ABSTRACT
The author is a nurse executive who shares insights into why company leaders must change their mindset in how they build the next-generation nursing workforce culture. Despite the national nursing shortage crisis, nurses continue to be the most trusted profession for the 22nd consecutive year in a row. Technology advancements, generational paradigm shifts, global and domestic business transformations, diversity, equity, inclusion, and employee well-being are trends that have directly impacted the need for these changes. We know that it is not just about recruiting but also about creating a culture where the ambitions, aspirations, and perspectives of the nursing workforce are honored. There are key company strategies that matter to creating a next-generation workforce culture and are transferable to health care. Leaders must think differently about the culture they have to build in order to attract and retain the next-generational nursing and clinical workforce.
Subject(s)
Nurse Administrators , Nursing Staff , Humans , WorkforceABSTRACT
Self-agency is a crucial aspect of self-awareness. It is underresearched given the phenomenon's subjectivity and difficulty of study. It is particularly underresearched comparatively, given that animals cannot receive agency instructions or make agency declarations. Accordingly, we developed a distinctively new self-agency paradigm. Humans and rhesus macaques learned event categories differentiated by whether the participant's volitional response controlled a screen launch. They learned by trial and error after minimal instructions with no agency orientation (humans) or no instructions (monkeys). After learning, humans' verbalized category descriptions were coded for self-agency attributions. Across three experiments, humans' agency attributions qualitatively improved discrimination performance-participants not invoking self-agency rarely exceeded chance performance. It also produced a diagnostic latency profile: classification accuracy depended heavily on the temporal relationship between the button-press and the launch, but only for those invoking agency. In our last experiment, monkeys performed the launch task. Their performance and latency profiles mirrored that of humans. Thus, self-agency can be self-discovered as a frame organizing discrimination. And it may be used as a discrimination cue by some nonhuman animals as well. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
Subject(s)
Cues , Animals , Humans , Macaca mulattaABSTRACT
Increasing health portal participation actively engages patients in their care and improves outcomes. The primary aim for this project was to increase patient health portal utilization. Nurses used a tablet-based demo to teach patients how to navigate the health portal. Assigning health videos to the portal was a tactic used to increase utilization. Each patient participant was surveyed about health portal utilization at initial nurse navigator appointment, day of procedure, and 30 days after discharge. Seventy-three percent (n = 14) of the 19 selected patients received the intervention; 36% (n = 4) of patients reported using a health portal feature; meaningful use metric preintervention increased from 12% to 16% after the intervention; 16% and 18% of patients viewed assigned videos in their health portal prior to procedure and after hospital discharge. Patients need a reason to access their health portal. Education alone is not enough to motivate patient portal use. Further research is needed to specify what tactics are required to motivate patients to use their health portals.
Subject(s)
Heart Diseases/psychology , Information Seeking Behavior , Patient Participation/statistics & numerical data , Patient Portals/statistics & numerical data , Aged , Electronic Health Records/statistics & numerical data , Evidence-Based Practice/methods , Female , Humans , Internet/statistics & numerical data , Male , Middle Aged , Patient Access to Records/psychology , Patient Access to Records/standards , Patient Participation/psychology , Patient Portals/standards , Patient Satisfaction , Pilot ProjectsABSTRACT
Today's health care systems are faced with challenges to transform health care delivery and provide quality and valued services for the heart failure population. These challenges require collaboration and the development of strategic processes that will redefine best practices. Implementing a multidimensional nurse navigator transition program is one approach to facilitating cross-continuum of care. Such a program has been proven to significantly reduce 30-day all-cause hospital readmissions, enhanced self-management skills, and improved follow-up compliance. This transitional care model can be used to address the needs of all patients with chronic conditions.
