Role of the Clinical Nurse Specialist in the Journey to Magnet Recognition

2015 ◽  
Vol 26 (1) ◽  
pp. 50-57 ◽  
Author(s):  
M. Dave Hanson
Keyword(s):  
Health Care ◽  
Health Care Organization ◽  
Nurse Specialist ◽  
Care Organization ◽  
Clinical Expertise ◽  
Clinical Nurse ◽  
Team Members ◽  
Clinical Nurse Specialists ◽  
Spheres Of Influence ◽  
Magnet Recognition

Clinical nurse specialists (CNSs) work with and through other nurses as well as interprofessional team members to advance nursing practice, improve outcomes, and provide clinical expertise to effect system-wide changes to improve programs of care. They practice across the continuum and through 3 spheres of influence, encompassing the patient, nurse, and system. Clinical nurse specialists possess expertise in developing and refining structures, strategies, and processes to optimize outcomes at both the unit (micro) level and the organization or system (macro) level. This unique vantage point positions CNSs as ideal individuals to assume several key roles when a health care organization makes the decision to embark on the Magnet journey and to maintain Magnet recognition. The competence and competencies of CNSs and a health care organization’s desire to achieve and/or maintain Magnet recognition represent a synergistic match.

scholarly journals Improving The Effectiveness Of Human Resources Practices Through Transforming Care At The Bedside

2014 ◽  
Vol 4 (4) ◽  
pp. 157-168
Author(s):  
Melanie Lavoie-Tremblay ◽  
Patricia O’Conner ◽  
Joanna Streppa ◽  
Alain Biron ◽  
Judith Ritchie ◽  
...  
Keyword(s):  
Health Care ◽  
Qualitative Study ◽  
Focus Groups ◽  
Resistance To Change ◽  
Positive Impact ◽  
Health Care Organization ◽  
Team Work ◽  
Future Research ◽  
Care Organization ◽  
Team Members

In 2010, in an effort to increase patient involvement in decision-making about health care redesign, a Quebec university health care organization implemented the Transforming Care at the Bedside (TCAB). This article presents the results from a qualitative study exploring health professionals’ perceptions of TCAB and the effect on turnover and overtime. This descriptive, qualitative study utilized focus groups, individual interviews, and a review of administrative documents for data collection. Participants included hospital workers from five units implementing TCAB. The data generated by the interviews and focus groups were analyzed using NVivo with the method proposed by Miles and Huberman (1994). During the first year of implementation of TCAB, the team noted the importance of taking time to see the effects of the changes and thereby facilitate the involvement of other team members. A number of TCAB team members also cited communication as a facilitating element for informing team members of changes. According to the participants, the TCAB strategies that were implemented have had a positive impact on practice and on the work environment, and turnover showed an improvement. There was no change in absenteeism. TCAB has the potential to impact not only nurses’ work, but interprofessional team work as well, through changes that involve everyone. Future research should focus on how to support team members to reduce resistance to change and increase social support in order to implement and sustain changes. 

scholarly journals A culture of nursing excellence: A community hospital’s journey from Pathway to Excellence® to Magnet® recognition

2017 ◽  
Vol 8 (5) ◽  
pp. 26 ◽  
Author(s):  
Kathy Arthurs ◽  
Charyl Bell-Gordon ◽  
Becky Chalupa ◽  
Alexis L. Rose ◽  
Denise Martinez ◽  
...  
Keyword(s):  
Health Care ◽  
Transformational Leadership ◽  
Change Management ◽  
Employee Engagement ◽  
Patient Outcomes ◽  
Health Care Organizations ◽  
Health Care Organization ◽  
Care Organization ◽  
Magnet Recognition ◽  
Significant Achievement

