DiversityNursing Blog

The proliferation of same-day surgery has changed health care in a dramatic way over the past two decades. Not only can same-day surgeries alleviate overcrowding in hospitals, they can also decrease a patient’s health care costs, decrease rehab time, and diminish the financial loss of taking time off from work to have surgery performed.

Before the rise of same-day surgeries, whether it was open-heart surgery, removal of tonsils, or orthopedic scoping procedures, a patient would be relegated to multiple days and multiple costs of hospital care. This is not the case in today’s medical world where immediacy reigns when at all feasible.

The Rise of Immediacy – From Patient to Outpatient

According to the Living Well blog, outpatient surgeries rose from half of all surgeries in 1996 to two-thirds of all surgeries in 2006. Where did this all begin? How did patients transition from three-day stays to arriving home in time for the six o’ clock news?

Laparoscopic (minimally invasive) techniques have altered a medical practitioner’s need for size and space. Therefore, what used to require a large, fully-equipped operating room can now be performed in a much smaller, cost-efficient outpatient care facility.

Precision instruments that have gone from bulky to miniature have also made same day surgeries common. The smallest instruments range from two to ten millimeters and can free doctors from having to make large incisions so they may work within very small ones. Lumbar fusion and removal of damage caused by a herniated disc are two examples of procedures that used to require close to a week’s stay in a hospital and an incision that could be as large as 15 centimeters. A physician also used to have to clear a path to the spine, which could cause pain and damage to the tissue.

Today, microscopes and x-ray imagery control precise modern tools that clear a more direct path to the spine. The same can be said of hip replacements that used to require slicing muscle, a painful procedure. Today, a prosthesis can relieve pain faster while increasing potential mobility at a higher rate and faster pace. The less you have to disrupt the inside of the body, the quicker the possibility for rehab and the smaller the chances of large permanent scarring.

Why are minimally invasive same day surgeries good for patients and practitioners?

• Advancements in anesthesia have meant that patients regain consciousness in a shorter period of time, allowing them to leave the care facility more quickly.

• A doctor’s time, along with their expertise, can be his or her most valuable asset. Same day surgeries allow doctors to spend that asset on patients with more immediate and dire concerns.

• Cost. Follow the money. Less time in the hospital means fewer expenses from hospitalization. Generally healthy – and often young – people don't have to be saddled with financially crippling health care bills that destroy a fiscal future.

• Large, permanent scarring is decreased, thus allowing a patient to maintain a proud sense of self.

• Many people undergoing medical procedures experience a loss in wages. Same day surgeries allow many to return to their place of employment quicker so they do not lose status or wages. They can bank their personal and sick time for situations that demand more attention.

Experts say the rise of same day surgeries has not yet reached its peak. The goals are two-fold: patient care and physician efficiency. For the relationship between health care practitioner and patient to be effective, both parties must feel satisfied with the experience and recovery. Same day surgeries have benefited both greatly.

America’s top companies are hiring the best, most qualified candidates, by widening their recruitment efforts and increasingly seeking diverse talent.  Diverse workplaces include employees from different races, ethnicities, gender, education, religions, sexual orientations, socioeconomic backgrounds, geographic locations, and other varying conditions. 

One reason Diversity recruitment is skyrocketing is because of the changing demographics of the United States.  According to the latest census, the ethnic makeup of America is changing more rapidly than anticipated.  Many studies reveal that businesses who have established Diversity and Inclusion initiatives have a competitive edge, particularly in today’s global market.  Following are 6 reasons explaining why businesses should not wait for their CEO to bring up Diversity Recruitment. 

1.  More Creativity

A Diverse workforce promotes creativity and innovation.  When employees of varying qualifications, upbringings, education, and experiences are brought together, they are more capable of coming up with creative ideas that are “out of the box,” and solve problems in novel ways.  According to Roy Y.J. Chua, a Harvard Business School professor, “The more your network includes individuals from different cultural backgrounds, the more you will be creatively stimulated by different ideas and perspectives."

