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PubMed2005

Magnet hospital research pilot project conducted in hospitals in Western Australia.

The factors causing nurses to leave nursing are well known and published. The main aim of the research pilot project was to explore and describe the reasons that attract nurses to a specific hospital and that motive them to remain working at that hospital. Data were collected through surveys of different categories of nurses working in selected 'Magnet Hospitals' in Perth (Western Australia). Biographical data were analysed through quantitative methods and content analysis was employed to analyze qualitative data. Motivational findings indicate specific organizational factors (such as staff development programs) and significant personal circumstances.

Adult↗

PubMedDate not supplied

Nurses' educational needs regarding battered women.

A study was conducted of nurses in rural hospitals to determine their knowledge of and educational needs regarding battered women. The results indicated that nurses had very low knowledge level regarding battered women. The vast majority had not studied this important issue either in nursing school or on the job and, as a result, wanted more staff development on the subject of battered women, with a focus on assessment and intervention with battered women.

Battered Women↗

PubMed2001

A violence-prevention and evaluation project with ethnically diverse populations.

The purpose of this paper is to describe some of the challenges encountered and lessons learned while providing and evaluating a violence-prevention program for and with ethnically diverse populations in child care settings. The paper discusses Safe Start, a violence prevention education program for child care staff and parents, and the evaluation of the program. Safe Start was designed to include culturally relevant content to increase cultural awareness for child care staff and parents from diverse ethnic backgrounds. The evaluation project enrolled child care centers with families representing the ethnically diverse communities in which they were located. Violence prevention research involving children from diverse ethnic backgrounds presents new methodologic challenges, but also provides new opportunities for creative, novel methods. This paper describes some of the challenges encountered with curriculum development, staff recruitment, instrument selection, and data collection procedures.

Child↗

PubMed1990

Deafness simulation. A model for enhancing awareness and sensitivity among hearing educators.

Awareness of and sensitivity toward handicaps on the part of nonhandicapped faculty and staff in educational environments is vital for both students and faculty. Awareness and sensitivity can be gained in a variety of ways; however, coordinated efforts are usually more comprehensive and enhancing. At the Rochester Institute of Technology in the College of the National Technical Institute for the Deaf, a college for deaf students in Rochester, New York, the faculty development staff carried out a deafness simulation project for hearing faculty and staff. Rationale, a description of the project, and effective approaches for implementing and coordinating deafness simulation projects are presented below.

Attitude↗

PubMedDate not supplied

Perceived competence and actual level of knowledge of diabetes mellitus among nurses.

Staff nurses were surveyed on their perceived and actual level of knowledge of diabetes mellitus. Staff nurses (n = 32) employed at a rural 62-bed acute care hospital in the southeastern United States constituted a convenience sample. The Diabetes Self-Report Tool was used to assess staff nurses' perceptions of knowledge of diabetes mellitus. Using a Likert-type scale a mean score of 88% was obtained concerning perceived knowledge. The Diabetes Basic Knowledge Test was used to measure the actual level of knowledge of diabetes mellitus. A mean score of 75% was obtained on the Diabetes Basic Knowledge Test. Nurses' perception of knowledge was not related to actual knowledge scores. Study findings raise questions for the nurse involved in staff development concerning the adequacy of nursing competency validation in the area of diabetes management.

Clinical Competence↗

PubMed1976

A program for the prevention and management of disturbed behavior.

A hospitalwide program to assist staff with the prevention and management of disturbed behavior of patients has been in operation at St. Thomas Psychiatric Hospital since January 1974. The staff development department prepared a teaching package consisting of a videotape cassette and a workbook that describes ways to predict and prevent disturbed behavior and to deal with it physically if it occurs. A comparison of hospital statistics for 1974 and 1975 indicates that in 1975 there was a decrease in the incidence of disturbed behavior, of patient injuries, and of staff injuries directly related to patients, and in the total man-hours lost.

Aggression↗

PubMed2000

A clash of cultures: A&E and mental health.

