Search

Executive Summary * The purpose of this quantitative, correlational research study was to examine the relationships between nurse staffing, job satisfaction, and nurse retention in an acute care hospital environment. [...]

The need to contain health care costs has led some physicians to become salaried employees of health care organizations. However, the use of nonfinancial incentives for physicians in such an environment has not been broadly explored. The authors describe a novel incentive system that is designed to promote continuing high-quality care and to increase patient access to health care while enhancing clinical and academic productivity and physician satisfaction. Key components of this system include annual targets, flexibility in meeting these targets, and ability to convert clinical productivity generated in excess of what was necessary to meet the target to support scholarly activities. This system led to increased faculty productivity, improved patient access, enhanced scholarly activity, and overall enhanced career satisfaction.

EXECUTIVE SUMMARY Staffing and emergency department (ED) management experts say the nursing shortage will continue over the long term. They say that patient care could suffer as a result of [...]

Many US hospitals may not have the staff needed to properly treat pregnant women who attempt a vaginal birth after a previous cesarean delivery. Although all of the level III hospitals in Ohio have a surgeon, obstetrician, and anesthesiologist on duty at all times, only 63% of level II hospitals and 16% of level I hospitals had this level of staffing. This is a serious problem because the Healthy People 2010 report recommends decreasing the number of repeat cesarean deliveries in the US.

The pressures of health care reform have caused the development of new patterns of patient care delivery in hospitals and new models for staff mixes. There has been an increase in the use of unlicensed personnel on the care delivery team, but it is not clear whether these care providers are intented to complement registered nurses or replace them. There is little information available about the impact of staff mix models on patient and health care system outcomes.

Mercy Health Services offers a case history of how to create an integrated health care network. A team of administrators and clinicians spearheaded the effort. The goal was providing a seamless continuum of quality care. Year 1 encompassed foundational activities; year 2 focused on building infrastructure and relationships; and year 3 is centering on continuing integration, implementation, and evaluation. Activities have included developing a common language, choosing a data collection system, and developing a system-wide formulary.

The salient aspects of the iCARE philosophy implemented by nurses at Yeovil District Hospital to improve quality of care provided to patients and interactions with patients' relatives and carers, while also boosting employee morale, are discussed. Based on the concept of every employee's involvement in providing appropriate communication, care, respect and environment, the ongoing iCARE initiative has changed the working of the hospital staff drastically for the better.

Facilitators are explained the best methods of implementing the Productive Ward program initiated by the NHS. The program consists of 11 modules that helps empower staff to make necessary changes in wards and incorporate new management ideas smoothly and successfully.

Not long ago, the nursing shortage prompted hospitals to woo job applicants with impressive-sounding bonuses and benefit packages. Our latest survey of fringe benefits, however, shows there's been little real [...]

The article discusses that it is a very unfair practice being implemented by hospital trusts wherein they are charging nurses for parking. Nursing Times has launched a free parking campaign for nurses asking the trusts to abolish parking charges for nurses.

The hospitals are required to adopt various new measures and techniques to enhance and change one's everyday practices for improving and enhancing patient and employee satisfaction to provide a better community and healthcare to the patients. The analysis reveals that building a cultural environment around the staff, in addition to better communication and rewarding the successful are the few essential steps to be taken.

The article outlines the responsibilities of the Medical Education Officer (MEO) in identifying and assessing serious stress problems in junior doctors, as well as managing individual intervention strategy, and defusing critical stress situations.

ONE OF THE COMMON cries today is, 'Where have all the nurses gone?' As turnover rates go up, and the labor expense of health care organizations escalate with excessive costs [...]

The important role of health care assistants is being undermined within the UK National Health Service, which fails to recognize the career aspirations and educational needs of a vital group of nursing staff. Up to 83,000 health care assistants in the UK work long hours and undertake menial tasks for a salary of 6,500 pounds sterling. The government is seeking to encourage health care assistants to apply for nursing qualifications and better their status within society.

The establishment of a nurse development program for UK grade D nurses has improved staff retention by 15% from 1998 to 1999 at the West Middlesex University Hospital, London. The project aims to allow all junior staff the opportunity to train within different departments at the hospital, build career strengths and skills for the future. The scheme also improves training and gives staff a change to take up continuous learning opportunities. Nurses attending the project feel more confident in advancing their careers.

The UK National Health Service is increasingly relying on agency and bank nurses to work on hospital wards. The effects of this situation on patient care must be considered, particularly when, in some areas, agency staff outnumber permanent staff. Implications for patient wellbeing include the effects of poor continuity of care, the possible irrelevance of the temporary nurse's training for a particular ward or level of care, poor relationships between temporary staff and both patients and permanent members of staff, and the long hours often worked by bank and agency staff.

A community hospital's work site wellness program successfully worked with participating employees towards improving health, reducing sick leave use and demonstrating management's concern for employee health and well-being. The program offered ten indicators of wellness which included a reduction of cholesterol, seat belt use, exercise, and smoking cessation. The results of the program reflect the benefits of good health and a healthy work environment.

Effective nursing supervision involves knowing which tasks to delegate and to whom. It calls for spot checks on each staff member regardless of their skill level. Assignments should be written, clearly stating the who, what, where, when and how. Errors should be given immediate attention. The supervisor should find out the error occurred, file a report, if needed, and talk with the erring staff member of members immediately. Good supervision also includes acknowledgement of a job well done., It's 7 a.m. -- the start of another day on the med/surg unit. Mrs. Smith is waiting for her morning bath, which must be given before she can go down [...]

How can the new deal for juniors be implemented in today's overstretched health service? How do you get clinicians and management to work together? On the Wirral falling house officer [...]

Trusts that are placed in outer London continue to face bigger problems as they are unable to keep good nursing staff as they are all opting for jobs in central London city. Nurses in central London are able to earn nearly pound sterling a year more as compared to nurses in outer London; which is a much more appealing prospect.

FOR MORE THAN A DECADE, nursing unions have been pushing for staffing ratios to be implemented in acute care hospitals. In fact, some states, such as California, have legislated minimum [...]

The article discusses and evaluates how trusts in England are implementing the Knowledge and Skills Framework (KSF) that was intended to ensure the Agenda for Change by improving NHS productivity through better training and development. KSF was initially successful; however, is no longer being implemented by most trusts in England.

The article assesses the reasons that nursing staff resort to patient restraint. Hospitals are taking disciplinary action against uncalled for restraint and imparting the Protection of Vulnerable Adults (POVA) training to staff in an effort to address the problem.

For smoother shift changes, try walking rounds Using taped reports during shift changes had become a problem on our 32-bed medical/oncology unit. The tapes were often incomplete or garbled, and [...]

Table of Contents Conclusion References Abstract History of the establishment of the School of Anaesthetic Assistants (SAA) in Sudan was mentioned in details where it was clear that in the [...]