Commentary: Moving and handling care of bariatric patients: a survey of clinical nurse managers

2020 ◽  
pp. 174498712097129
Author(s):  
Kate Kay
Keyword(s):  
Nurse Managers ◽  
Clinical Nurse ◽  
Bariatric Patients

Moving and handling care of bariatric patients: a survey of clinical nurse managers

2020 ◽  
pp. 174498712097062
Author(s):  
Sara Dockrell ◽  
Graham Hurley
Keyword(s):  
Nurse Managers ◽  
Healthcare Services ◽  
Cross Sectional Study ◽  
Hard Copy ◽  
Patient Handling ◽  
Cross Sectional ◽  
Clinical Nurse ◽  
Acute Hospitals ◽  
Bariatric Patients ◽  
And Training

Background The prevalence of obesity is rising, and obese persons are more likely to use healthcare services and require moving and handling care. Aims This study explored the frequency, logistics and barriers to the provision of bariatric patient-handling care including equipment availability in acute hospitals. Methods A cross-sectional study design using an anonymous 24-item questionnaire was used to survey 322 clinical nurse managers. Completed hard-copy questionnaires ( n = 132) were returned by post. Results Most clinical nurse managers (93.1%) provided care for bariatric patients and 85.6% reported barriers to the provision of bariatric care within their clinical area. The principal barriers were lack of equipment (75%), staff (65.2%) and training (57.6%). Only 11.4% owned all the required equipment. Owning equipment provided significantly greater access to a hoist ( P = 0.001) and chair ( P = 0.032) than renting. Only 9.5% reported that rented equipment always arrives on time. The majority (74.4%) did not have guidelines for caring for bariatric patients, and 46.2% considered this to be a barrier. Conclusions Barriers to caring for bariatric patients were identified. Most of the equipment was rented, and significant delays in its delivery were reported. The need for education and training and the dissemination of policies and guidelines were identified.

scholarly journals IMPETUS OF CLINICAL NURSE MANAGERS: COUNTLESS STORIES OF NURSES

2020 ◽  
Vol 04 (01) ◽  
pp. 9-19
Author(s):  
Florence A Villacarlos ◽  
Julius C Dano
Keyword(s):  
Nurse Managers ◽  
Clinical Nurse

scholarly journals Leadership toward positive workplace culture in Aotearoa New Zealand: clinical nurse manager perspectives

2021 ◽  
Author(s):  
Krystle Graham
Keyword(s):  
New Zealand ◽  
Nurse Managers ◽  
Positive Culture ◽  
Vital Role ◽  
Nurse Manager ◽  
Workplace Culture ◽  
Clinical Nurse ◽  
The North ◽  
Aotearoa New Zealand ◽  
Role Preparation

<p><b>Clinical nurse managers play a vital role in the healthcare system. They are responsible for the day to day running of departments and ensuring that patients are safely cared for. The leadership behaviour and practices of a clinical nurse manager are fundamental for establishing and maintaining positive workplace culture, which is important for nurse performance and quality patient outcomes. This research sought to understand how clinical nurse managers build positive culture in their workplace and to identify leadership attributes and actions that they perceive to be important for generating positive workplace culture. Furthermore, it aimed to identify the challenges of creating positive workplace culture in Aotearoa New Zealand.</b></p> <p>A qualitative descriptive design was used to capture rich in-depth understanding and insight into clinical nurse manager experiences of positive workplace culture from their position in nursing leadership. Ten clinical nurse managers from one secondary hospital within the North Island of Aotearoa participated in semi structured face-to-face interviews. Data was transcribed and analysed using thematic analysis with assistance of NVIVO 12 coding software to manage the process of analysing transcripts. </p> <p>Findings demonstrated that clinical nurse managers deliberately engage in strategies to build positive workplace culture and the more prepared they were for their role, the better equipped they were to do so. Three themes were identified: role preparation, achieving perspective, and intentionality. The theme of role preparation describes the actions clinical nurse managers use to cope with realities of the job, build good teams, and manage uncertainty. The second theme achieving perspective represents the internal processes clinical nurse managers use to understand situations and make decisions. The final theme intentionality describes the leadership strategies clinical nurse managers use to enhance collaborative behaviour and positive relationships within the team. </p> <p>To prepare and develop nurses into leadership positions, organisations and executive leadership teams must actively invest in the preparation of this workforce. Establishing educational prerequisites and having structured orientation and mentoring programmes will build a clinical nurse manager workforce that is equipped to foster positive workplace culture in Aotearoa. Furthermore, conducting performance appraisals habitually will provide a foundation for training and development that is needed to keep nurses motivated and engaged in their workplace.</p>

Clinical nurse managers’ perceptions of factors affecting role performance

2001 ◽  
Vol 15 (16) ◽  
pp. 33-37 ◽  
Author(s):  
Dinah Gould ◽  
Daniel Kelly ◽  
Maidwell Anna
Keyword(s):  
Nurse Managers ◽  
Role Performance ◽  
Clinical Nurse ◽  
Factors Affecting

scholarly journals Leadership toward positive workplace culture in Aotearoa New Zealand: clinical nurse manager perspectives