Creating a culture of nursing excellence requires strategic planning, transformational leadership, and effective change management. The American Nurses Credentialing Center (ANCC) provides 2 programs that recognize nursing practice. The Pathway to Excellence Program® recognizes health care organizations that provide nurses with positive and safe practice environments. The ANCC Magnet Recognition Program®, the highest level of recognition for nursing, recognizes health care organizations that demonstrate excellence in nursing and quality patient outcomes. Both of these programs promulgate the valuable contributions of nurses to influence the practice environment and ultimately enhance patient outcomes. ANCC recognition, as either a Pathway to Excellence® or a Magnet® recognized facility, is a significant achievement for both the nursing enterprise and the organization. The transition from achieving Pathway to Excellence® recognition to Magnet® recognition requires organizational change management through transformational leadership and employee engagement at multiple levels. This article addresses one community hospital’s strategy to advance a culture of nursing excellence through integration of the Pathway to Excellence® 12 Practice Standards and enculturation of the Magnet® Model to achieve Magnet® recognition. The ADKAR® Model of change management was applied throughout this journey in a systematic approach that created awareness, desire, knowledge, ability, and reinforcement. Key strategies were implemented to engage employees and resources were provided to advance the culture of nursing excellence within the health care organization.

scholarly journals The multidisciplinary, theory-based co-design of a new digital health intervention supporting the care of oesophageal cancer patients

2021 ◽  
Vol 7 ◽  
pp. 205520762110384
Author(s):  
Kristi Sun ◽  
Henry Goodfellow ◽  
Emmanouela Konstantara ◽  
Alison Hill ◽  
Debby Lennard ◽  
...  
Keyword(s):  
Health Care ◽  
Cancer Patients ◽  
Oesophageal Cancer ◽  
Health Care Professionals ◽  
Digital Health ◽  
Health Intervention ◽  
User Needs ◽  
Nurse Specialist ◽  
Clinical Nurse ◽  
Clinical Nurse Specialists

Objective Oesophageal cancer patients have complex care needs. Cancer clinical nurse specialists play a key role in coordinating their care but often have heavy workloads. Digital health interventions can improve patient care but there are few examples for oesophageal cancer. This paper aims to describe the multidisciplinary co-design process of a digital health intervention to improve the experience of care and reduce unmet needs among patients with oesophageal cancer. Methods A theory-based, multi-disciplinary, co-design approach was used to inform the developmental process of the digital health intervention. Key user needs were elicited using mixed methodology from systematic reviews, focus groups and interviews and holistic need assessments. Overarching decisions were discussed among a core team of patients, carers, health care professionals including oncologists and cancer clinical nurse specialists, researchers and digital health providers. A series of workshops incorporating a summary of findings of key user needs resulted in the development of a minimum viable product. This was further refined after a pilot study based on feedback from end users. Results The final digital health intervention consists of a mobile app feature for patients and carers connected to a dashboard with supporting additional features for clinical nurse specialist. It contains a one-way messaging function for clinical nurse specialists to communicate with patients, functions for patients to record weight and holistic need assessment results which could be viewed by their clinical nurse specialists as well as a library of informative articles. Conclusions The multidisciplinary co-design of a digital health intervention providing support for oesophageal cancer patients and health care professionals has been described. Future studies to establish its impact on patient outcomes are planned.

Intelligent Processing of Loosely Structured Documents as a Strategy for Organizing Electronic Health Care Records

1993 ◽  
Vol 32 (04) ◽  
pp. 265-268 ◽  
Author(s):  
D. J. Essin
Keyword(s):  
Health Care ◽  
Health Care Organization ◽  
Database Systems ◽  
Relevant Information ◽  
Full Potential ◽  
Care Organization ◽  
Intelligent Processing ◽  
Data Interchange ◽  
Structured Documents ◽  
Health Care Records

AbstractLoosely structured documents can capture more relevant information about medical events than is possible using today’s popular databases. In order to realize the full potential of this increased information content, techniques will be required that go beyond the static mapping of stored data into a single, rigid data model. Through intelligent processing, loosely structured documents can become a rich source of detailed data about actual events that can support the wide variety of applications needed to run a health-care organization, document medical care or conduct research. Abstraction and indirection are the means by which dynamic data models and intelligent processing are introduced into database systems. A system designed around loosely structured documents can evolve gracefully while preserving the integrity of the stored data. The ability to identify and locate the information contained within documents offers new opportunities to exchange data that can replace more rigid standards of data interchange.

