Latest Comments by ProfRN4

ProfRN4, MSN Pro 19,183 Views

Joined: Apr 5, '03; Posts: 2,280 (23% Liked) ; Likes: 1,399
Staff Educator; from US
Specialty: Pediatrics

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  • 5

    Quote from amoLucia
    And of course whenever there was problem, it was always 'they need more training'. NOOOOOOO! They need more supervision and followup!
    I am new to staff education, and I can't tell you how many times I've heard this already. "they need to be educated on....". They have BEEN educated ad nauseum on it. They need consequences enforced for failure to comply.

  • 1
    I.Am.A.Nurse. likes this.

    Quote from Kooky Korky
    Night nurses might need to get home to get their kids off to school. Or their spouses need the car to get to work and the Night nurse is going to do child care all day while needing to sleep. Just sayin'.
    Day nurses have the same issue. The bottom line is, there is no good time for a staff meeting. Day nurses are running out the door, night nurses can't keep their eyes open in the morning (and are also running out the door). Meeting need to be held more than once. I see this in my current workplace; the NM stay late to have the meeting on the night shift. They come in late on those days.

    For the record, I am 'shift neutral', in the ongoing wars. I have worked days, nights, have never been a manager (but a house supervisor) and am now a staff educator, who works primarily nights. I hear the night nurses complain (directly to me, but almost always in a professional, respectful manner), and I overhear the day nurse complain (on my way out) about the NMs. I work closely with the NMs now, so I literally see every side.

  • 1
    I.Am.A.Nurse. likes this.

    Quote from AnnieOK76
    The best nurse manager I've ever had was just a few years ago; I appreciated her because she LEFT US ALONE. By that I mean, she trusted us to manage our schedules after she put it out; if we needed to make a trade we did it and left her a note. She didn't have to "approve" it. If we got to work and the census was low and someone wanted to go back home, or leave in the middle of a shift, we let them; took turns. Didn't have to call to get approval. In fact, we tried to not take advantage of her generous staffing, and not ride the clock. We didn't have an endless stream of memos, emails, etc, about what we "couldn't" do, or "must" do, or need to "try harder" on. She seemed to stay in the background, and I learned later that much of her time was standing up for us in hospital board meetings, doctor meetings, and admin meetings. She always fought for good staffing. She had been a staff nurse. She staffed us well; and I don't ever remember having a request for time off denied. She didn't work on the floor very often, but if the ER went crazy she was there. We also didn't have "mandatory" meetings; I don't really remember many meetings at all. If there was some info that we needed to know she put a typed note in the break room so we would ALL eventually see it. Some would probably call her very "hands-off" or a "do-nothing" manager. I however, found it very refreshing, after 35 years of nursing and feeling like we staff were treated like junior high age people, that we were treated like professional adults. And I believe it caused us to rise to it, and we took care of many problems on our own.

    This was in a very small rural hospital, and might not be possible in a large hospital.
    As you said, it may not be possible in a large hospital. It also may not be possible in some smaller facilities either. It really depends on the culture of the unit. I could see many places where the staffing you mentioned wouldn't work. I am not a manager, but am in a lateral position, so I observe and hear a lot (from both sides). I see units where everyone wants the same days off, and everyone puts themselves on the same days, and refuse to budge. They plot in their own schedule, and the NM or ANM has no choice but to deny.

    As far as memos (what can and can't be done), curious to know, how was this information disseminated then? New policies, situations that staff NEED to be made aware of (as a result of sentinel events, etc) can't be left to chance, hope that the staff gets the info. It can seriously backfire, because the first thing the nurse/CNA/other staff member will say is 'nobody ever told me about that'.

    I consider myself to be more 'hands off' in my approach of things, this is why I ask. I am not a nag; I can't stand that 'mommy' mentality. But in my experiences, sometimes it is necessary. I hate for it to have to get to that point.

  • 1
    brownbook likes this.

