®Nurse, MSN, RN 11,523 Views
Joined Feb 26, '08.
Posts: 1,136 (63% Liked)
One poster made the comment that the impersonator worked in the position of a unit clerk. Could it possibly be that she was an LPN/LVN (nurse) who impersonated an RN?
I don’t know the skills mix in the hospitals of that region.
Where I live, it is highly feasible to have an LVN at the monitor, or working as a ward clerk, because the RN’s are the only ones who are assigned to patients in the hospital settings.
Epigenetics: How large a role can Nurses play in shaping healthcare outcomes.
Hi meanmaryjean - I know that you graduated from Touro University Nevada (TUN) with a DNP in Nsg Education. I am very interested in pursuing a DNP in education as well. I am, however, confused by the curriculum change that they implemented in March of 2016, as it appears that TUN does not award the DNP in Nsg Education any longer. Is that correct? I would be very bummed if that is the case.
In looking through their curriculum, I don’t see courses that specifically spell out a focus in Nsg Education. Do you have any insight into this observation?
Five whole minutes, huh? I sure hope you can have a thumb drive with a powerpoint loaded up and ready to go.
Is there any way that you can look up the stats on this hospital and see where their weak areas are? Infection control-ish topics are
usually a good idea.
I am confused about the poor perception of WGU. I work in academia, and have observed faculty members who have nursing graduate degrees from WGU perform exceptionally well. I am not personally familiar with their program, only their graduates.
Education of nurses traditionally has faculty in close, consistent contact with students of their program. I find that many of my colleagues are non-plussed with the advent of programs that lose that contact. The perception is that the loss of contact equals a lesser-quality program.
I find that students have their own unique learning styles, and some students have a richer learning experience without the distractions of a roomful of other students that a physical classroom typically has.
Also - I have sat in on many hiring committees for faculty, and the pedigree of someone's education only has so much weight, because by the time you obtain a MSN or PHD/DNP/EdD, you generally have quite a bit of history to add to the whole picture. Honestly, by the time you're sitting in the chair answering interview questions, What and How you answer questions either confirm or deny an interview-panel members pre-conceived notion about you. Not only that, but there is generally more than one person sitting in on the interview.
My advice to you is to enter the program that is the best fit for you and your circumstances. A degree holder from Fancy-University can just as easily bomb a faculty interview as a degree holder from Online-U. I've seen it happen.
Best of hope for your continued success on your educational journey.
I went from ADN to MSN and did not have any difficulty landing a full time tenure track position as nurse faculty at a college.
Since you are a nursing instructor, this sounds like the perfect opportunity to introduce your student to EBSCO and CINAHL in order to do some proper research and critical appraisal of some articles in order to see what is current evidence based practice. Current EBP should drive practice, although, it’s nice to socialize with fellow nurses on AllNurses...
I am also very interested in hearing as much input as possible on this point. I could ask this very question as pertains to my circumstances. I already know that would much rather put evidence into action rather than dig for new data.
OP - Did you approach your Dean about paying for your doctorate, or vice versa? Also, how are they paying? Are they reimbursing, or are they using a scholarship/grant?
This may help answer some of your questions: CDC - Safe Patient Handling and Movement (SPHM) - NIOSH Workplace Safety and Health Topic
Preventing Back Injuries in Health Care Settings | NIOSH Science Blog | Blogs | CDC
To put it simply, it is usually not one single episode of heavy lifting. If you’ve ever heard the story about holding a glass of water, it is very relevant: "[FONT=verdana, arial, helvetica, sans-serif][COLOR=#292f34]A psychologist walked around a room while teaching stress management to an audience. As she raised a glass of water, everyone expected they'd be asked the "half empty or half full" question. Instead, with a smile on her face, she inquired: "How heavy is this glass of water?" Answers called out ranged from 8 oz. to 20 oz. She replied, "The absolute weight doesn't matter. It depends on how long I hold it. If I hold it for a minute, it's not a problem. If I hold it for an hour, I'll have an ache in my arm. If I hold it for a day, my arm will feel numb and paralyzed. In each case, the weight of the glass doesn't change, but the longer I hold it, the heavier it becomes." She continued, "The stresses and worries in life are like that glass of water. Think about them for a while and nothing happens. Think about them a bit longer and they begin to hurt. And if you think about them all day long, you will feel paralyzed – incapable of doing anything." It’s important to remember to let go of your stresses. As early in the evening as you can, put all your burdens down. Don't carry them through the evening and into the night. Remember to put the glass down!”[/COLOR][/FONT]
[FONT=verdana, arial, helvetica, sans-serif][COLOR=#292f34]Reference : [/COLOR][/FONT]https://www.reddit.com/r/GetMotivated/comments/19bn9s/how_heavy_is_your_glass_of_water/
Usually, a candidate has a resume that shows a progression of accomplishments, and the doctoral program that was attended is but one piece of a larger picture. I’ve sat in on many hiring committee’s, and I’ve not seen any nurses that only have a doctorate and no other history.