2.  Increased Productivity

Increased productivity is the major reason organizations are choosing to implement Diversity into their workplaces.  Businesses that have incorporated Diversity into their hiring structure have discovered there is increased productivity among all employees, particularly from those groups that have been underrepresented, and underemployed, in the past.  These include many groups including seniors, women, physically handicapped, people of color, and individuals with different sexual orientation.  Increased productivity allows businesses to not only increase profits, nationally and globally, but to edge out their less diversified competition.

3.  Broadening of Language Skills

A huge advantage of workplace Diversity is the broadening of language skills, enabling communication with people from other cultures.  It is almost impossible to build relationships with others if we cannot speak their language or understand the meaning behind their words.  Over the next 4 decades, racial minority groups including Black, American Indian, Hispanic, and Native Hawaiian and Pacific Islanders will come to outnumber non-Hispanics.  With the health care industry in particular, it is essential to have a diverse workforce that accurately represents the population of the U.S., if patients are to receive quality care that promotes satisfaction and healthy outcomes.  All businesses that have plans to compete at a global level will experience benefits by increasing language Diversity in the workplace. 

4.  Greater Agility

Business agility requires an organization to be adaptable, flexible, and respond quickly to alterations in both the internal and external environment.  A Diverse and Inclusive workforce is more capable of bringing together a variety of perspectives that can lead to decisions to bring about the most advantageous results.  Leadership coach, Joseph Santana, states that a Diverse workforce can help to avoid “the blind spots that may exist in any single individual or cultural group lens.”

5.  Increased Loyalty from Employees, Customers, and Communities

The cultural fabric of an organization is enhanced with a Diverse workforce.  Diversification has been found to inspire employees and build loyalty with increasing segments of Diverse populations around the world.  Organizations that have made efforts to increase and improve Diversity in their workplace have found that growth in employee loyalty has long-term internal and external benefits.  One definite advantage is that consumers tend to support organizations that are perceived as Diverse. 

6.  Improved Employee Recruitment and Retention

Every individual of the organization needs to be part of, and “buy into” the Diversity and Inclusion policy.  The message has to be clear to employees and customers. The commitment to Diversity and Equality has to be inviolate. 

• Recruitment

Diversity recruitment substantially broadens the candidate pool. This larger labor force will include those applicants with high-level aptitudes, specific skill-sets, and unique life experiences.  Healthcare related occupations are among the fastest growing industries, and Diversity recruitment is helping to attract the skilled workers necessary to fill positions.  Businesses are much more likely to hire the right people when they select candidates from the broadest, and most Diverse, applicant collection possible. 

• Retention

Organizations that clearly value Diversity and Inclusion enhance employee contentment and stability, which has a direct bearing on employee retention.  For employees who wish to succeed and grow in the organization, there is trust in the company that advancements are awarded because of merit, and not because of race, gender, or background.  The Diversity message is not only communicated to the staff, but also to customers, and the surrounding communities. 

Do your organization a favor and don't wait for your CEO to bring up Diversity recruitment.  The research is in.  Businesses that fail to harness the power of Diversity are destined to decline.   

If your CEO doesn't see how important Diversity and Inclusion is, have them fill out our Diversity checklist to show them where they stand on the scale. 

Have questions about recruiting or diversity? We can help! Just ask this Nurse Leader your toughest questions. Click below.

Strong management is necessary for all work environments, especially those that involve quick decision-making and high-pressure situations. Nursing is a career that, undoubtedly, fits into this category. Quality Nurse Management is vital when creating successful Nursing teams. Nurse Managers have an effect on how their employees relate to each other and their patients. Regardless of the hospital unit the manager works in, he or she must lead with a firm yet compassionate hand, revealing what they expect from the team. What is the importance of strong Nurse Management?

·Creating a healthy work environment

A Nurse Manager sets the tone of working in his/her department, acting as a negative or positive role model for the staff members. If he makes the employees feel like part of team and encourages teamwork, he inspires them to work together instead of competing. If he encourages constant communication, employees will be able to approach him when in need of guidance or to mentor. This creates a healthy work environment where people communicate freely with each other.

