ABSTRACT
In today's dynamic healthcare environment, it is more important than ever that the chief nursing officer (CNO) possesses transformational leadership skills. This includes the cultivation of leaders whom the CNO can partner with to advance strategic priorities that benefit patients, families, clinical nurses, and others within a strong, supportive practice environment. A collaborative partnership not only ensures the advancement of an agenda for change but also enhances communication and visibility and provides an opportunity for development of key individuals on the executive team. By supporting partnerships, the CNO has the opportunity to keep talented leaders in the pipeline and to identify those who should be a part of the succession planning process. This is a critically important concept that can lead to a smooth leadership transition.
Subject(s)
Leadership , Mentoring , Nurse Administrators , Organizational Innovation , Humans , Personnel Selection , Planning Techniques , Staff DevelopmentABSTRACT
OBJECTIVE: The purpose of this study was to assess the relationship between demographic factors (age, gender, race, ethnicity, work status, and experience), the professional practice environment, and work satisfaction to increase understanding of millennial nurses. BACKGROUND: Millennials comprise 30% of the nursing workforce and are more likely to experience burnout, stress, high turnover, and less dedication to their workplace than other counterparts. Understanding how to retain these nurses is important to ensure work satisfaction and high-quality patient outcomes. METHODS: This descriptive study was a secondary analysis of data using the Professional Practice Work Environment Inventory survey. Descriptive statistics were used to describe the variables. Descriptive statistics and standard t tests were used. RESULTS: Demographics accounted for only 2.6% of the variance in work satisfaction, whereas supportive leadership accounted for nearly 63%. CONCLUSION: Findings demonstrate that supportive leadership is the primary factor contributing to millennial nurses' work satisfaction. This suggests that efforts to retain millennial nurses should focus on developing supportive leaders.
Subject(s)
Attitude of Health Personnel , Burnout, Professional/psychology , Job Satisfaction , Nursing Staff, Hospital/psychology , Nursing Staff, Hospital/statistics & numerical data , Workplace/psychology , Workplace/statistics & numerical data , Adult , Age Factors , Female , Humans , Male , Socioeconomic Factors , Surveys and Questionnaires , United States , Young AdultABSTRACT
OBJECTIVE: The aim of this study was to explore RNs and nurse directors' (NDs') perceptions of leadership on units with high RN satisfaction scores. BACKGROUND: Identifying the characteristics of NDs that contribute to RN satisfaction is important in the recruitment and retention of RNs and in the selection and role development of NDs. METHODS: This study used a qualitative design using appreciative inquiry-guided data collection. RESULTS: Nine RNs and 9 NDs met the inclusion criteria. Each group identified 4 themes. CONCLUSIONS: Registered nurse and ND participants identified similar themes representative of leadership attributes and behaviors that contribute to RN satisfaction.
Subject(s)
Attitude of Health Personnel , Job Satisfaction , Nurse Administrators/psychology , Nursing Staff, Hospital/psychology , Personal Satisfaction , Adult , Aged , Female , Humans , Leadership , Male , Middle Aged , Young AdultABSTRACT
The Massachusetts General Hospital (MGH) Cancer Center is a multidisciplinary cancer center that delivers chemotherapy to 150 to 200 patients daily and adheres to the Oncology Nursing Society and ASCO guidelines for safe chemotherapy administration. An error that occurred at MGH in the summer of 2012 prompted a review of all safety events, the process of classification, and the monitoring of safety events. This article reviews safety monitoring in the oncology setting, details the oncology safety-event reporting program at MGH, summarizes all chemotherapy-related safety events that have occurred over the past 5 years, and concludes with summary recommendations and potential steps to standardize safety reporting and analysis in chemotherapy administration.
Subject(s)
Medical Oncology/standards , Medication Errors , Academic Medical Centers , Humans , Massachusetts , Patient Safety/standards , Process Assessment, Health Care/methods , Process Assessment, Health Care/standards , Risk Management/methods , Risk Management/standardsSubject(s)
Academic Medical Centers/organization & administration , Geriatric Nursing/education , Nursing Staff, Hospital/education , Quality Assurance, Health Care/organization & administration , Academic Medical Centers/standards , Aged , Geriatric Nursing/standards , Humans , Massachusetts , Nursing Evaluation Research , Nursing Staff, Hospital/organization & administration , Program DevelopmentABSTRACT
As in any other industry, laws and regulations significantly impact the functioning of the healthcare industry. Some laws, such as those relating to malpractice and social insurance systems, affect the manner in which the industry operates. Other laws, such as those regulating antitrust and employment practices, affect the organization and the environment in which the industry operates. It is increasingly important that practitioners and managers be cognizant of this complex and dynamic legal minefield. This study examined healthcare managers and executives' knowledge of 9 key issues in the legal and regulatory environment of the healthcare industry. Specifically, the study focused on knowledge concerning tort and contract liability, insurance law, labor and employment regulation, criminal and ethical responsibility, antitrust regulation, the law governing business associations and recent developments. Findings suggest that the levels of knowledge required to manage legal and regulatory issues are much greater than the existing levels of knowledge.
