Literature review:
Meaningful recognition defined in 2005 by (AACN) with the statement "recognition of the value and meaningfulness of one's contribution to an organization's work is a fundamental human need and an essential requisite to personal and professional development. People who are not recognized feel invisible, undervalued, unmotivated, and disrespected" (AACN, 2005). In the past, nurses received recognition from both physicians and from close nurses managers (McClosskey & Grace, 1990).
Recognition of good work among nurses is connected to how they achieve task priorities in their daily activity and to whether nurses do things in a standard or the way they have to do it (Christiansen, 2008). Persons' good work can be recognized by appraising the performance and compare it with other professional standards (Gardner, Csikszentmihalyi, & Damon, 2001) . Good performance recognition is an important motivators, which can be used to enhance employees' self esteem and their work confidence (Bowen & Lawler, 1992). In 2008, Christiansen's study, respondents showed the importance of the peers and doctors feedback in assessing their work. Results also showed that recognizing nurses good work lead to dealing with the tension between ideals and reality of the professional work (Christiansen, 2008).
Overall, workplace environment is usually affected by many factors such as job stress, group cohesion, and recognition (Ernst, et al., 2004). A reduction in job satisfaction related to lack of recognition linked to nurses' retention problems and intent to leave (Blegan, 1990; Parasuraman, 1989). In the study conducted by Ernst et al. 2004, results showed that recognition was correlated significantly with weekly working hours and the receivi...
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...n significantly correlated with less empowerment score (Zurmehly, et al., 2009).
Since the role of nurses is to enhance and provide safe and high quality care, the concept of empowerment used specifically with nursing in relation to quality of care to achieve maximum patients' level of wellness (Bolton & Goodcnough, 2003). Nurses mangers' role includes empowering their staff nurses in order to enhance the quality of care for patients, which eventually improves patient outcomes by providing conditions and environment supporting professional practice and effective relationship within working context (Laschinger, Gilbert, Smith, & Leslie, 2010). In 1999, Laschinger and colleagues showed in their study that employees' perception of access to empowerment structures significantly influenced by leaders empowering behaviours (Laschinger, Wong, McMahon, & Kaufmann, 1999).
In the nursing profession, strategic thinking, effective decision making and delegation is important. With this, the goal of providing quality care is key and can be accomplished through a theory called servant leadership. In this style of leadership and management, the entire team has input into decision making based on the organization’s values and ideals. Servant leaders create devoted followers in response to the positive attention they give (Nursing Community Journal, 2015).
One of the biggest obstacles of nursing is transitioning from the publics view of them being a vocation rather than a profession. The leading factor in this perception is the inability to define what a nurse is and what their job entails. The nursing community could put an end to not being perceived as a profession by putting into practice a set of standards. The biggest standard is implementing a baccalaureate degree as the entry level of practice. With the ability to define the starting position, you move away from a scattered perception of who a nurse is and begin to pinpoint exact qualities a nurse has to do their job.
Self-awareness enhances a therapeutic environment in the nursing practice (Rasheed, 2015). Nurses have taken an oath of treating all patients equally and with respect. In an article by Guadalupe R. Palos (2014) the writer emphasizes, “The most competent nurses are those who can appreciate the value…between the science and the art of nursing” (p. 248). Nurses must appreciate and find balance between the two phenomenon’s which drive the practice. As nursing professionals serving patients with respect and looking pass explicit or implicit biases will indeed create and environment for better health
This addresses the environment in which nurses practices and strives for “an innovative environment where strong professional practice flourishes and where the mission, vision, and values come to life to achieve the outcomes believed to be important for the organization” (ANCC, 2008). This type of environment is accomplished by nurses working together towards a strategic plan outlined with facility policies and knowledge-based nursing and skills to achieve desired outcomes and accomplish organizational goals. I believe my facility does a great job with structural empowerment. Our nurse manager makes sure we know what our goals are as a unit. We review hospital satisfaction scores and infection rates to determine what practices need to be addressed for achieving organization and desired outcomes. We work to provide cost-effective care that exceeds national standards for excellence while working to strengthen bonds between staff members and making sure that at our facility “caring comes first”
Not only does The Francis Report call for more compassionate care, but it also states that stronger leadership is required of all ward nurse managers. It also insists on a change with regards to the appraisal and support system for nurses. This appraisal system is a means of assessing the performance of nurses so that any shortcomings can be corrected through methods such as training and transfer. On the other hand, a positive assessment is to be rewarded by promotion.