·Nurturing teamwork

Strong Nurse Management helps to encourage Nurses to work as units. For Nurses to be successful, they need to have great interpersonal skills. They must be good at communicating with patients, their families, and other members of the staff. Strong communication and teamwork are essential to providing quality patient care. To achieve teamwork, Nurses in management positions should encourage staff members to collaborate and help each other willingly.

·Supporting employee development

Nurses should keep refining their skills and learn new ones if they want to stay up-to-date with medicine. Effective Nurse Managers create environments that support growth and provide Nurses with the resources necessary to strengthen their competency. Additionally, they act as mentors, guiding new members of the staff as they adjust to their roles. When a manager values and encourages professional development, Nurses are more likely to push themselves to try new things.

·Proper organization

Proper organization is essential to the success of a Nursing team. Chaos is likely to ensue in the absence of proper organization – which would be unfortunate in the fast-paced, demanding healthcare world. A strong Nurse Manager needs to be detail oriented, methodical, and skilled at recognizing and solving problems. She should have the ability to tackle many different tasks simultaneously: overseeing patient care, writing shift schedules, and assigning duties to the Nurses.

·Setting department goals

Members of staff usually look to the manager for direction, trusting him/her to help them in understanding their role. The Nurse Manager often interprets the goals set by the hospital, decoding them into specific steps that the Nurses can follow. She must also define clear goals for the team, explaining them in a manner that emphasizes their significance. Managers typically oversee everything from standards of care to departmental budgets. Moreover, they must consider all aspects of the department’s operations before giving the team instructions.

·Encouraging success

Good Nurse Managers promote environments that encourage their staff to be more productive and enthusiastic when working. As the manager, the onus falls on him/her to lead through actions and words – to show that anything below 100% performance is unacceptable. Nurse Managers need to be honest with the team about its performance and issue clear instructions. They should also praise the staff members who do outstanding work and encourage those having a tough time.

·Positive growth

Good Nurse Managers should have the confidence to analyze their work honestly and come up with ways to improve them. When the team’s performance is below par, managers should make changes that improve performance, taking it to the next level. Nurse Managers should influence the staff members to evaluate the things around them and themselves, to find out what works. This will help them to improve their team performance and work environment.

·Smoothing patient relations

When patients and their families have concerns about the quality of care given, they go to the Nurse Manager. They might have questions about the treatment plan or complain about mistreatment from staff. No matter how irate the patient is, Nurse Managers must listen and answer the questions. It is the job of the Nurse Manager to let the patient know that his/her concerns will be taken seriously. During the meeting with the patient or their family, the manager should outline the steps that will be taken to remedy the situation or investigate the complaint.

Nurse Managers usually oversee specific units in the hospital. Therefore, they are responsible for the administrative and clinical aspects, including addressing the concerns of patients and supervising the Nurses. Not only do they require special expertise, but they also need strong communication skills.

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Related links: Being a nurse leader, even without the title

The profession of Nursing is engaged in a consistent conversation about the state of Diversity in Nursing. The way these figures are tallied are by comparing the percentage of individuals of various ethnic or cultural backgrounds in the general population to the relative group percentages in the field of Nursing. Many professional Nursing publications have been observant that Diversity in the Nursing field has improved, but there is still much additional room for continued improvement.

Where we've been

While a century ago the profession was nearly entirely comprised of white females, the increased Diversity enjoyed in the present day still falls short of being an accurate representation of the population breakdowns of society at large. According to 2016 census data, the only minority group meeting their group's needs in terms of proportionate population is Asians, who have actually managed to overrepresent their group by almost 5% when compared to the percentage of Asians in American patient populations.

A changing national demographic

Whites are still over-represented in nearly all Nursing roles while Hispanic and African American Nurses still have ground to make up if they wish to accurately represent the proportion of their respective group populations who enter as patients in health care facilities. By 2044, national Census data aggregators and analysts believe that Americans of European descent will cease to be the majority of the US population, when at that time they are expected to make up 50% or less of the entire population.