Accident and emergency (A&E) departments have attracted little attention from psychiatric services, with the exception of emergencies and the management of self harm. Emergency staff gravitate towards those attenders with concrete physical needs, typifying mental health attenders as low status. The aim of this project, which took place over a 12 month period, was to improve the quality of care provided to persons attending an A&E department with mental health needs, through a staff development programme. It was initiated for the generic A&E nurse with no formal training in mental health care. The programme was based on knowledge generated through a collaborative approach using an action research process. This article particularly focuses on the mindsets, values and strategies which evolved through the study. The project indicated that facets of the A&E culture such as staff values, technology, communication patterns and the environment give mental health a low status. Conflict is generated between the individual and the macro culture, dominated by the excitement of trauma care and the short-term, immediate nature of the work.

Attitude of Health Personnel↗

PubMedDate not supplied

Nurse responses to re-tooling practice, education, and management roles.

BACKGROUND: The purpose of this article is to report the results of a survey conducted by one of the nine Area Health Education Centers in North Carolina to inform regional work force planning by ascertaining nurses' views of the need to re-tool for practice, education, and management roles. METHOD: A work force planning group represented by nursing service and education surveyed 1,050 nurses. Four hundred thirty-two (41%) nurses responded: 87% believed they needed to re-tool and 92% were willing to do so. RESULTS: Critical thinking was rated as very important to nurse managers, staff RNs, and LPNs, and educators rated teaching as the area most in need of re-tooling. CONCLUSION: Nurses are clearly interested in re-tooling. Staff development, continuing education, and degree programs can respond to this willingness.

Attitude of Health Personnel↗

PubMed1988

Measuring corporate culture to ensure mission fulfillment.

Ancilla Systems, Inc., Elk Grove Village, Il, developed a mission-based performance evaluation program to provide tangible evidence of mission fulfillment and ensure the provision of high-quality healthcare. the program--Characteristics of Service--translates the language of healthcare action and evaluates corporate culture to ensure that it fulfills the expectations of its sponsor. The nine Characteristics of Service are: Respect for the dignity of all persons. Orientation toward the family unit. Quality and personalized services. Local health systems with a spectrum of services responsive to the unique needs of the community. Formal and informal partnerships with physicians. Active participation and collaboration with related community service agencies and other healthcare providers. Faithfulness to Catholic identity through close relationships with Church and religious institute resources. Effective political advocacy through education. Research and development of innovative approaches to healthcare. In establishing the behavior standards that would exemplify the characteristics, program developers used terms that correspond to specific, observable, measurable performance. All healthcare facilities are evaluated on how well they meet the behavior standards. The evaluation process includes data collection, analysis, and a final report. Data collection begins with a review of regular hospital-conducted surveys, which provide quantifiable information to measure performance against key expected behaviors. Additional data are derived from medical staff development plans and the monthly quality assurance audit. On-site surveys fill information gaps that remain after all written reports are collected.

Catholicism↗

PubMed1999

The clinical skills resource: a review of current practice.

This review is based on the findings of the Southampton Clinical Skills Project, which was a needs assessment and feasibility study to consider the development of a multiprofessional Clinical Skills Resource at Southampton. The project spanned a period of 18 months and used a range of methods of data collection, including visits to 12 clinical skills facilities in the UK. Most existing clinical skills centres have developed in response to changing healthcare policy, curricular initiatives and increasing emphasis on the quality of assessments and competencies. There is also increasing recognition that clinicians are no longer able to teach effectively all skills to students in the traditional ways, and that clinical skills training and assessment, particularly for undergraduates, is an area of deficiency. The potential scope of clinical skills centres is broad and encompasses not only clinical and communication skills but medical informatics, computer assisted learning, multiprofessional learning and assessment. Skills centres can also promote self directed and lifelong learning methods. The planning of skills centres involves a variety of stakeholders and users, including undergraduates, postgraduates, acute and community Trusts, Postgraduate Deans and medical schools. A successful skills centre needs to be flexible in its design, integral to the curriculum and relevant to educational and training requirements. This requires planning, organization and resources. Different organizational models can be used, depending on local factors. The management of skills centres involves consideration of issues such as security, safety, supervision of learners and staff development, informed by a network of experts and everyday users. The development of skills centres should include ongoing educational evaluation of outcomes and educational research. The use of a clinical skills centre has potential benefits for staff and students, including the provision of a safe environment in which to learn and practise skills before using them in the real clinical setting. This can reduce anxiety in students and protect patients from novice practice. Clinical skills centres provide a setting for structured learning with feedback as well as assessment of competence. The limitations of a skills centre are that it can only provide simulated experiences which are an adjunct to, but can never replace real clinical experience.

