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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.
J Nurs Adm ; 49(11): 517-519, 2019 Nov.
Artigo em Inglês | MEDLINE | ID: mdl-31651608

RESUMO

Nurses who aspire to lead a professional nursing organization can significantly influence the future of the nursing profession. This article describes 4 essential responsibilities required in a board leadership position as identified by a group of nurse leaders who have each served as the board president of a national or international professional nursing organization.


Assuntos
Liderança , Enfermeiras Administradoras/organização & administração , Papel do Profissional de Enfermagem , Sociedades de Enfermagem/organização & administração , Adulto , Feminino , Humanos , Masculino , Pessoa de Meia-Idade
4.
Rev Esc Enferm USP ; 53: e03492, 2019 Aug 19.
Artigo em Português, Inglês | MEDLINE | ID: mdl-31433021

RESUMO

OBJECTIVE: To describe and analyze gender and socioeconomic issues of category workers which interfere in the fight against the precariousness of working conditions within the perception of nursing leaders. METHOD: A descriptive, exploratory study with a qualitative approach conducted at ABEn , Coren , Rio de Janeiro sessions and SindEnfRJ with leaders of work organizations, professionals in leadership positions, including directors or presidents. Individual interviews were conducted, and the data were treated using the content analysis technique. RESULTS: Seventeen (17) class entity leaders participated in the study. In the speeches, female predominance, double working hours, social and cultural origin, professional devaluation, reduced participation in spaces of struggle and bureaucratic labor issues were presented as justifications for the low involvement in labor disputes. CONCLUSION: There is a need for partnerships between the category and the work organizations to mobilize and combat this perverse process through changes in legislation, which is essential to enable maintaining employment, the worker's quality of life, and consequently excellence in the care provided to the population.


Assuntos
Liderança , Enfermeiras Administradoras/organização & administração , Saúde do Trabalhador , Qualidade de Vida , Adulto , Idoso , Brasil , Feminino , Humanos , Entrevistas como Assunto , Masculino , Pessoa de Meia-Idade , Enfermeiras Administradoras/psicologia , Percepção , Fatores Sexuais , Fatores Socioeconômicos
6.
J Nurs Adm ; 49(7-8): 343-344, 2019.
Artigo em Inglês | MEDLINE | ID: mdl-31335514

RESUMO

Succession planning is an important business strategy in many industries, but healthcare has been slow to recognize its value. In this month's Magnet Perspectives column, learn why succession planning and mentoring are critical for nursing, how they affect key outcomes, and who benefits from preparing the next generation of nurses. Chief nursing officers discuss the importance of identifying and grooming top talent and share their personal stories of how succession planning and mentoring impacted their careers. The column includes tips to create a succession planning program and explores how the Magnet environment promotes a culture of mentoring and leadership continuity.


Assuntos
Liderança , Mentores , Enfermeiras Administradoras/organização & administração , Técnicas de Planejamento , Desenvolvimento de Pessoal/organização & administração , Humanos
7.
J Nurs Adm ; 49(7-8): 345-346, 2019.
Artigo em Inglês | MEDLINE | ID: mdl-31335515

RESUMO

This year, Gail E. Latimer, MSN, RN, FAAN, FACHE, received the American Organization for Nursing Leadership's (AONL's) prestigious Lifetime Achievement Award, which honors an AONL member recognized by the nursing community as a significant leader in the nursing profession who has served AONL in an important leadership capacity. Latimer served as a member of the AONL board of directors and as chair of the AONL Foundation. In her career, she held a series of executive nursing roles that showcased her ability to refine nursing work processes to make them measurably more efficient and improve the patient experience of care. In 2004, she became vice president and chief nursing officer (CNO) of Siemens Health Services, a global medical technology company, and later served as CNO of Cerner Corporation. This is an abridged version of an interview conducted by former AONL board member Claire M. Zangerle, DNP, MSN, MBA, RN, NEA-BC, chief nurse executive, Allegheny Health Network at the AONL's annual meeting in San Diego in April 2019.


