Questions On My Nursing Supervisor

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The first consideration a registered nurse should determine is if “The Right Task (Cherry 355-356)” is being delegated to the right staff member. Delegation to the right staff member must be in their scope of practice and have proven to competent to complete. An individuals’ scope of practice will be set forth by the facility in which they work. In addition to individual facility polices the nurse must adhere to the scope of delegation set forth in the Nurse Practice Act of Maryland. Per the Nurse Practice Act of Maryland the task to be delegated must be “within the area of responsibility of the nurse delegating the act (Code of Maryland Regulations 10.27.11.03).” An example of incorrect delegating would be having an unlicensed individual, CNA or LPN to

Scenario 1: You are the healthcare administrator of a nursing home. You are informed by your Admissions Director that a new memory-impaired resident has been admitted into your long-term care unit. The staff is concerned about the involvement of family with your resident. Family members from out-of-town arrived and expressed concern about your resident’s do not resuscitate (DNR) orders which were authorized by the Power of Attorney of another family member. A quarrel erupts in the nursing home with family members voicing their opinions loudly. You arrive on the scene and are immediately told by the visiting family member, “Do you know who I am? I am a supervisor for the Department of Health and Human Services and will not hesitate to have your facility surveyed for noncompliance.” What do you do?

This episode of care occurred in a community setting. Sara has a diagnosis of Alzheimer's disease. She live alone, has no children and is a diabetic. Sara does not speak English and her first language is Polish. Sara support worker developed a close relationship with Sara but said recently her dementia as gotten wrong and she sometimes does not remember who she is. Sara has cellulitis on her legs and was refusing to let the support worker change her dressing. She kept saying it was ok and she didn't want it to be changed. The student nurse and the district nurse tried reassuring Sara and explaining why it was importance to treat her leg but she just became more agitated and aggressive. The district nurse and support worker knew it was important

As part of my clinical experience at St. Joseph unit, I had an opportunity to work with my classmate, Kingly and Dat. Dat was a very kind and efficient nursing assistant and I felt fortunate to have had the chance to work with and learn from him. Our day together seemed as though it was typical for the residence. The first resident was Ms. Nancy; she is in room no. 220A. My duty gave her breakfast and feed her in morning. Upon waking Ms. Nancy I respected her privacy by always knocking before I entered the room and asking permission to enter. I have introduced myself and followed standard precaution by washing my hands before start any procedures. I tried to talk to her while I was feeding her. I tried to wake her up before the breakfast is over. She only ate 35% of her meal. Then, Dat showed me how to use a full sling mechanical lift to move Ms. Nancy to shower chair and show me how to use shower chair while showering Ms. Nancy. After finishing

In every Nursing setting that you will be in your peers will expect you to be a respentation of there facilities . Whatever you do reflects on self ,patients , and peers within nursing facilities. A Non-reliable person in general is the worst feeling ever in a workplace ive learned that everyone help is needed whether you play a big part or small part in your role of duties. Having lack of help causes frustartion and sometimes a hostile enviorment. CNAs shouldnt ignore their hygiene duties they should always keep their surrouding clean to avoid any patients from getting sicker than they are already are. Not intaking what youre learning on a day to day basis will sometimes cause you your job! A CNAs job is to learn consistently and put what they hae learned into hard work. If you dont have your job down pack no one will want to work with you ...they will feel as if theyre are doing your job and that will be pressure on them also. Always learn and intake every piece of information that you recieve throughout your nursing

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

First and foremost, there is a Bayada staff that works directly with Ronniesha Potts, that has the tendency to make decisions for her. Constantly shows Ronniesha that she does not want to be here, or work with her. There was a time where she told Ronniesha “I’m not coming back here, this is it.” Every time Ruth comes on shift, she tells me that Ronniesha wants to stay in bed all day. Disregarding any conversations that I have had with Ronniesha encouraging her to get out of bed. Ruth will get Ronniesha out of bed at 1pm, because it is beneficial to the fact that she leaves at 3pm. Also, when she leaves Ronniesha in bed, she will sit in the room and ignore the fact that Ronniesha is talking to her, because she is holding personal conversations on her phone. In most cases I have to step in just to let her know that I’m listening to her. This is not fair to Ronniesha, if she has a nurse that does not want to be here in the first

The nurse is responsible and accountable for individual nursing practice and determines the appropriate delegation of tasks consistent with the nurse’s obligations to provide optimum patient care. (Bosek & Savage, 2007, p. 59) The nursing student realized that she wasn’t an expert in pharmacokinetics and requested the help of a pharmacist to provide quality care for her patient. (Bosek & Savage, 2007, p. 59) Delegation is a huge responsibility and should never be taken lightly. The duty of the nurse is to ensure the patient receives quality care. This means delegating responsibilities to others to ensure that care is met. If a nurse feels she is unsure of a certain area of care, that nurse is obligated to find the precise person who can provide that care. The author’s daughter (Bella) was in the hospital for a reoccurring MRSA infection. When the nurse walked in the door they were asked a question regarding infectious disease protocols and how best to handle the situation. Instead of giving an answer they thought might be correct, the nurse requested that an infectious disease doctor be called in to answer all questions concerning the patient.

One common mistakes exhibited by professionals in the field is delegation of duties by persons. Nurses should be wary of delegating duties to health care assistant because nurses should be aware of the abilities of the person with whom he or she is delegating duties. This is to minimize any chance of poor service delivery. Poor patient attendance by a person tasked with the duty at the time of delivery will extend the liability to the nurse delegating duties.

and welfare of the public” (ANA, NCSBN). If the FNP, in her nursing judgment, feels

The literature provided speaks of the nurse’s responsibility in creating a safe environment for the patient and a healthy work environment for individuals of the organization. Part of providing safe and competent care to patients is for the RN to ensure that she is clinically capable of providing care at the skill level necessary for an assignment, especially when she floats to other units. Otherwise, she must decline the duty to care for that patient, make it known to the charge nurse that the assignment is beyond her competency level, and ask for an alternative assignment that matches her skill set (California Board of Registered Nursing, 1998). In addition to knowing the nurse’s

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 overall lack of attention when others were talking was also something that showed a lack of respect. On two occasions during the meeting the executive director attempted to return to what they were talking about before distraction began, the only ones who reacted were myself and the two nurses. Although there was a designated leader of the meeting before it began, the executive director, there was a lack of leadership shown throughout that was evidenced by allowing jabs to be thrown, not requesting phones be put away, and not encouraging input on care planning interventions. While there was an agenda prepared for the meeting there was a lack of organization. On two different occasions the “what point are we on now?” question was asked, off topic conversations such as “what are they serving for dinner tonight?” were asked, and the nurses who attended did not review care plan notes before the meeting which is required. Because they did not review their notes they often shuffled through paperwork to find what they were looking for.

When reflecting on the above situation I think it is clear that Emily had a responsibility to act. The act of falsifying training documents to increase staffing on the floor seems, at first glance, relatively benign. However, think of the backlash this could have not just operationally but to someone’s personal life. The impact a misinformed or inadequately trained nurse could have is profound as a simple wrong move could cost someone his or her life. Due to the severity of the situation and as a nurse, Emily had the responsibility to take action. Despite how unpopular a decision it was Emily did the right thing. Getting through the near-term negative backlash is easy in comparison to dealing with the long-term effect of not taking action.