Why Diversity should help

The hypothesis that Nurse Diversity is best for the outcome of patients is centered around the idea that minority patients will feel more comfortable. With the added comfort on the part of the patients, the hope is they will be more compliant with recommended medicines, procedures and recommendations of any kind. If the Nurses and doctors serving minority patients are of the same cultural or ethnic background as themselves, many believe that noticeably positive outcomes could result. This is all still theory, of course, and hasn't been able to be borne out in any specific studies or repeatable situations.

While the specifc data hasn't been borne out in scientific studies to explain a known patient benefit for increased minorities in the Nursing field, there is a lot of policy support and governmental approval of the notion. Fortunately for those who have taken on this cause as a personal conquest, the numbers of enrolled Nursing students is starting to include more minorities as well as more males in the field, another group historically greatly underrepresented. A lot of the Diversity increase being noticed in Nursing school enrollment has been unbalanced from state to state. A closer look shows more enrolled Nursing students in Southern states versus Northern ones and more in the West than in the East.

Related: Bringing diversity to the nursing workforce

For more than 100 years, Nursing professionals interested in taking their careers to the next level have been developing their expertise in case management. They worked hard to assess, plan, implement, coordinate, monitor and evaluate the treatment options available to their patients. 

The goal was deliver the best possible care to patients with complicated health needs. 

Up until about 20 years ago, there were no defined criteria for what it meant to be an expert in case management. But as more information about how case management helps lower healthcare costs and improve outcomes, skills and knowledge required to manage patients' social, medical, financial and behavioral needs has become clear. 

Today, there are more than 37,000 board-certified Case Managers working across the United States. These professionals earned their certification from the Commission for Case Management Certification (CCMC). Others earned their certification from the Case Management Society of America and the American Case Management Association. They work in hospitals, clinics and specialty care centers--and an increasing number of employers are requiring board certification as a condition of employment. 

Here is a look at how Nurses can earn their case management certification:

1) Be eligible

Before a Nurse can become a board-certified case manager, he or she must meet the minimum requirements. For the CCMC, this includes holding current, active and unrestricted licensure or certification in a healthcare or human-services profession. 

In addition, the position held by the candidate must create opportunities for the employee to conduct independent patient assessments, or the employee must hold a bachelor's degree or graduate-level degree in social work, Nursing or another field directly related to promoting physical, psychosocial or vocational well-being. 

The candidate for certification must have worked as a case manager for at least 1 year to be considered for certification. 

Nurses who meet these criteria may apply for approval to sit for the certification exam. 

2) Prepare for the exam

Everyone who wishes to become board-certified must pass the certification exam. The exam is "practice-based," which means that every question is based around real-world experience. 

Topics could include financial issues facing patients and practices, patient rights, healthcare systems, care plans, and much more. 

One of the bet ways to prepare for the exam is to take practice tests, which are available on the Commission for Case Manager Certification website. In addition, the commission partners with third parties to provide certification workshops. The Case Management Society of America also offers an array of preparation materials, which are available on the organization's website. 

While it is possible to pass the exam without preparing, It is strongly recommended that anyone interested in achieving certification take steps to prepare for the exam. 

3) Pass the test

The certification exam involves a 3 hour test that includes 180 questions. It is presented on a computer and the total amount of time in the exam center is 4 hours, which includes time to get situated as well as a brief tutorial before the test begins. 

Test takers will need to make sure they are registered for the test, on time and have the proper credentials, which include a government-issued identification card and a confirmation from the testing center. 

Once the test is complete, everyone who has taken the exam receives a preliminary score at the testing center. While not official, the preliminary score is most often accurate. Those who passed the test will receive formal notification from the organization awarding the certification at a later date. Those who did not pass the test are eligible to re-take the exam during the next available testing date. 

A list of exam schedules is available on the Commission for Case Manager Certification website, the American Case Management Association website and the American Case Management Association website. 

