Standard 1. Assessment
The nurse administrator collects pertinent data and information relative to the situation, issue, problem, or trend (ANA, 2016). Mr. Curtis integrates knowledge of global and environmental factors into the data collection and assessment process (ANA, 2016). He also recognizes the impact of personal attitudes, values, and beliefs in the assessment process (ANA, 2016).
Standard 2. Identification of Problems, Issues, and Trends
The nurse administrator analyzes the assessment data to identify problems, issues, and trends (ANA, 2016). Mr. Curtis challenge of recruitment and retention as noted above, acknowledges that he prioritizes problems, issues and trends. He stated that the focus is on the residency program, and …show more content…
Curtis showed his competency on ethics based on ANA (2016) standard. First, he advocates for compassionate systems of care delivery that preserve and protects healthcare consumer, family, and employee dignity, rights, values, beliefs, and autonomy. Second, he supports the primary commitment to the healthcare consumer and family regardless of setting.
Standard 8. Culturally Congruent Practice
The nurse administrator practices in a safe manner that is congruent with cultural diversity and inclusion principles (ANA, 2016). He demonstrates respect, equity, and empathy in actions and interactions with healthcare consumers, their families and significant others, stakeholders, and community partners. He understands the variations in health beliefs, practices, and communication patterns to all nursing administrative activities, as well as the consumers.
Bagtas: What have you learned from mistakes you make as a CNO?
Curtis: I think my biggest mistake that I did not do very well, when I started my first foray as a CNO, is lack of communication, in providing feedback to the frontline staff. If you do not communicate properly, there is a potential for information being skewed or misinterpreted, and then your staff do not feel empower, and they do not feel engaged. As I grow in the role that is one I really want to focus on at LBJH, and even with the CEO, our goal is to improve our
The nurse administrator collects pertinent data and information relative to the situation, issue, problem, or trend (ANA, 2016). Mr. Curtis integrates knowledge of global and environmental factors into the data collection and assessment process (ANA, 2016). He also recognizes the impact of personal attitudes, values, and beliefs in the assessment process (ANA, 2016).
Standard 2. Identification of Problems, Issues, and Trends
The nurse administrator analyzes the assessment data to identify problems, issues, and trends (ANA, 2016). Mr. Curtis challenge of recruitment and retention as noted above, acknowledges that he prioritizes problems, issues and trends. He stated that the focus is on the residency program, and …show more content…
Curtis showed his competency on ethics based on ANA (2016) standard. First, he advocates for compassionate systems of care delivery that preserve and protects healthcare consumer, family, and employee dignity, rights, values, beliefs, and autonomy. Second, he supports the primary commitment to the healthcare consumer and family regardless of setting.
Standard 8. Culturally Congruent Practice
The nurse administrator practices in a safe manner that is congruent with cultural diversity and inclusion principles (ANA, 2016). He demonstrates respect, equity, and empathy in actions and interactions with healthcare consumers, their families and significant others, stakeholders, and community partners. He understands the variations in health beliefs, practices, and communication patterns to all nursing administrative activities, as well as the consumers.
Bagtas: What have you learned from mistakes you make as a CNO?
Curtis: I think my biggest mistake that I did not do very well, when I started my first foray as a CNO, is lack of communication, in providing feedback to the frontline staff. If you do not communicate properly, there is a potential for information being skewed or misinterpreted, and then your staff do not feel empower, and they do not feel engaged. As I grow in the role that is one I really want to focus on at LBJH, and even with the CEO, our goal is to improve our