NUR1 222 Strengths-Based Nursing & Professional Practice PDF

NUR1 222 Strengths-Based Nursing & Professional Practice Healthy Work Environments & Self Care Prof Maria Di Feo Nov 23, 2023 • How do you define a Healthy Work Environment? • Characteristics of a Healthy Work Environment? • What factors contributes to a Healthy Work Environment? • Benefits of a...

NUR1 222 Strengths-Based Nursing & Professional Practice Healthy Work Environments & Self Care Prof Maria Di Feo Nov 23, 2023 • How do you define a Healthy Work Environment? • Characteristics of a Healthy Work Environment? • What factors contributes to a Healthy Work Environment? • Benefits of a Healthy Work Environment? Bullying Lateral Violence Incivility “Nurses Eating their Young” 2015 https://www.nursingworld.org/practice-policy/nursingexcellence/official-position-statements/id/incivility-bullying-andworkplace-violence/ Incivility (ANA, 2015) • Rude and disrespectful actions • Gossiping • Spreading rumors • Refusing to assist a co-worker • Using a condescending tone • Often incivility is not directed to a specific person/s • May lead to bullying Bullying (ANA, 2015) • ”Bullying is repeated, unwanted harmful actions intended to humiliate, offend, and cause distress in the recipient”. • Hostile remarks • Verbal attacks • Threats • Intimidation… Workplace Violence (ANA, 2015) • Harassment from patient/family member/worker • Physical Assault by patient/family member/worker • Verbal/physical threats by patient/family member/worker Lateral Violence • Lateral violence “describes behaviors intended to demean, undermine, and/or belittle a targeted individual working at the same professional level. “ p. 113 • Also known as • Workplace Incivility, Horizontal hostility and Bullying Sanner-Stiehr, E., & Ward-Smith, P. (2017). Lateral violence in nursing: implications and strategies for nurse educators. Journal of Professional Nursing, 33(2), 113-118. A new graduate nurse is told during orientation that nurses in the unit do not believe new nurses should work in critical care. The experienced nurses avoid the new nurse, complaining he is too needy and asks too many questions. Isolated and not wanting to be a burden, the new nurse tries to manage a complicated patient without asking for help. The patient’s condition worsens and when the physician arrives, she yells at the nurse, blaming him for poor patient care. The physician demands the assignment be changed and insists that this nurse never care for her patients again. Devastated, the nurse resigns from the hospital and eventually changes careers. AACN Standards for Establishing and Sustaining Healthy Work Environments https://www.aacn.org/WD/HWE/Docs/HWEStandards.pdf A hospital aggressively tries to reduce throughput times in the emergency department (ED) by implementing a policy that, without exception, units must accept patients from the ED within 1 hour of the bed being ready. Seeking to comply with the policy, the ED staff transports a patient to the unit without knowing that the receiving nurse is not there to accept the patient. Tensions run high between staff members, and an argument ensues in front of the patient and family, who become frightened and lose confidence in the unit’s ability to provide safe care. https://www.aacn.org/WD/HWE/Docs/HWEStandards.pdf https://www.nursingworld.or g/practice-policy/workenvironment/violenceincivility-bullying/ Who can contribute? •Creating safe work environments that promote both physical and psychological well-being. “Create and sustain a culture of respect, which is free of incivility, bullying, and workplace violence”. . Incivility, Bullying & Workplace Violence Safety Competencies - CPSI (2020) Domain 5 – Optimize Human and System Factors Optimizing the human and environmental factors that support the achievement of best human performance is an essential safety competency for all healthcare providers. 