Nurse workplace environments have only really been studied during the last decade. There is growing research in this area especially due to the nursing shortage. International consensus is if you identify opportunities to improve working conditions for nurses, you will have a higher probability of maintaining staff (4). The success rate of retaining
Safety and Quality of care are two of the most important morals in nursing and healthcare. Being well equipped in these two areas is based on the commitment to uphold ethical principles to do no harm, always safeguard the patient, and act with ethical comportment (Egan, 2013). Nurses come to work wanting to perform good work and help the patient heal as best as they can, but sometimes assortments of problems get in the way of focusing on quality care. Sometimes, nurses lack the tools to perform quality care, or they may work in systems where good work is not recognized or supported. Recent evidence shows that nurses want to work in systems that recognize good work and uphol...
Personnel selection. Annual Review of Psychology, 48(1), 299-337. Kramer, M., & Hafner, L. P. (1999). Shared values: Impact on staff nurse job satisfaction and perceived productivity. Nursing Research, 38(3), 172-177.
(Burkhardt & Nathaniel, 2014, p. 501) We can, however, “facilitate empowerment by working directly with patients and through addressing social, political, and environmental factors affecting empowerment of individuals and communities.” (Burkhardt & Nathaniel, 2014, p. 493) In this paper, I will discuss how nurses can provide empowerment, some of the issues and constraints affecting empowerment, and how I feel regarding empowerment in my workplace. Empowering Patients In order to facilitate patient empowerment, we must first be in a position of self-empowerment.
Empowerment is about decision-making and autonomy, personal and professionally. Nancy should have empowered her staff’s nurses with the opportunity to be involved in the organization decision-making process. When nurses can influence and control their nursing practice, their autonomy, confidence, and commitment to the organization increase (Manojlovich, 2007). Organizations that empowered nurses to act and guide their everyday challenges using their professional skills, knowledge, and own judgment, shows positives patient outcomes, and less nurse turnover, burnout, dissatisfaction, stress, and powerlessness among their staff (Rao,
According to Mason, Isaacs and Colby (2011), provision of care in the field of nursing calls for expertise, critical thinking and sound clinical judgment, ability to combine all dimensions of health, and a lot more. Registered nurses should therefore posses a number of important attributes in providing care in health institutions. A nurse should possess exemplary communication skills. A nurse should adhere to instructions with ease and explain clearly the health conditions of patients to their family. A nurse should also foresee the needs of a patient (Jacksonville University School of Nursing 2014).
Worldwide, nurses have developed themselves into professionals with a great deal of knowledge. Despite these developments towards professionalism, nurses are still portrayed in a misleading and inaccurate way and are not given the recognition for the skills they have acquired. The essence of nursing is not always clear and nurses still suffer from stereotypes (Hoeve,2014). A stereotype can be defined as “a cognitive representation or impression of a social group that people form by associating particular characteristics and emotions with a group” (Smith and Mackie, 2007). Of the many types of nursing, a very popular stereotype that is depicted of nurses is being doctor’s handmaiden and only performing repetitive and simple tasks (Hoeve,2014.) This public image of nursing does not match their professional images, in fact, it is quite the opposite. Nurses are strong independent individuals that play just as big a role in the hospital as due the doctors or surgeons. The problem is nurses are not depicted as professionals and the public is not aware that nursing today is very theory-based oriented and a scholarly profession. Over the last few decades, nursing gone through extensive and important
Nursing Excellence is very prominent at my hospital. We have the Center of Nursing Excellence that promotes shared leadership, exemplary practice, teamwork, creative innovations, and professional development. In addition, the Center for Nursing Excellence provides nurses with the resources to improve their nursing practice and patient care. For example, nurses have an opportunity to apply for research grant or attend conferences to improve patient care and practice nursing
Leadership is defined by Northouse (2013) as a transactional experience between persons whereby one individual influences a group of individuals who have a mutual goal. Leaders may hold authority attributed to them by the group, substantiated by how they are regarded, whether or not they have positional authority. In contrast to management, where the goal is to provide order through control, leadership is concerned with producing change through transformation and practical adjustments (Northouse, 2013). Because of the nature of nursing, its obligation to promoting health and healing of people, nursing leadership concentrates change efforts based on human needs and concurrently ponders the needs of administrations largely because they understand the interrelatedness of the two influences.
Nurses that were once an invisible self-sacrificing profession needs to bloom and evolve into a noticeable and confident profession equivalent to other roles in healthcare (i.e doctors). Nurses need to collectively be proactive in showing the public that with out nurses the healthcare world would not of been as great at it is today. Nurses in one’s opinion are the heart of healthcare, through the knowledge, passion, and skill of a nurse contributes the drive the healthcare role to