The Image of Nursing describes how people in and out of the profession see nurses. Nurses must protect and continuously improve their image by fully applying themselves to their profession every day. Nurses complete rigorous course studies to obtain the ability to manage themselves and lead others towards a common goal; a better image of nursing. Nursing was not once seen as promising as it is seen today. In older times being a nurse was greatly undermined, and through leaders in the profession they have been able to create the image they represent today.
Advocacy Occupational health nurses advocate for the working population, families, and communities by establishing environmental safety, injury and illness prevention, and healthiness programs (“AAOHN: What is occupational & environmental health nursing,” 2016). The occupational health nurse also protects the workplace and community population’s safety and health by minimizing environmental risks that cause serious injuries and illnesses, ensures access to health care, and fosters early intervention and preventive care (Lancaster, 2016). For example, the occupational nurse advocates for the employee population by coaching the business community and training front line supervisors on how to identify safety hazards in their departments to prevent
Organizational culture can play a very important role in any corporation’s success. As we learn more about how to make a company more successful through effective management of Human Resource, we are learning of the value of people, as a whole, and how they contribute to the success or failure of an organization. That’s even more so true with in healthcare organizations. Nurses play a pivotal role in the health care profession and make up the majority of healthcare workers in a hospital setting. However, there is a nursing shortage globally that is expected to increase as nurses from the baby boom era are set to retire.
Potter, P. A., & Perry, A. G. (2005). Fundamentals of nursing (6th ed.). St. Louis, MO: Mosby, Inc. Rohrer, J. E., Naessens, J. M., Liesinger, J., & Litchy, W. (2010). Comparing diverse health promotion programs using overall self-rated health as a common metric. Population Health Management, 13(2), 91-95. doi: 10.1089/pop.2009.0026 South, J.
Retrieved March 15, 2011, from Retain Top Nurses With a Clinical Ladder: http://www.hcpro.com/NRS-59006-3238.html The Magnet Model Components and Sources of Evidence. (2008). Silver Spring: American Nurses Credentialing Center.
Applying Health Promotion Model and Theory of Reasoned Action to Safe Staffing Level Safe staffing issue has been identified as one of the problem in health care. The problem resulted from the inappropriate ratio between the nurse and the number of patients a nurse takes care within a shift. Patients and nurses well-being are being at risk because of the inappropriate safe staffing because of nurses feeling overwhelmed and stressed with their job. It was learned from the previous papers that the issue with staff level can be intervened by applying the theory of Health Promotion Model as a framework in assisting nurse leaders in creating policies that ensure healthy and appropriate work practices, determine the appropriate number of nurse to
The rationale for the change Registered nurses are on the front line in all the hospitals for early detection and prompt intervention when patients' conditions deteriorate. So better patient outcomes depend on the number of skilled staff available to take care of the patients. To decrease staff burnout and improve staff satisfaction, adequate staff ratio is needed. Providing consistency of nursing caregivers may significantly improve both health and economic outcomes (Mefford, 2011). When there is an adequate staffing in the unit, it greatly decreases anxiety on the nurses, patients and the families.
Retrieved February 27, 2011, from Direct Care Nurses' Perceptions of the Value of Usinga Shared Goverence Process to Select New Nurse Managers: http://www.sharedgoverence.org.paper_36919.htm The Myers & Briggs Foundation. (2010). Retrieved February 25, 2011, from MBTI Basics: http://www.myersbriggs.org
(2000). A nursing theory for nursing leadership. Journal Of Nursing Management, 8(2), 83-87. doi:10.1046/j.1365-2834.2000.00161.x Eason, Toni, DNP,M.S., A.P.H.N.-B.C. (2009). Emotional intelligence and nursing leadership: A successful combination.
An assessment of strategies for improving quality of care in nursing homes. The Gerontologist 43(Special Issue II), pp 19-27. Retrieved March 10, 2011 from http://www.geroservices.com/downloads/pdf/Assessment_of_Strategies.pdf