P4

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Hello i need a Good and Positive Comment related with this argument .A paragraph  with no more  100 words.

 

 

Ijeoma Igbokwe 

 

1 posts

 

Re:Topic 1 DQ 1

 

Scientific management theory was developed by a theorist called Frederick Taylor, he developed this theory to improve the work efficiency. (Dininni, 2017) This theory asserts that every management body must identify the best ways to get the work done efficiently, this includes ways to train workers who are would competent to produce the best in what they are assigned to do. Setting up a reward system for the workers to improve their productivity is also one of the main goals for this theory (Dininni, 2017)  

 

Hospitals could use this theory to design their management structure, staffing and units to care for a specific number of patients. A nurse manager would utilize this theory to evaluate nurses’ performances based on the set objectives, evaluate the number of patients seen, and documentation details. (Feigenbaum, 2017) This theory strongly believes that incentives and rewards are the driving forces behind good performance and increased productivity. When a worker is rewarded, he puts in his/her best.

 

Inefficient routines

 

One of the routines I noticed working in the nursing home is that most of the times, some of the prescribed medications are not reviewed for several weeks or even months, especially topical medications. The nurses would be signing in the MAR that the medication was given for a very long time even though the patient’s symptoms are no longer there, simply because the medication was not reviewed by the prescriber and discontinued. Another problem is the lack of communication among the nurses, some nurses forgets to document important information about patients care sometimes, for example patient’s follow-up appointment and lab results. The management decided to eliminate the unit managers due to financial problems, then shifting the workloads of the managers to floor nurses who have huge workloads, causing some nurses to quit, then creating staff shortage.

 

                                                                       Participative decision

 

Involving everyone including the house keepers to spot and report change in condition on the residents. This was the idea of the nurses to involve other staff to report any change of condition using “stop and watch paper”. For example, if you notice a resident was not limping yesterday, but limping today, you must report that to the nurse for assessment. This effort has helped identify even small skin breaks for prompt intervention.

 

 

 

Reference

 

Dininni. J (2017) Management Theory of Frederick Taylor, Business.com Retrieved from https://www.business.com/articles/management-theory-of-frederick-taylor/

 

Feigenbaum. E. (2017) Theories in Healthcare Management. eHow. Retrieved from http://www.ehow.com/info_8146054_theories-healthcare-management.html

 

 

 

 

 

COMMENT TANIA

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 I NEED A POSITIVE COMMENT BASED IN THIS ARGUMENT..BETWEEN 150-200 WORDS

 

 

As a nurse leader, to see the hospital implement an outreach program which will benefit needy members of the community, I will different communication methodologies to develop a shared vision with the stakeholders. In this case stakeholders involve healthcare providers, the government, humanitarian organizations, non-governmental organizations, and the entire community. Communication is the act of exchanging information between groups or individuals or simply the act of communicating. Through information acquired through communication, it is possible to assess and know your performance through the following key components of communication done face to face: words, body language, and tone.Leaders in this profession of nursing  are expected to be attentive to their patients when they have  something to say.

 In order to develop and manage in nursing leadership with your stakeholders a shared vision of the following nonverbal cues must be implemented: control facial expressions,good eye contact, posture.It is the responsibility of the nurse leader to establish the culture of communication in the department .Communication would be made depending on the stakeholders being addressed. For the governments and other organization, written communication would be used. Official or formal letters would be send to these organization notifying them about the project and make requests for funding. Creating a communicating structure can be fostered by being visible and for having accessibility an open door policy is important. This can comprise weekly newsletters, meetings for staffs on monthly basis and on bulletin boards having notes .

 However, for my colleagues in the field of healthcare, face to face communication would be enhanced utilized so as to come up with the best strategy to attain the vision. For the entire community, posters will do better. Print outs would be hanged all over to pass the message to the members of the public. Technological development and innovations have simplified the way of life. In this regard, social media platforms such as Tweeter and Facebook would act as key means to pass the message across all community members especially the youths .

 In conclusion, any interaction must offer dialogue an opportunity for the purpose of sharing concerns or requesting for clarifications or asking questions regarding the same. In scenarios where it appears to be  impossible due to of constraints such as  time,  it is crucial to offer chances for an audience to have a follow-up. The most crucial communication factors include regular frequency, consistency, and chances to provide comment or feedback.

Reference

Jones, R. (2007). Nursing leadership and management: theories, processes, and practice. Philadelphia, PA: F.A. Davis Co.

Barker, A. (1992). Transformational nursing leadership: a vision for the future. New York: National League for Nursing Press.

