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herring_RN Guide 90,751 Views

Joined: Mar 14, '04; Posts: 17,474 (73% Liked) ; Likes: 35,526

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  • Mar 14

    Quote from juan de la cruz
    ... I see our magnet badge as an affirmation of how well we live the ideals of that designation in our nursing culture.
    Respectfully...the ideals of that designation in our nursing culture? hmmm...

    Do I/we qualify?

    Gee, I passed my boards and do my continuing education is that not good enough in my short staffed almost daily working world?

    Little rant...I'm thinking 'magnet' designation needs to include things like providing sufficient staff including experienced and qualified medical staff as well as ancillary staff and sometimes providing enough of even the basic medical equipment to get the job done efficiently e.g. enough wheelchairs to help with providing basic such so-called magnet care.

    That's real life~ hire more nurses, retain nurses by pay raises and providing respect for your nurses more often, both new and experienced, maybe buy some wheelchairs...

    I used to try to believe in the 'magnet' then I stopped. What are the real changes? They stay in business by paying for an ideal title? The nurses and doctors all have the same license at other hospitals. Yet this 'magnet' hospital wants to act as if its superior. It's not bad to try to be good but paying for it just doesn't seem ethical.

    Don't hospitals pay big bucks for this? By doing what, cutting nurses and some of the very basic necessities to get the basic job of patient care done efficiently?

    If I'm wrong about buying the designation, let me know. Union vs Non-union is the question in this thread. I apologize for getting sidetracked. The magnet word just sucked me in. Let me go take off this metal armor! It's way too heavy anyhow.

  • Mar 12

    Quote from Nurse Beth
    Keep in mind YOU are needed. Why? Because the American Nursing Association (ANA) and the American Hospital Association (AHA) are fighting against these bills. But YOU are a constituent and a trustworthy nurse. As such, you have considerable influence with your elected representative.
    I am not well-versed here and appreciate the links, well-written articles, and information.

    I do know enough to understand that nurses should take a critical look at the ANA position on this if it's such that the AHA agrees. Unfortunately that is telling in and of itself; it means that they have already recognized a way to control and/or exploit it and/or keep right on rolling with business as usual. "Nurse-driven" plays out as a fa├žade, and keeping it up and using some nurses as tokens and, very literally, tools to keep all nurses powerless is something that is taken very seriously.

  • Mar 12

    I've heard several of the stories on, NPR, Herring.

    One death they highlighted, was of a NICU nurse who passed away shortly after giving birth. Her husband was doctor, but not an OB-GYN. If that young woman could die in childbirth, what DOES that say about our healthcare system.

    I also listened to another story which focused on a young, Black woman who worked for the CDC and died several months after giving birth.

    Both stories were very sad. Both women had abnormal symptoms, and both were poo-pooed by the system.

  • Mar 12

    I think one thing to also consider is the number of women who use assisted reproductive technology. It seems to me (completely only my opinion) that if one cannot conceive naturally due to anything other than physically blocked tubes, that perhaps that could be a possible confounder. In other words, just because you can doesn't mean you should. What if we compared apples to apples- I wonder what the numbers would then say?

    Just a thought- and not a very deep one. It's something I think should be at least part of this discussion.

    In my early days as a n RN in the NICU (40 years ago) one of my patient's mother died a week post-partum. She was 19 and had horrific HTN/ eclamptic seizures. She never saw her child. It broke my heart.

  • Mar 10

    We have a way to achieve safe nurseatient ratios now, but there's a short window in time. And it takes you- or it will not happen..

    Support HR 2392.
    Support S 1063.

    How do you support these bills?

    Keep in mind YOU are needed. Why? Because the American Nursing Association (ANA) and the American Hospital Association (AHA) are fighting against these bills. But YOU are a constituent and a trustworthy nurse. As such, you have considerable influence with your elected representative.

    Call your representative and say "My name is (Beth Hawkes) and I support HR 2392. I am calling to ask you to support this important bill"

    Call your Senators and say "My name is (Beth Hawkes). I am a constituent and i support S 1063. I am calling to support this important bill".

    Your call will be tallied and makes a difference! Representatives pay attention to voting constituents!

    Make a difference. Speak up and change the status quo. You know when you have too many patients- it's simply not right.

