Category: Nursing homework help

What training is provided when a new information system is implemented in your organization?
Are nurses involved in evaluating the systems?
ANSWER
Training provided when a new information system is implemented in an organization, particularly in healthcare settings, is crucial to ensure that healthcare professionals, including nurses, can effectively use the system to support patient care. The specific training programs and processes may vary depending on the organization and the complexity of the system, but here is a general overview of the training typically provided:
1. **Orientation Training:** When a new information system is introduced, healthcare organizations usually conduct orientation sessions for all relevant staff, including nurses. These sessions provide an overview of the system’s purpose, components, and basic functionalities.
2. **Hands-On Training:** Nurses and other users typically receive hands-on training to become familiar with the system’s user interface. This training may include guided exercises and simulations to practice using the system for various tasks such as documentation, order entry, and retrieving patient information.
3. **Role-Based Training:** Training is often tailored to specific roles within the healthcare team. Nurses receive training that is relevant to their responsibilities and scope of practice. For example, nurses may receive training on how to document patient assessments, administer medications electronically, or access electronic health records (EHRs).
4. **Advanced Training:** Depending on the complexity of the system, there may be advanced training modules for nurses who will be using the system extensively or taking on specialized roles within the organization. For instance, nurses in informatics or nurse educators may undergo more in-depth training.
5. **Continuous Education:** Healthcare organizations recognize that ongoing education is essential as systems evolve and updates are made. Therefore, they often provide continuous education opportunities, workshops, and refresher courses to keep nurses and other users up-to-date with system changes and improvements.
6. **User Support:** In addition to formal training, organizations typically have a helpdesk or user support team that nurses can contact when they encounter issues or have questions about the system.
7. **Feedback Mechanisms:** Nurses are encouraged to provide feedback on the system’s usability, functionality, and any issues they encounter. This feedback is crucial for system improvement.
Regarding the involvement of nurses in evaluating information systems, it is increasingly common for healthcare organizations to actively engage nurses in the evaluation process. Nurses are well-positioned to assess the impact of these systems on patient care, workflow, and overall usability. They can provide valuable insights into whether the system enhances or hinders their ability to provide safe and efficient care.
Nurses’ involvement in system evaluation may include participating in usability testing, providing feedback during system optimization phases, and serving on committees or councils dedicated to system evaluation and improvement. Their input ensures that the system aligns with the needs and preferences of frontline healthcare providers and, ultimately, supports high-quality patient care.

Review section III Data Management, chapters 17 to 19. Lets complete the following exercise:
Discuss the shift in business organizations towards information technology (IT) and business intelligence tools concerning the coronavirus pandemic.

Find and share a health policy related to your practice area. How does this policy impact your practice?

Module #1: Evidence-based practice as it relates to population-based nursing combines clinical practice and public health through the use of population health sciences in clinical practice (Heller & Page, 2002). Epidemiology is the science of public health. In addition, the focus of population-based care is on populations at risk, comparison groups, and demographic factors (Curley & Vitale, 2012).
Discussion Question for Initial Post: Select a population of your interest (I am in the mental health adolescents population) – it can be the patient group you care for in your work setting, or any group of laypeople you’re especially interested in (e.g., school children, low-income seniors). Why is a population health approach needed to promote health and wellness in this population? What are the determinants of their health status? What is the APRN role in improving health and wellness in the population you selected?

This assignment will help to identify the normal growth and development by topic for each age group. In the final column of the assignment, you need to observe a child and apply the information you gathered and document your findings in comparison by the particular age of that child.
Competency
Compare principles of growth and development when caring for pediatric clients.
Instructions
Using the template linked below:
Module-06-Worksheet-Development-Assignment.docx
Explain the topics in the worksheet by age. Identify one milestone and one expected norm for each category by age group.
After you fill out the milestones and expected norms for each category by age group, observe a child of any age for 30 minutes to an hour, and apply the knowledge that you learned to the child you are observing and record this information in the purple Observation Data column.

Evaluate theories and conceptual models from nursing and related fields for use in advanced nursing practice.