 

COMMENT TUNESHA

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 I NEED A POSITIVE COMMENT BASED IN THIS ARGUMENT..bETWEEN 150-200 WORDS

 

Emotional intelligence is the intersection of thinking and emotion. Skill building and training in positive thinking and a focus on positive emotions assist nurses to better listen, encourage, motivate, and create connections (Huber, 2014). Having self awareness simply means that you understand you. You have an awareness of what makes you tick as well as what makes your heart sing or sink.  When you know your strengths and weaknesses as a person, you can then start to understand why you feel the way you do and what makes you feel the way you feel. When you can learn to understand your own emotions, as well as how to control them, you can identify their impact to you and those in your team (Candy, 2016).  

I have a personal example of this from a current situation that I am facing on my job in which I am the program manager. In the last two months I have had two of my staff to move from our area.  Recently, one of the two Nurses I have left has decided to transfer to another clinic to “work less days”. She is fully aware that this will only leave our program with one nurse other than myself. This nurse shared this information to me openly in front other team members (Charge nurse, Social worker, dietician, secretary). It was so quiet you could hear a pin drop. I politely said ok, I want you to do what is going to make you happy and work for your family. Now the other team members didn’t take this news so calmly. What I have learned through the years from trial and error is that as the Leader I cannot allow my feelings to control my behavior. Deep down inside I wanted to scream because it takes 6 months for a new nurse to take call and train patients and I’m in school. To this day my staff are still not aware of how I really feel about the situation. As the leader of our program I could not afford to display the heart drop in my heart that I felt deep down inside because I didn’t want to envoke uneccessary anxiety on them. Surprisingly they have come to privately stating how surprised they were that  I was able to remain so calm after hearing that another nurse was leaving. Of course after hearing that I could only say “Thank you Lord” because that is an area that I have really had to seek God’s help with. 

 

Candy, L (2016). Emotional Intelligence Theory: Highlighting and Developing Leadership Skills. Retrieved 7/4/2017 from http://www.educational-business-articles.com/emotional-intelligence-theory/

Huber, D (2014). Leadership & Nursing Care Management, 5th Edition. Retrieved 7/4/2017 from https://pageburstls.elsevier.com/#/books/9781455740710/cfi/0!/4/2/2@0:51.6

 

 

 

P#4

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Hello i need a Good and Positive Comment related with this argument .A paragraph  with no more  90 words.

 

 

 Deactivated

 

Jamella Miller 

 

1 posts

 

Re:Topic 2 DQ 2

 

Phenomenological qualitative research is used when you are describing an event, phenomenon, or activity. In this form of study interviews, watching videos, reading documents, and visiting places or events are done to help understand the meaning of what is being studied (Sauro,2015). This form of study often hold interviews between 5 and 25 of common themes to build a significant database to lookup help validate your findings (Sauro, 2015). Phenomenologists often refer to the “lived experience” and data is often limited to interviews, while findings are reported as a rich description of the experience drawing on characteristics identified during data analysis (Ploeg,1999). 

 

Ethnography qualitative research is when you put yourself in the target participant’s environment to get a better understanding of the goals, challenges, motivations, themes, and cultures that emerge. In this study, you do not rely on interviews or studies that other people participate in you get the experience firsthand (Sauro,2015). 

 

These two studies are very different in the way the information is collected for the studies being done. The ethnography study is all observed by the person conducting the study from a firsthand view so that the data is not collected from multiple people. The phenomenological study is done by using multiple interviews and reading data collected by multiple other people and basing the data off what other people have gathered (Sauro, 2015).  

 

                                                                              References:

 

 

 

Ploeg, J. (1999). Identifying the best research design to fit the question. Part 2: qualitative design. Retrieved from http://dx.doi.org/10.1136/ebn.2.2.36

 

 

 

Sauro, J. (2015). 5 Types of Qualitative Methods. Retrieved from http://www.measuringu.com/blog/qual-methods.php

 


 

Class 1 unit 3 comment 2

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Guidance and Coaching Role Differences

The role of teaching and coaching as a registered nurse has similarities and differences with the role of guidance and coaching as an advanced practice nurse. The main similarity between the two roles is patient education. Patient education is done by registered nurses and advanced practice nurses to inform patients about medical procedures, treatment choices, and their medical conditions (Hamric, Hanson, Tracy, & O’Grady, 2014, p. 185). Hameric et al. (2014) explains that patient education is often included in guidance and coaching (p. 185). 