    A behavior plan? Some sort of contract that rewards positive behavior and takes privileges away when she does throw things? If she is cognizant enough to know what she is doing is wrong, this should work (but I'm no psych nurse )

  • 0

    The best part for me, is when they act like kids (mischievous). Since I'm not in direct care, I can chuckle at it more than my staff does (since a fighting, tube-pulling child who acts sassy means more work for them. Important to note, my patient population is chronic, special needs, so these aren't normal functioning kids, so I really appreciate any 'normal, kid behaviors' the exhibit.

    Worst part for me, is watching the ones who are clearly suffering, and will never improve.

  • 4

    Quote from Scott8273
    The friend + child: Well, if you must say something, I would write her privately and express your concern in a way that shows you respect her and her mothering, and the child seems so happy and well-adjusted, but did his doctor say anything cuz you're concerned. This would have to be done very carefully and craftily, or you will lose a friend and no one will benefit.

    As for CPS, IMO that's nuts. I have seen them rip families apart for a LOT less than overfeeding a child (which may even be happening because the child has a goofy metabolism, some condition, or God knows what else). To me, that's just a sad commentary on the state of our often hysterical society, and definitely not the route to go. But I could be wrong, of course.
    My thoughts exactly! About CPS and the approach to the mother.

    If it truly comes from a place of caring and concern, think long and hard about how you want to approach it. Or else, it will come across as 'shaming' (which, BTW, I can't stand that term. I feel like everyone thinks they are being 'shamed' when it is something they don't want to hear- I recently heard a teenager say to his mother "why are you shaming me" when she was just pointing out something she wanted him to do).

    Another thought, and question for the OP: do you have kids? I say this with peace and love <3. Because, before I had a child, I never imagined I'd have a kid who was anything but perfect and obedient. I will tell them what to eat, they will eat it (without argument) and they will be healthy, especially since I am a nurse! Fast forward a few (upper teen) years later, and I have a wonderful, beautiful, smart child who loves to eat! With that love of food comes mixed feelings about her body image, and with that comes feelings that I could have done more to prevent this. She is not obese, but she is not 'thin' either (overweight according to charts, but in today's world, does not stand out). I feel like it is harder when you have no experience in being overweight (I have never really struggled with weight). The show This Is Us has an episode about this (I HIGHLY recommend this show ). I am trying to continually reinforce the concepts of portion control, moderation and physical activity. I am a firm believer that restricting a child only forces them to want it more (I had two friends whose kids were like this: acted like fiends whenever given the chance; one was obese- mom tried hard (is a nurse, and was well aware) the other's kid was not (just more controlling, and will admit it.

    I am careful what I post on social media now, because I have been 'called out' by friends (my child never ate two adult meals of fast food, at age 5 nor present day... and the thought of that makes ME cringe too: no human being should consume that much in one sitting). After an innocent pic of her enjoying a sugary drink, or me ranting about how a fast food place forget my foot, and I drove back and ended up in a car accident, I am very careful.

    I also used to be a lot more preachy about safety (helmets, seatbelts/car seats and sitting in the front) and parenting styles (namely the horrors of helicopter parenting and coddling kids, and it's ill-effects when they get to college and the workforce). I stopped this, because I would literally get one or two likes; I was preaching to a crowd that didn't want to hear it.

    The bottom line is, no one really wants to hear these things from their 'friends', and there is usually no good way to tell someone they're 'doing it wrong', without them becoming defensive (especially when it comes to parenting).

  • 0

    Quote from walkingdeadhead

    Some states don't require the doctorate to lecture. I actually have a tenure track position as an assistant professor with my MSN in my state. I am pursuing my PhD because I like research and want the salary increase. That being said, if a doctorate is what you need to lecture, consider an EdD or DNP with a clin spec focus. These are less research intensive and acceptable to most colleges or smaller universities.
    I second the first part: depending on the market in your area, a doctorate is not always necessary. You could teach in a 2 year or LPN program, or perhaps land a 'clinical only' full time position.

