Nursing Practice Field Experience Essay

I am applying for the position of Nurse Extern at your facility and I meet the requirements set by your facility. I am in the process of earning my nursing degree and I will be graduating in December 2016. This position will help me gain the experience needed to take a step into the professional nursing world. This hands-on experience will be essential in helping me prepare myself to work as a nurse in the future.

Your motivation for pursuing a career in the MSN specialty for which you are applying

In this essay we are going to explore the connection between professional nursing practice and professional caring. I will outline the terms of professional nursing practice and what makes nursing a profession? I will describe the term of professional caring and the connection to the nursing practice and discuss the dilemma of care and cure. And also determine the importance of both in professional nursing practice.

A nurse is a health care professional who cares for ill or disabled individuals, their families and communities ensuring that they attain, maintain or recover optimum health and functioning (Crosta, 2013). There are several kinds of nurses classified depending on their education and experiences. As an example,

The role of a family nurse practitioner is a fundamental portion of the future of healthcare. The role is clearly not as understood by other healthcare professionals as needed which results in the disagreement if the role of a family nurse practitioner is even required for primary care. As people are getting older, the need for medical professionals that can provide patient care to our ever growing population increases. The need for the role of family nurse practitioners will grow too. The role of the family nurse practitioner, the ability of the FNP to be able to transition into their role.

Transitioning from nursing school to working in a hospital setting can be a challenging time for a new graduate. Due to the nursing shortage, new graduate nurses are being hired with little to no experience. This is overwhelming for new nurses, especially when they are not getting adequate support or training from the hospital. The amount of stress, pressure, and lack of training is leading to a high turnover rate for new graduate nurses. With patient acuity on the rise, new graduate nurses that are filling these vacancies in the hospitals, need to be competent nurses to provide proper and safe care to the patients.

There are many challenges facing today’s nursing leaders and managers. From staffing and scheduling, to budget cuts and reduced reimbursements, today’s nursing leaders must evolve to meet the ever changing health care environment. Constance Schmidt, Chief Nursing Officer at Cheyenne Regional Medical Center (CRMC), identified retaining experienced registered nurses (RN) as one of the biggest problems she faces as a nursing leader. She went on to state “Nationally, most hospitals have more than 60% of their nurses with at least 5 years of experience. At CRMC, it’s the reverse. We have more than 60% of our nurses with less than 5 years of experience” (personal communication, March 28, 2014). The two largest factors affecting those numbers are the nursing shortage and nursing retention. The first, the nursing shortage, was identified years ago and has been researched countless times. Some projections indicate the number representing the gap between available registered nurses, and the positions needing to be filled, could be over a million before the end of the current decade. The latter, retention of nurses, is a problem in every health care facility in the nation. Nursing turnover results in both a significant financial cost to hospitals, and a significant impact on the community through its effects on patient outcome.

The nursing shortage in healthcare has been a highlighted issue for many years. With the ever-growing health care system, hospitals and healthcare facilities often find themselves searching for ways to acquire new nurses and retain their very own. Throughout the years, the number one solution to this problem remains the same: decreasing nurse turnover, and increasing nurse retention. This paper discusses the causes of high nurse turnover rate, the negative effects on health care, and ways to improve the turnover rate.

I would like to introduce you to Mary B. It is a fictitious name. She is 39 years old and has been a registered nurse for the last 15 years. Mary is married and has got two children aged 7 and 10 years old. She is a New Zealand European and was born in New Zealand. As a registered nurse Mary has been working in the hospital setting and the rest home. All her working life so far was connected to the elderly care. Her current role is a hospital nurse in the geriatric recovery ward. Most of Mary’s work is basic nursing care for elderly people (65 years old and over) after surgeries, rehabilitation. Also they provide palliative care for people in the end of their lives. Mary and her colleagues are involved in doing blood transfusions, wound

Scope of Practice Nursing is an occupation that specializes in caring for people with medical issues. Nurses must follow the scope of practice to perform their job appropriately. The scope of practice is important because it provides guidelines for nurses to follow for safe and legally binding practice. The purpose of this posting is to discuss the definition of the scope of practice as defined by the American Nursing Association and also the scope of nursing practice in the state of Ohio. The American Nursing Association defines the scope of practice in nursing by: who, what, when, where, why and how (American Nurses Association [ANA], 2010, p. 2).

In the interview the question about any advice she wanted to offer was asked, with a big smile on her face, I am sure, she responded that the field is “wide open” ("Nursing Informatics as a Career," 2011) she continued on to say, if you are a self-starter it

During the past few years I have read numerous articles and listened to news stories about the nursing shortage nationwide. Often times in these articles there would be some information about Maine’s shortages as well. One reason I decided to go into the nursing field is because of this. I knew that upon graduation, I would likely not struggle to find a position. I have been interested in joining the health field for a couple of years.

"I'm scared, I'm crying. " These words shook me last September when I first entered the care home at which I volunteer weekly. The care home specialises in dementia so I was aware of the woman's underlying diagnosis; something which I could not change. However, by holding her hand and listening to her fears, I was able to bring a smile to her face, giving me a sense of personal satisfaction. Experiences like this attracted me to a career in healthcare.

“Advanced nursing practice is the deliberative diagnosis and treatment of a full range of human responses to actual or potential health problems.” (Calkin, 1984). Advanced nurse practitioners attempt to maximize the use of knowledge and skills and improve the delivery of nursing and health care services. The field of advanced nursing practice differs from basic practice as the former requires clinical specialization at the master’s level. At this level, nurses become expert practitioners whose work includes direct and indirect patient care. Direct patient care involves caring for patients and their families; this is the focus of my section on nurse clinicians. Indirect patient care includes work as an educator, researcher, and a

A newly graduated nurse has spent significant time completing schoolwork, acquiring skills, completing clinical experiences, and understanding his or her role in the world of medicine. The transition from a graduate nurse to a competent nurse on the hospital floor has been an area of concern for new graduates as well as their employers (Hoffart, Waddell, & Young, 2011). A graduate nurse is hired by a hospital to provide care for patients. If this new nurse feels overwhelmed by the transition and the job responsibilities, the nurse may very well leave that new job. It will cost the hospital approximately $85,000 to replace that nurse with another new nurse (Culley et al, 2011). Without intervention, this could be an ongoing