Becoming board certified is a great way for Nurses to distinguish themselves as professionals who consistently deliver high-quality care, safe environments for patients, efficiency for their employers and the best possible service to both patients and the practices for which they work. It indicates a commitment to consumer protection, ethical standards and behavior, and scientific and practice-based care for patients across the continuum of care.

There are undoubtedly a number of myths about the Nursing profession. Being a Nurse is as rewarding spiritually as it is financially, but unfortunately, many qualified individuals overlook the Nurse career path due to any number of possible misconceptions. After debunking some of these Nursing myths, it becomes easier to decide whether a career in Nursing makes sense for anyone considering it.

1. Only females choose the Nursing profession: Perhaps the most commonly believed Nursing myth is that only females become Nurses. From 1970 to 2011 alone, the percentage of male Nurses nearly tripled from 2.7 percent to 9.6 percent. Those figures have only risen since then.

2. Nurses are only found in hospitals: Nurses can work in a variety of settings, hospitals being only one of the more common environments typically thought of by the uninformed public. Among RNs, only 63.2 percent are performing in-patient and out-patient services in hospitals. Among LPN's, the numbers are even less tilted toward hospital work settings, with only 29.3 percent working in hospitals.

3. Nurses want to be doctors: The notion that a Nurse is simply a doctor in training or a doctor that didn't make the cut is both incorrect and disparaging to how unique and important a Nurse's work really is.

4. Due to a Nursing shortage, it's simple to get a job: Nobody would think that because there is a shortage of astronauts, pursuing that career path would be easy. Why use that same logic for the career path of becoming a Nurse? According to professional studies and available data, most Nurses must undergo a period of 2-4 years of training to earn entry into an RN or LPN Nursing role.

5. Nurses are all the same: The work performed by a Nurse is going to vary greatly depending on the specific medical setting the Nurse inhabits. Certainly one of the more common Nursing myths, it is hardly the case that Nurses are just simple clones of one another. Not only are there a wide range of potential services regularly performed by qualified Nurses, but there are a vast set of options in terms of Nursing specializations for those seeking specific types of healthcare work.

6. Continuing Education (CE) is only important if you plan to pursue a management position: More than any other field, the Nursing occupation has stringent requirements for continuing education, even when management positions aren't the goal. The extent to which a Nurse is performing their functions properly is shown in how well the services performed are executed. Continuing Education for Nurses is beyond a requirement -- It's a smart career move.

7. Nurses only work crazy hours and shifts: Too often, a Nurse is thought of as a person who has to work very late into the night, or that Nurses must arrive at their work before the crack of dawn. Frankly and fortunately, this is not always the case.

8. Nurses are doctors' assistants: The tasks required of a Nurse are varied and important. Very rarely are Nurses and doctors actually working on the same efforts and tasks. More commonly, Nurses and doctors are performing their own separate and critical functions within a medical or healthcare environment, but these functions rarely overlap or present themselves in a boss/assistant paradigm.

9. Nurses only take care of patients: One of the most long-standing Nursing myths around is the concept that Nurses are just rushing around taking care of patients' needs. Taking temperatures, writing on charts, fluffing pillows and the like are the type of tasks that are conjured up in the minds of those who frankly don't understand the depth of a Nurse's daily efforts.

10. There is no Diversity in a Nursing job: Continuing on the myth that started this list, the misunderstanding about Nursing diversity extends beyond gender. While the cliché that a Nurse is always a Caucasian female, the numbers are starting to tilt drastically towards an ever-increasing diverse workforce of Nurses. This is definitely in the best interest of the diverse patient populations seeking medical care from Nurses.

Choosing a career in Nursing is a very individual choice, but it does pay to consider these Nursing myths. Simple misunderstandings about what it is to be a Nurse can prevent some potentially excellent Nurses from joining the fold. Not everyone is going to be a perfect match for the job of a Nurse. Once these myths are dispelled, the field opens up to many more individuals with an interest in finding a rewarding occupation and the opportunity to focus their efforts on helping the sick and suffering.

