For the past 5 years, I have been working for a 1500+ bed, Magnet Hospital which

For the past 5 years, I have been working for a 1500+ bed, Magnet Hospital which I believe has a great practice environment. There are multiple areas where nurses feel support and have resources available to them. Since achieving magnet status, they focus on keeping good nurse to patient rations. The legislation requires that the average nurse-to-patient ratio on morning/afternoon shifts must be no less than 1:4 and on night shifts no less than 1:7 (McHugh et al., 2020). At this hospital from 7am-11pm the goal is for the nurse-to-patient ratio 1:4 and after 11pm, it can go 1:6 or 7. This has been a maintained ratio for the time I have been here. This satisfies the first of the eight components.
One big push at this organization was for employees to participate in shared governance which has been changed to nursing professional governance. Shared Governance is a structural model through which nurses can express and manage their practice with a higher level of professional autonomy (Radha & Vijaya-Narayanan 2014).” Nurses can make changes to policies that can affect their nursing practice. Shared governance is a practice model that supports nurses’ accountability, autonomy, control of their practice environment and effective nurse physician relationship or communication (Radha & Vijaya-Narayanan 2014). One recent change that has been made at this organization was the instillation of a new call bell system. It is more integrated which allowed chair alarms, bed alarms and bed sensors to be incorporated. This upgrade has reduced the fall rate in the organization by 30%. This satisfies components two, seven and eight.
Education is also a big part of this organization. Opportunities are available for promotion and longevity related to education, clinical expertise, and professional contributions (Murray 2017). Nurse educators provided staff with a monthly email where they can read articles and received CEUs for it. The hospital also offers tuition reimbursement programs were depending on if they are full-time or part-time, they can receive money for complete a course with a passing grade of B or better.
When it comes to annual review, each individual completes a personal review of their work and then has a peer complete a review for them as well. Peer review and patient, collegial, and managerial input are available for performance evaluation on an annual or routine basis (Murray 2017). After these two reviews are completed then a managerial review is completed. Within the review, nurses document any committees they have participated in as well as if they are a member of nursing professional governance. The organization offers a nurse residency program for new grads, preceptor and charge class and reimburse for nurse who get a certification such as critical care or medical surgical. This organization satisfies all of the components of a Professional Nursing Practice Environment but as with any organization there is always room for improvement.
References:
McHugh, M. D., Aiken, L. H., Windsor, C., Douglas, C., & Yates, P. (2020). Case for hospital nurse-to-patient ratio legislation in Queensland, Australia, hospitals: an observational study. BMJ Open, 10(9)https://doi.org/10.1136/bmjopen-2019-036264
Murray, E. (2017). Nursing Leadership and Management for Patient Safety and Quality Care with DavisPlus Resources. F. A. Davis Company. https://digitalbookshelf.southuniversity.edu/books/9780803698024
Radha, K., & VijayaNarayanan, N. (2014). Shared Governance: Reality or Sham? In Nursing Profession. International Journal of Nursing Care, 2(1), 32-36. https://www.proquest.com/scholarly-journals/shared-governance-reality-sham-nursing-profession/docview/1515962943/se-2
Describe your present or past healthcare system, hospital, organization, or practice environment.
In my past organizations of practice, I have encountered various leaders who had diverse leadership styles in the healthcare system. A healthy working environment must be developed at each level of a business, which necessitates good leadership at each level (Dirani et al., 2020). There is mounting evidence that the presence of a nurse leader at a medical facility’s emergency department enhances the working environment, resulting in higher employee retention. Thus, the American Association of Critical Care Nurses has established that developing nurse leadership is necessary to achieve optimal staff performance and enhanced patient care. After some thought, I have realized the importance of nursing leadership. As a result, I plan to share my present experiences and connect them to diverse philosophies, leadership styles, and technological achievements.
The Emergency Room Director at Providence Park, where I work in the ER, is an example of this. She encourages us to work together to improve our skills and pushes us to push one another to accomplish better. She fosters a positive and welcoming work environment, allowing each nurse to advance professionally via the exchange of ideas and information. She asked what I thought of the ED and how she could better it in the future. It was a fantastic opportunity for me to express my creativity while also helping to expand this section.
Nurse leaders in emergency departments are responsible for a wide range of responsibilities, many of which necessitate exceptional leadership abilities (Burrows et al., 2019). These attributes will enable them to interact effectively with other nurses in order to get the best possible results. They must be able to read their subordinates’ emotions in order to evaluate their performance. Finally, leadership entails more than merely applying what you have learned. Instead, the emphasis should be on developing one’s own skill set. The best results will come from a mix of strong personal talents and the parameters mentioned in the preceding section.
