Person of Interest
When I read the course contents, the first one that caught my interest is the major paper, requiring us to interview a nurse administrator. It indicates to conduct it as soon as possible, plan ahead, and give yourself leeway for unforeseen circumstances in your part or the person you are going to interview. Why I need to look somewhere else to interview when, I have a Chief Nurse Officer (CNO) at my work of employment. That very first week of class, I contacted the secretary of the CNO, requesting to interview the CNO Derek L. Curtis, and to give me the earliest possible appointment. October 28, 2016 from 3:30 pm to 4:30 pm, was my scheduled appointment, the day prior to it, I received an e-mail notifying me to reschedule …show more content…
It is the oldest and the largest standards- setting accrediting body in health care, which is not for profit, that accredits more than 21,000 health-care organizations and programs in the United States (JC, 2016; Marquis & Huston, 2015). According to Meldi, Rhoades, and Gippe (2009), the JC became a public health care advocate with ongoing initiatives such as “Speak Up,” National Patients Safety Goals, quality assurance programs like the Office of the Quality Monitoring and Quality Check, and many more to mention. In addition, it maintains the nation’s most comprehensive databases of sentinel events, and their underlying causes (Marquis & Huston, …show more content…
According to Nursing Journals and Articles (2014), one of the current nursing management issue is the nursing shortage, opportunities for lifelong learning, and workforce development. The factors of nursing shortage in the acute and long term care is due to: 1) the nurses of the baby boom generation are about to retire, 2) women today have numerous career opportunities, and 3) perception of nurses as “trade” versus a “profession,” contributes to the lack of individuals. Health care is a very competitive business, nurses are the majority of the workforce, and different health care organizations are trying to offer financial incentives to recruit and retain nurses. Of course, other non-financial incentives are also important such as positive working environment, workload management, and flexible working arrangement. Continuing and in-service educations are still vital for nurses continued growth in learning and skill competency. Workforce development proliferates due to new career growth in various clinical settings, and many nurses are advancing their education to fill different positions that are detrimental to the health care industry to care for the increasing
When I read the course contents, the first one that caught my interest is the major paper, requiring us to interview a nurse administrator. It indicates to conduct it as soon as possible, plan ahead, and give yourself leeway for unforeseen circumstances in your part or the person you are going to interview. Why I need to look somewhere else to interview when, I have a Chief Nurse Officer (CNO) at my work of employment. That very first week of class, I contacted the secretary of the CNO, requesting to interview the CNO Derek L. Curtis, and to give me the earliest possible appointment. October 28, 2016 from 3:30 pm to 4:30 pm, was my scheduled appointment, the day prior to it, I received an e-mail notifying me to reschedule …show more content…
It is the oldest and the largest standards- setting accrediting body in health care, which is not for profit, that accredits more than 21,000 health-care organizations and programs in the United States (JC, 2016; Marquis & Huston, 2015). According to Meldi, Rhoades, and Gippe (2009), the JC became a public health care advocate with ongoing initiatives such as “Speak Up,” National Patients Safety Goals, quality assurance programs like the Office of the Quality Monitoring and Quality Check, and many more to mention. In addition, it maintains the nation’s most comprehensive databases of sentinel events, and their underlying causes (Marquis & Huston, …show more content…
According to Nursing Journals and Articles (2014), one of the current nursing management issue is the nursing shortage, opportunities for lifelong learning, and workforce development. The factors of nursing shortage in the acute and long term care is due to: 1) the nurses of the baby boom generation are about to retire, 2) women today have numerous career opportunities, and 3) perception of nurses as “trade” versus a “profession,” contributes to the lack of individuals. Health care is a very competitive business, nurses are the majority of the workforce, and different health care organizations are trying to offer financial incentives to recruit and retain nurses. Of course, other non-financial incentives are also important such as positive working environment, workload management, and flexible working arrangement. Continuing and in-service educations are still vital for nurses continued growth in learning and skill competency. Workforce development proliferates due to new career growth in various clinical settings, and many nurses are advancing their education to fill different positions that are detrimental to the health care industry to care for the increasing