Effective and cost-efficient health care organization in cataract patient

2018 ◽  
Vol 5 (2) ◽  
pp. 119-127
Author(s):  
Monika Raulinajtys-Grzybek ◽  
Renata Wachowicz ◽  
Arnold Maciejewski
Keyword(s):  
Health Care ◽  
Health Care Organization ◽  
Care Organization ◽  
Cataract Patient ◽  
Cost Efficient

First and foremost, physicians: the clinical versus leadership identities of physician leaders

2016 ◽  
Vol 30 (4) ◽  
pp. 711-728 ◽  
Author(s):  
Joann Farrell Quinn ◽  
Sheri Perelli
Keyword(s):  
Health Care ◽  
Skills Training ◽  
Leadership Role ◽  
Organizational Level ◽  
Care Organization ◽  
Full Time ◽  
Clinical Expertise ◽  
Physician Leadership ◽  
Content Type ◽  
Physician Leaders

Purpose – Physicians are commonly promoted into administrative and managerial roles in US hospitals on the basis of clinical expertise and often lack the skills, training or inclination to lead. Several studies have sought to identify factors associated with effective physician leadership, yet we know little about how physician leaders themselves construe their roles. The paper aims to discuss these issues. Design/methodology/approach – Phenomenological interviews were performed with 25 physicians at three organizational levels with physicians affiliated or employed by four hospitals within one health care organization in the USA between August and September 2010. A rigorous comparative methodology of data collection and analysis was employed, including the construction of analytic codes for the data and its categorization based on emergent ideas and themes that are not preconceived and logically deduced hypotheses, which is characteristic of grounded theory. Findings – These interviews reveal differences in how part- vs full-time physician leaders understand and value leadership roles vs clinical roles, claim leadership status, and identify as physician leaders on individual, relational and organizational basis. Research limitations/implications – Although the physicians in the sample were affiliated with four community hospitals, all of them were part of a single not-for-profit health care system in one geographical locale. Practical implications – These findings may be of interest to hospital administrators and boards seeking deeper commitment and higher performance from physician leaders, as well as assist physicians in transitioning into a leadership role. Social implications – This work points to a broader and more fundamental need – a modified mindset about the nature and value of physician leadership. Originality/value – This study is unique in the exploration of the nature of physician leadership from the perspective of the physician on an individual, peer and organizational level in the creation of their own leadership identity.

scholarly journals Conflict styles observed in doctors and nurses in health care organization

2011 ◽  
Vol 64 (5-6) ◽  
pp. 262-266 ◽  
Author(s):  
Branislava Brestovacki ◽  
Dragana Milutinovic ◽  
Tomislav Cigic ◽  
Vera Grujic ◽  
Dragana Simin
Keyword(s):  
Health Care ◽  
Health Workers ◽  
Health Care Organization ◽  
Cross Sectional Study ◽  
Care Organization ◽  
Cross Sectional ◽  
Conflict Styles ◽  
Five Dimensions ◽  
Significant Difference ◽  
Doctors And Nurses

Introduction. Health care workers often come into conflict situations while performing their daily activities. People behave differently when they come into conflicts and they are usually not aware of their own reactions. The aim of this paper was to establish the presence of conflict styles among health workers and the differences in relation to demographic characteristics (education, working experience, managerial position). Material and Methods. The research was done as a cross-sectional study and through surveys. The conflict handling questionnaire was used as the research instrument. The questionnaire contained 30 statements arranged in five dimensions of conflict styles. The sample included one hundred nurses and fifty-five doctors. Results. The research showed that accommodating was the most often used conflict style. There was no significant difference in styles of managerial and non-managerial staff, but there was a significant difference in the styles adopted by doctors and nurses. It should be noted that nurses used avoiding and accommodating conflict styles much more often. Conclusion. It is important to increase the awareness of conflict existence and the possibility of solving the problem constructively in order to achieve more efficient duty performance.

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