Association Of Perioperative Nurses: A Case Study

Change is a hard concept for most, but change in the hospital setting can be beneficial for both staff and patients. According to Mclean (2011), “Every change begins with an ending” (p.79). How people respond to change can make the process easy or hard depending on how the change is presented.

The American Association of Critical Care Nurses (AACN) developed a model that explicates the bedside nurse practice. The goal of this model was to explain what skills or competencies were brought to the overall patient care by nurses when meeting the needs of the patient and their families (Hardin, 2013; McEwen, 2014b). The Synergy Model for Patient Care is a middle range nursing theory.

The American Association of Critical-Care Nurses, state that there are several factors that lead to successful, healthy work environments. “The ingredients for success — skilled communication, true collaboration, effective decision making, appropriate staffing, meaningful recognition and authentic leadership” (American Association of Critical-Care Nurses, 2016, para. 4). However, I have to disagree to the idea that the nurses’ work environments are totally at blame. What are the main causes of unhealthy work environments? There are several elements that lead to unhealthy work environments such as job stressors, different work environment perceptions, and unique employee characteristics.

• Since 1991, anesthetic and surgical techniques have improved, resulting in lower surgical risk for many patients. Concurrent with these changes, the VHA has implemented a rigorous program of surgical attending oversight of the process of care by resident operators, particularly in surgical suites.

Advanced practice registered nurses (APRNs), whether they are nurse practitioners (NP), clinical nurse specialists (CNS), certified nurse anesthetists (CRNA), or nurse midwife (CNM), play a pivotal role in health care (American Nurses Association [ANA], 2015). APNs are quite often providing primary, preventative, chronic, and routine care to patients. According to BMJ Open (Kanda et al., 2015) nurses are on the frontline and continue to be the largest profession in the world. APRNs obtain at least a Master’s degree, have an expert knowledge base, possess superlative clinical skills and demonstrate complex decision making skills often time utilizing the interdisciplinary team approach. As Indicated by the Journal of Pediatric Health Care,

Erica, the points made in your post are valid and I agree that nurses are not always provided with the research that is behind the reason for newly implemented guidelines. In my current role, I have interviewed nurses, providers and other staff concerning currently practices and why they may or may not feel they are just “busy work”. The most common response is, “I don’t know why I have to do this, I was just told to do it”. Once the reason for the practice or documentation need is explained, they seem to have no problem completing the assigned task. As noted by Hanrahan et al. (p. 4, 2015), some habits can be hard to change for many reasons including “a long lag before seeing an impact, low observability, an uncertain relative advantage,

The healthcare field is constantly changing and frequent practices and procedures are reviewed and updated based on evidence-based practice (EBP). Research and EBP guides us in identifying areas that need improvement or revision. Whether it be new practices, procedures, protocols, or equipment, nurses are expected to be able to adapt to change. At Sacred Heart hospital, a new intravenous pump (IVP) will be introduced hospital-wide. The purpose of this paper is to describe what leadership style, change theory, and collaborative practice will be utilized in implementing the new IVP and how healthcare economics plays a role in its implementation.

A classic definition of change is that of (Lippitt, 1973), who described change as any planned or unplanned alteration in status quo of an organism, situation, or process. Planned change is described as the deliberate, calculated and collaborative application of knowledge and skills by a leader to bring about improvements (Marquis & Huston, 2015). The NMC Code (NMC, 2015) states that nurses and midwives ‘deliver care based on the best available evidence or best practice ' this indicates the continual need to enhance practice through change. As well as the code of conduct

The healthcare system is a constantly changing field. Change is a part of life and a part of change is learning how to cope with the new environment. Doctors, nurses, social workers, and managers are continuously educating themselves, staying updated on current events, attending seminars, learning about new technology, pharmaceutical breakthroughs and broadening their knowledge in their area of work. In this field, healthcare professionals have to be wiling to adapt and accept change. For the patients, it is the responsibility of healthcare providers to make the environment as stable as possible to accommodate patients well-being, however, the staff should be willing to accept an unpredictable environment. Sound Shore

Just about every medical office that I have been to is dressed and acts very professional. There professional presentation was very neat and clean. Every employee in the office wore the same colored scrubs. All of the exam rooms looked very clean and was very organized.

Being a registered nurse over the last fourteen years, I have witnessed firsthand that the healthcare industry is constantly evolving. And with all the government budget deficits, many models of health care are built on cost containment and managed care. This has resulted in a lot of conflicts between healthcare providers, especially between CRNAs and anesthesiologists. Historically the delivery of anesthesia has predominately been by nurses rather than doctors. However this balance began to shift when the delivery of anesthesia became

The American Association of nurses, arises in the year 1896 at the hands of a group of former students of nursing, and is in 1911, its name changed to the of "Association American of Nurses". (Cruz, 2009)

I agree with you, nurses should be more involve in changes that affect them like the universal precaution, bar coded medication administration and electronic medical record. In order for a change to be successful, the driving force should be greater than the restraining force. The ability to get nurses involve in changes that affect them encourage more acceptance and willingness to accept the change. It the nurse understands the reason for the change and how it benefits them and their patient before the change is executed, the resistance will be lower and the driving force will be greater.

Disconnect between how change is discussed and how it is actually defined is a popular mismatch in hospitals. This occurs when hospitals want to change an area that they are lacking in, but the employees feel distrust, burdened, or undervalued by the new change (LaRue, 2017). Instances of these are better physician involvement, better-integrated information technology, or a no blame culture. When these changes are examined, a major disconnect becomes apparent. Usually the practices and the efforts are not consistent with one another. I have seen this first hand at the hospital I intern at. This hospital is working on renewing their stroke certifications, which means they are updating their current policies. My preceptor held a meeting

With these great services, there comes many challenges. The first challenge being that the center is serving so many the need for a bigger building is required as the program grows. Visiting Nurses Association (VNA) of Kennett has been so kind to donate a brand-new building for the nutrition center to move and can expand its services. With the new building, Laura Ford is implementing new hours from 9:30 a.m. to 5:00 p.m., an in-door walking tack, a room with computer for classes, exercise programs, arts and crafts, a game room, a library, and intergenerational programs. The second challenge, there is a lack of volunteers for this program. There is limited staff and it mostly made up of volunteers. They take the money saved from paying a