2021 ◽  
Author(s):  
Krystle Graham
Keyword(s):  
New Zealand ◽  
Nurse Managers ◽  
Positive Culture ◽  
Vital Role ◽  
Nurse Manager ◽  
Workplace Culture ◽  
Clinical Nurse ◽  
The North ◽  
Aotearoa New Zealand ◽  
Role Preparation

<p><b>Clinical nurse managers play a vital role in the healthcare system. They are responsible for the day to day running of departments and ensuring that patients are safely cared for. The leadership behaviour and practices of a clinical nurse manager are fundamental for establishing and maintaining positive workplace culture, which is important for nurse performance and quality patient outcomes. This research sought to understand how clinical nurse managers build positive culture in their workplace and to identify leadership attributes and actions that they perceive to be important for generating positive workplace culture. Furthermore, it aimed to identify the challenges of creating positive workplace culture in Aotearoa New Zealand.</b></p> <p>A qualitative descriptive design was used to capture rich in-depth understanding and insight into clinical nurse manager experiences of positive workplace culture from their position in nursing leadership. Ten clinical nurse managers from one secondary hospital within the North Island of Aotearoa participated in semi structured face-to-face interviews. Data was transcribed and analysed using thematic analysis with assistance of NVIVO 12 coding software to manage the process of analysing transcripts. </p> <p>Findings demonstrated that clinical nurse managers deliberately engage in strategies to build positive workplace culture and the more prepared they were for their role, the better equipped they were to do so. Three themes were identified: role preparation, achieving perspective, and intentionality. The theme of role preparation describes the actions clinical nurse managers use to cope with realities of the job, build good teams, and manage uncertainty. The second theme achieving perspective represents the internal processes clinical nurse managers use to understand situations and make decisions. The final theme intentionality describes the leadership strategies clinical nurse managers use to enhance collaborative behaviour and positive relationships within the team. </p> <p>To prepare and develop nurses into leadership positions, organisations and executive leadership teams must actively invest in the preparation of this workforce. Establishing educational prerequisites and having structured orientation and mentoring programmes will build a clinical nurse manager workforce that is equipped to foster positive workplace culture in Aotearoa. Furthermore, conducting performance appraisals habitually will provide a foundation for training and development that is needed to keep nurses motivated and engaged in their workplace.</p>

Out On a Limb: a Qualitative Study of Patient Advocacy in Institutional Nursing

1995 ◽  
Vol 2 (1) ◽  
pp. 19-29 ◽  
Author(s):  
Sandra C. Sellin
Keyword(s):  
Qualitative Study ◽  
Registered Nurses ◽  
Nurse Managers ◽  
Patient Advocacy ◽  
Clinical Nurse ◽  
Clinical Nurse Specialists ◽  
Perceptions Of Risk ◽  
Institutional Settings ◽  
Institu Tions ◽  
Patient Advocates

This study explored the nature of patient advocacy among 40 institutionally employed registered nurses, nurse managers, clinical nurse specialists and nursing administrators. Participants were asked to define patient advocacy, to discuss their experiences with advocacy in institutions and their perceptions of risk associated with advocacy in institutional settings, and to identify one concept central to patient advocacy. The results delineated conceptual definitions of advocacy and numerous factors that influence nurses' decisions about acting as patient advocates in institutions. Additionally, they showed striking similarities between conceptual terms used to define advocacy and terms used to define caring. Cet article est basé sur une enquête auprés de quarante infirmiers/ères, directeurs/ directrices, infirmiers/ères spécialisé(e)s et administrateurs employés dans des institu tions. On a demandé aux participants de définir la défense des malades, de discuter de leurs expériences concernant cette activité dans les institutions, de leurs perceptions des risques courus au cours de la défense et d'identifier un principe central à la défense des malades. Les résultats de l'enquête présentaient des définitions conceptuels de la défense ainsi que de nombreux éléments qui influencent les décisions prises par les infirmiers/ères qui assument la défence des malades dans les institutions. En plus, les résultats montraient de grandes ressemblances entre les expressions conceptuelles utilisées pour définir cette défense et les expressions utilisées pour définir les soins. In dieser Studie wird untersucht, was vierzig in Insitutionen angestellte Pflegende, Man ager, und andere Pflegeexperten unter Fürsprache verstehen, wie sie sie definieren, und was ihre Erfahrung mit Fürsprache am Arbeitsort ist. Die Beteiligten wurden gefragt, wie sie die Risiken der Fürsprache in Institutionen einschätzen, und sie wurden aufgefordert, ein allgemein gültiges Konzept für Patientenfürsprache zu identifizieren. Das Resultat zeigt begriffliche Definitionen der Fürsprache sowei verschiedene Faktoren, die die Entscheidungen des Pflegepersonals beeinflussen, wenn sie als Fürsprecher der Patienten handeln. Zugleich zeigte diese Studie auch grosse Aehnlichkeiten zwischen Begriffen der Fürsprache und der Pflege.

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