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In the 1960's colleges in the United States began to develop software that could be used for electronic medical records.  It took until the 1990's before a usable program was initially implemented.  This article will address the major pros and cons.

PROS

• Information available to medical facilities is very complete including demographics, personal information, billing information, diagnoses, surgeries, allergies, lab results, x-rays, smoking status, vitals, medications prescribed and those discontinued.  
• Medications can be renewed or prescribed directly to the pharmacy for pick up by the patient.  Unusual reactions to medications can be noted and avoided in the future.
• Access to any area of the record can be obtained by using a search word and/or using tabs.
• In case of an emergency records are immediately available to the treating medical team for use in treatment.  This alone can save lives. 
• Limited access by insurance companies for preauthorization of procedures.   
• Legibility is a given and it's no longer necessary to try and read medical personnel handwriting. 
• The reduction of paper files has been a real boost to the ecology.  Disuse of paper files has had a major favorable impact. Paper records for over 340 million patients is a lot of paper.
• Patients have access to appointments, lab results, medications and other information through patient portals.

CONS

• Security is somewhat of an issue as there have been thousands of breeches over the years and with HIPPA in effect good security is mandatory. 
• Power outages affecting computer systems could be a major problem if you don't have a backup generator. Loss of the internet due to sun spots or some other issue could be disastrous.
• Records can be accessible to anyone in the facility with a password.
• Start up, maintenance and training costs are very high. Upwards of $30,000 - $50,000 startup and $8,500 per year maintenance per provider. 
• Patients are seen less often which can depersonalize patient-provider interaction. Also, providers spend so much time looking into records on the computer, that it detracts from patient care and attention.
• There are many electronic medical record systems available and they don't necessarily interact. This means the primary provider may have a different system than the local hospital and the necessary information is not available. This results in having to print out the records and fax or email them.  Leading to a major delay in patient treatment which could make the difference in life or death. It can also lead to incorrect treatment because of unknown diseases, allergies or other issues.
•  If lawyers looking for reasons to bring suit can find a medication entered wrong or some other mistake can give them a distinct advantage.

This is just a basic overview of the Pros and Cons of Electronic Medical Records.  Do you have more to add?

Related Article: Complaints About Electronic Medical Records Increase

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Infections borne by mosquitoes are nothing new, however a new virus has recently gained intense global attention because of its potential link to birth defects.  In the vast majority of cases, the Zika Virus is spread by the bite of infected female mosquitoes of the Aedes genus.  The virus was first isolated in 1947, in the Zika forest located in Uganda.  Before 2015, Zika virus outbreaks had been confirmed only in Africa, Asia, and the Pacific Islands.  In May of 2015, Brazil reported an outbreak of the virus, and since then, the virus has rapidly spread across Central and South America.  The virus has currently been identified in at least 33 countries, and the World Health Organization predicts that 3 to 4 million people will be infected by the virus over the next year. 

Symptoms

Four, out of five people, who contract the illness experience no overt symptoms, and never realize that they are carrying the virus.  Those individuals who do become ill, generally have mild symptoms which may include headaches, conjunctivitis, joint and muscle pain, fever, and a skin rash.  Symptoms appear, approximately 3 to 12 days, after being bitten by an infected mosquito, and normally subside within a week’s time.  Few infected individuals need to go to the hospital, and death is extremely rare.

What makes the Zika virus so frightening, however, is that after the huge Zika virus outbreak in Brazil in 2015, Brazilian mothers are giving birth to babies with microcephaly.  Babies born with microcephaly may have smaller heads than normal because the brain is improperly developed or has stopped growing.  The neurological disorder can cause significant developmental delays, impaired cognitive development, and in some cases, death.  Brazil has confirmed 460 cases of microcephaly in newborns since November, and doctors have reported 4,000 suspected cases.  The clusters of increased microcephaly cases appear to significantly overlap with parts of the country where the Zika virus is flourishing.  The Center for Disease Control and Prevention (CDC) is also investigating a possible link between the Zika virus and increased occurrences of Guillain-Barre syndrome, a rare paralysis disorder. 