If you’re trying to capture a plumb position, a degree from a pedigreed school might capture attention, but only for so long, as the rest of the candidates attributes will either confirm or deny any preconceived notions that a hiring committee member may have about the candidate during the interview.
To answer your question: Not in a considerable way.
I'm against mandatory last name display, mainly due to an endless barrage of "Excuse me, but HOW do you say (pronounce) your last name".
I was a CNA before the Internet, before cell phones.
I had two small children and a husband who was overseas for active duty.
No one ever had any problems getting ahold of me because I was at work and could be easily found.
I went to college for nursing and people could even find me in class!
I went to clinicals and could be found there too.
Your proximity to your keys, cell phone, and wallet is a "want", not a "need".
How will you feel if you are dismissed or disciplined at your job because you could not be separated from them?
Leave them in your locker.
I've worked for a trauma center hospital that was non-Magnet when I started. After being an floor nurse for three years, they decided to pursue Magnet status.
Shared Governance was brought on scene, "shared decision making", Team Cooperation, how-to-treat-and-respond to your coworker.
It was an interesting journey, to be sure.
Experts were brought in, consultants were consulted, and so on, and so forth.
The final (requisite) step was an accounting of BSN's and ADN's.
If your hospital does not have 80% of their staff with a BSN or higher, things may really start to suck in a big way for the ADN's on staff.
My hospital closely watched the "BSN - meter", and when the tipping point didn't happen by the required target date, they decided that if the ADN's didn't go back to school by "x" time, they would be fired.
We eventually got Magnet status.
A LOT of ADN's went back to school for their MSN's ~ like, A LOT.
Now we have all these MSN's running around, working at the bedside, leaving the bedside, and the staffing shortages are horrific.
Many RN's had limited options until they got their MSN's. Then the sky was the limit for them once they graduated. A fantastic proportion of them left to be all that they could be.
Magnet means that the nurses who are forced to go back to school, can now say goodbye to their current position if they choose.
See, the real thing is this:
In order to achieve Magnet status, you have GOT to have a lot of leadership.
Cue the Managers, and Directors, and Quality, and on, and on, and on.
Then, you have the staff return to school for BSN or higher.
However, there is now very little upward mobility, because the positions have all been filled from outside.
Where do you go with a new MSN, or BSN degree, and a good amount of nursing experience if you aren't allowed to be anywhere but the bedside?
(That's a rhetorical question, of course: You leave!).
I certainly don't mind a scenario where I could just come in and get paid a lot of money to help with ADL's.
The problem always lies within the fact that you cannot Un-Know what you Know.
It has always been difficult for me to just do the CNA duties. I always wound up working my buns off because if I saw an issue, and the other nurse could not, or would not, address it, I was ethically bound to take care of it.
Pain issues, wounds, treatments..... Couldn't just say "I'm in the CNA slot today; Not my circus, not my monkeys".
If the Nurse could be free to just do ADL's, and leave it at that, my goodness, I would take that assignment!
This sounds like a perfect research into current Evidence Based Practice for gastric tube flush medium.
A site like EBSCO, CINAHL, PubMed, etc., would be a great place to start.
Typically, it takes over a decade for current EBP to be incorporated into practice.
Be a leader, and find out from a few high level-of-evidence articles what the standard should be.
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