The Health care supervisor最新文献

Cultural diversity is increasing in the United States as increasing numbers of minorities enter the United States from abroad, and cultural diversity is especially prevalent in the health care workplace. In fact, the health care professions are particularly interested in the presence of minorities among caregivers because this often enhances the cultural competence of care delivery. Nevertheless, subtle discrimination can still be found, and managers must be alert that such behavior is not tolerated. Use of the Giger-Davidhizar Cultural Assessment Model can provide managers with information needed to respond to diversity among staff appropriately.

The hyperturbulence in today's health care environment acts as a primer that escalates the frequency and severity of business conflicts. Several alternative dispute resolution (ADR) programs are described, with ADR suggested as a viable approach in assisting organizations in resolving conflicts. The data indicate that all of the health care organizations surveyed utilize some form of ADR to resolve conflict. The most common conflict resolution objective found is win/win, and respondents felt that ADR effectively met intended objectives. While the data gathered for this study are from a limited geographic region in Central Florida, the results can likely be generalized to many socially and ethnically diverse regions of the country.

The success of health care institutions depends largely on how committed its employees are. Profiles of personal commitments can vary markedly. Major components of all these profiles are: dedication to employers, bonding with fellow professionals, and loyalty to one's work group or team. We discuss how employers and leaders can create a culture that features more commitment. The rewards and risks of personal commitment and the characteristics of committed employees are presented.

Regulatory agencies now require more than credentialing, quality assurance, and educational programs to prove that health care workers are competent. There is confusion over exactly what competency is and how we can assess it in an environment of strict cost restriction. This article presents an overview of the current situation and some techniques for assessing competencies. Emphasis is on clinical laboratory approaches.

In the current health care environment, many customary procedures, developed in an era when cost containment and market competition were not major concerns are no longer compatible with the operation of a successful surgery service. This article outlines a perioperative system that accomplishes the goals of cost containment and patient and surgeon satisfaction without sacrificing quality of care. This system entails streamlining the entire perioperative process, from the initial interface with the surgeon's office to discharge from the facility. In addition, the system eliminates unnecessary waste that remains rampant in most surgery departments, and addresses scheduling problems that limit efficiency.

Those who have occasionally thought about writing for a professional journal should be encouraged by the fact that most journal writers are just like journal readers--practitioners and educators with something of value to share with others. There are career-enhancing advantages to journal writing, and there can be a significant amount of personal satisfaction as well. Succeeding at writing and placing a journal article requires: selecting an appropriate topic; knowing the publication and its audience and framing the article in the style they require; working with the journal editor to create an acceptable manuscript, which includes responding positively to the editor's criticisms and suggestions; and observing all submission requirements and deadlines. One who follows this entire process to its positive conclusion will find that journal writing can be an exacting, demanding, frustrating--and immensely satisfying--professional activity.

The needs of the RN-BSN student are unique. If the RN-BSN student is to be successful in a degree completion program, it is important that the program be designed with the needs of the student in mind. It is important that the program be tailored to the needs of the student who may already possess expertise in nursing. This will enhance the likelihood that the student will stay in the program and that learning will occur.

It appears that the majority of hospitals and other health care organizations use facilitators in team development. While some organizations use facilitators more extensively than others, facilitators appear to serve pivotal roles for teamwork in most health care organizations. A review of the literature, however, suggests that there is no clear consensus regarding the best way to use facilitators. This lack of consensus is, in part, due to the lack of clear best-practice guidelines for utilizing facilitators in health care. The purpose of this article is to provide such guidelines.

Hospital educators who place students from area nursing schools noted that the information provided to students in orientation to the hospital was being repeated at the beginning of every clinical rotation. This was costly for the hospitals, and monotonous and time consuming for students. The hospital educators collaborated to develop a generic orientation to be given annually rather than every 10 weeks. Realizing they could better accomplish their goals with the involvement of the nursing schools, they formed a second collaboration with administrators and faculties of area nursing schools. After identifying problems, specific requirements were developed to ease the process of clinical affiliations. Both hospital educators and nursing school administrators saw only benefits arising from the new processes.

What would you like people to say about you at your wake? Your answer to that question provides a strong clue about what your personal mission statement should include. It may also inspire you to draft such a document. If it does, you may find some helpful suggestions in this article.