Understanding The Core Self Evaluation Scale

The profession of nursing is usually described as high-demand job, as well as stressful. The American Association of Critical-Care Nurses believes that nurses can empower their work environments and truly make a difference (AACN, 2016). Although nurses have the ability to join committees and help make changes slowly, there are many factors in the nursing that cannot be changed by nurses. “The global increase in the aged population, the intensity of health care problems, the incidence of chronic illnesses and advanced technology, nurses are faced with a variety of work-related stressors” (Lambert & Lambert, 2008, p. 38). Regardless of nursing communication and social aspects of units, nurses need to accept some stressors as they are and

The Quality and Safety Education for Nurses (QSEN) Institute developed six core competencies: patient-centered care, teamwork and collaboration, evidence-based practice, quality improvement, safety, and informatics (Quality and Safety Education for Nurses Institute, 2017). At my facility, it is clearly evident that they have adopted these six core competencies to improve patient quality and safety. My facility created the Office of Patient Experience which supports care that is safe, of high quality and high value. Patient satisfaction is a top priority which is why our guiding principle is known as “Patients First”. Through teamwork and collaboration, we deliver care that is patient-centered by working together in multidisciplinary rounds on the inpatient units. Also, the nursing education department supports quality, safety and consistent nursing care through a database of policies and procedures developed using evidence-based research. Lastly, the nursing informatics department is working towards making our EPIC system more patient-centered. They are doing this by decreasing the redundancy in charting for the nursing staff and finding ways to improve processes which automate tasks. This in turn will reduce the time that the nursing staff spends with their computer and increase the time that the nursing staff can spend with their patients.

Healthcare environments are often plagued with dysfunctional behaviors that create antisocial, self-defeating behaviors (Porter-O’Grady & Malloch, 2014). Traditionally, healthcare providers were males that dominated the profession which created a sense of personal entitlement and resistance to change (Porter-O’Grady & Malloch, 2014). With the advent of the Affordable Care Act (ACA), healthcare is in the midst of a paradigm shift that embraces change, efficiency and collaboration, a foreign concept to some traditional providers. Traditionally, prior to the implementation of the ACA, physicians felt empowered and in control (Porter-O’Grady & Malloch, 2014). Under the ACA, healthcare organizations fervently transformed their facilities to accommodate the mandates of the ACA, such as CPOE. With this loss of control, physicians are angry and passively transfer that anger to the supportive nursing staff. Because hospital leadership traditionally did not challenge the physician behavior, this anti-social behavior is tolerated. Consequently, nurses develop fear, distrust and discouragement, which compromises the collaboration that is necessary to produce quality patient outcomes. Porter-O’Grady and Malloch (2014) outline ten principles to minimize this type of organizational toxicity that manipulates progress and collaboration. These principles are tools that work to transform the dysfunctional, toxic environment into a healthier,

Data Collection. Gardner et al, 2009 chose a quasi-experimental design hence it was important that a hypothesis was stated to predict the outcome of this study. Both independent and dependent variables were clearly identified and include in the study. Hypothesis 1 is to determine if 1-hourly rounding on the intervention unit will document greater improvement in patient satisfaction scores than the control unit and hypothesis 2 will record more positive nurse perceptions of the practice environment than the control unit (Gardner et al, 2009). A research team developed a Patient Satisfaction Survey (PSS) to categorically depict effects of patient comfort round interventions in conjunction with the Practice Environment Scale of the Nursing Work Index (PES-NWI) which evaluate the nurse’s perception of their practice environment. The authors were influenced by this style of data collection based on their prior research from (e.g. Suhonen et al.) (Gardner et al, 2009). The PSS consists of nine statements where the PES-NWI was designed based on five subdivisions ranging from one-four. This research project was designed to transpire over an eight week period. Patients partaking in the research were asked to complete the patient survey upon discharge, on the other hand the nurses were asked to complete the PES-NWI survey at three different timeframes within the eight week period.

Research method. Data was collected with the use of a descriptive cross sectional survey. 2095 nurses from four hospitals in Norway where asked to complete a questionnaire on one occasion. The questionnaire included demographic and background variables, a 24 item Nursing Decision Making Instrument, an index of work satisfaction, and author-designed evaluative questions for participants in long-term in-house education programs. The 24 item Nursing Decision Making Instrument was a shorter version of the original 56 question instrument created by Lauri and Salantera, which was based on the cognitive continuum theory.

Team diversity is used in this study to see each of the individuals in how they operate together in a team or in the same workplace and to see what the individuals can contribute to the group or team. There are three social trends that govern the team diversity in the nursing workplace such as females being prominent in the nursing field, having a slow increase in males in the nursing field and shortage of nurses in the local clinics, opening the opportunities for other minorities and immigrants to have a job. The study's methods were to take the 30 nurses and assess them with questionnaires daily. At least five Registered Nurses had to be assigned to the morning shift three times a week. The nurses in the morning had a choice to control what will happen for the rest of the shifts to make a change in the routine, like a paradigm shift, to see a result if an interpersonal aggression will occur.When it came to the race, sex, and age those factors did not have any change in the study. Like many other studies, a demographic information was taken along with the distribution of questionnaires. The interpersonal aggression was measured by the questionnaire that touched upon the aggressive behavior that happened during their shift either to them or to another person. When they had separated the information for the team diversity there was no significance and their hypothesis only proved partial part of