Although there are similarities between these two roles, I feel there are more differences than similarities. As a registered nurse when I am teaching and coaching patients I tend to do more teaching and coaching about disease management rather than disease prevention. For example, in the long-term cares setting I may be teaching a patient with congestive heart failure how to lower sodium intake and about the importance of wearing their compression stocking and taking their diuretics to manage their disease. This process follows more closely with the sickness model rather than the wellness model. It would be much more beneficial to teach the patient prior to the congestive heart failure about blood pressure management, low sodium intake, weight loss, and exercise to prevent the congestive heart failure. This would follow more closely with the wellness model. Hamric et al. (2014) describes the advanced practice nurses’ role of guidance and coaching has a holistic approach centered around disease prevention and early interventions (p. 184, 193). I believe this is a very important difference between the role of the registered nurse teaching and coaching and the advanced practice nurse guidance and coaching. 

I feel that the most important difference between these two roles is the use of motivational interviewing. As stated in Hamric et al. (2014) motivational interviewing is a technique used by advanced practice nurses to motivate and empower their patients to improve their own health (p. 186). This is achieved by using active listening and open-ended questioning to better understand the patient’s motivation and use this information to empower the patient to make better health care decisions (Hamric et al, 2014, p. 199-200). As a registered nurse this is not a concept I was familiar with and had not previously learned about in my undergraduate degree. This is a very different way to guide and coach patients. I am so used to correcting patient’s misinformation and teaching them about the “right” way to do something. This is a very interesting concept to me which I look forward to exploring. 

References

Hamric, A. B., Hanson, C. M., Tracy, M. F., & O’Grady, E. (2014). Advanced practice nursing: 

            an integrative approach (5th ed.). St. Louis, MO: Elsevier/Saunders.

comment ijeoma

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 I NEED A POSITIVE COMMENT BASED IN THIS ARGUMENT..BETWEEN 150-200 WORDS

 

You have an idea to improve patient care that you would like upper management to support and fund. What type of communication tool would you use to present your idea and why?

It is good to prepare yourself by researching almost everything about the ideas you have before formal presentation. Good and proper preparation and practice could help boost someone’s confidence. First, I would share my ideas with my colleagues, their feedback could give me a hint on how the management might react or the questions they might ask. One of the keys to a successful upward communication is the emphasize the benefits of the ideas to the patient’s care rather than the processes and background details, because when you speak upward (top management), the audience wants to address the questions that are most relevant to them, rather than how you get there, so it is important to be precise and clear when communicating (Grant, 2017)

Communication vary among groups, the tools, channels, and pattern used determines its effectiveness, communication could be transmitted through both verbal or non-verbal modes. Formal and informal methods also may be use when communicating. (Huber, 2014)

The communication tools I would use is the leaflets because information contained on it, is precise, clear and on point. It could contain some graphics that could engage and sustain the attention of the readers.

Email could also be used, because it is faster to disseminate information via emails and to a larger number of audience wherever they are, even people on vacation could access the information.

Presentation; Power-point presentation would be ideal because voluminous information can be compressed to a smaller, but concise, clear, and precise. There is an opportunity to answer questions asked and get feedbacks. There could be opportunity to have physical contacts with people.

Holding a meeting could also be beneficial as well, to better explain the ideas to the board members, especially to convince them to support and fund the ideas that would greatly benefit patient care delivery.  

 

References

Grant. A (2016) Your Guide to Communicating with Upper Management. Fast Company. Retrieved from https://www.fastcompany.com/3049998/your-guide-to-communicating-with-upper-management

Huber, D. (2014). Leadership and nursing Care Management (5th ed.). Maryland Heights, MO: Saunders Elsevier. ISBN-13: 9781455740710

Assignment 3: Quantitative Annotated Bibliography

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Hi, are you able to complete the assignment below by tonight at 8:00 pm? Thanks

 

Assignment 3: Quantitative Annotated Bibliography

In this week’s discussion question you were asked to consider a potential problem (HEART DISEASE) that you would like to investigate through nursing research. For this assignment you will review current research from South’s Online Library and provide a critical evaluation on that research through an annotated bibliography. An annotated bibliography is a brief summary and analysis of the journal article reviewed. For more information on annotated bibliographies please visit Purdue’s OWL: https://owl.english.purdue.edu/owl/resource/614/01/

A total of four annotated bibliographiesare to be submitted (not to exceed one page each). The articles must come from nursing scholarly literature and may not be older than 5 years since publication. Please note that the articles must be research based and reflect a quantitative methodology (review our reading assignments). Web pages, magazines, textbooks, and other books are not acceptable. 

