...Motivation and Stress: A Discussion of Management Recommendations for a Local Hospital The following report was written by a private consultant hired to examine the issues being experienced by Delmar General Hospital with their nursing staff. The report begins with a discussion of nursing, moves on to an overview of motivational theories, as well as stress and its effects on motivation. The issues occurring within this hospital with their nursing staff will be reviewed and interpreted by the private consultant. The private consultant will then conclude with a discussion of her final recommendations in terms of what can be done by Delmar General and their management staff to increase motivation and decrease stress levels, with examples from supporting research. No matter what ones goal may be, motivation always plays a big role in achievement. In the workplace, individuals must be motivated to perform their best however, frequent conflicts can often hinder ones motivation levels by causing stress. Managers within the workplace can attempt to achieve maximum productivity while maintaining a positive employee affect through the use of various kinds of motivational plans. The nursing profession is one of many within healthcare that deal with a lot of stress and motivational issues. Currently nursing is facing a series of issues that makes understanding stress and motivation very important for healthcare managers. It was estimated by the US Department...
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...Research Critique Part 1 Nurses globally experiences occupational stress. While there are researches that indicate stress can lead to various negative impacts on nurses, more research is needed for the cause of stress and what methods could be used to alleviate the stress. Workplace stress is associated with poor health outcomes of nurses, including physical illness, depression and post-traumatic stress disorder. This could lead to staff turnover, significant levels of staff intending to leave, and absenteeism which could hurt the organization (Happell, et al., 2013). The purpose of the research is to determine the cause of stress and methods proposed by or taken by nurses to reduce workplace stress. There are two questions that the study was designed to answer. The two questions were to identify the nurse occupational stressors and the way in which the organization may be able to help reduce nurse occupation-related stress (Happell, et al., 2013). The purpose and research questions were related to the problem. The research was conducted in a way to seek answers to the current occupational stress problem the nurses are facing. The authors gathered information by asking interviewing 38 nurses who worked at different levels of nursing hierarchy and different settings. Different hierarchies were nursing directors, nurse unit managers and registered nurses. Participants were from different area of specialties such as pediatric, surgical, oncology, cardiac, intensive care, and...
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...The High Cost of Horizontal Violence in Nursing Paisley Rojo Gen 200 July 21, 2015 Dr. Davidov The High Cost of Horizontal Violence In nursing, there is a growing concern called, horizontal violence. Horizontal violence is an act of aggression from one nurse to the other. Horizontal violence impedes teamwork, hinders patient care and causes a negative work environment (Becher & visovsky, 2012). Even though workplace politics exists in every profession, the effects of horizontal violence, or bullying, in nursing is a costly behavior. Nurses feel devalued in the workplace and experience psychological effects. Patients are likely to experience less favorable outcomes, and retention is difficult costing facilities large amounts of money to recruit and hire replacements. Types of violence Horizontal violence is physical and or verbal behavior that is believed by the recipient, to be degrading, threatening and considered inappropriate (Bartholomew, 2014). According to Doyle (2001), there are several ways to undermine one's dignity in the workplace. This list includes: humiliating and intimidating the victim, verbally assaulting, and implying threats. Intruding on co-workers, and stalking the targeted person, is another form of horizontal violence. Moreover, repeatedly imposing deadlines and tasks that are unfavorable or impossible is also considered as a form of workplace bullying. Dellasega (2009), states that the participants, willing...
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...The vocational occupation chosen for this assignment is Adult Nursing. “Adult nurses care for adult patients who are suffering from a variety of health conditions, ranging from minor injuries and ailments, to acute and long-term illnesses and diseases. They support recovery by using care plans, carrying out care procedures and assessments, and evaluating and focusing on the needs of the patient rather than the illness or condition.”(Written by AGCAS editors) With regards to this assignment and the occupation of Adult Nursing the associated risks need to be investigated, as well as the appropriate control measures within the working environment. The assignment will focus on how noise and sound, stress, diet, exercise, lifestyle, dangerous chemicals...
