Nursing management (Harrow, London, England : 1994)最新文献

Background: The nursing associate role is relatively new, with the first few registrants qualifying in 2019. Nursing associates contribute to the care of patients under the supervision of a nurse; however, they can often experience challenges in practice associated with variations in the tasks they are permitted to undertake.

Aim: To explore the lived experiences of nursing associates and the perspectives of people who work with them to understand what weaknesses and threats are associated with the role.

Method: A realist ethnographic approach was used, incorporating semi-structured interviews with nursing associates ( n =8) and focus groups with healthcare professionals who had experience of working with nursing associates ( n =8).

Results: Analysis of the data identified three overarching themes relating to threats to the nursing associate role: incivility and role ambiguity; curriculum and placements; and motivations and career opportunities. The data also revealed five 'entities' that influence the nursing associate journey - the individual's status, the healthcare team, education providers, the employing organisation, and nurses' professional organisations.

Conclusion: A framework addressing the weaknesses and threats to the nursing associate role was produced. This outlines interventions and improvements that can encourage, enable, empower and ennoble nursing associates, while also supporting the implementation of the role into practice.

Rationale and key points This article explains how to implement compassionate leadership in nursing teams. Compassionate leadership is an approach that aims to empower and support staff through four main behavioural principles - attending, understanding, empathising and helping. • Compassionate leadership can be practised by all nurses, irrespective of their role or position, and with individuals or groups. • For the nurse, understanding and reflecting on their own leadership style is the starting point for compassionate leadership, after which nurses may consider leading others. • Implementing compassionate leadership can empower teams, enhancing team members' performance, motivation and well-being. • Compassionate leadership can also support improved outcomes for patients, since motivated nurses are more likely to provide high-quality care. Reflective activity 'How to' articles can help to update your practice and ensure it remains evidence based. Apply this article to your practice. Reflect on and write a short account of: • How this article might help you to introduce compassionate leadership into your nursing team. • How you could use this article to educate nursing colleagues and students about the role of compassionate leadership in nursing teams.

Since the challenges of the coronavirus disease 2019 (COVID 19) pandemic, during which many nurses had to work in extreme circumstances and with limited resources, healthcare leaders have explored how they could better support nurses in the future. Admiral Nurses - who are supported by the charity Dementia UK to provide expert care and advice for people with dementia - have been offered coaching alongside their regular clinical supervision. In the workplace, coaching can be defined as a process that supports another person's understanding, learning, behaviour and progress. Through coaching, nurses can develop their skills and address any negative attitudes and behaviours that may be affecting their work. This article focuses on how coaching techniques and skills might assist nurse leaders to support team members to improve care provision.

Healthcare is continuously evolving to adapt to a changing world and nurses have an essential role in introducing innovative practice as part of continuous quality improvement (QI). For nurses who want to put forward a proposal for change, drafting a clear and convincing business case is a useful skill to have. This article provides advice to nurses who are new to QI on how to draft a business case to support small-scale change in their practice setting. It describes the steps involved, which encompass identifying the issue and its root causes, describing the context, outlining the solution, addressing the financial aspects and detailing plans for implementation and evaluation.

Healthcare workers are exposed to various factors in the workplace that may put them at an increased risk of suicide, but there is a lack of evidence reviewing interventions put in place by employers that may modify this risk. The authors undertook a systematic review to identify and assess organisational interventions aimed at preventing suicide in the healthcare workforce. Databases were systematically searched between January 2022 and August 2022. Eligibility for inclusion in the review was determined using a population, intervention, comparison, outcome framework, and 12 studies met the inclusion criteria. Studies were summarised using narrative synthesis and interventions included education, screening, modification of the workplace, referrals for support and/or therapy and peer support. Outcomes included: uptake, satisfaction, pre-training and post-training knowledge, symptoms, risk of suicide and economic costs. It was identified that various suicide prevention interventions are feasible in healthcare organisations and likely to have positive effects for staff. However, there is a lack of robust evaluation of these interventions, so further research is warranted.

Feedback is essential for promoting nurses' professional development and enhancing the quality of patient care. Effective feedback, in terms of delivery, content and receipt, can support nurses to identify their strengths and areas for improvement, enhance patient care and strengthen teamwork and communication. Despite its importance, however, delivering feedback can be challenging, notably due to concerns about how it will be received. Creating a supportive environment, using a structured framework and fostering self-reflection among staff can support nurse managers to deliver feedback effectively. This article explores the importance of feedback in nursing practice, examines some of the barriers to providing feedback and suggests strategies for delivering effective feedback.

Nurses frequently experience multiple challenges and face numerous demands in their professional role, which may lead to adverse effects such as stress, depression, anxiety and burnout. Therefore, it is important to identify effective and accessible strategies that can support them. This article explores how nurses can use journalling as a tool for navigating the challenges they experience in their practice. It offers a step-by-step guide that provides nurses with an accessible and effective approach to journalling, which they can use to support their mental well-being and self-care.

The shortfall of nurses in the UK has led to concerns that there are insufficient staff to ensure safe and high-quality care. To address this shortfall, one group to focus on for recruiting nursing students is school-leavers. This article reports on an integrative literature review that was conducted to explore the educational strategies used to attract school-leavers to undergraduate nurse education programmes. The review identified that a variety of educational strategies were used, and all of the included studies reported positive effects on school pupils' intention to undertake nursing studies. These strategies often included interactions with nursing staff and/or nursing students, as well as observing and practising clinical skills, for example via simulation. However, most participants likely had a pre-existing interest in healthcare or nursing, the interventions were delivered predominantly to young women, and the included studies lacked longer-term follow-up. This highlights a need to conduct further research to assess the longitudinal impact of recruitment strategies aimed at broader audiences.

Rationale and key points: Bullying has existed in health and social care organisations for many years. Although researchers have examined the effects of bullying on nurses and nursing students, there has been too little focus on bullying behaviours inflicted directly or indirectly on nurse leaders and managers. This article provides concise and practical guidance for nurses in leadership or management roles on how to identify and manage bullying behaviours directed at themselves. • Overt or covert bullying in nursing can happen at every level of the organisation. • Bullying negatively affects practice, teamwork, staff morale and patient care. • Identifying bullying is the first step in addressing unacceptable behaviours. • Admitting that you may be being bullied and seeking support to manage bullying is a hallmark of an effective nurse leader. REFLECTIVE ACTIVITY: 'How to' articles can help to update your practice and ensure it remains evidence-based. Apply this article to your practice. Reflect on and write a short account of: • How this article might improve your practice when managing being bullied as a nurse leader. • How you could use this information to educate your peers about managing being bullied as a nurse leader.

This article explores the critical role the nursing information officer (NIO)'s team played in facilitating the transition to an electronic health record system (EHR) at two NHS trusts in London. The article highlights that with the increasing importance of digital leadership in nursing, it is necessary to prepare nursing staff for the implementation of an EHR to enhance patient care and staff experience. It discusses various methodologies the NIO's team adopted, including 'show and tells', demos, walkabouts, induction sessions, 'CopyCat' charting, and a 'change and engagement' document. These engagement strategies are aimed at addressing diverse learning needs, increasing nurses' confidence and ensuring effective use of the new EHR. The successful implementation of an EHR depends on collaborative efforts among nursing staff, leadership and NIO teams. This emphasises the importance of embracing digital transformation and innovative strategies in navigating healthcare technology complexities.