of health professionals. Only 1 article evaluated the cultural relevance of an FD program. The thematic analysis yielded 3 main themes: culture was frequently mentioned but not explicated; culture centered on issues of diversity, aiming to promote institutional change; and cultural consideration was not routinely described in international FD. CONCLUSIONS: Culture was frequently mentioned but rarely defined in the FD literature. In programs focused on cultural competence and career development, addressing culture was understood as a way of accounting for racial and socioeconomic disparities. In international FD programs, accommodations for cultural differences were infrequently described, despite authors acknowledging the importance of national norms, values, beliefs, and practices. In a time of increasing international collaboration, an awareness of, and sensitivity to, cultural contexts is needed.


Assuntos
Competência Cultural/educação , Pessoal de Saúde/educação , Desenvolvimento de Pessoal/organização & administração , Competência Clínica , Diversidade Cultural , Educação Médica , Humanos
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