    I recently got out of academia for the reasons you mentioned: I started a PhD program, then decided it really wasn't what I wanted. My empoyer did not require, but strongly encouraged it. However, research and publication was a MUST. I lost my desire to do that (mainly because the job was sucking the life out of me; lecturing, clinical, committees, grant work, and the pressure to publish). As much as I actually enjoyed teaching, I wanted out of the rat race.

    There is one more option you may want to consider: An EdD. Neither clinical nor research based.

  • 0

    I don't think I knew that Crocs had non-clogs. I will look into those and the Allegria brand. Thanks!

  • 0

    I've been looking through the numerous threads about shoes (as I have done in the past on AN over the years), so I KNOW there are many of them. I also know that everyone has a different preference (I, for one, cannot wear Nike's- I have flat feet, and my feet feel like they are being squeezed in them, even the wide widths), so I'm looking for someone who may have had similar experiences with shoes.

    I am looking for a comfortable shoe I can wear with business casual attire (as an Educator); either dress pants or with a skirt/dress and leggings/tights. I don't mind a clog (definitely not a CROC style or white in color). I wore Danskos in the past- swore by them for years, while working 12 hour shifts. Then, I started teaching (up to 4 hours at a clip standing for lectures, with minimal pacing/walking around the room) and I suddenly lost my love for them. I had a particular pair for a long time (do they wear out, or did I just get old and they no longer worked for me?). My back, as well as my feet suffered as a result.

    I saw a thread where someone said they liked the Grey's Anatomy softwalk shoe (I did not know these existed). Reviews are standard- some love them, some hate them. I like the idea of the cushioning in them, and they have a lot of colors to choose from (that work with dress clothing). I'm also considering Skechers (work shoe/clogs, not sneakers), as I have had luck with their sneakers in the past.

    Anyone have any suggestions, based on my past-shoe-history? I plan on 'mixing it up' (for variety of style, as well as not letting my feet get too used to a particular shoe).

  • 3

    I taught for 11 years. That's 22 different groups of students. I've seen quite the variety of cohorts: mature, driven, responsible, as well as immature, catty and lazy. In every group there were outliers.

    When I was a student, I was the youngest (started at 18), with a group of 20-50 year olds. Many were late 20s/early 30s. This was my group of friends/study partners. They were all 2nd career students, some with spouses, kids, mortgages and jobs. No time for drama (but yes, an occasional outing to the bar, where no one got kicked out).

    My my suggestion to you is to find a group of classmates that bring you up, not down. Like minded people, who are serious about this. People who will make the cut each semester.

  • 0

    When you say they are on the computers way too much, do you mean in the chart, or writing out the assignment? Either way, both can be addressed by limiting their time on the computer. If it's the chart they are staring at aimlessly, limit the time, and don't let them on until they have actually been in with their patient. When I taught, it took my way too long to lay the law down on this one. I made them see their patient first (a 'two minute assessment'), then get report from the RN, then report to me. I would give them leading questions based on their first impression and the info they got in report. This way, they had direction when going into the chart.

    As far as writing the assessments, do you require that they give it to you before they leave clinical? I would have my students submit whatever the paperwork of the day was by midnight that night. That way they could go home (or back to campus, or Starbucks, lol) and clean up their thoughts and notes, and present something that is a little more substantial.

  • 2
    inverlinrosly and cjcsoon2bnp like this.

    I could have written this myself (except my students did not forget things in their dorm, as I taught at a commuter school). Well done. Especially the part about the other faculty members. I was a full time instructor, so I did know most of my colleagues pretty well (too well). Many of them I did not like/agree with, so the students' perceptions of us all ganging up and plotting to fail them were completely unfounded (I didn't feel that way, but sadly some of my colleagues did).