It is nearly impossible to discuss nursing without talking about the patients for which nurses care. The perceived quality of that care has been a consistent topic of concern for the healthcare industry. Patient satisfaction has been shown to affect some of the most important aspects of healthcare including: patient outcomes, job satisfaction, patient retention, reimbursement, and accreditation (Prakash, 2010; Tinkham, 2014). In fact, healthcare executives have consistently placed patient satisfaction at the top of their priority lists (API Healthcare Corporation, 2015; Bees, 2015). Furthermore, there is a strong association between nursing care and patient satisfaction (API Healthcare Corp., 2015). Surveys, and therefore interventions, have often targeted nursing along with other aspects of the healthcare model including physicians, pain management, communication, environment, transition of care, and more (Medicare.gov, n.d.; Downs, Standish, & Allred, 2012).

The lateral violence from colleagues and hierarchical violence from managers in nursing is deeply rooted. Arguably, it should be reviewed and managed as a matter of urgency. Education and training on the conflict management should continue to support future

The survey showed a pattern on all of the units which consisted of “high levels of involvement, peer cohesion, task orientation and managerial control. Scores for work pressure and autonomy were a moderate-high and physical comfort, supervisor support, clarity and innovation were moderate”, (Kotzer & Arellana, 2008). There was a vast difference in what the nurses saw as ideal and the reality of the situation, which suggests that nurses know where the problems lie, but difficult to get the changes

By recognizing that burnout is a serious problem that impacts an organization’s viability, an assembly of staff nurses, nursing supervisors, human resource staff, social services, nurse administrators, and a physician champion will be arranged to construct mission, objectives and strategies to help ameliorate the issues at hand. Researching literature on nursing burnout is essential so that the members of the task force has a solid grasp on potential underlying hardships contributing to nursing burnout within the facility as well as the financial effects on the organization. Furthermore, in order to determine a solution, the nurse’s work environment should be assessed (Nedd, 2006) and measured using the 26-item Brisbane Practice Environment Measure (B-PEM) (Flint, Farrugia, Courtney, & Webster, 2010). The B-PEM instrument was developed to measure nursing satisfaction within the work environment and the perceived facilities inadequacies (Flint et al. 2010; Hayes et al., 2014; Nedd, 2006). Next, the Conditions of Work Effectiveness - Questionnaire-II (CWEQ-II) will also be utilized to measure the nurses’ perceived access to the four job related empowerment structures: opportunity, information, support, and resources will be administered (Laschinger et al., 2003). Then nursing burnout will be assessed and analyzed by using the Maslach Burnout Inventory (MBI) which is a widely used instrument to assess burnout and is considered the gold standard due to its established

The importance of self-care for nurses is a necessity in order to be effective in their role, but it is a tool that is often under-utilized. Nurses are often trained to understand the importance of caring for others. It is imbedded in their brains. In healthcare, self-care is any activity we do purposefully in order to take care of our mental, emotional, and physical health (Blum, 2014, p.1). Self-care can help a nurse cope with common stressors such as feeling overworked, overwhelmed, undervalued, or frustrated, which can often lead to exhaustion, tension, and fatigue. In today’s world, nurses experience a higher amount of stress due to increase in work hours, work responsibilities, and increase in patient loads. Research studies have shown that there is value in educating nurses about self-care not only to the individual but to the organization as well. There are several self-care techniques that can be easily learned and implemented over a short period of time that can make a positive impact. Nurses are often drawn to the medical profession because of their compassion, and dedication to helping others, but one must remember to care for themselves so they can effectively care for others.

After interpreting the journal article Designing a Measure of Complexity Compression in Registered Nurses written by: Krichbaum et al., identifies the true day to day essence’s RN’s experience’s. The research study utilized qualitative surveys completed by a random sample of 122 Minnesota registered nurses to further support the phenomenon of Complexity Compression. Through the benefit of using factor analysis, a widely known statically technique used to determine accuracy of theoretical hypotheses (Grove, Burns, & Gray, 2013). Therefore factor analysis, supports the phenomenon of Complexity Compression among nurses representing “factors ranged from .79-to.89” interpreted, evidence supporting the survey to be valid in accuracy (p.7). In conclusion,

Nurses-to-nurse relationships play a crucial key in the successful work setting. This relationships affect strongly on patient care and the wellness of nurses. It is critical to demonstrate the effective coordination and communication among nurses to share experiences and skills across disciplines to help nurses become stronger role models, educators, advocators for their patients. But the nursing shortage affects significantly on the relationship between remaining nurse staff because the stressful environment. High workplace stress causes personal conflicts between nurses because of high workload stress or longer

In addition, self-administered cognitive exam scales have potential to serve as a valuable adjuvant tool when evaluating elderly patients’ frailty. Since frailty exams are 100% physician-administered and quite lengthy, results from self-assessment scales may provide the physician with additional information about cognition and prove to be time-effective in busy clinics.

The methods section of a research report tells the reader how the study was conducted, and it should include the design of the study, ethical value of the study, sampling size, the measurements, and the data that they collected. The study design of this article is an exploratory, descriptive study in which they used a cross-sectional survey. In an inpatient setting at a freestanding academic Midwestern children’s hospital, Drake and colleagues (2012) used a sample size of 348 acute care nurses. This allowed for