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Nursing Management - Science topic

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I am doing research on Personalized care in nursing management. The concepts are already established. I want to develop a framework from this existing concepts.
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We are planning to assess the expatriate nurse manager's competencies. We are required by the research board of the setting to secure the author's approval for the use of the tool.
Anybody who used the same tool? Any suggestions how we can secure the approval?
Thanks
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I need to get the approval of Linda Chase instrument , I have tried to contact her on email ,twitter, Linkedin but no reply , if you have her email
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Genomics of diabetes mellitus......can this in anyway improve nursing care for diabetic patient?
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@ uzma.... Thanks for your on the subject matter.
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I am intending to collect dyadic data related to my PhD research from Nurse Managers and Nurses. Can anyone guide me how to analyze the dyadic data?
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Please try to read Dr. Jung's articles. She is a nurse scientist with an expertise in dyads analyses: http://www.uky.edu/nursing/about-us/faculty-directory/chung-misook-lee
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We are currently writing my bachelor project in nursing, and i'm having a struggle finding litterature on the subject - can anyone help me?
The project is aiming to find out, how nurses are affected by the surviellance technology they use to prevent and detect patient falls on a neurological ward. We find it interesting to investigate if the opportunity to watch your patient without being physically in the room affects the nurses behaviour.
Any help would be greatly appriciated!
Sincerely Mikkel and Nadia
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I am not sure about fall risk monitoring but I can tell you my observation from psychiatry filed. The initial response for the video-monitoring and recording of patients' area was always negative, but, when it in place, multiple cases of violence in mental health area (emergency department, psychiatric intensive care and general floor), actually, helped to protect staff legally each time when patient or his / her family decided to complain, as each time we saw a proper conduct from the staff site and extreme behavior dis-regulation from the patients' site. Therefore, usually, some time after the installation of the video monitoring (and recording) system, nursing staff like and appreciate it as a part of protection for the liability.
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The  way to measure the administrative control and its impact on the performance of nursing in hospitals ?
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Janet Thurston thank you
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I am aware there has not been much research on this subjects despite the Psychologist delivered reflective practice 's popularity within in-patient mental health services.  Sometimes both services and staff feel drained when they have challenging patients within their care in-light of the need for care delivery to be in the best interest of the patient. 
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How to differentiate between problem-based and case-based learning and can I use any of them with bachelor nursing students attending a "Nursing Management and Leadership" course ?
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In medical education, PBL format raises patient management problems that need decisions to be made. CBL may or may not raise problems to solve - the case may be a just a narrative with a lesson, a strong message or a "clinical pearl" to learn from. We need and use both PBL and CBL at the health sciences colleges of SBVU.  
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any one who have this expertise. 
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This is not my work I am Carol E. Jenkins-student at Ohio University. Nurse for 33 yrs.
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I am working on my DNP and am trying to identify a tool that will allow me to measure nurse leader communication competence. As part of a project to increase engagement, I will provide managers with a recognition toolkit to aid them in providing meaningful performance feedback and recognition. I would like to do a pre/post survey to determine if they are more confident in their communication with staff.
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I know of the communication assessment tool for therapeutic communication (2009) which has domains.
they include: domain 1-professional practice
domain 2-critical thinking and analysis
domain 3-provision and coordination of care
domain 4-collaborative and therapeutic practice
each domains is rated on scale 0-2 with their descriptions, at the end of the assessment the score is totalled and compared with the performance level.
performance level includes: ESTABLISHED COMPETENT, BEGINING COMPETENT AND NOT YET COMPETENT.
I hope this gives a helping clue while you research more on it.
best regards....
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I need a tool to review and validate the amount of evidence present in current evaluation forms used around the country versus the amount of soft data collection that is used to evaluate employees.
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Taleo is a comprehensive software system that tracks goals and reviews at the employee level on up to the management level. It is used for self review and management/employee review process. At our company, it is used globally at all the plant locations I believe. Depending upon how far you want to take the review process, it can be used as a tool to help develop the employee's future goals as well. You don't specify how many employees or how large your company is. This program is more for larger companies, however, I'm sure there are scaled down versions out there that do similar tasks.  Good luck.
