In this case study Allison is put in a tough situation because her doctors decided to make ineffective decisions. At first, the doctors were keeping Allison up-to-date with what they were doing, but only to a certain point. When the doctors did everything, they thought would result in the practice becoming “successful” they ended up going to Allison for advice. In chapter 3 of the book Introduction to Health Care Management, authors Buchbinder and Shanks make a good point about workplace motivational theories by stating, “to achieve this type of success, organizations must recognize the full power of their employees and motivate them to reach for the common good of the organization” (p. 51). Allison must have the best interest to help these doctors as they face many complicated issues, for her to be able to draw upon and apply the theories of management and motivation to address the issues the doctors created. First, Allison might start off my approaching the dentists with letting them know all the negative factors that made her question the decisions Dr. Gable did at the beginning. She can ask for a meeting a put her input …show more content…
Teamwork is very important in any workplace. Allison should make weekly or monthly meeting to see how this are going. They should gather up the ideas and put then in play, if they see that things are not working out try and fix the issue early to see what can be changed. The dentists were very impulsive with the decision they made and expected things to be easy without realizing other issues that were going on. The dentists were getting paid no matter how many patients they would see. Therefore, Allison should suggest that the pay for the dentist will be based on how many patients they see. That should help bring revenue to the practice and be able to pay employees and other expenses
This discussion board is about the nurse’s scope of practice. The purpose of this posting is to discuss the definition and standards of the nurse’s scope of practice as defined by the American Nurses Association (ANA) and by the Ohio Board of Nursing with an example of how to use the standards of practice. Per the ANA, when determining the nurse’s scope of practice there is no one specific explanation that can be provided due to the fact that registered nurses can have a general practice or a practice that is very specialized. The limits that are placed on a RN’s scope of practice will depend on a registered nurse’s education, type of nursing, years as a nurse, and the patients receiving care. At the basic level, every nurse’s practice
Dimension of Nursing Practice: Practice- Provides leadership in the application of the nursing process to patient care, organizational processes and/or system, improving outcomes at the program or service level.
The care that the public health nurse provides to her clients is patient-centered. During one of the home visits, the nurse talked and questioned her client about what her needs were and if there was anything she could do for her. The client mentioned that she needed more supplies such as diaper and baby clothes. The nurse agreed to bring these items the next time she visits. When the nurse had to perform an assessment on the client’s son by using the ASQ-3, which is a screening tool that screens for developmental delays, the client mentioned that she was not feeling well and did want to answer questions. The nurse respected her client’s request and did not carry on with the assessment. Patient-centered care was evidenced in the nurse’s practice as she was assessing and responding to her client needs. The client also had control on how the care was delivered to her. By letting the client have a voice in her care, the nurse was establishing a caring relationship with the client, which is one of the cornerstones of public health nursing (Garcia, Schaffer, & Schoon, 2014, p. 9). In addition, by providing support and care as well as addressing the client’s needs, the nurse was working at the individual level of practice.
A registered nurse (RN) is someone that went through a university or college and studied nursing; and then passed the national licensing exam to obtain a license to practice nursing. The degree earned by an RN at the need of the program is deemed a professional nursing degree. The RN top nursing staff and they usually works independently. On the hand, an LPN only earns a practical nursing degree after completion of the program. LPNs are mostly recognized only in USA and Canada; they are also named as License Vocational Nurse (LVN) in the state of California and Texas. LPN work under the supervisor of an RN or a physician.
Throughout the Practical Nursing program, there has been many opportunities to closely observe working nurses in different hospitals and facilities. It also has been a great chance to grasp the general idea about professionalism in the workplace and how it can have a great impact in a successful work environment. Combining what was observed and what was learnt from the class, there were three particular aspects of professionalism that seemed to be key characteristics of professional nurses: knowledge from continuous education, autonomy, and positivity. Out of all other characteristics for professionalisms in nursing, those three were the most remarkable features found from the some of the great nurses observed from the clinical sites.