Identify how the practice environment aligns with each or does not align with the 8 components.
It is essential that the practice environment is conducive to aligning with the diverse components of professional nursing practice (Graf et al., 2020). Some of these components include effective communication, collaboration with team members, patient education, informatics, a culture of accountability, critical thinking, professionalism, and holism.
Because of the need for precision, the healthcare industry differs from others. Nurses are not permitted to endanger the lives of their patients since human life is valuable. Registered nurses must be knowledgeable about the work they do in order to provide high-quality care to patients. A seemingly minor error in the administration of health care services can result in patient mortality and put the general population in danger of disease transmission. Furthermore, due to the intrinsic fragility of the human body, extreme caution must be given when operating on it. Doctors take a long time to complete their studies and become competent practitioners because they must be well-equipped with information, experience, and abilities to handle patients.
The management of specialized clinical outcomes is extremely difficult and necessitates the development of leadership abilities tailored to the manifestations of the outcomes in patients. Nosocomial infections, often known as hospital-acquired illnesses, are relatively common in facilities that do not highlight the need to cultivate healthy habits. The health sector leadership ensures that all hospital visiting policies are observed and that all visitors are aware of the protocols that must be followed throughout their stay. Furthermore, public health officials should accompany visitors to the hospital and aid them if they become lost or confused about the regulations they must follow while there. They guarantee that hospitals are clean and sterile to prevent the development of nosocomial diseases and the subsequent transfer of these infections.
Leadership in public health is critical because it ensures that society will follow regulations designed to maintain their environments healthy and free of situations that could contribute to the spread of infectious diseases. Health professionals can only implement policies that promote healthy cities if they have excellent communication abilities. These skills will enable them to educate the general public about the need to maintain a healthy environment. Furthermore, they should prioritize providing expert counsel to the public, which will assist the public in learning and applying a variety of strategies that will improve the cleanliness standards of the locals.
What is the nursing leaderâs role in the Professional Nursing Practice Environment?
Nursing leaders have an essential role in the growth of the specialty within the framework of professional practice settings and the profession as a whole (Creta & Gross, 2020). They promote interprofessional education and teamwork, as well as the professional development of nurses and other healthcare workers working in a variety of contexts, to help the nursing profession grow. They are scientific study leaders who contribute to the advancement of the field by mentoring others and directing their professional development. Because of the changing nature of the healthcare environment, nursing leaders must collaborate closely with interprofessional team members to ensure patients receive high-quality treatment. This goal can be met by facilitating constructive learning and interprofessional environments. Partnerships between healthcare workers are critical for providing not just safe but also effective and high-quality care. Patient safety is improved when all members of the healthcare team work together.
Environmental factors that influence health and disease are widespread and have an essential role in many aspects of nursing practice, including assessment, diagnosis, intervention, planning, and evaluation (Maresova et al., 2020). Environmental elements that affect health, on the other hand, are frequently neglected during routine patient evaluations. When environmental health issues are ignored, there is a missed chance for preventive treatment, and the public’s health suffers as a result.
References
Burrows, G. L., Calleja, P., & Cooke, M. (2019). What are the support needs of nurses providing emergency care in rural settings as reported in the literature? A scoping review. Rural and Remote Health, 19(2), 1â11.
Creta, A. M., & Gross, A. H. (2020). Components of an effective professional development strategy: the professional practice model, peer feedback, mentorship, sponsorship, and succession planning. In Seminars in Oncology Nursing (Vol. 36, No. 3, p. 151024). WB Saunders.
Dirani, K. M., Abadi, M., Alizadeh, A., Barhate, B., Garza, R. C., Gunasekara, N., … & Majzun, Z. (2020). Leadership competencies and the essential role of human resource development in times of crisis: A response to Covid-19 pandemic. Human Resource Development International, 23(4), 380-394.
Graf, A. C., Jacob, E., Twigg, D., & Nattabi, B. (2020). Contemporary nursing graduatesâ transition to practice: A critical review of transition models. Journal of Clinical Nursing, 29(15-16), 3097-3107.
Maresova, P., Hruska, J., Klimova, B., Barakovic, S., & Krejcar, O. (2020). Activities of daily living and associated costs in the most widespread neurodegenerative diseases: A systematic review. Clinical Interventions in Aging, 1841-1862.