Assuntos
Liderança , Enfermeiras Administradoras/organização & administração , Resiliência Psicológica , Risco , Distinções e Prêmios , Feminino , Humanos , Sociedades de Enfermagem
8.
Niger J Clin Pract ; 22(7): 906-912, 2019 Jul.
Artigo em Inglês | MEDLINE | ID: mdl-31293253

RESUMO

Objective: The aim of this study was to investigate how Queen bee syndrome, which is known as the mobbing behaviors of female employees from other female employees or managers, as perceived by nurses who are predominantly female workers. Materials and Methods: The universe of the qualitative type patterned research was formed by 12 nurses between the ages of 20 and 40 who worked for at least one year in different parts of a private hospital on the Anatolian side of Istanbul province. Maximum diversity sampling method for purposes was used for sample selection. The research data were collected in the form of written recording and voice recording with an unstructured interview form, which includes the structure, gender, competence, support, conflict, and competition themes created by the researchers to evaluate the characteristics of Queen bee syndrome. Focus group interviews were held on 30 April 2018. The results were evaluated using descriptive analysis and indicator methods. Results: In the study, the nurses' responses to interview questions were examined and women managers felt more emotional than men managers, and therefore they were less successful in problem-solving than men managers, but they were more successful in communication among women. The majority of nurses stated that women managers are more suitable for management in healthcare, that they are open to change, but they are not enough for men to solve the problem due to the fact that they are more concerned with the details. In addition, a significant part of the nurses, more than one female managers can cause competition and conflict in the workplace, especially women managers with similar status, said that this situation is seen more. Conclusions: The results of this study indicate that the woman is adapting to the Queen bee syndrome because of her ambition, competition, and emotional approaches, but that she has not been able to produce enough of it due to the environment.


Assuntos
Atitude do Pessoal de Saúde , Recursos Humanos de Enfermagem no Hospital/psicologia , Local de Trabalho/psicologia , Adolescente , Adulto , Animais , Feminino , Grupos Focais , Hospitais Privados , Humanos , Relações Interprofissionais , Entrevistas como Assunto , Masculino , Pessoa de Meia-Idade , Enfermeiras Administradoras/organização & administração , Enfermeiras Administradoras/psicologia , Recursos Humanos de Enfermagem no Hospital/organização & administração , Percepção , Pesquisa Qualitativa , Adulto Jovem
9.
J Nurs Adm ; 49(7-8): 366-371, 2019.
Artigo em Inglês | MEDLINE | ID: mdl-31306299

RESUMO

OBJECTIVE: The aim of this study was to explore the experience of being a Millennial nurse manager with a goal to better understand the influence of organizational factors on role expectations, satisfaction, support, development, and intent to stay. BACKGROUND: Research on Millennial nurse leaders is scarce. Understanding the perception of these young managers is needed to create succession and retention planning that meets the needs of this generation of leaders. METHOD: A national sample of 25 Millennial nurse managers participated in a qualitative interpretative phenomenological study. Audio-recorded telephone interviews were conducted and analyzed. RESULTS: Millennial leaders have a unique perspective on role expectations and support variables. Seven themes of experience emerged: coming into the role, learning as I go, having the support of my director, making an impact, helping staff succeed, and managing change. CONCLUSIONS: Opportunities to develop and retain Millennial leaders are shaped by understanding the support variables that are important to them.


Assuntos
Liderança , Enfermeiras Administradoras/organização & administração , Percepção , Adulto , Feminino , Humanos , Satisfação no Emprego , Masculino , Enfermeiras Administradoras/estatística & dados numéricos , Pesquisa Qualitativa
10.
Nurs Manage ; 50(5): 32-37, 2019 May.
Artigo em Inglês | MEDLINE | ID: mdl-31045711
12.
Int Nurs Rev ; 66(2): 147-150, 2019 Jun.
Artigo em Inglês | MEDLINE | ID: mdl-31124127

RESUMO

We all know great leadership when we see it. Outstanding nurse leaders, guided by a moral compass, simultaneously see the big picture and the consequences at micro level. While policy and politics determine health and nursing practice, most nurses just want to get on with their day job. They carry out decisions made by others but have little say in them, and weak influence or status, although they are increasingly knowledgeable and skilled. In settings where policy decisions are made - parliaments, governments, and boardrooms - nurse leaders are often neither heard nor heeded. This is starting to change. The global Nursing Now campaign is working with the International Council of Nurses, and the World Health Organization, to create and strengthen strategic nursing leadership, as modelled by the International Council of Nurses' Global Nursing Leadership Institute. A new window of opportunity is opening, with the bicentennial of Florence Nightingale's birth in 2020. Now is the moment!


