Hrm 531 Week 9 Final Paper

“Nursing is informed caring for the well-being of others” (Swanson, 1993, p. 352). Kristen Swanson’s relationship-based caring theory encompasses maintaining belief, knowing, being with, doing for, and enabling. Nursing is a profession with vast opportunities for growth and development. Each nurse has his or her individual passions; mine reside within obstetrics, women’s health, and nursing leadership. Nurse leaders play an integral role in the success of healthcare organizations. Nurse leaders shape the roles of nurses within their organizations. Nurse leaders seek methods to improve patient care. They also use innovation to gain efficiencies in care delivery and decrease healthcare cost. Many nurse leaders have an ultimate goal to aspire to be a chief nursing officer in a healthcare

To end the stereotyping and doubt that police officers have toward African Americans, the participants of the event should incorporate Xavier students, personnel and staff, Xavier University Police Department, and randomly chosen African Americans and police officers in Cincinnati. The random selection will be done online, where African Americans who are interested in attending the event would sign up online. Afterward, they will be chosen at random and will be later informed that they have been selected. Similarly, the names of the Cincinnati police will be selected at random. The random selection will eliminate bias. It is also essential that Xavier students and Xavier Police be available in order to construct a bond between the two. Their presence is important in the dialogue so as to prevent incidents like that of Tamir Rice from happening at Xavier. Furthermore, in order to guarantee full participation, I recommend that the Xavier Administration make this event a no class day and make it mandatory. Students should likewise be given some sort of encouragement to attend the event. For example, Xavier can sponsor for every student who attends the event to have a free dinner at the

BIG FLATS (WENY) - Imagine being able to market, develop and sell your business idea all within just a few years. Better yet, imagine being able to get the help and support to do so, right here in the Southern Tier. Well, that's what the area's newest business incubator, IncubatorWorks, is trying to do.

During Round 1 of our 3-year WDQI grant, we were able to match workforce participants in the One Stop Management Information System (OSMIS) with students in Center for Education Performance Information’s (CEPI’s) databases, and then download their Unique Identification Code into the OSMIS system. From a 2-year group of education exiters, we were able to link their interactions within the Workforce Development Agency (WDA) and their wage record outcome data. We generated 24 reports designed to answer 7 Core Questions; 8 of the reports are available to the general public on mischooldata.org (Workforce section), and all 24 reports are being used by our partners in the Labor Market Information group to generate white papers, which will be completed by September 30, 2015. NOTE: The participants that we were able to link must have visited a Michigan Works! service center, which means the output data is biased and not reflective of the general population as a whole.

Daniel emphasized how strict the entertainment departments budget were that I caused them to go over budget by not taking breaks and that from there on out I would be getting scheduled 28 hours a week. David changed my time sheet and added breaks on days that I did not take breaks. Daniel also stated that by the time I had replied to Davids missed time punch text that the time sheet was already sent in. I asked Daniel how this could be corrected and he told me he would have to check with HR but that I could just not clock out for 3 days. Daniel also asked me I meant by "I was doing lead work". I replied by telling him I lead my staff, performed closing lead duties; such as End of Day report, contacting guest services, reporting directly to

Nursing philosophy is defined as a “statement of foundational and universal assumptions, beliefs, and principles about the nature of knowledge and truth (epistemology) and about the nature of the entities represented in the metaparadigm” (Reed, 1995, p.76). Organizations, as well as nurses are responsible for their continued growth and knowledge (New Health Advisor, 2017). Lahey Hospital & Medical Center & Strong Memorial Hospital, each have their own nursing philosophy, to which they hold their nurses to the upmost standards of care.

Identify a specific instance from your own professional experience in which the values of the organization and the values of the individual nurses did or did not align. Describe the impact this had on nurse engagement and patient outcomes.

Organizational culture at our place of employment can promote improved patient outcomes. How we feel about ourselves, our personal investment and our relationship to our work environment are additional factors that contribute to patient satisfaction and our sense of professionalism and accomplishment (Manojlovich & Ketefian, 2002). We will look at the role of our organizational structure and its impact and contribution to the issues involving Nurse A.

This article discussed the role organizational culture plays in turnover rates among nursing home staff. The purpose of the study was to assess the high turnover rates among nursing staff, which included Registered Nurses(RN), License Practical Nurses(LPN) and Nursing Assistants(NA). Turnover in of itself is an issue that affects the work climate. High turns over rates affect the quality of care delivery to patients. Nursing homes with high turnover rates have a lower quality of care. High turnover rates impact the nursing home's ability to maintain adequate staff, therefore, there is a high utilization of temporary staff to fill the immediate need (Banaszak-Holl, Castle,

When the values of the hospital and the values of the nurse align, the work environment is full with positive energy, executives compassion and work ethics. The hospital is promoting holistic are through mission statement and patients are given safe and quality care. As a nurse, I really enjoy working in this organization which matches my value to share my love and compassionate care to

The culture of an organization, especially one such as a hospital that involves a lot of different people and their values can greatly increase or decrease the chance of the success of an organization. The hospital doctors, nurses, and other health care workers greatly influence the care of the patient either positively or negatively. Policies and procedures govern the internal making of the regulatory aspects of the patient care. Following policies is a must, and usually leads to the safety of the patient (Jasper, Kangasniemi, Turunen, & Vaismoradi, 2013). The culture of the nursing staff in particular can help influence the retention of nurses, and

Cleveland Clinic nursing institute has a mission to deliver safe, compassionate, and EBP patient care. At the Cleveland Clinic, we have Shared Governance, which is a professional practice model that gives nurses power and ability to voice their opinions in regard to their practice and the care that they provide to their patients (Cleveland Clinic, n.d.). Huber (2014), states that nurses who

It is very important in any professional organization that the values of workers are aligned with that of the organization. In this reference the values of nurses hold a specific importance since it serves humanity and therefore its alignment with its organization is crucial for patient outcomes. Usually the values of any firm depends on things such as networking, educational opportunities provided to its employees, professional and personal growth and so on. Similarly, the values of nursing depend on things such as its technical skills, scientific knowledge and specific human values.

Polling employees of the Bavaria Health Command (BHC) regarding reasons for employment with this organization resulted in incongruent answers. Further polling as to the culture of the organization provided no answers. Mission and vision statements provide direction for organizations. These statements define where the organization currently is and what it is that the organization would like to accomplish. It is important that employees understand the mission and vision statement of the organization they work for, so that he or she understand the organizational culture. Understanding the culture of an organization, evaluated against personal goals and objectives ensures that one is employed by an organization where there will not be a direct conflict of interest. The purpose of this paper is to describe the mission and vision statement of the Bavaria Health Command, define a concept within the statements through the nursing philosophy, develop a definition of the concept for the organization and describe how this concept supports a professional practice model.

In regards to Health Care Organizations, I focused on the western medical culture, more specifically the management of nurses in U.S hospitals. I have sustained a passion about nursing for the majority of my life and as years have passed, I always thought that nurses had sole responsibility for their workload and the success of their medical unit. After close research, it has come to my attention that managers have a significant influence on the quality of service that a nurse provides during a work shift and the success of their organization.