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Collaboration among nurse executives in complex environments: fostering administrative best practice.
In the past decade, many healthcare institutions have formed new partnerships, alliances, and networks. Collaboration among chief nursing officers and other leaders from affiliating institutions is essential to the success of these new organizational structures. The authors explore the nature of the collaboration among chief nursing officers and senior nurse leaders at 5 Harvard-affiliated teaching hospitals that provide cancer care. In particular, this article examines how collaborative relationships have been fostered and highlights the challenges, benefits, and outcomes of successful cross-institutional collaboration.
Community in the workplace: a proven retention strategy.
People yearn for a return to community, seeking a sense of connection with others. Community in the workplace is increasingly important, because many of us spend more time at work than we do anywhere else! The authors discuss community at work and the stages of formation that true communities experience. Practical helpful strategies for the nurse leader are shared.
Multigenerational nurses in the workplace.
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Retaining and recruiting mature experienced nurses: a multicomponent organizational strategy.
The aging and impending retirement of the nursing work force will worsen the nursing shortage. Because nurses retire for a variety of reasons, retaining older nurses or delaying their retirement requires a multifactorial method. The authors describe one medical center's multifaceted approach and subsequent strategies to create a work environment conducive to retaining the mature, experienced nurse.
Succession planning: multilevel organizational strategies for the new workforce.
Succession planning for staff and managers starts with a clear vision and strategic plan. It includes hiring, developing, and coaching all employees to meet new competencies. The implementation of succession planning requires commitment, vigilance, and engagement by all members of the nursing department. Partnerships with human resources and the education department are key for success. The author shares one medical center's experience with succession planning and ongoing strategies for success.
The impact of culture change on nurse retention.
Given the nursing shortage, retaining qualified nurses is of primary importance to nurse executives. In this article, the authors discuss problems they experienced in retaining newly hired nurses on 3 surgical nursing units and describe how efforts to change the culture of the units resulted in dramatic improvements in nurse satisfaction and the retention of new hires.
Partnership in education and nursing: students inspire nurse executive.
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Nurse work satisfaction and generational differences.
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Enhancing evidence-based practice through collaboration.
Hospitals increasingly reference published evidence for any given procedure or guideline as part of the push toward evidence-based nursing. Medical centers and universities can develop a collaborative model to help support evidence-based practice. The authors describe a model of collaboration between a university and medical centers to enhance nurses' knowledge and research skills and provide research opportunities for faculty.
Physician burnout: an examination of personal, professional, and organizational relationships.
This study presents an empirical assessment of burnout among physicians in two staff model HMOs and examines the critical relationships between physician burnout and personal, professional, and organizational/worklife factors. The authors hypothesize that a substantial proportion (> 40%) of physicians will report high scores on emotional exhaustion, the key burnout dimension, and that high emotional exhaustion will be correlated with low evaluations of organizational/worklife factors. The survey results found 58% of the physicians reported scores in high emotional exhaustion. Regression analyses established that organizational measures, specifically, evaluative ratings of Workload/Scheduling and Input/Influence were the strongest predictors of emotional exhaustion. The substantial proportion of physicians reporting scores high on the burnout dimensions, and the potential for management to intervene and improve the factors that foster burnout, suggests the need for organizations to examine the impact of their structures, policies, and procedures on physician stress and quality of worklife.
The growth and development of the practicing nurse.
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Confirming, not disconfirming: communicating in a more positive manner.
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Viewpoint: assertiveness training for nurses.
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Keeping Patients Safe: a collaboration among nurse administrators and researchers.
Translating the recommendations from the Institute of Medicine's landmark report, Keeping Patients Safe: Transforming the Work Environment of Nurses, into practice and healthcare policy will require an extensive collaboration among nurse administrators and nurse researchers. The insights and skills of both groups are critical for evaluating the recommendations and their implications for practice, for filling gaps in research, and for influencing significant health system change.
Communication skill performance and needs of deans.
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Ensuring success. The Faculty Development Plan.
In higher education, faculty advancement is based on demonstrated productivity in scholarship and service as well as teaching. In nursing, these expectations, added to clinical obligations, can make new faculty feel overwhelmed. The author recommends that new faculty take responsibility for their professional development by working with a dean or department chair to design a 5-year Faculty Development Plan that includes mentoring and participating in other campus support networks.
Educating a new generation: teaching baby boomer faculty about millennial students.
This review examines the impact of generational influences on the faculty-student relationship. Specifically, the baby boomer faculty-millennial learner dyad is explored, as these two generations are most representative of the faculty-student demographic. Teaching and learning preferences are emphasized, and implications and recommendations for nursing faculty are presented.