Issues Regarding The Bayada Employees

The NMC (2015) Code of Professional Conduct states that the nurse should "...act at all times in such to safeguard and promote the interests of individual patients and clients". The action of AMU nurse did not comply with this clause while caring for Ms Lisa. It was the ignorance and placed Ms Lisa in a position that was about to cost her Life. Therefore this attitude can not be acceptable.

“A food truck is a great way for a young chef to get their food and business out there to focus on the food.” – Rick Bayless. Ricks early life, restaurants, T.V shows, how he got to where he is now, and what made him want to become a chef. These topics are what I will be explaining to you if you are very interested in learning about Rick Balyless and his life.

Pam should change Renee’s shift schedule, not because Felix’s wife complained, but because it is the right thing to do. Renee’s schedule engenders considerable risks. Pam knew Renee’s schedule was not sensible. Pam had noticed that Renee looked exhausted mid-rotation. Like many managers, she was afraid to make waves. It is burdensome to go against the status quo, particularly over scheduling, something that exerts a great deal of control over an individual’s live. Pam succumbed to her own feelings for Renee’s economic woes. In general, nurse managers which to extend their caring relationships to those that report to them, but that is not their primary obligation. Nurse managers have an obligation to ensure safe nursing practice and high quality

Janice is responsible for the staffing of her unit (Palliative/Hospice) which has been named “The Light House” with 70 staff members working various shifts. As a manager of any unit within the Veterans Affairs Medical center, managers are expected to attend or review meetings minutes; meetings like the Nursing Council and Nurse Manager’s meetings as well as others committees. Managers are to hold staff meetings and communicate the minutes to all staff via email, or written form. Managers make sure all changes in policies, documentation, and other situations are reported to staff members. Managers are accountable for compliance of all regulatory standards, such as OSHA, CARF, and JC standards. Managers are to have an approved staffing plan, review expenditures affecting its cost, such as overtime, leave, and compensation time. Complete quarterly report/data, staffing effectiveness analysis reports, staffing updates, and FMLA information. As a manager, communication, performance improvement, staffing/recruitment, time and leave, safety/environment of care, controlled substances, adverse events/patient complaints, employee accidents/injuries, employee performance, performance appraisals and proficiencies, and staff development are all part of her duties.

Ratched the head nurse on the ward whose job requires her to be in control.

The first port of call if I am unsure about what to do and I am exercising my duty of care is to consult my Manager; they should be able to advise me about the best approaches to take. I could also contact the clients GP or the District Nurse for their advise. Trade Unions might be an option if I feel I am not getting the answers I need to help resolve the situation.

This past week I have witness my nursing supervisor, dismiss and important request from a floor charge nurse in the facili¬¬ty I happen to work at. We have a very high turnover of staff in the facility, especially when it comes to CNAs. On my scenario there was a novice CNA that was working on the unit that I am going to call Sunny Day Unit, which is a long-term dementia unit. Normally there is an assigned CNA that stays on the floor to monitor 2 high fall risk patients and feed 4 residents that require extensive assistance with their meals. There was a seasoned CNA and the novice CNA working on the evening shift on that unit. The supervisor decided that she wanted the novice CNA to stay on the unit to learn the dinner routine of the floor. The seasoned CNA and the floor charge nurses spoke their concerns about leaving someone with no experience of the floor structure and the risk of a potential fall happening. The charge nurses then express her feelings on wanting the seasoned CNA to stay on the unit instead. The supervisor brushed it off the nurses concern, and was firm about her decision on keeping the novice CNA on the unit. The supervisor stated that the novice CNA needed to learn the floor, and that the HR personal had stated the same

During my clinical rotation during my last semester of nursing school, I was able to work one on one with a BSN degree nurse named Judy in the ICU. Judy had three years of experience in the ICU setting. She had been a medical surgical nurse prior to her ICU transfer. The ICU at this hospital consisted of two associate degree level nurses and two BSN level nurses on my shift. I rotated three days in this particular ICU. I worked with Judy all three days of my rotation. I was excited about being placed with her for she seemed knowledgeable and skilled. We were given a male post trauma patient to work with all three days. This patient was a 30 year old male admitted for trauma related injuries and was considered unstable and was to be monitored in ICU. This patient had been involved in a motor vehicle accident and

When a family member is interfering with a crisis the nurse can ask them politely to leave and try not to escalate the situation. If the family member does not listen then security will have to be called and the family member will have to be removed.

