Application Of Nursing Theory Of Goal Attainment Essay

In “Patient outcomes in the field of nursing: A concept analysis”, researches completed a concept analysis on job satisfaction as a means to make managers aware that the nursing workforce should be stabilizes especially in a time of a world-wide nursing shortage. (Liu, Aungsuroch, and Yunibhand, 2016, p84) Researchers completed this analysis by utilizing the Walker and Avant concept analysis model. The Walker and Avant model, established in 2011, is comprised of eight steps: a) selecting a concept, b) determining the purpose or aim of the analysis, c) identify all possible uses of the concept, d) determine the essential attributes, e) construct an example of the concept in use, f) construct illegitimate, related, contrary, borderline, and invented examples, g) identify antecedents and consequences, and h) define empirical referents. (McEwen & Wills, 2014,

Workload was described to be heavy, stressful, increase in intensity and overtime hours. As a result 25.8% consider resigning, 20.2% consider retiring and 25.6% consider leaving profession. Another problem that was observed at individual level was poor commitment to care. One of the factors that often limited nurses to provide therapeutic care was the change in nurse to patient ratio. As nurses assignments increase with the increase in the number of patients (i.e. 1 nurse to 6-8 patients) the quality of care provided decreases. Nurses’ ability to maintain safe environment became challenging. As part of caring, nurses also showed decreased amount of time spent with their patient. This eventually led to nurses being less satisfied with their current job. Self – efficacy was often low. Nurses felt that they did not have enough knowledge and skills required for professional practice (Newhouse, Hoffman, & Hairston, 2007). This often led into stressful transition and the ability to care for a patient even harder. New graduate nurses often had difficulty maintaining leadership role. They often felt that they did not have the ability to self advocate and raise their voice to be heard by others. They often feared that they would be over heard and that no one would listen to them (Mooney, 2007).

Nursing is a career which I believe that needs to come from the heart and I have at all times appreciated with respect. My aim in doing my education in nursing was because I always wanted to achieve an extended and successful profession in the health and medical field. I suppose the responsibilities of a nurse can be very demanding and frantic in certain instances but nothing can be equal to the joy and satisfaction it brings. There are many specialized areas in the field of nursing but I was particular interested in the mental health field. I have had a chance to experience mental healths nursing during one of my placements .There are a few goals which I would like to achieve within the next

I am applying to the Walden M.S. in Clinical Mental Health Counseling Program. I plan to practice as a licensed professional in counseling and Higher Education. I have always wanted to be a Clinical Mental Health Psychologist, working with individuals to help improve their mental and emotional health is something that I am committed to. Starting this program now is the best time because the information that I learned from my undergrad career would help me to be more successful in my grad career by learning more but at an advanced level. Once I receive my degree I plan to go back to school to get my doctorate degree in psychology, and utilize the skills that I have learned to open my own private practice that helps individuals who suffer with mental and emotional disabilities, within my practice I plan to let each individual patient talk about their issues and come up with a strategic plan for treatment. The personal qualities that I possess are having self-confidence and the ability to work and collaborate with others having the ability to be receptive to feedback while maintaining a positive attitude.

(ANA 2015; Brewer & Kovner, 2008). The high turnover rates can decrease the number of RNs

A study completed by Aiken and colleagues (2010) found 74% of California staff nurses’ thought the quality of care had improved as a result of mandated staffing legislation. This study also reported a significantly lower percentage of burnout and increased levels of job satisfaction among California nurses following

The importance of staffing relating to patients and nurse is very critical as it secures the quality of healthcare services being provided. Quality care is a major focus for health care providers which is indicated by direct patient outcomes. It comprises effective principles that are safe, timely, patient centered, and efficient. One of the quality outcomes that determine the type of care provided to patients is nurse staffing. Nurses may fail to carry out their expected duties due to issues of low staff levels, inadequate time or lack of effective skills. This paper discusses how staffing affects both patients and nurse in the provision of quality care. Research studies show that there is a direct relationship between adequate nurse staffing and better patient outcomes (Buhlman, 2016).