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...STRESS IN THE WORKPLACE AND SAFETY ISSUES AMONG NURSES IN THE PHILIPPINES Abstract Personality differences among employees can lead to a tense and less productive work environment. Differences in race, gender, religious conviction, sexual orientation, and age can cause fear and uneasiness among employees. These feelings are often associated with confusion or powerlessness. Diversity and sensitivity training can assist employees in embracing each other’s unique qualities. “To accept differences, we have to understand differences, and there is no better way to do this than to learn to communicate with people who are different than you” (Lieberman, 2007). When employees feel overwhelmed, they can lose self-confidence, become irritable or act withdrawn. This behavior directly impacts productivity, and work becomes less rewarding. J. Segal, R. Segal, Horwitz, Jaffe-Gi[ http://www.termpaperwarehouse.com/essay-on/Managing-Stress-In-The-Workplace/54320 In this article, work-related problems among a sample of nurses in the Philippines are described. Cross-sectional data were collected through a self-administered survey during the Philippine Nurses Association 2007 convention by De Castro, A.B, et al. during the Philippine Nurses Association 2007 convention. Measures included four categories: work-related demographics, occupational injury/illness, reporting behavior, and safety concerns. Approximately 40% of nurses had experienced at least one injury or illness in the past year...
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...Countering Compassion Fatigue: A Requisite Nursing Agenda Deborah A. Boyle, MSN, RN, AOCNS®, FAAN Abstract Nurses have a longstanding history of witnessing the tragedy experienced by patients and families; however, their own reactions to profound loss and premature death have not been systematically addressed. There is a paucity of research describing interventions to prevent or minimize the ramifications of repeated exposure to traumatic events in the clinical workplace. Compassion fatigue is a contemporary label affixed to the concept of personal vicarious exposure to trauma on a regular basis. Yet this phenomenon of compassion fatigue lacks clarity. In this article, the author begins by describing compassion fatigue and distinguishing compassion fatigue from burnout. Next she discusses risk factors for, and the assessment of compassion fatigue. The need to support nurses who witness tragedy and workplace interventions to confront compassion fatigue are described. Citation: Boyle, D., (Jan 31, 2011) "Countering Compassion Fatigue: A Requisite Nursing Agenda" OJIN: The Online Journal of Issues in Nursing Vol. 16, No. 1, Manuscript 2. DOI: 10.3912/OJIN.Vol16No01Man02 Key words: Compassion fatigue, nurse stress, work setting improvements, communication skills Nurses care for ill, wounded, traumatized, and vulnerable patients in their charge. This exposes them to considerable pain, trauma, and suffering on a routine basis (Coetzee & Klopper, 2010; Hooper, Craig, Janvrin, Wetzel...
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...topic and its relationship to nursing leadership and or management (any of the topics reviewed in the course can be used). Critically evaluate the current impact of the topic upon nursing practice and the evolving health care system. Include recommendations for the future of nursing and nursing leaders. The paper is to be eight to ten (8-10) typed pages excluding the reference page and the title page. Use APA format including title page, introduction, conclusion, etc. The paper must be well-written using correct spelling, grammar, and sentence structure. Grading Criteria | Points | Current literature/research on the topic (minimum of five; at least 2 outside nursing, one of which must be from business) | 5 points | Evaluation of the impact of this issue on nursing leadership practice and health care system | 20 points | Recommendation for the future of the nursing profession | 30 points | Provide an exemplar of a nursing leader implementing the recommendations discussed in criterion c above. | 30 points | Scholarly writing | 15 points | TOTAL | 100 points | Stress and Time Management By: Annette Hall St. Joseph’s College of Maine NU506: Nursing Leadership Instructor: Jayne Rogers July 9, 2012 Abstract Managing stress and time in our lives and careers is important to our health and well- being. Nurses in particular have an unusually high stress level. Nurses and nurse managers alike must use stress and time management strategies...