16 The document identifies learning outcomes for graduates of entry to practice programs of nursing that reflect the CPSI interprofessional safety competencies. https://www.casn.ca/wpcontent/uploads/2018/08/Patient-SafetyLO-EN-FINAL-2018.pdf https://www.aacn.org/nursingexcellence/healthy-workenvironments https://www.aacn.org/WD/HWE/Docs/HWEStandar ds.pdf AACN Standards for Establishing and Sustaining Healthy Work Environments: A Journey to Excellence 2nd edition. American Association of Critical Nurses (AACN) 2016 https://www.aacn.org/WD/HWE/Docs/HWEStandards.pdf AACN Standards for Establishing and Sustaining Healthy Work Environments: A Journey to Excellence 2nd edition. (AACN) 2016 Incivility, Bullying & Workplace Violence is Unacceptable Prevent Identify Respond https://www.mcgill.ca/medhealthsci-respectful-environments/ Moral Distress Moral distress occurs when nurses (HCPs) are not able to what they believe to be the right thing. • Physical and emotional suffering • Anger, frustration, guilt, helplessness Canadian Nurses Association (CNA). (2017). Code of ethics for registered nurses. Self Awareness What signs/symptoms/indicators do you experience that tell you you are stressed? Self Awareness • What contributes to your physical and mental health? • What makes you happy? • What makes you feel good about yourself? • What are your passions? • What brings you joy? • What makes you excited? • What calms you? Maintain a School – Life Balance Practice Self Care Daily • Healthy Eating • Physical Exercise • Drink Water • Aim for 8 hours of sleep • Avoid excessive alcohol • Get fresh air everyday • Find ways to connect socially • Do something that you enjoy Be Aware of the Thinking Feeling Connection Avoid worrying about things that are beyond your control Challenge Negative Thoughts Why is self-care important? What happens when we don’t care for ourselves? Wrap Up Strengths-Based Nursing Approach Provides nurses with a framework/lens to guide actions and decisions. Guides our nursing practice. 11/23/23 38 SBN Approach • What you explore. • Questions you ask. • What you address. How does it guide/inform your practice? • What you assess for. • How you intervene. • ….. In Practice.. Strengths-Based Reflective Questions • How do I create health-promoting environments? • How do I work with or develop the person strengths to assist them to achieve their goals and maximize their functioning and personhood? • What Strengths-Based VALUES are guiding my actions? • How do my actions contribute to another’s development, health, and/or healing? SBN Approach vBecome aware of approach vGain understating of Approach vUse approach – put into practice vEmbody approach – becomes part of you 11/23/23 42 Do all 8 core SBN values have to be used in every integration to be practicing a SBN approach? During a nurse - patient interaction, a nurse’s language and actions do not need to reflect all 8 core values to be practicing a SBN approach. The nurse’s action will differ depending on the situation- the client and the context. The nurse tailors her actions to the situation. How much time do I need to practice a SBN approach? SBN is a way of thinking, mindset, and a way of approaching situations. The approach can be integrated in all your interactions with patients/families. It is just as applicable in a one - minute interaction as it is in a 60 - minute interaction. Hello My Name is Campaign-A campaign for more compassionate care • Dr. Kate Granger (31 October 1981- 23 July 2016) • http://hellomynameis.org.uk/ • “Introductions are about making a human connection between one human being who is suffering and vulnerable, and another human being who wishes to help. They begin therapeutic relationships and can instantly build trust in difficult circumstances.” • Following Kate’s death in 2016, Kate’s husband and co-founder of the campaign, Chris is keeping the campaign alive through conference talks across the world, book writing, presenting awards and social media • https://www.youtube.com/watch?v=5XWoJZ4H9ns Professional Identity in Nursing • “A sense of oneself, and in relationship with others, that is influenced by characteristics, norms, and values of the nursing discipline, resulting in an individual thinking, acting and feeling like a nurse.” (Godfrey & Young, 2020) Professional Identity Pathway • Your professional identity formation began the day you decided to pursue your educational journey in nursing . (Factors that influenced your decision/your views of the profession ..) • Process… Learning to “be” a nurse • Education, experience, engaging in reflection, role models, embrace standards and values of the nursing profession… Wishing you an enriching and fulfilling journey!