    I'll add this: the idea that professors/instructors do not know anything, but the staff nurse assigned to your patient (with one or two years experience) knows everything. While I do understand that there are instructors out there who are not current in clinical practice, do not paint broad strokes about all of us.

  • 2
    brownbook and nursel56 like this.

    Quote from SweetPotatoes
    Being able to float sounds awesome. Are there limits to floating? Like would a med surge floor take a L&D nurse? Or would an icu take a med surg nurse?
    In most facilities, nurses float within their general department: adults tend to stay with adults, peds nurses float within peds or the maternal/chld department- so maybe Post Partum or L&D (but that requires more expertise than a peds nurse has). Peds may float to PICU or NICU (usually the most stable kids) NICU may float to Peds (and are given the "babies" (who are giants in comparison to their usual patients!).

    I have worked both; started in adult, then went to Peds about 5 years into my career. Then I finished my masters and started teaching, so the dual experience was a plus (I taught in an ADN program, where there is not enough peds content to justify a full time professor, so I had to teach Med Surg as well). I consider myself to be a Peds nurse, but I do not 'hate' adults. 20+ years into my career, the thought of being a Med surg staff nurse scares the poop out of me (just the physical and emotional rigor, the poor staffing ratios and the acuity), compared to Peds. Not saying kids aren't as sick (they deteriorate much quicker), but staffing and conditions are almost always better! When I taught M/S clinicals, I saw the differences, as did my students. It breaks my heart to see the disparities with how we treat elderly adults, most of which don't have people to advocate for them (most kids do- their parents may drive you up the wall, but they get what they want, and that's quality care for their kids).

    I currently am a staff educator in a Peds LTC facility (like a nursing home for kids). The kids are sick, staffing isn't great, but it is much better than the adult equivalent. And the atmosphere is much more fun (imagine Chirstmastime ).

  • 0

    Quote from Horseshoe
    I would definitely admit that I would never want to work pedi, but it would be because it would be too hard emotionally to see children suffering, not that I can't stand kids and they irritate the hell out of me. If I did say that, I imagine some would have a similar reaction to what you saw here.
    While I liked your post, it was really more of an appreciation for your thought process. I am a peds nurse, working with kids who suffer terribly. By contrast, I am not the type that does well with elderly adults suffering: I very much enjoy alert and oriented adults, so its not that I 'can't stand them'; I just don't like to see them suffer, as well as seeing the family dynamics (family members doing 'everything they can' to keep a shell of a body alive. To each his own, right?

  • 3

    In theory, I see nothing wrong with knowing what you want. Yet, so many people have issues with that. When I taught, I was on the admissions committee, and I interviewed potential students. I would always ask them "what kind of nurse do you picture yourself becoming/where do you see yourself working?" I think it is a great motivation tool. I would also ask students who were failing/struggling that question. Again, motivation. People can (and often do) change their minds, things stand in our way, or experiences steer us away from certain specialties (or draw us more towards the specialty), or just lack of an offer can make us rethink our decision. And all of this is okay. BUT, I don't think it's fair to say that a person is being closed minded because they already know what they want to do. However, open minds yield more opportunities in the end. I've never been one to put all my eggs in one basket.

    My thoughts about this specific post, and the OP was "okay, it's her decision. If she doesn't get her dream job in the NICU right out of school, she'll do something else to pay the bills. Things happen for a reason, they don't always go the way we plan. It's really not our problem, or concern, right?

    And as an educator, I figured she'll do what she has to do to get through nursing school, and get through the 90-95% adult rotations (where I used to teach, my students had 4 peds days at best, and about the same (maybe 6) OB days (and no NICU, unless it was an observation day in either Peds or OB if the prof was willing to send you and the unit was willing to take you). I thought, clearly, she'll be professional enough, and understand the importance of it. Then I read this:

    Certainly why I dislike adults. They annoy the hell out of me and i will NEVER care for them as a RN. I would rather remain unemployed until I find a NICU job. ������
    Yikes. That's really all I can say.