Record any broad or specific goals that you have for your practicum experience. Think about the following questions:
What specific skills do you hope to obtain or develop?
What contributions do you hope to make to the clinical site?
What contacts or networks do you hope to establish?
How do you want to be different at the end of this clinical rotation?
Submission Instructions:
Your initial post should be at least 500 words, formatted, and cited in current APA style with support from at least 2 academic sources

Directions:
Ethical Issue Clinical Judgment Case Scenario
Nurse leaders and managers are responsible for the unit’s ethical and legal decisions.
Initial Post
Consider the examples provided below and describe how you would handle the experiences.
A manager is not granting pay to someone who worked overtime.
A nurse manager tolerating verbal abuse of another nurse.
Constantly short staffing the unit when there is high census.
A nurse not providing all of the patients information during shift report.
Favoring one staff over others.
Making a hiring or firing decision based on friendship.
Reply Post
Respond to at least one of your peers about their example that illustrates their interpretation of DECIDE. Expand on your peer’s ideas.
Note:
“Expand on your peer’s ideas” needs more than 1 – 2 sentences for an acceptable reply.
If you refer to a website or article, be sure to cite it in APA format. This prevents plagiarism and allows your fellow students to review the cites and increase the class knowledge base.
Please make your initial post by midweek, and respond to at least one other student’s post by the end of the week. Please check the Course Calendar for specific due dates.

* Assume you are working in the charge nurse role. One of the staff assigned to work with you becomes ill and must go home suddenly, leaving his designated patient assignment to be assumed by someone else. As a charge nurse, what factors would you consider as you determine how to reassign this work to other nurses? If you were a co-worker on the shift instead of the charge nurse, what effective follower behaviors might you demonstrate to support the charge nurse in this situation? Can you identify behaviors of co-workers that would complicate the staffing situation further?

ANSWER

As a charge nurse, here are the factors I would consider when reassigning the workload of an ill staff member:

Patient acuity and needs: The first priority is to ensure that the most critical patients continue to receive the care they need. I would assess the acuity and needs of each patient on the unit and prioritize reassigning the care of the most critical patients to the most experienced and qualified nurses available.

Nurse experience and skill set: I would consider the experience and skill set of each nurse when reassigning tasks. For example, I would not assign a complex task to a nurse who is unfamiliar with it. I would also try to match the skill set of each nurse to the needs of the patients they are caring for.

Nurse workload and availability: I would review the workload of each nurse to ensure that they are not already overloaded. I would also check the availability of each nurse to see if they have any time conflicts or other commitments that would prevent them from taking on additional tasks.

Nurse preferences and expertise: If possible, I would try to consider the preferences and expertise of each nurse when reassigning tasks. For example, if a nurse has expressed interest in caring for a particular type of patient, I would try to accommodate that request.

As a co-worker on the shift, here are some effective follower behaviors I might demonstrate to support the charge nurse in this situation:

Offer to help: Let the charge nurse know that you are willing to help in any way that you can. This could include taking on additional tasks, providing assistance with patient care, or simply being a sounding board for the charge nurse.

Be flexible and adaptable: Be willing to change your plans and take on additional tasks as needed. This flexibility will be essential in helping the charge nurse manage the unexpected workload.

Communicate effectively: Keep the charge nurse informed of any concerns or issues that you may have. Be clear and concise in your communication, and avoid making unnecessary demands on the charge nurse’s time.

Be positive and supportive: Maintain a positive attitude and offer encouragement to the charge nurse. This will help to create a supportive and productive work environment.

Here are some behaviors of co-workers that would complicate the staffing situation further:

Complaining or whining: This will only add to the stress of the situation and make it more difficult for the charge nurse to do their job.

Refusing to help: This will leave the charge nurse with even more work to do and may jeopardize the care of the patients.

Going to the manager or supervisor: This should be a last resort, as it will only create more conflict and make the situation worse.

Gossiping or spreading rumors: This will only make the situation more stressful for everyone involved and may damage the reputation of the unit.

Locate a sample FNP employment contract and will review and analyze the contract according to the outline criteria:
Scope of services to be performed and population (pediatrics, geriatrics, family, etc.)
Compensation
Travel compensation
Gas/mileage
Cancellations
On call time
Bonuses
Duration of employment
How the agreement can be altered or updated
Responsibility for maintaining and paying for credentials
Benefits
Time off and expenses for continuing education
Vacation time
Paid conferences or CME
Restriction on competition
Reasons for termination
Extent of support service to be offered to the NP
Expectations regarding the number of patients seen per day
Expectations regarding non-clinical work to be done by NP
Release to the NP of the NPs quality performance as measured by health plan auditors