Palmyrene women holding a distaff and a whorl : a symbol of modesty or of professional pride ?

Author(s):  
Ilona Skupinska-Lovset
Keyword(s):  
2021 ◽  
pp. 205715852199143
Author(s):  
Bibi Hølge-Hazelton ◽  
Connie B. Berthelsen

Hospital nursing shortage is a global problem caused by nurse dissatisfaction with their manager, an extensive workload and a stressful work environment. The study aimed to investigate nurses’ experiences of practices in hospital departments with low nurse turnover rates in relation to culture, work environment, nursing competencies, and nurse management. A constructivist design using a positive deviance approach was used for this study. Four hospital departments with the lowest nurse turnover in the Zealand region of Denmark served as settings. Data were collected from 13 nurses through focus-group conversations and analysed using directed content analysis. The reporting adhered to the COREQ checklist. The three themes – collaborative fellowship, professional pride, and embracing management – revealed a sense of community between nurses and department managers. Even though the nurses’ daily practice was exhausting, they stayed in their positions due to the special culture in the departments, which brought the nurses closer together.


2021 ◽  
pp. 0095327X2098519
Author(s):  
Celeste Raver Luning ◽  
Prince A. Attoh ◽  
Tao Gong ◽  
James T. Fox

With the backdrop of the utility of grit at the individual level, speculation has begun to circulate that grit may exist as an organizational level phenomenon. To explore this potential construct, this study used an exploratory, qualitative research design. This study explored grit at the organizational level by interviewing leaders’ perceptions of what may be a culture of organizational grit. Participants included 14 U.S. military officers. Seven themes emerged relative to the research question: “What do U.S. military officers perceive as a culture of organizational grit?” Themes included professional pride, team unity, resilience-determination, mission accomplishment, core values, growth mindset, and deliberate practice. This study indicated that a culture of organizational grit is likely a combination of converging organizational elements. Overall, findings indicate that there may be a culture of organizational grit in the military and at the least, more research examining the concept is warranted.


Enterprises do not give much importance to creating knowledge management systems pertaining to their organization. Most of the top management in organizations are under the impression that these systems will be misused by their employees. Some of the organizations fear that there is every likelihood that their employees, after updating their knowledge of their system, may leave their organization to better their prospects. It would be better if the top management in the organization were open and transparent for creating knowledge management systems. This approach will help employees to make use of the knowledge management systems. By making use of these systems, employees will be able to create knowledge harvesting systems. Knowledge harvesting systems will facilitate them to create an open innovation environment. Involvement of employees in an open innovation environment makes them take professional pride and feel they are the backbone of their organization. This chapter explains the benefits from knowledge harvesting systems in the context of open innovation initiative ventures. Case illustrations in this chapter stress the importance of knowledge harvesting systems in the open innovation environment in organizations.


2019 ◽  
Vol 3 (2) ◽  
pp. 223-244 ◽  
Author(s):  
Roger Patulny ◽  
Alberto Bellocchi ◽  
Kathy A. Mills ◽  
Jordan McKenzie ◽  
Rebecca E. Olson

Abstract The teaching profession offers meaningful, stimulating work that accords with teachers’ sense of professional pride and identity, but is also synonymous with high levels of stress, conflict (and associated emotions such as anger and shame) and ultimately, attrition. The degree to which teachers within a national population ‘up-manage’ the former or ‘down-manage’ the latter emotions is unknown. This study utilises new data from the Australian Survey of Emotions and Emotion Management (SEEM) to examine emotions and emotion management among teachers, and workers in comparable service roles, such as health care and customer service, in contemporary Australian society. It finds that teachers exhibit great natural happiness, but also experience and hide (through surface-acting) high levels of stress. Teachers also experience high levels of anger compared to other professions, though they usually manage this successfully through deep acting strategies. These findings imply that teachers are generally happy and professionally committed to (and proud of) their work, but at the cost of managing significant levels of stress and conflict. We discuss the implications for teacher professional development, initial teacher education and policy, and the need to investigate anger/shame dynamics and management in future research into pedagogy.


2019 ◽  
Vol 1 (9) ◽  
pp. 458-462
Author(s):  
Dan Cooper ◽  
Julie Hutton ◽  
Ian Pierce-Hayes

There is no question that becoming a prescriber is liberating and ensures autonomous practice as well as a sense of professional pride in managing complete episodes of patient care. The decision to become a prescriber can be voluntary or an expectation of developing roles and service delivery. Either way, it is an onerous undertaking. The purpose of this article is to explore the responsibility of becoming a prescriber from the perspective of three prescribers looking at the academic expectations as well as the experiences faced by new prescribers over the first 12 months of prescribing.