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Student nurses often experience references to self harm and suicide and experience or witness tragic events. How do we prepare or evaluate learning in such circumstances?
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Student nurses to be prepared prior to the clinical posting. That can create an impact on the clinical performance, but this will help the students to face the reality. The preparation can be done through discussions, experience from the teachers, senior students, staff nurses etc.. even with the help of videos. If any such incidents took place in the ward that should be informed to the clinical supervisor, such instructions and preparation will help the students to face the real situation  
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Failure to rescue is shorthand for failure to rescue (i.e., prevent a clinically important deterioration, such as death or permanent disability) from a complication of an underlying illness (e.g., cardiac arrest in a patient with acute myocardial infarction) or a complication of medical care. Failure to rescue rates used for both research purposes and as quality indicators are typically derived from hospital administrative databases. However, it is not clear how identify it, so what are the best indicators to measure it?
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I also think that retrospective analysis is the only option. Is it accurate to limit failure to rescue to cardiac arrest? Perhaps one of the early warning system frameworks (EWS; http://www.ihi.org/resources/Pages/ImprovementStories/EarlyWarningSystemsScorecardsThatSaveLives.aspx) could be used to expand the conceptualization of "failure to rescue" . It seems that failure to respond, or a delay in response, at any point when the evidence (i.e., vital signs, O2 sat) suggests an intervention could be on a continuum of failure to rescue.  
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Most nursing concepts are relatively abstract. As a result the multiple dimensions and characteristics included in their meaning must be specified carefully and with precision. Therefore, how to reach "mature" concepts for operationalization in nursing research?
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Thank you Dr. Griffiths for your vision. Definitely I agree with you regarding "not to consider or claim nursing specific concepts" for conducting research in nursing. I was also talking about concepts in psychosocial fields (as most of the concepts used in nursing research are mainly borrowed from other disciplines), however, even major concepts are still debatable in its definition such as Health, coping, stress. Consequently, the operational definition will not be highly valid! 
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Large organizations sometimes face pitfalls in enfranchising new employees in their workforce. Does anyone want to share any tool to monitor "onboarding" program effectiveness? Or the process itself? Specifically, do you use any discussion guide to detect "red flags" during the first three-six months of employment? In our experience we find it difficult to assist Nurse Managers to write reports of noncompliant nurses during the process. We developed a structured new hire program but still, sometimes it's not satisfactory. Fortunately the case is rather rare but very much time consuming. Any tool-paper or link is welcome.
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Thank you Brenda! Inspiring material!
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Any experience could be valuable for my teaching hospital. The project I'm involved in has the aim to keep frontline nurses, especially late cereer nurses, longer in nursing care. 
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I have a few papers in English to get you started:
Myer, S.  & Amendolair, D.  (2014). Time is of the essence:  Retain your older nurses.  NursingManagement, 45(5), 12-6.
Clendon, J. & Walker, L. (2013). Nurses age over 50 years and their experience of shift work.  Journal ofNursing Management, 21, 903-13.
Letvak, S., Ruhm, C. & Gupta, S. (2013). Difference in health, productivity, and quality of care in younger and older nurses. Journal of Nursing Management, 21, 914-21.
Check the bibliographies as well for more potential helpful literature.
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For my research, I want to know the impact of International Accreditation in selected Long Term Care Facility in terms of Staff Satisfaction, Nursing professional practice, Leadership and Management and Patient satisfaction?
