establishing baccalaureate-level nursing programs in the 1950’s, awarding graduates with a Bachelor of Science in Nursing (BSN) degree. In 1951, Mildred Montag proposed the innovative idea of a 2-year Associate Degree in Nursing (ADN) program at the community college level to remedy the severe nursing shortage following World War II. Nursing faculty regarded ADN nurses as competent in basic nursing practice as they demonstrated the ability to pass state nursing licensing examinations. This commenced
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Job Analysis Paper Psych 435 February 28, 2011 Nursing Job Analysis A job analysis is a process used to determine and identify the details of a specific job requirement or duties and the significance of these duties for the given job (Spector, 2008). In a job analysis there are also judgments about the data collected on-the-job (Fine & Crinshaw, 1999). It is also important to remember that a job analysis is conducted for the job position and not the person. The data collected for a job
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the Scholarship, Practice, and Leadership Essay by completing the matrix below. Use Microsoft® Word® formatting features to add rows to the template, as needed. Complete the template, save the document, and post your assignment according to the syllabus instructions. Learner’s Name: |Faculty Feedback |Faculty feedback in my own words |My detailed and specific action plan to integrate faculty feedback in my revised essay | |(Include comment
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ADN vs. BSN : Difference in Competencies Between Associate-Degree Nurses Versus the Baccalaureate-Degree Level in Nursing Toby John Grand Canyon University: NRS-430V 11/24/13 The profession of nursing in the healthcare setting focuses on the care of individuals, families, and communities so that they may acquire, preserve, or recover optimum quality of life and health. There are many differences in competencies based on the department or specialty the nurse will be working in,
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Parker Grand Canyon University NRS-430V-O104 August 31, 2013 Associate -Degree Versus the Baccalaureate - degree level in nursing My theory is that the more education a nurse has the better he/she can be at their job of taking care of patient as a whole and on a complex level. To obtain a Nursing Degree one can start at the LVN or go all the way to a PHD in nursing. This paper will focus on the abilities or competencies of a prepared Associate Degree nurse, and the abilities or competencies
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the existential nursing. It concentrates on authentically caring concerning the whole patient. This caring involves the patient’s spirit, body and mind to facilitate the healing process to persist at an optimum level (Watson, 2011). Watson defined it as a caring model, which includes both science and art; providing a framework that intersects with and embraces science, art, spirituality, humanities, and new dimensions of spirit-body-mind medicine in addition to nursing. The essay describes the idea
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A Competent Nurse, an ADN or BSN. Nursing as a profession is vast, multifaceted, yet independent. Even though the nurse may work independently, he or she works in collaboration, collectively with a host of professionals from various departments, families, and the community as a whole. The main goal being to educate, and equip for better overall health of everyone including the healthy, sick, handicapped or dying. To help with the advancement of nursing, to accept changes, incorporate new technologies
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recognized by the ANCC , The University of Washington Medical Center in Seattle, WA. Throughout the Magnet process we hear words such as “Shared governance, empowerment, Transformational leadership. All these words mean that the power should start from the bottom up, not from the top down. The purpose of this essay is to give a brief overview of the magnet model and how this model changes how an organization operates day to day. Overview of the Magnet Designation A Magnet hospital is one which
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proposal for the Renfrey Memorial Hospital Board of Directors with regard to the health care problems. RMH located in Midwest in US, is facing a problem of lack of nursing staff. It used various strategies, such as increased remuneration, provided good working environment and invested in technology to deal with this problem and retain nursing staff. The report identifies the strategies used by several others hospitals in US and among them two viable solutions are selected for RMH. Then an analysis of
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environment in which professional nursing practice can flourish. Marriner-Tomey (1993) suggested that, in this highly influential role, nurse leaders have a major responsibility to change behaviour to provide an environment that supports the preparation of competent and expert practitioners. It is part of nurse leaders’ role to serve as a model in providing effective socialisation experiences that impart the appropriate values, beliefs, behaviours and skills to staff. In the nursing profession, a nurse manager's
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