1987 ◽  
Vol 34 (6) ◽  
pp. 24-27
Author(s):  
Joan Spiker ◽  
Ray Kurtz

When colleagues see calculators in my first-grade classroom they ask, “How will they be used in the first grade?” Professional pride dictates that I come up with the best answer possible. I tell them I am going to teach (1) what calculators are, (2) what calculators do, and (3) how calculator are used. Children should become comfortable using these tools. The goal is to teach and reinforce the objectives currently required in the first-grade curriculum.


Nature ◽  
1982 ◽  
Vol 296 (5854) ◽  
pp. 192-192 ◽  
Author(s):  
J.R.S. FINCHAM
Keyword(s):  

2014 ◽  
Vol 2 (5) ◽  
pp. 157-165
Author(s):  
Ratna S Sudarsono

Model Praktek Keperawatan Profesional (PKP) diartikan sebagai suatu system (struktur, proses dan nilai-nilai professional) yang memungkinkan perawat professional mengatur pemberian asuhan keperawatan termasuk lingkungan yang diperlukan. Melalui pengembangan model ini terdapat otonomi dan akontabilitas perawat, pengembangan professional dan penekanan pada mutu asuhan keperawatan. Berdasarkan hal tersebut pada model PKP yang dikembangkan di RSCM diperlukan penataan 3 (tiga) komponen utama dalam pemberian asuhan keperawatan yaitu ketenagaan; metoda pemberian asuhan dan dokumentasi keperawatan. Pada model ini metoda pemberian asuhan keperawatan yang digunakan adalah tim primer (kombinasi metoda keperawatan primer dan metoda tim). Model ini dikembangkan di ruang rawat penyakit dalam dengan kapasitas 30 tempat tidur. Setelah model dimplementasikan +/- 8 bulan, hasil yang dicapai menunjukkan, secara kualitatif perawat primer merasakan kebanggaan professional, perawat asosiet mengatakan pekerjaan lebih terencana dan dokter menilai, bahwa mereka merasakan kerjasama dengan perawat lebih baik dibandingkan dengan ruang rawat lainnya. AbstractProfessional nursing practice model (PNPM) is a system (structure, process and values) that supports nurse control over the delivery of nursing care and the environment in which care is delivered. This model ensure nurse autonomy, nurse accountability, and professional development. It also emphasizes on high quality of care. In order to develop the model at Cipto mangunkusumo hospital, it is needed to focus on three main components. The components are nursing manpower, method of nursing care delivery and nursing documentation. The method of nursing care delivery used in this model is a primary team which is the combination of primary nursing and team method. The model was developed at medical word with 30 beds. After eight month implementation, a qualitative evaluation showed that primary nurses felt a professional pride, associate nurses stated that tasks are more organized and doctors assured that collaboration with nurses in the model unit is better than in order places.Keywords: Professional nursing practice model, primary team, primary nurse.


2021 ◽  
Vol 35 (9) ◽  
pp. 298-314
Author(s):  
Thérèse Eriksson ◽  
Lars-Åke Levin ◽  
Ann-Charlotte Nedlund

PurposeUsing financial incentives has been criticised for putting too much focus on things that can be measured. Value-based reimbursement may better align professional values with financial incentives. However, professional values may differ between actor groups. In this article, the authors identify institutional logics within healthcare-providing organisations. Further, the authors analyse how the centrality and compatibility of the identified logics affect the institutionalisation of external demands.Design/methodology/approach41 semi-structured interviews were conducted with representatives from healthcare providers within spine surgery in Sweden, where a value-based reimbursement programme was introduced. Data were analysed using thematic content analysis with an abductive approach, and a conceptual framework based on neo-institutional theory.FindingsAfter the introduction of the value-based reimbursement programme, the centrality and compatibility of the institutional logics within healthcare-providing organisations changed. The logic of spine surgeons was dominating whereas physiotherapists struggled to motivate a higher cost for high quality physiotherapy. The institutional logic of nurses was aligned with spine surgeons, however as a peripheral logic facilitating spine surgery. To attain holistic and interdisciplinary healthcare, dominating institutional logics within healthcare-providing organisations need to allow peripheral institutional logics to attain a higher centrality for higher compatibility. Thus, allowing other occupations to take responsibility for quality and attain the feeling of professional pride.Originality/valueInterviewing spine surgeons, physiotherapists, nurses, managers and administrators allows us to deepen the understanding of micro-level behaviour as a reaction (or lack thereof) to macro-level decisions.


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