Hiring nurse educators.
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Biomedical subjects
Publications and source records attributed to F Conedera.
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Hospice nursing is unique because of the philosophy and issues surrounding hospice care. Program planning for hospice staff follows basic principles. The real challenge in developing programs for orientation, continuing, and inservice education is using a format that will truly enable staff to meet the objectives. A lecture, programmed instruction, or video/slide format works well for the "nuts and bolts," but more creativity is needed for the other issues facing the hospice nurse--death, grief, symptom control, stress, team roles, and helping patients with options. Incorporating into the program some of the methods suggested will offer staff the opportunity to become involved in learning and make that learning more meaningful.
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Myers-Briggs concepts are useful for understanding and managing individual and group strengths, preferences, and "blind spots." Requirements of the work to be accomplished can be matched to the strengths and preferences of the individual or group. Work groups can be selected to enhance individual strengths and to counterbalance blind spots. This article describes the experience of one hospital-based continuing education department that uses the Myers-Briggs Personality Trait Inventory to explore department members' strengths and preferences. Understanding individual preferences has helped group members to understand, anticipate, and work with one another. The ideal mix of profiles challenges and stimulates both the individual and the department. Maximizing diversity increases the potential for conflict between individuals with opposite preferences; recognizing strengths and blind spots, willingness to talk about work style differences, and a little humor all make peaceful coexistence possible.