How to Avoid Getting It

As no vaccine currently exists to eliminate the disease, the best way to avoid getting the Zika virus is to avoid getting bitten.  Generally, mosquitoes responsible for spreading the virus, bite their victims during the daytime.  The CDC recommends taking the following steps when traveling to countries where the Zika virus has been identified:

• Protect your exposure by wearing long pants and shirts with long sleeves.
• Stay inside as much as possible, in areas that have air conditioning or screens that keep mosquitoes outside.
• Use mosquito bed nets when sleeping outside.
• Use insect repellents.  Environmental Protection Agency (EPA) registered repellents are effective, and can safely be used by pregnant or breast-feeding women.
• Spray clothing and trappings with permethrin, a synthetic insecticide, or buy permethrin-treated gear.
• The CDC’s Travelers Health website posts Zika virus health notices for all countries impacted.

The Zika virus is spread almost exclusively by mosquitoes, but recent research confirms that it can also be transmitted through sexual contact and blood transfusions.  Men who have traveled to active Zika virus areas should wear protection consistently, or abstain from sexual activity, if they have a pregnant partner.  It is not yet clear on how long the risk of transmission should be avoided. 

The available evidence indicates that, for the majority of people, the Zika Virus is a rather benign illness.  The greatest risk involves women who are pregnant, or thinking of becoming pregnant.  These women should take every available caution to avoid contracting this virus.

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Nursing is one of the most stressful occupations in America. Nurses have higher rates of illness and psychiatric problems than other professionals. There are things Nurses and other health professionals can do to minimize the stresses of Nursing. The best way to do this is to look at individual stressors and find ways to minimize or cope with them. 

Long Hours and Shift Work 

Long hours are stressful both physically and mentally. According to USA Today, the long hours Nurses work have become such a problem that the American Nurses Association has made recommendations about how many hours Nurses should work. The recommendations include not allowing Nurses to work more than 12 hours a day. Shift work also causes a lot of stress for Nurses, and the AMA has also made the recommendation to minimize night shifts for Nurses working both day and night shifts. 

Insufficient Resources 

Having insufficient resources makes a nurses' job more stressful, and it makes it harder for them to do their job properly. Insufficient resources take on different forms in different settings. Many times it is a shortage of Nursing personnel, which of course means the Nurses that are working have a higher workload. Other times, it is a lack of the material resources that Nurses need to do their job, whether it is due to budget cuts or oversight. Even small items like tape cause a big inconvenience when a Nurse has to search for it before she can draw blood or place an IV.  

Resources can be improved by improving pay for Nurses and making sure there is enough room in the hospital budget for other necessities. Proper inventory keeping is also important. If a Nurse notices a shortage in a particular area, it is important to mention it. Hopefully items are ordered immediately and put in the appropriate paces.

Poor Reward System 

Nurses are essential to the proper functioning of hospitals, and they work very hard. Yet many facilities don't have any kind of reward system in place, nor do they take the time to tell Nurses they are valued and appreciated. Many times Nurses are taken for granted.  

Studies have proven that rewarding employees for good behavior is essential to them being satisfied with their jobs and to retaining employees. Hospitals should have a rewards system in place. Nurses should also recognize each other for their hard work. 

Bullying and Abuse 

No one should have to endure bullying and abuse in the workplace. The ANA found that 17% of Nurses report being the victim of physical abuse at work, and 57% of Nurses reported being verbally abused or threatened. Physical abuse was usually perpetrated by patients or family members. Verbal abuse and bullying was usually at the hands of coworkers. 

Hospitals should hold educational seminars about what constitutes verbal abuse and bullying. Human Resources employees should be available to mediate and help employees solve conflicts. To protect against violence from patients and their family members, it is a good idea to have some type of security presence in the hospital. 

Lack of Communication  

Lack of communication also causes stress for Nurses. Communication between Nurses and doctors is essential to a hospital running smoothly. Daily or weekly meetings are one way to ensure proper communication. A suggestion box can give employees an anonymous way to communicate suggestions. 

