Nursing Working Environment

In addition, nurses do not have an opportunity to express themselves and this has made it hard for them to talk more about nursing image and led to poor working environment (Finkelman &

Psychological empowerment is an important perception for both practitioners and researchers (Spreitzer, 1995). The concept of empowerment has been developed and advanced by several researchers. Many academics and practitioners over the past decade have embraced empowerment as a means of increasing decision-making at lower organizational levels while at the same time inspiring the worklives of employees (Chebat & Kollias, 2000; Conger & Kanungo, 1988; Spreitzer, 1995; 1996; Thomas & Velthouse, 1990). Beyond the power sharing condition of empowerment, Conger and Kanungo (1988) insisted that there is also a psychological experience of empowerment for individuals. The psychological experience is one of motivational self-efficacy.

I though you made some great points in this week’s discussion post. I definitely agree with you that the CWEQ II survey we completed last week was more about empowerment within the workplace than this week’s survey. Personally, I believe feeling confident within your place of work is a big deal. For employees to feel this way it not only involves a healthy work environment, but so much more. “Improvements in nurses’ practice environments are essential to retain nurses and keep patients safe” (Lake, 2007, p. 104S). As discussed in last weeks required reading article if nurses are given the correct tools they are not only empowered themselves they can also empower their patients. This is huge in the health care field and industry. If nurses are

The impact of nursing leadership and management in work environments is very important. If there is no leadership, things may start to fall apart. Decisions among the nurses and patient care may lack because of no leadership. On the other hand, if there is leadership, things will thrive. It will be a better work environment for the nurses and the patients. The nursing unit will have a better atmosphere. I know this from experience. I have been on many floors where there is leadership and where there is no leadership. I would definitely pick the floor with leadership. Smith (2011) states, “The presence of increased satisfaction among nursing staff leads to an overall reduction in staff turnover, improved retention, and an increase in patient satisfaction” (p.50). With that being said, the nurses’ and hospitals’ goals should be patient satisfaction. Without leadership, hospitals would fall apart. There would be no patient satisfaction in those hospitals, and they would tell their friends not to go there. Everyone has heard of bad stories about certain hospitals, and those hospitals turn possible patients away just because of what they have heard. We do not want this. We need to have leadership and be a positive influence for us and our patients. They are our number one priority. I believe that each floor has a different atmosphere. You can feel it as soon as you walk onto the floor. Some nurses

Organisation who have successfully implemented empowerment strategies have discovered improvements in productivity, customer quality, absensteeism and turnover. According to spatz (2000) as cited by pelit, et al, suggest empowered employees gain many positive attributes including: Increased motivation, creativity and innovation. From reading literaute reviews research has showed that there are so many advantages to empowering

In the abstract, the researcher summarizes the main features such as the concept of empowerment and the significant factors that influence it. The results of this quantitative study are also described to be consistent with many other studies, finding that key elements to nurse empowerment are job satisfaction and organization commitment.

The nursing shortage also causes conflict between nurse managers and their staff nurses. Because of the burden of the heavy workloads of the unit during the nursing shortage, nurse managers feel stressed and burnt out too. Since they have to work more than 14 hours per day. They also have to be responsible and accountable for their department for 12/12 hours. Therefore, they don't have enough time to support their staff nurses for handling their heavy workload or give them opportunities for career development. Also, they don't have time to resolve conflicts between staff nurses or give staff nurse their recognition of their accomplishments. As the result, shese drawbacks cause the conflict between nurse managers and staff nurses (Hunt, 2009).

One of the many issues concerning the profession of nursing is the concept of empowerment. This concept can be looked at from two different levels in reference to nurses, from the level of nurses empowering the client, and from the level of nurses being empowered by their environment (Lewis & Urmston, 2000). Empowerment in general is best defined by its absence from the situation. An absence of empowerment would mean powerlessness, helplessness, hopelessness, dependency, and feeling a loss of control over ones life situation (Lewis & Urmston, 2000). Empowerment is a positive concept, which focuses on strengths instead of

