Nursing Care Models Overview

A nursing model where a team of licensed and unlicensed personnel collaborates to care for a group of patients, guided by a professional nurse.

A nursing model that divides a nursing unit into smaller sections (modules) with assigned teams.

A nursing model where one primary nurse is responsible for a group of patients from admission to discharge.

Programs for managing certain chronic illnesses efficiently across various healthcare settings, regardless of reimbursement policies.

A nurse who helps patients and families navigate the complex healthcare system.

Experienced nurses with graduate degrees who lead clinical care in various settings focusing on improved health outcomes.

The process of recruiting, selecting, orienting, and promoting personnel to meet organizational goals.

Sources of available nursing staff influencing the quantity of nurses required.

A lack of qualified nurses to meet patient care demands.

Process of attracting job applicants.

Keeping employees in a company.

Factors like COVID-19, aging nurse staff, inadequate nursing programs, and inadequate nurse faculties.

Financial resources, sufficient nursing pool, competitive salary & reputation of organizations, desirability of working location, national/local economy.

Advertisements, career days, organization members as employee testimonials, related literature.

Times when a higher amount of employees leave.

Highest patient occupancy periods.

The degree of nurses' skills and expertise.

Number of students joining nursing programs.

The average time new staff remain in their job.

Resource limitations affecting the organization.

Staffing decisions are made by a central office or staffing center.

Unit managers are responsible for staffing decisions, like adjusting staffing levels based on patient needs.

Employees get to choose their work schedules to fit their personal needs while meeting work responsibilities.

Nursing scheduling is challenging due to unpredictable patient needs, high expertise needs 24/7, and the need for a good work-life balance.

This includes shift lengths (10 or 12 hours), agency/travel nurses, shift bidding, flextime, per diem, float pools, and self-scheduling.

More nursing care hours and a better RN to patient ratio usually leads to better patient care.

Federal law prohibits interviewers from asking about age, date of birth, religion, marital status, children, race/ethnicity, sexual preference, financial status, or nationality.

Organizations that promote collective learning, shared vision, and positive change for both individuals and the organization.

Systems thinking, personal mastery, team learning, mental models, and shared vision are key aspects of Senge's model.

Teaching methods and practices used with children.

Teaching methods and practices used with adults, emphasizing self-directed learning, experiential techniques and applying learned quickly

Evaluating staff learning reactions, behavior change, organizational impact and cost-effectiveness.

Openness, respect, allowing adults to plan their learning, and involve them in evaluation.

A pen, paper, and answer questions with confidence, paying attention to nonverbal cues.

Keeping employees to reduce recruitment costs.

Satisfied employees recommending the organization to others.

Nursing shortages relate to economic conditions; high demand during boom times, low during recessions.

Having a variety of genders, cultures, ages, and ethnicities in the nursing staff improves care for diverse patients.

Unequal access to health resources due to lack of diversity.

Using multiple interviewers to enhance interview quality and reliability.

Personal biases can affect interview outcomes.

Professional dress and grooming are crucial for a good first impression.

Researching the organization, practicing answers, and being prepared for common questions.

Arriving on time demonstrates respect and professionalism.

Positive initial interactions are essential for a successful interview.

Following interview etiquette ensures a professional and positive interaction.

Maintaining appropriate posture, eye contact, and avoiding distracting habits.

The proportion of different types of nursing staff (RNs, LVNs, CNAs/NAPs) working at a given time.

The numerical relationship between the number of staff and patients.

The severity of a patient's condition and the level of care needed.

Staff members on a unit agree to cover each other's absences and extra help, avoiding being pulled from the unit during low census periods.

Nurses create their own schedules, typically several weeks in advance.

Having the right number of RNs with the appropriate skills to care for patients, ensuring manageable workloads.

Issues impacting financial costs, retention rates, productivity, risk management, and employee/patient satisfaction.

Employees are required to work extra shifts, sometimes under pressure regarding patient care.

Rules and guidelines for managing nursing staff schedules.