Each annotation must address the following critical elements:

 

  • Explanation of the main purpose and scope of the cited work
  • Brief description of the research conducted
  • Value and significance of the work (e.g., study’s findings, scope of the research project) as a contribution to the subject under consideration
  • Possible shortcomings or bias in the work
  • Conclusions or observations reached by the author
  • Summary as to why this research lends evidence to support the potential problem identified specific to your role option.
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Hello i need a Good and Positive Comment related with this argument .A paragraph  with no more  100 words.

 

 

 

Karan Kortlander 

 

1 posts

 

Re:Topic 2 DQ 1

 

One of the five elements of emotional intelligence is self-awareness.

 

What behaviors would someone with strong self-awareness demonstrate within the context of leading and managing groups?

 

Provide an example.

 

A leader with strong self-awareness must be able to demonstrate all five elements of emotional intelligence to be able to lead others. I believe that a leader must first have self-awareness. That means that the leader understands what his/her strengths, weaknesses, and emotions. How a leader can manage his/her emotions can make an incredible difference. Emotionally intelligent leaders are self-aware are able to respond to constructive criticism and take a step back if needed (Yoder, 2011). A leader with self-regulation is able to express his/her self with maturity showing a high level of judgement and control. Emotionally intelligent leaders are motivated and driven by a strong inner drive and not by titles. Not only are emotionally intelligent leaders motivated but extremely resilient and optimistic and it takes a lot to make them break. Emotionally intelligent leaders possess empathy, understanding, and compassion which allow them to relate to others. Having empathy allows leaders to connect to others and provide them with excellent service. Emotionally intelligent leaders have people skills. Leaders with people skills understand how others tick. They are able to create rapport and trust with those they depend on and it just happens as second nature. According to Nurse Together, “EI is the ability, capacity and skill to identify, assess and control the emotions of oneself, of others and of groups. This quality plays an important role in nursing success whether they are working in management or at the bed side” (Nursing Together, 2012).

 

References

 

Nursing Together. (2012). Developing emotional intelligence for good to great nurses. Retrieved from http://www.nursetogether.com/developing-emotional-intelligence-good-great-nurses

Yoder-Wise, P. (2011). Leading and Managing in Nursing, 5th Edition. [VitalSource Bookshelf Online]. Retrieved from https://pageburstls.elsevier.com/#/books/978-0-323-06977-

NURSING RESPONSE #2_mm

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150 words no reference-this is a response to the post

 

The American Association of Nurse Anesthetists was founded in 1981. It is devoted to anesthesia research, education and development. AANAs purpose is to advance the science of anesthesia through education and research. “The AANA Foundation serves as the leading resource for assuring safe anesthesia care through education and research” (AANA Foundation Student Page , 2017).  When I was reading through posts in discussion board post number three I found students posting the need to educate the public about CRNAs role, education, and training. As Future CRNAs, it is important to participate in the AANA to “advance the science of anesthesia through education and research” (AANA Foundation Student Page , 2017).

 

    There are several ways SRNAs can participate within the American Association of Nurse Anesthetists (AANA). There is a student advocate program with the goal being to have one student advocate per anesthesia program. Student advocates share information about the Foundation with their student colleagues, including general information, dates and deadlines for Foundation events, scholarships, and awards. The program provides students with opportunities for growth and development. The AANA offers scholarships and research poster sessions for students. They also provide information for upcoming events where SRNAs can meet other SRNAs and CRNAs to get more involved. There is a Nurse Anesthesia Annual Congress meeting September 8-12, 2017 in Seattle, WA. The AANA funds research by SRNAs and CRNAs. The AANA offers the opportunity for one student to serve on the AANA Practice, Public Relations, and Health and Wellness committee as well as the AANA’s Political Action Committee- called CRNA-PAC (AANA Foundation Student Page , 2017).

 

    While reading through the 2016 abstracts and posters I didn’t notice any Evidence based research posters regarding CRNAs versus Anesthesia Assistant versus Anesthesiologist. There should be research comparing the three different types to see if there is a difference in safety or capabilities. There is no information about CRNAs taking on the most critical cases or patients with comorbidities.

 

    The AANA research priorities for 2017 include six questions. There are two promising questions I believe once answered will advance the science of anesthesia. The first question is “Has patient access to care improved in states that have opted out of physician supervision?” The second question is “What are the outcomes of patient cared for in exclusively CRNA-staffed Veterans Affairs health care facilities compared with VA facilities using other anesthesia staffing models?” (AANA Foundation and AANA Joint Research Program Overviewwith Suggested Areas of Research, 2016) I am looking forward to reading about the outcomes of these research topics. I believe the more research that is done that proves CRNAs are just as safe and capable as anesthesiologists in all facets then CRNAs will be used to their full scope. I feel conducting the research alone isn’t enough. There needs to be an outreach program to get this information to the public.