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...Stress is a common occurrence in the workplace. In health care in particular, there are high levels of stress which can have a negative impact on the environment, the staff, and ultimately the patients. Nurses are subjected to a great deal of occupational stress which in turn impacts the quality of patient care. Occupational stress can be defined as, “the destructive physical and emotional response that occurs when the requirements of the job do not match the capabilities or desires of the employee” (Hall, 2004). The health care profession is unique in its ability to cause stress on its employees. Health care environments are fast-paced settings in which nurses and physicians are physically responsible for the well-being of other people (Hall, 2004). Nurses are held accountable to physicians, administrators, as well as patients and their families (Hughes & Clancy, 2009). They are continually being told what to do by multiple people who all have different goals and ideas, which can be very testing at times. A sample of ten RNs was interviewed from a University Hospital Level 1 Trauma Center about work-related stressors under normal working conditions (Hall, 2004). The top stressors identified among these nurses were: systems barriers to meeting patient needs, self-expectations, shortage of nurses, and colleague’s inexperience (Hall, 2004). All ten of the nurses identified lack of equipment and supplies needed to care for their patient’s as a major stressor. Another major source...
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...I S S U E S A N D IN N O V A T I O N S IN N U R S I N G E D U C A T I O N Nurse educators’ workplace empowerment, burnout, and job satisfaction: testing Kanter’s theory Teresa P. Sarmiento MScN RN College Nurse Educator, George Brown College, Toronto, Ontario, Canada Heather K. Spence Laschinger Canada PhD RN Professor and Associate Director Nursing Research, School of Nursing, The University of Western Ontario, London, Ontario, Carroll Iwasiw EdD RN Professor and Director School of Nursing, School of Nursing, The University of Western Ontario, London, Ontario, Canada Submitted for publication 22 May 2003 Accepted for publication 21 October 2003 Correspondence: Heather Spence Laschinger, School of Nursing, The University of Western Ontario, London, Ontario N6A 5C1, Canada. E-mail: hkl@uwo.ca SARMIENTO T.P., LASCHINGER H.K.S. & IWASIW C. (2004) Journal of Advanced Nursing 46(2), 134–143 Nurse educators’ workplace empowerment, burnout, and job satisfaction: testing Kanter’s theory Background. Empowerment has become an increasingly important factor in determining college nurse educator burnout, work satisfaction and performance in current restructured college nursing programmes in Canada. Aim. This paper reports a study to test a theoretical model specifying relationships among structural empowerment, burnout and work satisfaction. Method. A descriptive correlational survey design was used to test the model in a sample of 89 Canadian full-time...
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...York University Liberal Arts & Professional Studies Workplace Violence in Healthcare By: Alyssa Mohammad - 210477172 Colleen Duncan-Reid - 209503145 Fifame Sonou - 208122467 Manjot Singh - 210688679 Course: HRM 3470 - Recruitment, Selection, and Performance Appraisal of Personnel Instructor: Dr. Souha R. Ezzedeen Date of Submission: Thursday, November 25, 2010 An emerging health and safety issue in today’s organizations which has detrimental effects on employees as well as employers is workplace violence. This type of violence can be physical or verbal assault. Healthcare organizations recognize that there is a potential for four types of violence. The most common of these four types is client or patient. This occurs when the patient, a visitor or family of a patient is violent towards workers or another patient. Type two is criminal intent which occurs when the perpetrator has no relationship to the workplace. Type three is worker-to-worker. This often includes the perpetrator either employed or previously employed by the organization. Type four which is often not recognized by employers is personal relationship violence (PRV). This type raises the issue of domestic violence in the workplace. The perpetrator has a personal relationship with an employee or a client and is trying to intimidate/hurt the victim through the use of physical force, verbal harassment or manipulation (financial or emotional) in order to maintain control over the...
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...Diversity in The Workplace Lori Godsey Walden University NURS 3001, Section 08, Issues and Trends in Nursing March 24, 2013 The Problem Healthcare leaders acknowledge that workplace diversity and cultural competence are important to providing health services, as cited by (Davis, 1998). Perceptions of nursing managers related to workplace diversity and cultural competences have not been a focus of any research studies. There have been studies done on nurse job satisfaction which have focused on a range of aspects, there have only been a few that have focused on workplace diversity and cultural competence from the nurse managers’ perspectives. Health care settings as an organization commonly accept workplace diversity and cultural competence as a competitive edge, as cited by (Davis, 1998). There has not been many links to nurses eminence of work life and the factors related to workplace diversity and cultural competence. Value of work life is defined here as the individuals estimation of need fulfillment and enjoyment of one’s job and career. Nurses job satisfaction is considered a factor of quality of nurses work life. This paper will portray...
