Cardiac Unit: An Analysis

The cardiovascular system consist of the heart, also known as the circulatory system. The major organs in this system is the heart, blood,capillaries, veins and arteries. When I hear cardiovascular system I automatically think about life itself. We have to have the heart in order to survive. The heart is the major organ in the cardiovascular system, it pumps blood throughout the body to organs, tissue, and cells. Think of the heart as being the fuel pump on the car. The fuel pump has to pump the gas to the engine to keep that car running. Same thing with the heart the heart has to pump blood to our bodies in order for us to run. Then you have the blood it's job is to carry oxygen and nutrients to every cell in the body and to remove any waste

The purpose of this paper is to create a concept analysis and identify a nursing concept that is within a nursing theory. A concept analysis is a process where concepts and their characteristics are researched and clarified. The eight steps on conducting a concept analysis include selection of a concept used in a nursing theory, identification of the aims or purposes of the analysis, identification of possible use of the selected concept, determination of defining attributes, identification of model cases, identification of antecedents and consequences, and lastly definition of empirical referents (Walker & Avant, 2011). The nursing concept selected for this paper is “empowerment” within the nursing profession. The nursing theory from which the empowerment concept was obtained is Kanter’s Theory on Structural Empowerment. In order to empower someone, an individual needs the tools and resources to feel powered. According to Laschinger, Gilbert, Smith, & Leslie (2010), Kanter defines power as the ability to mobilize information, resources and support to get things done in an organization. The role of management is to provide employees with power tools that empower them to maximize their ability to accomplish their work in a meaningful way. Kanter goes on to describe two primary empowerment structures in organizations, first being the structure of opportunity and second the structure of power. The structure of opportunity relates to job conditions that provide

Power as defined by Kelly & Crawford (2008) is the ability to achieve one’s goals by creating, acquiring and using resources to do so. Nurses over time - whether learned, cultural or related to gender-specific characteristics, have not embraced power (Kelly & Crawford, 2008). The public view of nurses as subordinates to physicians, simply “trained” to follow doctors’ orders, an overall lack of understanding as to the level of education and the kind of work nurses actually do (Sullivan, 2004) has lent to this perception. Sullivan (2004) writes about telling

Woods (2011) “Good practice in an increasingly uncertain and bureaucratic health care climate therefore requires considerable courage and commitment from present-day nurses” (p. 272). I was unable to make the impacts at the facility I wanted, however the situation taught me about leadership and

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.

This case scenario, positions the charge nurse to potentiate conflict from the male nurse assigned a female patient undergoing a bilateral breast mastectomy, whether perceived or real. When dealing with the emotional nature of the removal of a body part, most people associate with female identity. Sensitivity to the patient needs to be factored into as part of her plan of care. Communication, understanding and experience is imperative in this situation for the charge nurse to understand what is unfolding assigning this patient to a male nurse. Power can be viewed as a capability of acting or producing some sort of an effect. The link between power and conflict is as equally intrinsic to human relationships as it is to organizational culture. Conflict should be accepted as normal and viewed rationally when it arises (Ralph, Welch, Norris, & Irwin, 2013).

According to Dictionary.com, a strength is the quality or state of being strong, a mental power, force, or vigor; a weakness is the lack of strength, an inadequate quality. We all have and carry our own strengths and weaknesses of qualities. As I’ve learned in class this week, every nurse can be a leader. It was difficult to see the leader in myself until I took the Nurse Manager Skills Inventory by the American Association of Critical-Care Nurses. There are four areas I am going to discuss here about the Inventory: First is my personal and

Administrators utilize this form of management to enhance recruitment of professional nurses, maintain a stable professional, workforce that deliver safe effective cost conscious care. Some nurses will argue shared governance is just a organizational model of management, and “various factors lead to turnover, including excessive physical and psychological demands, unsupportive environments and long shift work” (Trinkoff, Johantgen, Liang, Gurses, Storr, Hopkinson, Han, 2010 p. 309).

Strong Heart by Charlie Sheldon is a story about family heritage, the reconnection of generations, and overcoming hardships all shared through wilderness adventures on the Olympic peninsula in Washington state. It all begins with a teenage girl, Sarah, showing up on Tom’s doorstep. This is not just any girl but his granddaughter who he had known nothing of, as his estranged daughter had never communicated to her parents before her death.

There were three new activities in which I encountered this month. One of those activities was creating posters and signs for the cardiac rehab center. This center is full of mostly elderly people who have recently had a heart attack. This makes it challenging because the nurses in there are watching all the patients exercise at once. Since these people are older they don’t always remember the proper protocols of working out. They are supposed to warm up before their exercises and cool down after, except most of them forget. The patients get excited to see their “friends” and jump right into working out, which isn’t good for their heart. I was delegated to create posters that gave them examples of warm up and cool down exercises. Another activity I was apart of was creating the employee of the month program! This was exciting for me because I wanted to create something that increased employee morale and motivation. This program allows employees to nominate peers they feel are exemplifying the core values of the hospital (Integrity, compassion, accountability, respect, and excellence). The employee gets a gift card to a restaurant or Starbucks and gets their picture put on the wall. Renee is hopeful that other units in the hospital will start picking up on this new activity. Additionally, the hospital is working on their stroke certifications, so I was able to play as the

The purpose of this paper is to outline an assessment of this writer’s personal power within an organization. The assessment includes strengths, weaknesses and opportunities for personal improvement. Additionally, a plan to actualize an increase in personal power is described; and, the significance of personal power to the nursing profession and the impact to social change is discussed.

The review of literature shows several studies on nurses’ perceptions of their work environment, and on other healthcare workers’ perception of power, but there is a gap in knowledge about nurses’ perception of power. This study was reviewed by an institutional review board for both the hospitals involved and the researcher’s school. Written consent was obtained and participant confidentiality was maintained with fictional names and destruction of tapes after transcription. Data was collected through hour-long interviews of fourteen participants until data saturation was met, which is congruent with a phenomenological

Bish, Kenny, and Nay (2014) that while nursing often has strong formal power, nurse leaders

One of the unique phenomena that happen during microgravity is shifting of body fluids that are directed to the cardiopulmonary section of the body. The occurrence of fluid shift leads to the quantity of blood increasing in the chest area of a person, which results in fluid volume sensors located in the neck and the heart to detect the increase in the quantity of fluid volume (Bhaskaran, Jagtap, & Vidyasagar, 2009). The heart then increases its size to accommodate the fluid or blood quantity increase, but other regulatory mechanisms are initiated to lower the blood's quantity levels back to normal levels.

Nurses play a very important roles in patient care. They have the power to improve the quality of care, thus improving patient outcomes. According to Fackler, Chambers, and Bourbonniere (2015), the phenomenon, which is stated in this study, is that the concept of power is usually viewed by nurses ' perception of their work environment; the environment that allows them to take proper care of their patients. Furthermore, based on the social theory that power is defined as the capacity to achieve goals, the authors believe that if the nurses ' capacity to achieve goals for themselves and their patients culminates in a positive conclusion, then power becomes an essential phenomenon to explore (Fackler et al., 2015).