By achieving the required standard the hospital is committed to improve public trust that the hospital values the importance of the quality of care and patient safety, respect the rights of patients and their families and promote their involvement as partners in the care process, forge a culture with staff that promotes learning from the outcome of reporting adverse events and safety concerns, ensure a safe and efficient work environment for staff that in turn promotes staff satisfaction, establish collaborative leadership who endeavors to deliver excellence in quality and patient safety goals. Understand how to continuously improve clinical care processes and outcome. Achieving and maintaining accreditation indicates commitment in providing the highest standard of patient care. Accreditation promotes patient confidence by assisting an organization to ensure a safe and effective environment for the delivery of health care. The needs of the patient, the patient’s family and employee needs are at its core. Accreditation is a process; whereby a healthcare organization is assess on a set establish global standards and requirements design to improve patient care quality and to enhance patient safety. It intends to promote quality improvement
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Hi Ruby,
Implementing accreditation namely the JCI standards and identifying what factors influence this implementation is the topic of my PHD research. In summary, and , according to the literature, there are certain concerns:
1- No consistency in the accreditation outcomes, which mean that, on one hand, some healthcare organizations (HCOs) have implemented accreditation and obtained improvements in some of their functions such as reducing medical errors and increasing patients'' and employees' satisfactions; On the other hand, other HCOs which did not implement any accreditation interventions still obtained the same outcomes.
2- It is not always clear if the improvements in outcomes which HCOs witnessed is always an effect of the cause of implementing accreditation only; there could be other factors which contributed in these improvements
3- it has been evidenced that implementation results if confirmed to be linked to the accreditation intervention implementation only vary from one context to another. According to Greenfield, Braithwaite et al in different publications, implementing accreditation in low and middle income countries (LMICs) is different from that in high income countries (HICs) in terms of the factors influencing it and in terms of the outcomes it could achieve.
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Although many healthcare organizations in developing countries are undergoing international accreditation and considering accreditation, there are few studies on its impact especially in staff satisfaction, professional practice, management and leadership and impact on patient satisfaction.I want to know what is the benefits of Healthcare international accreditation in Nursing admin; Nurses, and future researchers.
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If I understand your question  
So healthcare accreditations are focused in process or output not focuses on staff satisfaction. Staff satisfaction is an indicator of system or management function that omitted in system evaluation.
According to my opinion health care accreditation have very wide scope that have low consider on staff.  
Now, if nursing have a good corporation in their systems accreditations, maybe they acquired their position and importance in it. It has very benefit for them and their system.
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Looking a tool that is available online that can be used in the Caribbean context.
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here are the names of the tools : Checklist for the Examination of Cultural Competence in Social Service Agencies, California Brief Multicultural Competence Scale, Cultural Competence Assessment Scale, Cultural Competence Self-Assessment, Cultural Competence Self-Assessment Questionnaire, Diversity Mission Evaluation Questionnaire, Multicultural Competence in Student Affairs- Preliminary 2 Scale
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I am writing a paper on the history of nursing management, director level and administration
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I am interested to engage in your posted question. What do you mean by nursing management in your question?
In my understanding management is inherent to nursing since the time of Florence Nightingale in 1854. Due to constancy of change management theories that apply to nursing practice were developed. Application of nursing management theories and principles vary depending on the health care environment.
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The Nursing Work Index – Revised (NWI-R) was adapted to use in Brazil recently and I have some doubts about the instrument.
A four-point Likert scale was used in the NWI-R. The lower the score, the higher the presence of positive attributes, conducive to the practice of professionals.
So, I would like to define a specific score to indicate favorable professional practice environments and unfavorable environments among the NWI-R 57 items. How can I do this? Does anybody know any reference that defines a specific score to analyse the instrument items? All suggestions would be helpful.
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Jose - I'm not sure that I have the answer you're looking for -
I was able to find several articles, which appear to be on your topic:
Cummings, G. G., Hayduk, L., & Estabrooks, C. A. (2006). Is the nursing work index measuring up?: moving beyond estimating reliability to testing validity. Nursing Research, 55(2), 82-93.
This article has visual scales of a single scale instrument, a 4-subscale instrument and a 5-subscale instrument.
Bonneterre, V., Ehlinger, V., Balducci, F., Caroly, S., Jolivet, A., Sobaszek, A., ... & Lang, T. (2011). Validation of an instrument for measuring psychosocial and organisational work constraints detrimental to health among hospital workers: The NWI-EO questionnaire. International Journal of Nursing Studies, 48(5), 557-567.
This article is comparing NWI-EO and NWI-PES - perhaps it would be helpful to you?
Warshawsky, N. E., & Havens, D. S. (2011). Global use of the practice environment scale of the Nursing Work Index. Nursing research, 60(1), 17.
Hope this helps!
Melissa