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...Nursing is one of the most humble jobs a person can have. It requires dedication, selflessness, a sense of pride, and a deeper understanding of the value of a life. It is a profession that vows to provide support, comfort, and care to people in need of help. Nursing is a job that requires constant interactions with peers for the benefit of the patient. But how can one work to his or her full potential when he or she is being harassed and bullied by the very people he or she work with every day? Hearing people whisper your name and snickering, being isolated because you are different, and threatening your well-being all while in charge of taking care of several lives is not what one would expect when working as a nurse, but it is reality. At...
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...University of Phoenix Material Personal and Professional Challenges Matrix Worksheet Use the following matrix to describe three personal and three professional challenges. For each challenge, describe time and stress management techniques along with personal development resources that may help a nurse overcome these challenges. |Personal Challenge |Time Management Technique |Stress Management Technique |Personal Development Resources | |Example: Balancing work and family |Use a calendar or organizer to plan my |Take regular family vacations. |Family counseling and self-help books | |responsibilities |schedule. | | | |Fear of writing |Plan a free writing time once a day. |Write something fun. |Using Center for Writing Excellence from | | | | |University of Phoenix. | | |Find best time and quiet place to write. |Listen to music or read something interesting | | | ...
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...Kerstin Duncan NRS-433V Introduction to Nursing Research July 7, 2012 Professor Maria Baptiste Violence in the Emergency Department Reference: Gates, D., M., Gillespie, G., L., & Succop, P. (2011). Violence against nurses and its impact on stress and productivity. Nursing Economic$, 29(2), 59-67. Retrieved from http://search.ebscohost.com.library.gcu.edu:2048/login.aspx?direct=true&db=rzh&AN=2010999034&site=ehost-live&scope=site Abstract: XXX The purpose of this study was to examine how violence from patients and visitors is related to emergency department (ED) nurses' work productivity and symptoms of post-traumatic stress disorder (PTSD). XXX Researchers have found ED nurses experience a high prevalence of physical assaults from patients and visitors. Yet, there is little research which examines the effect violent events have on nurses' productivity, particularly their ability to provide safe and compassionate patient care. XXX A cross-sectional design was used to gather data from ED nurses who are members of the Emergency Nurses Association in the United States. Participants were asked to complete the Impact of Events Scale-Revised and Healthcare Productivity Survey in relation to a stressful violent event. XXX Ninety-four percent of nurses experienced at least one posttraumatic stress disorder symptom after a violent event, with 17% having scores high enough to...
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...practice of self-care skills, compared to not, demonstrate less compassion fatigue? Definitions for terms marked with * may be found in the Supporting Information section. Target Population for the Recommendation: Nurses working in pediatric intensive care settings who provide direct patient care Recommendation: It is recommended that nurses working in pediatric intensive care settings receive training that includes compassion fatigue awareness, coping strategies, stress management, relaxation techniques and self-care interventions to decrease the level of compassion fatigue experienced in the work environment (Marine, Ruotsalainen, Serra, & Verbeek (2009) [1a]; Gunusen, & Ustun (2010) [2a]; Kravits, McAllister-Black, Grant, & Kirk (2010) [4a]; Meadors & Lamson (2008) [4a]). Discussion/Synthesis of Evidence related to the recommendation: The evidence referred to a variety of concepts related to the manifestation of compassion fatigue, including burnout, emotional exhaustion, and workplace stress. The concepts were all similar in referring to nurses’ limitations in providing a high standard of patient care due to the events, experiences and challenges associated with their job responsibilities. Meadors & Lamson (2008) [4a] discussed evidence specifically focused on compassion fatigue. The researchers reported significantly more negative behaviors and feelings (p = 0.001-0.003) demonstrated by the...
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