Compassion Fatigue and Burnout 

Compassion fatigue happens when a Nurse stops caring about their job and patients. Sustained stress over a long period of time can lead to compassion fatigue. Burnout occurs when a Nurse becomes depressed, withdraws from others, and feels fatigued. 

To prevent compassion fatigue and burnout, try to take time off to relax. Don’t over extend yourself. Hospitals that have a reward system in place and make Nurses feel appreciated helps combat burnout. Everyone wants to feel appreciated in both our personal and professional lives.

Related articles: Dealing With Depressed Patients

6 Tips on Stress and Anxiety Management in Nursing

Nurses’ Survey Results Show ‘Dangerous’ Stress Levels

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In an environment where moments can mean life or death, it is undeniable that communication greatly matters. If the same message can be conveyed without losing meaning in a shorter or more efficient way, then it's a duty of the messenger, especially in a professional medical setting to optimize their communication skills. Speaking is literally only half of the equation, with great listening skills and information retention skills being able to effectively make repeated statements unnecessary. There are some ways to think critically about a healthcare organization to determine where it stands as a team regarding their communication abilities. Taking this closer look at the state of communication at a given facility is the crucial first step towards improving the communication therein. Increased efficiency in communication will result in saved time and increased focus that can be dedicated to the needs of patients, where it ultimately should.

Determining the state of the team's communication skills:

• Turn culture clash into culture strength: If there was no top-down strategy around cultural diversity as a marker of strength, then little petty fights about minor topics could escalate into all-out cultural clashes among a workforce. By the promotion an ideal of strength through unity, the team as a whole has the chance to get in front of any potential culture clash issue rather than chasing the problem, always trying to put out fires.
• Hold group meetings to discuss the overall state of communication at the facility: Management can play a massive role in putting the correct, positive spin on the topic of diversity in the workplace. The larger part of any staff will often be found to be on the same page about the acceptance, curiosity and positive interest in new cultures being integrated into the workplace at all times. By it being an official part of a corporate brand message and identity, the company embraces the diversity perspective even further.

Starting to help create a positive communication culture:

• Create regular workshops to go over basic principles in communications: Different individuals from diverse backgrounds will have unique perspective to share on the same topics, even if they technically speak the same language. Then, of course, there are the actual boundaries that exist between nations and languages that are completely distinct. If the staff of a healthcare facility can say "Hello" in ten distinct languages, that group brings themselves one step closer to the perfect awareness and diversity in their facility. 
• Hold regular cultural show and tell days within the staff: Each staff member, once they share their true selves, are going to have their own special cultural tale to share. If there is an encouraging environment in this way, it becomes natural and easy to leverage this diversity to enrich the staff with increased knowledge and awareness. Patients come from all over the world and there's never any way to predict who will become a patient next. With these principles in mind, a staff trained in cultural sensitivity and awareness will be better prepared to interact with new international cultures.
• Leverage modern and inexpensive tools: Any healthcare facility staff member is going to be all too familiar with the app store on their smartphone, but sadly quite few have downloaded any translation or language-learning app onto their phone. When these powerful and groundbreaking tools are now available and often for no outright cost, it's usually just a matter of pointing this out and creating a culture of support towards adopting these excellent tools to enable a team to begin using them.

Once the realization hits that communication is mostly a function of awareness, effort, empathy and genuine bonding experiences with groups, it becomes much easier to cultivate this environment of abundant and fruitful communication. If the entire healthcare facility can start to treat the state of communication at their facility as a togetherness exercise and a mission dedicated to a better experience for the patients, then the real results can start to be noticed.

Individual differences can make a group stronger and more powerful or they can also tear groups apart. The key to ensuring a positive outcome is to apply conscious effort around fostering excellent communication in any arena or avenue possible.

Related links:

4 nurse communication startups to improve patient outcomes

Three Tips for Better Nurse–Physician Communication In The Digital Age

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