LadysSolo 8,072 Views
Joined: Dec 17, '06;
Posts: 421 (73% Liked)
; Likes: 1,122
Unfortunately I don't have one.
You did the right thing. It would be one thing (but still risky) if you had a longstanding relationship with a coworker and totally trusted her. But you're new and still proving yourself and she's not regularly on your unit and you didn't know her from Adam. Way too many red flags and I wouldn't have touched that with a barge pole.
Bringing her patient a beverage or an extra blanket? Sure. Administering morphine without an order? No.
LPNewbie, I am an NP and also teach in an LPN program. I also have suffered from depression since age 14 (that I can remember, probably longer.) I started getting help for it when I was almost 40 years old, was prescribed medication that did not help the depression but made me sleepy, I did not like it. I got counseling from a social worker in independent practice, she was VERY helpful. Told me as long as I had been depressed it likely would never go away but I could learn to deal with it and have a good life. You CAN learn to be organized (that was never a problem for me, I am very anal about things.) You CAN succeed, as I mentioned before you need to be satisfied with yourself, and realize nursing is truly thankless much of the time, but you ARE making a difference in your patients' lives (particularly if you wind up in LTC, so many of the elderly have no visitors and you become their family.) You are correct that healthcare is a business, and management does NOT care about the workers, but workers very often care about each other and usually care (sometimes too much) about their patients. I know I worry about mine at night and when I have a day off.
Probably works at the "house of God" in Cleveland, which (as a fellow Ohioan) I don't think is as wonderful as the worshipers seem to think it is.
The problems with nursing cost money to solve and most corporate leaders are simply unwilling to spend the money be it safe staffing, adequate resources, equipment, creating a no lift environment, employee retention. Most admin at the top are content with the way things are and willing to accept the high turnover rather than spend the money needed to create a better, safer high quality hospital system!
I just don't see why giving sedation should be "routine," without at least trying without it. Less medications (and risk for adverse reactions) the better.
Your management will RARELY give a **** about you. Your co-workers might, but you almost never get a thank-you, we used to be told "work it out among yourselves, but someone has to stay." We never thanked the person who stayed, but we tried to take turns as we could so not one person was stuck every time. I guess that was our way of thanking, kind of taking turns. We worked together, but I don't remember us thanking each other in so many words, we just all pulled together to get the job done. It was understood, and I worked on that floor for 23 years. We had a fairly stable staff for that time, most of us long -term, but some would quit and we'd get a new person in. In nursing you kind of have to be "self-contained," because you don't always get filled up by others.
Agency is a good way to see what facilities are REALLY like before you get hired there. Sometimes if you are good at a facility they will offer you a job. When I did agency for a few months, I was signed on with 3 agencies. I could have worked 24/7 if I had wanted to between the 3 agencies. Sometimes you are cancelled because a regular staff decides to pick up, no reflection on you.
If a hospital looked at big picture financially instead of the quarterly bottom line they would find that adding A/one staff member could improve morale, efficiency, improve retention. Which would then decease turnover, education costs, call in time, overtime costs..... I mean just think if they added two! Mind blown!
This problem won't be solved the way you are coming at it.
In what other every-day relationship in life can we successfully treat people as a means to an end or a subject to be controlled? None. We wouldn't succeed by treating a spouse/partner that way, nor raising a child, nor maintaining a friendship. Human beings do not work that way. We either care about the people we want to have an ongoing relationship with, or we don't. If we don't care, we won't have an ongoing relationship. Some may say this is different because it's business. Well, I think it holds true, I think I'm right, and the proof is right there for anyone who wants to look at it.
The thing that some people don't understand is that nurses have always worked in situations where we didn't have endless resources to perform our duties. Nothing new there. The thing that has changed is the idea that all of this is somehow our fault. There have been endless times in my career where patients keep coming in the doors, multiple things are needed at once, patient conditions change rapidly, and we are ROAO the entire shift - but it used to be that someone eventually said, "well done," and "take the best care of the patient that you can and we'll worry about the rest later." There was such an incredible sense of teamwork, belonging, and accomplishment in successfully handling these situations! But I think I would fall over dead if I heard either one of these two things in our current environment. In other words, there was moral support for our efforts. Moral support has currently left the building and been thoroughtly replaced with shame and blame.
No professional is going to put up with that for very long. Nor should we. Working one less Christmas or floating two less times per year (after 15 years of service???) is not going to endear people to the idea of being repeatedly scapegoated and treated like a thorn in everyone's side.
If a business can't afford to speak with, treat, and consider adult human beings in a manner consistent with the idea of maintaining an ongoing, mutually-beneficial relationship, then one won't be had. It's that simple.
As a matter of fact, I believe they very well know this already, which is why they have plans in place knowing they will churn through employees. I personally could not be happier that their careful calculations and accommodations for treating people like sh*t aren't panning out.
Over time, you cannot pay (most) people enough or throw enough half-hearted "rewards" their way to have them agree to be treated poorly every day, day in, day out. That only works for a time and then you'll simply again be faced with your refusal to have a real relationship.
ETA: This is the same reason why the "patient satisfaction" game won't be won. There is a difference between treating people well because you care about them and doing things to try to make them feel like you care as a means to an end.
I've put lots of IVs in pediatric patient over the years, just usually ask the parents to leave the room and the kids are usually better (older kids.)
I believe it could be a Federal violation also, unpaid wages would mean they have not been withholding and paying matching Social Security, and not withholding income tax and unemployment and Worker's Comp. At least that's what the restaurant got hit with (in adition to the wages, plus all the interest and penalties involved.)
I am looking to go to one of the nursing homes I have been covering as an NP for the last 10 or so years to work when I semi-retire. I know their staffing patterns and their resident mix, and it will be fine. In fact, none of the facilities I cover are particularly bad, but I prefer the ones who do not take anything and everyone for rehab, but limit their population to the "over age 55" group. Makes a BIG difference in resident behavior.
If the patient was stable enough to wait until the next shift, okay to wait for your preliminary rounds, + get cleaned up, packed up and medicated, you probably didn't need a physician escort.
Kids aren't safe at home either - parental/significant other abuse, drive-by shootings, parents/boyfriends/girlfriends on drugs/ETOH, watching domestic violence to where it becomes normalized - life sucks for many kids.
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