Clinical Competence↗

PubMed1975

Task analysis in health manpower development and utilization.

Job analysis and tast analysis are systems methods which examine the functions of individuals and allocate these functions into job descriptions which can make for a better utilization of health manpower by a restructuring of the jobs of health professionals and a restructuring of curricula as a reflection of the jobs to be performed. These analytic methods have had limited application to the health field. This methodology was applied to the education of a nonphysician family health team for an inner-city prepaid comprehensive health center and staff development at a health maintenance organization, and has served as the basis for the curriculum of an associate degree physician's assistant program and a baccalaureate degree health associate program. Among the advantages for the application of this method are the interrelationship of resulting jobs rather than isolation and career mobility in both the work situation and curricula. Constraints include the lack of entry level jobs, the prestige of the Bachelor's Degree, the need for proficiency tests for advanced standing, tuition costs, and the traditional attitudes of health agencies on release time and educational institutions on basic requirements.

Health Occupations↗

PubMed1995

Open learning; the managers' and educationalists' perspective.

The development of the internal market within nurse education has led colleges of nursing to review their portfolio of course provision for consumers of health education. As a result of this, education is questioning whether traditional modes of programme delivery are sufficiently versatile to meet the needs of purchasers within the changing nature of health care delivery. This study uses a case study approach to explore nurse managers' and nurse educationalists' feelings and motivations towards the development of open-learning programmes within one college of nursing. The central themes emerging from the literature review of open learning mirror the philosophies underpinning humanistic education theories. These themes led to the development of the theoretical framework against which the data generated from in-depth interviews with managers and educationalists were analysed. The data identified that both managers and educationalists valued open learning as a mode of programme delivery appropriate to their needs. However, both groups confused the concepts of open and distance learning, the latter being firmly supported by nurse managers as it allows staff development without demanding time out of the clinical area. Each group saw benefits in the commercialization of open-learning packages, not purely as a cut-throat enterprise but as a means by which nurse education can protect itself from competition.

Adult↗

PubMed2006

Capacity-building for youth workers through community-based partnerships.

Although positive youth development (PYD) is increasingly influential in the field of youth programming, core knowledge and competencies for youth workers continue to be defined. Youth serving agencies throughout the United States face serious obstacles in the creation of a stable and well-trained workforce, despite the presence of many talented and resourceful individuals who work with youth in the community. One strategy for organizational and staff development is through PYD-oriented, community-based partnerships designed to enhance youth worker knowledge and competence. Two different partnerships are described in this report. The first brought together experts in youth work, health, and trauma, and focused on improving youth worker response to psychologic trauma commonly experienced by urban youth. This partnership used an iterative reflective practice approach to describe best practices in youth work. The second partnership strategically taught evaluation skills to youth program consumers, AmeriCorps service members, and adult youth workers to advance youth-adult partnerships. These exemplars demonstrate that partnerships can drive systems for improving competencies in youth workers and the capacities of youth services.

Adolescent↗

PubMedDate not supplied

Extent and effectiveness of the Scope of Professional Practice.

This paper describes a survey commissioned by the NHS Executive (West Midlands office) Nursing Directorate in conjunction with the Research and Development Directorate. The study aimed to explore the extent of initiatives associated with the UKCC's Scope of Professional Practice in 58 trusts in the West Midlands. The data were produced through semi-structured interviews with professional heads of nursing, professional development staff and educators, together with postal questionnaires to a sample of 100 clinical managers in all branches of nursing and midwifery. The results indicate that the activities associated with the Scope of Professional Practice are not easily defined. There is support for the UKCC document, although there are reservations about the forces behind it, and insufficient resources are an obstacle to role and practice developments. To gain the most benefit from this initiative, it is argued, nursing and midwifery practitioners must plan the development of their roles carefully.