“We can’t turn away from a patient’s pain just because it’s difficult” (chapman, 2015, p. 88). I know the path of least resistance is taking a path of ignorance. Easy, is to ignore or neglect the true pain patients experience in times of crisis. As caregivers I believe we all want to heal others or we wouldn’t be in the field of nursing, but there are only handfuls willing to be present during the healing process because sharing one’s pain hurts. As a surgical nurse, I find being genuinely present takes hard work on my behalf, not only mentally but emotionally. On a unit where patient’s needs and conditions are changing at astonishing rates, being present requires mental strength in order slow down enough to recognize the value presence
There are many who believe that the next shortage will be worse and the demand for nurses will increase. There will be more jobs available especially with the baby boomer nurses retiring. Wood believes that when nurses retire, the next shortage could be even worse than the previous shortage. According to Wood this would lead to an “intellectual drain of institutional and professional nursing knowledge” (Wood, 2011, para 15). Staiger agrees as well that a shortage of nurses is expected again when nurses retire and since the economy will be more stable full-time nurses will go back to being part-time (Huston, 2017). Huston expects for the supply of nurses to grow minimally in the next couple of years and for a large number of nurses
Quint Studer’s, Hardwiring Excellence: Purpose, Worthwhile Work, and Making a Difference, is designed to motivate healthcare leaders to positively transform the culture of their organizations to move them from good to great. Studer notes that he aims for every healthcare leader to read this book and then ask all those who work with them to read it also. Hardwiring Excellence focuses on transforming culture by hardwiring positive attitudes in employees to create and sustain a great place for employees to work, for physicians to practice, and for patients to receive care. Studer emphasizes that transformation begins with core values of commitment to purpose, worthwhile work, and making a difference, which are cultivated by the ‘healthcare flywheel’ that creates the momentum necessary to drive change. Studer identifies nine principals that guide the flywheel to motivate transformation.
1. What is the difference between a. and a. Which K, S, and A pertain to the care you provided to the patient you have chosen? Why do you need to be a member? K- Describe the limits and boundaries of therapeutic patient-centered care. S- Assess levels of physical and emotional comfort.
The risk for patient health has been increasing while the nurse staffing levels are decreasing, throughout the world patient care is at risk due to the shortage of staffing in the nursing industry. Many, including the nurses who are being greatly impacted by this situation believe that changes need to be made to increase nurse staffing levels to better the lives of every individual involved in such a massive problem that can affect many innocent lives. Although, some might argue against finding a solution to the problem and bettering the staffing levels by stating that the nursing field doesn’t have a low employment rate and is projected to grow in the near future, however, the situation remains to be impacting nurses and patients in negative
The theory is specific to the field of nursing and those that help take care of others. The purpose is justifiably a nursing purpose and reflects nursing actions by addressing a core concept of focusing on the person as a human-being, and addressing what they define as needs and how to meet those needs. The Theory of Motivation may be “applied in nursing, in the attempt to understand the service of the human being and the dynamics that involves the people delivering and receiving care” (Porto & Regis, 2011). The theory could be applied to determine nursing interventions to meet one’s needs, or to determine a patient’s sense of fulfillment for a goal.
As much as working is very demanding especially as a nurse so is studying also. There are so many challenges which are involved in working and studying at the same time, some of which are: Goal, Finances, Stress, Time Management and Socialization. These challenges have both positive and negative effects on working and studying. As a matter of fact, it takes one determination and commitment to be able to combine the two at the same time and still be able to achieve ones aim.
Motivation is key in the workplace. It is developed from the collaboration of both conscious and unconscious principles such as the strength of desire or need, motivating force or reward estimation of the objective, and desires of the person and of his or her peers/co-workers. These elements are the reasons one has for carrying on a specific way. An illustration is an understudy that invests additional energy contemplating for a test since he or she needs a superior review in the class. The Inside and outside principles that animate want and vitality in individuals to be constantly intrigued and centered around their work, part or subject, or to try to achieve an objective.
To begin we will look at the weaknesses of the organization. The first weakness of the organization was that there was no conflict resolution process in place. None of the employees or mangers was given prior training. This created issues in instances such as the one in which one of the doctors was unable to work with any of the other staff members. Because there was no formal sense of conflict resolution, all of the conflicts went directly to the office manager who had to act as the middleman. Another weakness that we noted was that the doctor in charge had no training himself and instead relied on the office manager to handle all of the conflict. Although there were weaknesses with the conflict process of this organization, they had some very strong aspects of their conflict resolution process. In one of our examples, the topic of promotions within the office came up. Conflict that typically arises when an individual receives a promotion is relational conflict. Relational conflict typically takes place over rewards, advancements, and completion in the workplace. However, at Flinthills Eye Care there were no promotions, individuals just moved from one area of work to another. If an issue arose with the movement of employees, Mrs. Harmon would simply explain the reasoning behind the
Motivation is the force that transforms and uplifts people to be productive and perform in their jobs. Maximizing employee’s motivation is a necessary and vital to successfully accomplish the organization’s targets and objectives. However, this is a considerable challenge to any organizations managers, due to the complexity of motivation and the fact that, there is no ready made solution or an answer to what motivates people to work well (Mullins,2002).