Nursing school clinical experiences can provide a panorama of value-based care from several dynamic perspectives. A unique lens for the student to view the amalgamation of the nurse, the environment, and the patient. Inevitably, modern research indicates that within this distinct formation a positive correlation between a nurse’s work environment and various indicators of value based care has emerged. The National Database of Nursing Quality Indicators (NDNQI) identifies a key nursing sensitive indicator as the RN satisfaction survey (Montalvo, 2007). A nurse’s job satisfaction involves both the structure and processes of care; however, a more astonishing measurement involves the possible influence it may have on patient outcomes. Consequently,

The results of this integrated review underscored the principle of SG implementation as having an effect on the empowerment of nurses. Yet the degree of SG and empowerment is still uncertain. Erickson et al. (2003) was the only study to capture baseline data prior to implementation of SG activities. Erickson et al. (2003) then compared empowerment and power scores over a three-year period. Additionally, Erickson et al. (2003) measured two separate groups, council members and non-council members and provided a comparative analysis of both. His conclusion is that empowerment scores were significantly higher one and two years after baseline data was collected. He went on further to report that committee members scored significantly higher than nonmembers. Erickson et al. (2003) makes a considerable contribution to the body of knowledge on the empowerment of nursing and (SG). In order to fully understand the degree of empowerment, capturing baseline data is critical. Different nursing environments can foster varying levels of empowerment. An intensive care unit is a more empowering environment for nurses than a long-term care environment. ICU nurses generally practice with more autonomously.

In the article, Nursing work environment and nurse caring: relationship among motivational factors, Burtson and Stichler (2010) outline a correlational study involving a sample of 126 nurses which were chosen from nine medical-surgical units, two emergency room units, and two critical care units in two different geographical locations. The abstract to this study is very informative as to what is contained within the article. Also, it clearly states the purpose of the research in the first sentence. In the introduction the authors elaborate on the hospital environment being both a financial and caring business. They cite an article stating that “compassionate nursing care is the most influential dimension of patient advocation,” leading the reader to believe that nursing care and patient satisfaction are related (Burtson, 2010). While the abstract is on target at offering an overview, the introduction is somewhat lacking in information. It refers more to the financial benefit of good patient care than it does about how nursing care can improve patient satisfaction.

Managers are studying in-depth for different ways to implement empowerment techniques into their organizations. The term empowerment is making its way in today 's corporations because all levels of management are cutting back the number of employees in their organizations. Management is reducing the volume of employees while the volume of work is increasing. A manager 's ability to empower his workforce is expected in order for him to succeed. However, most managers have a hard time with empowering their employees. If empowerment is a challenge to implement in an organization, then read on.

1. Ageism in the workplace is a reality in nursing. I do believe that nurses experience ageism in the workplace. Nurses are denied promotional positions because of their age. The employer may never provide the reason for denying the older nurse a promotional position as age discrimination is illegal. Moreover, it is difficult for a nurse to prove that she was discriminated against because of her age. Many employers, especially hospitals, would prefer to hire a young new graduate rather than hiring an older experienced nurse. Few businesses, such as long term care agencies, are willing to hire an older nurse. In my nursing program, about five of our classmates were aged 50 year and older. Almost all of them experienced a difficult time finding employment in hospitals around the area. Two of them relocated to other states to find employment as registered nurses. Moreover, age discrimination is also present even between older and younger nurses within a single unit or department. Older nurses as I have observed are subconsciously alienated as younger nurses tend to socialize with nurses within their age group.

The general findings for this study were that most employees did not understand the term empowerment as it applies to their job. From the reading it appeared many of the employees assumed it had something to do with power at work, possibly meaning a supervisorial role. However most questioned could identify with

You must have enjoyed working in your unit. I enjoyed reading your post about your experience at work. What is more, you are fortunate that your manager is cognizant of safe staffing and responsive to that need. From my working experience to multiple hospitals, every one of them was exposed to the national patient safety goals (NPSG). Although the majority promotes the NPSG, few consistently look after the staffing needs. Nickitas, Middaugh, and Aries (2016) attested to the studies confirming fatigue and long hours of work attribute to inattention that leads to medical errors. I believe this important factor on staffing issue may be related to the nursing shortages. To be able to create an ideal working environment for nurses