Ethics, Nursing↗

PubMed2004

Knowledge and attitudes in pain management: Hong Kong nurses' perspective.

Effective pain management requires accurate knowledge, attitudes and assessment skills. To determine the current knowledge level and attitudes of nurses in pain management, 1,604 registered nurses working in three different hospitals in Hong Kong were invited to participate in this study. The sample consisted of 601 registered nurses, 63 nursing officers, and 14 nursing specialists (N = 678). The response rate was 43%. The Nurses' Knowledge and Attitudes Survey Instrument questionnaire developed by McCaffery and Ferrell was translated into Chinese and used with permission. To ensure the contextual relevancy and consistency of the questionnaire, content validity and test-retest reliability tests were performed. The content validity index was 0.87 and the test-retest reliability (Spearman's p coefficient) was 0.812. The percentage of correctly answered questions was 44%. There was statistical significant in educational preparation and clinical experiences with correct scores. The findings of our study support the concern of inadequate knowledge and attitudes in relation to pain management. Further intensive continuing education and staff development is highly indicated for nurses in Hong Kong.

Adult↗

PubMed2005

Consumer-driven health care: building partnerships in research.

Over the past four decades, there has been a widespread movement to increase the involvement of patients and the public in health care. Strategies to effectively foster consumer participation are occurring within all research activities from research priority setting to utilization. One of the ten principles of the Cochrane Collaboration is to 'enable wide participation', and this includes consumers. The Cochrane Musculoskeletal Group (CMSG) is a review group of 50 within the Collaboration that has been working to increase consumer participation since its inception in 1993. Based in Canada, the CMSG has embraced the concept of knowledge translation as advocated by the Canadian Institutes of Health Research. The emphasis in knowledge translation is on interactions or partnerships between researchers and users to facilitate the use of relevant research in decision making. While the CMSG recognizes the importance of reaching all users, much of its work has focused on developing relationships with people with musculoskeletal diseases to enhance consumer participation in research. The CMSG has built a network of consumer members who guide research priorities, peer review systematic reviews and also promote and facilitate consumer-appropriate knowledge dissemination. Consumers were recruited through links with other arthritis organizations and the recruitment continues. Specific roles were established for the consumer team and responsibilities of the CMSG staff developed. The continuing development of a diversified team of consumer participants enables the CMSG to produce and promote access to high quality relevant systematic reviews and summaries of those reviews to the consumer.

Biomedical Research↗

PubMed2004

Acute idiopathic pulmonary hemorrhage among infants. Recommendations from the Working Group for Investigation and Surveillance.

This report presents CDC's recommended case definitions and surveillance practices for Acute Idiopathic Pulmonary Hemorrhage (AIPH). In 1994 and 1997, CDC reported clusters of acute pulmonary hemorrhage (APH) among infants in Cleveland, Ohio. Subsequent reviews of these investigations identified shortcomings in the conduct of the studies and concluded that the investigations did not prove an association between APH among infants and exposure to molds. In response to recommendations from these reviews, with assistance of external consultants, CDC staff developed a plan to conduct surveillance for and investigation of AIPH. In developing this response, CDC recommends a definition for a clinically confirmed case of AIPH among infants on the basis of evidence of blood in the airway, age </=1 year, absence of medical conditions related to pulmonary hemorrhage, and severe acute respiratory distress or respiratory failure. CDC recommends that pediatric intensive care units (PICUs) report cases that meet the CDC case definition to state health departments. CDC staff will study the number of reported cases of AIPH among infants and also review the Cleveland and Chicago case series to determine the degree to which the present case definition applies to them. If these reviews establish that AIPH among infants is a public health problem, on the basis of its magnitude or geographic or temporal distribution, targeted case surveillance will be initiated based on the distribution of cases. CDC staff will work with state and local health departments to investigate reported clusters of cases of AIPH among infants.

Acute Disease↗

PubMed1995

Taking the fear out of peer review.

In this model, peer review takes place in the setting of a professional practice model and focuses on staff development, compliance with standards of care and annual performance appraisal. The roles of group facilitators and the nurse manager are outlined. A discussion of the problems and benefits of peer review is presented.

Employee Performance Appraisal↗