The contrast between an adequately staffed ward and one with a low nursing staffing level is tangible. Staff nurses and patients have expressed how inadequate staffing levels affect them and there is a substantial amount of evidence-based research showing the negative effects of low nursing staffing levels on patient and nursing outcomes. Nursing resource allocation and reallocation of staff nurses is a time consuming and challenging task for nurse leaders, who must ensure safe staffing levels are upheld (Ball et al. 2014). With an increasing constraint on health expenditure, nursing staffing levels in hospitals has become a main target for financial limits and spending reductions. To the extent of which the nursing profession has been called a ‘soft target’, for it is easier to reduce nursing staffing level, as opposed to other means of cutting costs, such as improving efficiency (Aiken et al. 2014b).

The national nursing shortage is predicted to continue to rise to levels that have not been seen since the 1960’s (Fasoli, 2010). Managers must create an environment that is conducive to employees. The leader needs to promote organizational commitment and retain employees by promoting a positive culture on the unit. Nurses want an environment where they can provide high-quality care to patients and leaders must help facilitate and maintain this environment. Employees also want to feel like their opinions matter to the manager, and they have a say in the future of the unit. Employees do not want to feel like they are not important, or their voices are not being heard.

​The highest priority in most hospitals across America is patient satisfaction. Patient satisfaction begins the moment the patient steps in the hospital doors although nurses hold a majority of the responsibility. The face to face interactions between nurse and patient on a day to day basis naturally puts nurses at the front line. Nurses are there to answer questions for the patient’s while making them as safe and comfortable as possible. There are a lot of factors to take in to account while determing satisfaction in the hospital. A common debate in the medical field is if there is an

I agree that an organization’s structure plays an influential role in a nurse’s overall satisfaction. In fact, Buffington, Zwink, and Fink (2012) concur stating, “Creating an organizational culture committed to registered nurse (RN) retention is a strategy to reduce nurse turnover” (p. 273). Research reveals numerous hospitals today are restructuring their organizations to try and increase overall nurse satisfaction and retention. This “new recipe for healthcare leadership and organization is needed,” according to Miners, Hundert, and Lash (2015), not only to improve nurse satisfaction, but ultimately to improve quality of care and increase patient outcomes (p. 114).

Goal Statement I want to study Nursing. I firmly believe that Nursing will be the start of my new journey. One of my goal is to work and serve others.

Theory analysis offers a systematic method for identifying the strengths and weaknesses of a theory that ultimately helps validate its usefulness in directing and influencing clinical practice (Linder, 2010). Using the seven-step process outlined by Walker and Avant (2011), this paper will provide a theory analysis of the self-determination theory (SDT) to examine its meaningfulness and contribution to the nursing discipline with special attention to work engagement among nurses. Self-determination theory is a motivational and personality theory that explores the socioenvironmental causes that influence a person’s tendency toward psychological health and wellbeing, enhanced performance, and self-motivated behavior (Podlog & Brown, 2016). SDT analyzes intrinsic and extrinsic motivations to explain why people behave the way they do; specifically, when the basic psychological needs of autonomy, relatedness, and competence are met, self-motivated behaviors and effective performance will be actualized (Podlog & Brown, 2016).

For nurses, the workload and patient assignments are the most significant factors in their perception of their ability to provide quality care to their patients. Of course, this is directly related to nursing job satisfaction. Nursing is a career in which patient satisfaction and caregiver satisfaction go hand in hand. When the nurse is happy, he or she provides high quality care to the patient, which in turn makes the patient happy. In addition, when the patient is pleased with the care they are receiving, this makes the nurse happy and improves nurse job satisfaction.

Belizario, S. (2011, August). Inspiring change. Boosting patient satisfaction scores-and nurses’ morale. Nursing 2011, 41(8), 18-21. Retrieved from: http://dx.doi.org/doi:http://dx.doi.org.proxy.library.ohiou.edu/10.1097/01.NURSE.0000399591.81228.3e.