Assuntos
Política de Saúde , Liderança , Enfermeiras Administradoras/organização & administração , Papel do Profissional de Enfermagem , Supervisão de Enfermagem/organização & administração , Competência Clínica/normas , Humanos , Recursos Humanos de Enfermagem/organização & administração , Enfermagem em Saúde Pública/organização & administração , Garantia da Qualidade dos Cuidados de Saúde/organização & administração
13.
J Nurs Adm ; 49(6): 331-335, 2019 Jun.
Artigo em Inglês | MEDLINE | ID: mdl-31090556

RESUMO

OBJECTIVE: Perceived readiness to transition to nurse manager roles and demonstrated leadership behaviors were evaluated among participants in a nurse manager succession planning pilot cohort. BACKGROUND: Equipping nurses within an organization with the leadership competencies to transition to the next role is essential as we face an impending nurse and nurse leader shortage. METHODS: Quasi-experimental and correlational design methods were used to measure changes in readiness of nurses to enter nurse manager roles over a 90-day pilot. RESULTS: Participants' perceived readiness to transition to nurse manager roles and demonstrated leadership behaviors increased between days 1 and 90 of the program. Statistically significant increases were attributed to their participation in the nurse manager succession planning pilot cohort. CONCLUSIONS: This study contributes to the literature regarding nurse manager succession planning. Further research should be conducted so that succession planning for nurse managers becomes not only achievable but also expected.


Assuntos
Enfermeiras Administradoras/organização & administração , Recursos Humanos de Enfermagem no Hospital/psicologia , Autoimagem , Humanos , Liderança , Papel do Profissional de Enfermagem , Pesquisa em Avaliação de Enfermagem , Projetos Piloto
14.
J Nurs Adm ; 49(5): 266-272, 2019 May.
Artigo em Inglês | MEDLINE | ID: mdl-31008836

RESUMO

OBJECTIVE: We examined C-suite executives' strategies to empower the nursing workforce and to ensure their own accountability for nursing empowerment. BACKGROUND: Leadership affects workforce empowerment. The literature provides little formal guidance on optimal strategies C-suite executives can adopt for improving nurse empowerment or ensuring leadership accountability for empowering the workforce. METHODS: A system's top 47 executives were invited to be panelists in a Delphi study. Two Delphi rounds revealed leadership strategies for embedding empowerment and strategies for assessing leadership performance in workforce empowerment. RESULTS: C-suite executives rated specific strategies higher for nursing workforce empowerment and for holding themselves accountable. Specific strategies were rated high as easier to implement and more likely to have a major impact. CONCLUSIONS: C-suite executives implementing strategies with greater impact may accelerate nursing empowerment, especially when executives also adopt their own strategies for holding themselves accountable.


Assuntos
Liderança , Enfermeiras Administradoras/organização & administração , Enfermeiras Administradoras/psicologia , Recursos Humanos de Enfermagem no Hospital/organização & administração , Recursos Humanos de Enfermagem no Hospital/psicologia , Local de Trabalho/psicologia , Adulto , Atitude do Pessoal de Saúde , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Pesquisa Metodológica em Enfermagem , Cultura Organizacional , Estados Unidos
15.
Health Care Manag (Frederick) ; 38(2): 146-153, 2019.
Artigo em Inglês | MEDLINE | ID: mdl-30932928

RESUMO

Private hospitals and medical institutions play an important role in bridging the health care delivery gap in India. In addition to prescribing physicians, various stakeholders such as nurses, pharmacists, and hospital administrators working in these institutions contribute to the efficient delivery of health care services. The current survey was conducted with the aim of evaluating work-related challenges faced by these individual hospital stakeholders and gauging potential engagement opportunities with industry to improve the quality health care services delivered. This survey included 60 private hospitals with more than 250 beds, located in 12 Indian cities. A 2-stage approach involving in-depth qualitative discussions followed by structured quantitative interviews of all the internal stakeholders was adopted. The study delineated the roles assayed by individual hospital stakeholders as well as the major challenges encountered by them. The responses of major classes of hospital workforce on possible solutions to bridge these need gaps were also recorded. The survey identified significant gaps existing in hospitals in areas of cross-functional collaboration, scientific and technical knowledge upgrade, training of staff, and communication and coordination with internal and external stakeholders. Value-based hospital-industry partnerships can go a long way in addressing the scientific and training needs of private hospitals.


Assuntos
Comunicação , Hospitais Privados , Melhoria de Qualidade , Participação dos Interessados/psicologia , Assistência à Saúde/métodos , Assistência à Saúde/organização & administração , Administradores Hospitalares/organização & administração , Humanos , Índia , Enfermeiras Administradoras/organização & administração , Recursos Humanos em Hospital/educação , Médicos/organização & administração , Inquéritos e Questionários
16.
J Nurs Adm ; 49(4): 171-173, 2019 Apr.
Artigo em Inglês | MEDLINE | ID: mdl-30882605

RESUMO

This month's edition of AONE Perspectives column discusses the challenges for nurse leaders and particularly nurse executives in the future. How can we prepare ourselves for change and to be effective and what will nurse executive practice look like in the future?


