Fionapresentation

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mgallon

Health & Medicine Education

Developing the roles and responsibilities of the qualified nurse Fiona Lee

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Accountability - who is responsible for the mistake? ,[object Object],[object Object],[object Object]

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Management response to the mistake - steps to prevent future errors (short term) ,[object Object],[object Object],[object Object]

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Did the team work effectively? Training/education for team – staff encouraged to identify areas where support is needed Lack of support from colleagues Improve understanding of when tasks can be delegated and when not. Failure of delegation Improve induction and on-the-job training of nurses (perceptorship course?) Poor communication Improve understanding of staff roles and expertise and boundaries of practice. [Anciano, 1990] Didn’t follow policies and procedures What can they do to improve? What went wrong?

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References ,[object Object],[object Object],[object Object],[object Object],[object Object]

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Strategic Analysis and Leadership Interventions 1 Strategic Analysis and Leadership Interventions 3 Strategic Analysis and Leadership Interventions Kelley Hageman Capella University Introduction Every organization that is offering services to people, must first implement strategies that will help in determining how to deal with different issues that tend to arise, more specifically in the nursing field. It is out of this a cycle is formed with various models that will facilitate changes, so as to reduce any boundaries that tend to occur. (Melnyk, & Overholt 2011). In these cases, we are focusing on the issue of blurring, which has caused a loss in clear nursing authority. The reason every nurse is licensed, is to ensure that better methods are applied in making sure that the patient receives the best, most recent, evidence based care, from the professional nurse. It has also been said that the character of the nurse is as important as the knowledge she possess. From the education of the nurse to the character, different leadership aspects are portrayed, and determine what professional qualities the nurse will offer to the patient. Having said that, the nurse needs to continue to acquire a better understanding, greater knowledge, and more refined skills that will help them improve their delivery of health care services to the patient, and what he/she brings to the table. In addition, the strategies and the working structure that are brought out, determines the application of the model to be used, and how each person is restricted to his/her responsibilities. Choose an analysis model that is appropriate to your selected issue Any model is initiated to making sure that certain matters are addressed which helps increase the ability to come up with better solutions in dealing with the issues at hand. More specifically, the boundaries that are created by the medical nurse administrator and senior nurses have at times been blurred, which has prompted a loss in apparent nursing authority. It is out of this that, this problem has caused patients to suffer, if the people that can best take care of them and their issues, is not being placed in charge of their care. Initiation of any Model implies that there are some factors that need to be addressed and accomplished for the better of the institution. In addition to models, the introduction of the PDSA cycle helps to solve particular issues which may arise from having the ability to use each model, in that it helps identify the primary cause of the problems and how the issues can be improved. By introduction of these phases within the PDSA cycle, changes can be made. Change happens because with this model, planning is facilitated, acting in accordance to needs, and finally, the doing phase, which all show a good strategic structure, that the helps the nurse clearly identify any patient with any problem, and as a nurse leader, they can delegate accordingly. Apart from the PDSA cycle, ther.

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Reproduced with permission of the copyright owner. Further reproduction prohibited without permission. Running head: SUPPORT COORDINATION TRAINING 1 SUPPORT COORDINATION TRAINING 3 Support Coordination Training BUS 340: Business Communication SUPPORT COORDINATION TRAINING Each state providers services to adults with intellectual disabilities daily. These services are supposed to be delivered with quality and within the guidelines of policies created by the department of behavioral health and developmental disabilities from each state. Support coordinators are tasked with the job of being the eyes and the ears of the state as the state is not able to directly oversee each entity that is providing services to intellectually disabled adults. Support coordinator assess not only the quality of each provider’s service but each individual’s satisfaction with each service. This oversight includes support coordination, which the state directly oversees. Much like DFCS workers, support coordinators are spread thin and are required to do a great deal of work. This causes support coordinators to burn out quickly and even miss important things during visits to monitor services. This in turn causes providers to be able to get by with not providing quality services and services that meet the standard that the state’s DBHDD has set. It is much easier to blame the support coordinator for failing to do their job properly than to admit that the real issues lie within the lack of training and preparation. “This kind of work requires strong leadership and a solid infrastructure in order to sustain the various tasks involved in service coordination” (Bigby, Fyffe, & Ozanne, 2007). To send someone out with the great task of managing not only the individual but the family of the individual and their support team without proper training is frightening. However this is the case with most support coordination agencies. Support coordinators have to assess the effectiveness and efficiency of services using judgement coupled with knowledge. If a support coordinator does not have particularly good judgement or enough knowledge, even about that particular individual, it can be impossible to assess services. Services or even a provider that may work for one DD individual may not work for another. Therefore, it is a neccessity to ensure that support coordinators are properly trained before being sent out into the field to assess services through extensive training. Training should include all aspects of the support coordinators expected tasks including: information (background) about the individual’s that the support coordinator is assigned to manage, judgement training, implementation of formal procedures and processes, resources and tools training, services training, time management and more importantly work-related stress reduction training. These activities are directed towards ensu ...

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1 NRSG355 Clinical Integration: Towards Professional Practice Module 4 – Professional Practice: Time Management, delegation, scope of practice Scope of Practice/ Delegation/Advocacy Over the course of your undergraduate degree you have been taught about your scope of practice as a student and the scope of practice of registered nurses under many different frameworks – legal, ethical, practical and so on. It is now time to consider how the change in your roles will influence your scope of practice. Historically the scope of practice of nurses was clearly defined. In the current contemporary model of health practice the professional boundaries between the health professions is becoming increasing blurred (Fedoruk & Hoffman, 2013 p24). The issue is further compounded due to the scope of nursing practice expanding with roles such as advanced practice nurse, as well as the increase in semi-independent practitioners in community settings. In this time of transition you must be careful that you understand the scope of practice of the role you aspire to, that of an experienced practicing Registered Nurse and the role you are about to undertake that of new registered nurse. Benner describes the new graduate as an advanced beginner one who is competent but relies on the rules they have been taught to guide them in their practice. Advanced beginners are seen as nurses who have a wide theory base of practice but are still developing the ability to make content dependant judgements (Benner, 1984 p 21-22). This means that you should not set the bar too high for yourselves and realise that you are still learning and developing the clinical judgement skills that can only come from exposure to clinical situations, known as experiential learning. If we take Benner at her word then it takes at least 2-3 years of clinical experience following registration as a registered nurse to be deemed competent and even then she says the competent nurse will lack speed and efficiency (Benner, 1984 p 26-27). 2 ACTIVITY 1 Access the following summary of Benner’s stage of clinical competence and consider these along with the NMBA competencies and decision making tools. Then, consider what your priorities for your final semester are and consider what skills you need to consolidate that will assist in you making the transition from student to registered nurse. Reading: Benner’s stages of clinical competence Reading: NMBA Nursing Standards for practice (2016) Nursing and Midwifery Board of Australia. (2013). A national framework for the development of decision-making tools for nursing and midwifery practice. Role of delegation The ability to delegate is an important skill that all nurses need to understand whether you are a CEO or a newly registered nurse. Delegation is about understanding your own and others time management, prioritisation issues and your own scope of practice. It must be ...

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