Essay about Barbara Norris Case Study

When a new resident is admitted, their family provides a history of the resident’s life: their loves, their fears, and their tragedies. As a physician assistant collects and analyzes the medical history and symptoms of a patient with an undiagnosed illness, I analyze the personal histories of the residents at my facility so that I am able to understand the best way to care for them. As a physician assistant collaborates with their supervising physician to provide high quality healthcare to patients, I collaborate with the director of nursing and the other nursing assistants at my facility to improve our residents’ quality of life. As a physician assistant is trusted by their patients and their supervising physician, I am trusted by the families of the residents I care for as their loved ones adjust to life as it changes with the loss of their memory.

It is no secret that communication is key when providing direct patient care in a skilled nursing facility. However, there is a noticeable lapse in the communication between the care team when providing care to the individual or groups of individuals. Two main parts of any care team are the registered nurse and the certified nursing assistant, as these are the two people whom have the most direct and impactful roles with residents in a skilled facility. The Registered Nurse and the Certified Nursing Assistant play similar roles in providing patient care, but have different roles in its entirety. The role of the Registered Nurse (RN) is defined as having the competency and skill to provide direct and indirect health care to individuals, their families, and communities around them. Services are also provided designed to give out medications, to promote comfort or healing, promote healing, and to also provide the dignity of their patients and patient’s families (American College of Rheumatology, 2015).

On November 1st, 2016 I had the opportunity to conduct an interview with Katherine M. Sawyer RN, BSN of Owosso, Michigan. Katherine, a female nurse who has worked in the nursing field for thirty-six years began her nursing career at Ingham Medical where she was a full-time staff-nurse for three years; then worked as a per-diem staff-nurse for eleven years. After working at Ingham for a total of fourteen years, Katherine obtained a position at Memorial Healthcare in Owosso where she worked as a nurse educator for fifteen years. Shortly after this she became a Basic Life Saving (BLS) instructor as her main role as a nurse educator was to provide nursing orientation and this additional role fit in perfectly. After some time she became involved in Quality Improvement for four years, and she has now switched back to the nurse educator role where she once again has the role of nursing orientation for Registered Nurses (RNs), Licensed Practical Nurses (LPNs), and Patient Care Techs (PCTs). The number of staff she teaches and orientates each month varies between one and ten individuals. She also teaches BLS and First Aid at Baker College of Owosso. Her contact information is as follows: Phone number (989) 413-1974 and e-mail address kmsawyer521@gmail.com. The purpose of this paper is to inform the reader of Sawyer’s role in the nursing profession as a nurse leader. Individuals will learn of Sawyer’s many different roles, responsibilities, and the organizational structure of Memorial

Mindy Alternot is an administrator at Seaside Convalescent Care Center (SCCC). She has begun to have major issues at this facility and the longevity of this company is at a crossroad. Mindy was hopping that she could turn this facility around; however, it proved to be much more difficult than she thought. SCCC has a fine of $3000 a day for noncompliance because they were dined payment for a new admission. Mindy has begun to blame her nurse’s aides (NAs), because they account for more than 90% of the hands-on patient care. Mindy cannot find good NAs and is having well over a 100% a year turnover rate. She tried to motivate and improve training her NAs so that they would find new meaning and purpose for their jobs. Her intensions was

Surgical Same Day Unit at, St. Angles faces multi-layered issues in the organizational level. As the newly appointed decision-making head to set up a corrective action plan at the unit, the issues beseeching the unit were first analyzed. After identification of issues, the overall pressures on the unit are studied with attention paid to the inter-profession conflict, communication gaps, issues of bullying, negative opinion of staff that there is no scope for practice, apart from retirement issues. The recommendations to resolve the crisis situation and help Surgical Same Day Unit to be

The building of a positive relationship is described as showing warmth, respect and empathy however to provide effective communication between nurse and patient the nurse needs to be aware of and identify the patient’s physical, social and psychological barriers. A nurse can use these tools to build trust, mutual respect and confidence with the patient as these are needed for

Relationships among workers in the ICU of Changeable Medical Center are at best, strained. In the past six months, the unit has expanded from 8 to 12 beds, changed to a different electronic health record vendor, and changed unit managers. Ten of thirty registered nurses have resigned or left, two of the remaining twenty are out on sick leave, and absenteeism is at a record high. As the new unit manager, you are looking for ways to improve morale and deal constructively with the many problematic relationship issues.