Assuntos
Liderança , Enfermeiras Administradoras/organização & administração , Difusão de Inovações , Humanos , Planejamento Estratégico
17.
J Nurs Adm ; 49(4): 221-227, 2019 Apr.
Artigo em Inglês | MEDLINE | ID: mdl-30882611

RESUMO

Registered nurses are the backbone of America's health systems, providing care and support to patients across the lifespan. Appropriate nurse staffing is critical to ensure safe and effective care for patients. Nurse staffing is a complex topic; nurse administrators find themselves facing escalating challenges to meet staffing needs. These challenges can be attributed to a variety of factors, both historical and new. This article examines the current factors contributing to nursing shortages, nurse staffing challenges, and the implications of inappropriate staffing on both financial and patient outcomes.


Assuntos
Enfermeiras Administradoras/organização & administração , Recursos Humanos de Enfermagem no Hospital/organização & administração , Admissão e Escalonamento de Pessoal/organização & administração , Envelhecimento , Humanos , Enfermeiras Administradoras/psicologia , Recursos Humanos de Enfermagem no Hospital/normas , Carga de Trabalho/psicologia
18.
Nurs Adm Q ; 43(2): 101-112, 2019.
Artigo em Inglês | MEDLINE | ID: mdl-30839447

RESUMO

Interprofessional collaborative practice (IPCP) models facilitate collaboration and teamwork across the health care continuum. Success of high performing IPCP teams is dependent on compassionate, authentic leaders who invest in helping their teams thrive amidst complexity. This article presents the integration of an authentic leadership lens for building high performing IPCP teams. Using their experience with implementation of an innovative IPCP model to improve health outcomes for an underserved patient population in the southeastern United States, the authors share targeted strategies using an authentic leadership lens to develop high performing teams. Data collected for 3 years reflect positive team performance outcomes related to collaboration and teamwork, which contributed to enhanced access to care, exceptional patient experience, improved physical and mental health outcomes, reduced hospital readmissions, and decreased cost of care. An innovative IPCP model of care is an effective approach to improve health outcomes and care transitions. However, it may not be fully successful if health care professionals practicing within these models cannot collaborate effectively or maintain personal well-being. The value of using an authentic leadership lens to guide IPCP team development cannot be underestimated.


Assuntos
Relações Interprofissionais , Liderança , Modelos de Enfermagem , Enfermeiras Administradoras/organização & administração , Equipe de Assistência ao Paciente , Humanos
19.
J Nurs Adm ; 49(4): 186-192, 2019 Apr.
Artigo em Inglês | MEDLINE | ID: mdl-30829724

RESUMO

Nurse leaders must utilize diverse operational skills in today's healthcare delivery system. Thus, the purposes of this article are to describe 1 institution's experience in expanding the role of a nonclinical house administrator to a nurse-led Hospital Operations Administrator team. The skills reflective of the American Organization of Nurse Executives competencies needed to successfully implement the newly configured role are discussed. The expansion of this role has been beneficial in showcasing the unique contributions of nurse leaders.


Assuntos
Competência Clínica/normas , Administração Hospitalar , Liderança , Enfermeiras Administradoras/organização & administração , Competência Profissional/normas , Humanos , Papel do Profissional de Enfermagem , Pesquisa Operacional , Estados Unidos
20.
J Nurs Adm ; 49(3): 111-112, 2019 Mar.
Artigo em Inglês | MEDLINE | ID: mdl-30789551

RESUMO

Nurses are a natural fit for board service. They represent the biggest segment of the healthcare workforce, consistently rank as the nation's most trusted profession, and play a huge role on the frontlines of healthcare. Why, then, are so few nurses serving on boards today? This month's Magnet Perspectives column examines a nationwide effort to address this gap. We explore the benefits of board service for nurses, their hospitals, and their communities and identify opportunities for chief nursing officers (CNOs) to incorporate board work into their existing programs.


Assuntos
Conselho Diretor/organização & administração , Liderança , Enfermeiras Administradoras/organização & administração , Recursos Humanos de Enfermagem/organização & administração , Humanos , Relações Interprofissionais
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