 

    Numerous nonmedical people are uneducated about what a CRNA is, what they do, or how they are trained. If these people don’t understand what a CRNA is I am sure they do not read or visit the AANA website on a regular basis.  There needs to be a way to educate regular people and congress with the facts and research. I feel a great way to get the word out is through social media. According to Statista.com, Facebook is the most popular social network worldwide with the total amount of users in the United states amounting to 214 million users (Number of Facebook User in the US, 2017). I saw the AANA has a facebook page but, when scrolling through the site I never saw any informational videos about CRNAs. I didn’t see information about what CRNAs do, educational background, training, or capabilities. To combat the negative attitudes created by the ASA it is important the AANA circulates the facts on social media where many people read their information.  

 

    Currently the AANA has a campaign called to RISE Above. The three-year campaign aims to receive 1 million dollars in funding for health services research. The research will educate the spectrum of healthcare stakeholders about the value and quality that CRNAs bring to their patients. The campaign states “we must rise above: local barriers to practice, state and federal legislation that inhibits scope or practice, workforce marketplace competition, and inaccuracies and mistruths about CRNAs” (RISE Above, 2017). This campaign is a great start for CRNAs future. The AANA is doing great work and research for CRNAs. It is important to keep up with the research and educating people to further CRNAs scope of practice.

Class 1 Unit 4 COMMENT 2

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Purpose: Discussion 

Thing to Remember:

 

 

  • Answer this discussion with opinions/ideas creatively and clearly. Supports post using several  outside, peer-reviewed sources. 
  • 1 References, try to find resources that are 5 years or less
  • No errors with APA format.

________________________

 

DISCUSSION: Opinion Leader

 

Hamric, Hanson, Tracy, and O’Grady (2014) describes opinion leaders as those who are well respected by their colleagues and can make change happen through mentoring other clinicians. Hamric et al. (2014) states characteristics of opinion leaders are “likeable, trustworthy, and influential.” Opinion leaders do not have to be just clinicians but can be anyone who is influential to the patient’s health (Heijmans, van Lieshout, and Wensing, 2017).  Heijman et al. (2017) conducted a study on health care providers and delivery of evidence based care for cardiovascular risk management, which found most opinion leaders were primary care providers and delivery of evidenced based care is associated with the presence of an opinion leader directing care. Another study on chiropractic care done by Bussieres, Maiers, Grondin, and Brockhusen (2017) found utilizing opinion leaders would ultimately improve patient care through evidenced based research when presented by respected and influential clinicians.

I am an opinion leader in my current role as a worker’s compensation case manager. Hamric, Hanson, Tracy, and O’Grady (2014) describes opinion leaders as those who are well respected by their colleagues and can make change happen through mentoring other clinicians. Hamric et al. (2014) states characteristics of opinion leaders are “likeable, trustworthy, and influential.”  I am the first case manager for the company I work for and have helped develop the standard of practice and train other case managers nationwide. I took my role to the next level and became certified as a case manager on my own to ensure I was doing the best I could for the company and my patients. I am well respected by community physicians in regards to awareness of current laws in the state regarding workers’ compensation, treatment practices, and work requirements. I am eager to share my expertise and knowledge with new case managers in the company as well as staff nurses.

In the future, I see myself being an opinion leader for preventative health. In my current role, I am not able to address the patient in a holistic fashion due to barriers with workers’ compensation I am only able to address the work issue at hand which is what has led me to return to school and pursue my NP. I want myself, my family and my patients to take charge of their own health and prevent disease. I will accomplish through relationship building, motivational interviewing, and clinical education. I will be positive and energetic regarding preventative health motivating everyone around me including myself to be a better version of themselves. I will be approachable and continue to be eager in sharing my knowledge with others. Opinion leaders can be very influential in patient outcomes and I strive to practice as such as a NP.

References

Bussières, A. E., Maiers, M., Grondin, D., & Brockhusen, S. (2017). Selecting and training opinion leaders and best practice collaborators: experience from the Canadian Chiropractic Guideline Initiative.Journal Of The Canadian Chiropractic Association, 61(1), 53-64.

Hamric, A.B., Hanson, C.M., Tracy, M. F., & O’Grady, E. T. (2014). Advanced practice nursing: An integrative approach (5th ed.). St. Louis, MO: Elsevier

 

Heijmans, N., van Lieshout, J., & Wensing, M. (2017). Information exchange networks of health care providers and evidence-based cardiovascular risk management: an observational study. Implementation Science, 121-12. doi:10.1186/s13012-016-0532-1