There are many professions in healthcare sector. There are doctors, nurses, speech therapists, interpreter, receptionists, care assistants, dietitian, line managers, chiropodist and managers. All these teams work together to meet the required needs of the service users in collaboration with each other. They also have their different roles to play in the multidisciplinary (MDT). I work as Care Assistant in care home. My duties are to get the service users up and ready for breakfast, make their beds, take those who need to see the doctor, speech therapist and others. Each of these professionals have their roles to play to ensure the smooth running of the care home. The families also play vital role in helping to settle any fear the service users have with their care plans.Staff should empower service users. The rights of care workers and service users is always there which has cause a dilemma in a care settings. Care workers should be supported when dilemmas raise their ugly heads. We should all work to together to accomplish a common

In a profession where others' health and well-being are priority, there leaves room for neglect of those who are delegated to care for these people. As a professional nurse, there are many obstacles that arise and affect the care provided to a patient, as well as the livelihood of the nurse. The current deteriorating and unsafe staffing conditions in hospitals and other institutions prompts workplace advocacy as the universally appropriate concept for maintaining professional nursing practice.  Common

During my clinical competency placement, I was working on a surgical ward when a registered nurse on duty asked me to assist Mr. A with his shower. This incident happened on the fifth day of my clinical practice. He was a dementia patient and had undergone right knee total joint replacement. She also informed me that the patient did not like too many people in his room because of his dementia. When I went into his room, his wife was there with him. I talked to the patient about having a shower and getting dressed to look smart and he agreed to have a shower. The patient got out of the bed and walked to the bathroom and sat on the shower chair to have his shower. Then I asked his wife if I needs to stay with him to assist with shower, she said she can help him as she was taking care for him at home since he has been diagnosed with dementia. Therefore, I left the patient with his wife to help with his shower and told her to ring the bell if she needs any help. After some time I left the room, the wife rang the bell. As soon as I entered the room, I heard him shouting at his wife and she started crying and left the hospital. So I had to stay with him. He was very capable of washing himself and I just had to help him wash his back as he requested. After he had washed, I asked him if he was ready to get out of the bath, he started shouting at me.

The simulation exercise presented a complex situation when Charge Nurse Janice didn’t have enough nurses in her unit and the VP of Support Services called and her about the scheduled meeting. At the start of the shift, she responded unprofessionally to the situation by giving directions to the staff while on a personal call and reacting negatively to any patient update provided by the staff. Janice also created a bad impression to Elise, the new nurse, when she asked about her assignment. Janice addressed the patients’ names with the procedures they had. Knowing that there was a situational problem, Janice should have communicated properly and emphasized to the staff about teamwork to facilitate the workflow in the unit. Elise is new and inexperienced, but Janice could have utilized her help with basic tasks as long as she had been directed and coached properly.

The nursing home directors and nurse supervisors should be a telling leader. A telling leader is defines the roles and tasks for each staff, and then supervises them very closely. This is particularly true for inexperienced or first-time employees who need to be closely supervised by an experienced leader. This leadership style is particularly effective for staffs that lack the competence but committed to achieving their roles. From the communication, they can identify any usual signs of work stress of employees, the factor that employees want to resign, and the suggestions for organization improvement provided by the employee. For instance, if someone complaints about the problem in the work job, don’t ignore the complaints, but investigate the situation and try to solve the problems. To decrease the number of injuries to staff and incidents of patient, they have to establishing healthy work environments. It is challenging to create a healthy work environment for employees while supporting a healing environment for patients. They can help by identifying core issues that causing the incidents and providing

Conflicts in the workplace can lead to serious issues. Many times problems can be resolved with communication and openness of ones feelings about the disagreement at hand. The lack of communication leaves the door open triggering thoughts and feelings to escalate into a dangerous situation. Alexandra is a day shift nurse on a busy medical surgical unit and has a conflict with the night shift nurse Nancy. Alexandra’s feelings towards Nancy are she does not accomplish her nightly responsibilities and those tasks are left for her to complete when she starts her shift. Nancy feels overwhelmed with all her nightly duties and struggles with completing her tasks; her reasoning’s are lack of ancillary staff, and an overwhelming amount of work to accomplish before the day shift arrives to take over. Neither of the two nurses has communicated their feelings and the issue at hand has started to heighten into a lack of respect for each other. Nancy feels that nothing she does is good enough for Alexandra and Alexandra feel that Nancy is not competent in her time management skills. The night shift nurses do not have nursing assistants to help with duties and are assigned extra tasks like stocking and quality checks on batteries. The day shift nurses have ancillary staff and are not assigned tasks similar to the night shift, but are frequently dealing with management and administration.