The nurses at the individual nurse level contribute their personal effort to EBP promotion because they usually work different shifts, in different units, as well as have different perspectives toward making EBP changes. For instance, nurses can identify the current problems in their unit, search resources to address the problems, evaluate the successfulness of the resolutions, and make changes based on the EBP to enhance the quality of healthcare service. The changes occurred

The organizational behavior problem is disruptive behavior. Darbro (2013) defines disruptive behavior as “behavior that interferes with effect communication among healthcare providers and negatively impacts performance and outcomes” (Darbro, 2013, p. 16). Ruth Goose’s behavior is disruptive. As a leader, her actions should promote effective communication among healthcare providers that will positively influence performance and outcomes. She is not doing that. Ruth is also micromanaging her nurses. She is forcing her views or beliefs on her nurses. This problem is a CQI problem, a risk management problem and an HRD problem. It is a CQI problem because such actions interfere with the processes of patient care. It is a risk management problem

I was particularly impressed by way this meeting dissected critical issues. The participants of this gathering welcomed openness and honesty from all. This meeting investigated ethical issues regarding patient care, and scenarios in which one’s discretion licensed him/her to question a patient’s judgments. This gathering also addressed the issue of productivity, in terms of sustaining it and enhancing it amid a taxing and demanding environment. The participants then proceeded to address common relational issues, which involved disagreements among nurses, and conflict mitigation. After witnessing the dynamics of this meeting, it became readily apparent that conflict

Dr. Barbara Shaw heads the Center for Professional and Continuing Education at Pacific with the title of Associate Provost. Dr. Shaw leads15 employees divided into three small teams: Programs & Development, Enrollment & Registration, and Marketing & Events. CPCE operates in a modern building about a three-minute drive from the main campus, and the work environment and culture within the department can be categorized as teamwork oriented. There is a lot of emphasis on collaboration and camaraderie among staff members, which ultimately creates a thriving environment for all employees.

3) Almost two-thirds of all surgical procedures are now performed in ambulatory surgery facilities. Discuss the reasons for this shift of surgery from the inpatient setting and its effect on hospitals and

A transformational leadership style along with good communication skills can be used to manage the multiples issues Hartland Memorial faces. “Transformational leadership involves anticipating future trends, inspiring followers to understand and embrace a new vision of possibilities, developing others to be leaders, and reward learners” (Hellriegal & Slocum, 2009, p. 301). Elizabeth and her associates should have the necessary qualities of a transformational leader; integrity, accountability, and motivation, so the staff can identify with them. The nurse manager could give nurses opportunities to demonstrate and experience leadership in their profession on a regular basis. Effective leadership is critical in delivering high quality care; equally

In the healthcare field, nursing leaders and managers face consistent issues in their respective practices that force them to alter the way they work and the way they think. In taking on a role as a leader within the field, nursing leaders and managers also take on the role of ensuring that work within an organization runs smoothly regardless of new issues that may arise in the healthcare arena. For instance, in today's healthcare environment, the issues of nurse shortage and nurse turnover have the capacity to alter the healthcare field and many of its respective branches and organizations should these problems not be managed properly by the leaders in the field. In viewing the issue at hand and in discovering how nursing leaders and managers are expected to act, and do act, in order to approach this issues, along with pinpointing the best approach possible to aid this issue, one can better understand which leadership styles are necessary for leaders to function.

Barbara has the benefit of knowing what good management looks likes with Betty Nolan her old mentor people /