    Still not convinced? Read "Nurse:Patient Ratios: A Biased View"

    Watch Nurse Keith Carlson and I discuss the issues on You Tube.

  • Mar 10
  • Mar 10

    I work from home as a CDI too! I'm not in California, but I used to be - and I just did one of those quick 30 CEU things they send you in the mail every renewal. Unless something has changed recently that's all you need.

    here in NY we don't need CEU's or practice hours, just an infection control class every two years /shrug.

  • Mar 6

    There's no magic to better staffing ratios. It's more money for nurses. Unfortunately every trend I see is the opposite. When hospitals became a business we nurses became an expense to be minimalized. How do we combat this? Join a strong union. Become politically active. Educate your neighbors.... It would take all the above but first nurses need to form a united front on these issues & I've seen no evidence of that at all

  • Mar 6


    This is not directed at you personally, but at the whole "safety" bubble: Some of this is getting exceedingly disingenuous at this point.

    I understand why frontline staff must be involved in solutions, and we want to be, but you know as well as I do that the first 30 "holes in the swiss cheese" are things that bedside RNs can't fix, and what's worse, we are very likely to be vilified for caring too much about them or calling any attention whatsoever to them. So then, all of this becomes a bit of a game where we're playing by ourselves.

    These nearly 20-yr-old reports and terrible (actually awful) analogies about how many people we're killing have ceased to be useful in this conversation except as attempts to make those with the least power in our organizations suffer with ongoing guilt - while those who shouldn't be able to sleep at night continue to shirk responsibility.

    "We" are not sociopaths out killing jet planes full of people.

    If you want to help patients (and nurses), the only way is to get real. Nurses and Safety teams have been coming up with mostly asinine (and some good) suggestions the whole time our profession has been being taken over by business people and their hired cheerleaders, who make up whatever facts are needed to suit their cause. And as far as I can see, the "cause" is to appear to be doing something about safety. It's very useful for the public to believe that uncaring, undereducated, poorly-prioritizing RNs and callous, money-hungry jerkwad physicians are the cause of safety issues. Well, we have made a ton of strides and now it is time for others to step up to the plate.

    Sorry. I know your work is important but this conversation needs to change in a big way.

    What am I going to do about it???? > Spread the word about this damaging, devaluing and demoralizing farce.

  • Mar 6

    Top-notch incentives and benefits for senior, experienced nurses to stay at the bedside. We need their knowledge and expertise to help keep our patients safe.

  • Mar 6
  • Mar 6

    Ratios! Overloaded nurses are more likely to make mistakes.

  • Feb 28

    In LTC, the nurse/pt ratio is completely rediculous.. As LPN's we have no less than 20 pts each per am, afternoon shifts, evening shift 1 LPN per unit reasoned by the fact that pt's sleep.. The am med pass takes every bit of 2-3 hours and that's without interruptions.. When patients ask why meds are late or cna's cant get to them immediately, they want to know why, but our admin would rather the patient's think we are just slow and lazy rather than tell them we dont have enough staff that particular day.. It promotes bad will toward the staff for being lazy!! It is not fair to the patient, nor the staff, who have to suffer the wrath of the waiting patient..

  • Feb 28

    Just wanted to ask, did they decrease the ancillary staff when the law passed? Our hospitals nurse pt ratio for days/eves on med surg is 4 to 5 and nights is 5 or 6 with 3 aides on a 36 bed unit. I dont think this is too bad and I KNOW the staff has told me time and again they would rather have an aide than an extra nurse (ie when an aide calls in and noone will come in to fill the sick call). I am very very mindful of this when considering voting in a LAW to mandate that each nurse on every shift has 4 pts. I know they will cut ancillary staff to accomodate the cost of increased nursing staff and sadly, with some nurses not wanting to toilet patients or ask other nurses to help them out but having NO issue asking the aide staff, I fear the patient care aspect of their stay will suffer. I also feel it will cause ED backups and increased ED wait times if ED staff is forced to hold admits. I just cant fathom how a LAW is a good idea....I do want sage staffing but not at the expense of good care for all patients. I think what our staffing guidelines now works and is safe and fair. I wouldn't want my loved one or myself to have to sit in a waiting room for HOURS or board for days in the ED because the floor cant take pts due to having to cap the unit because the hospital doesnt want to break the law.....that to me is poor care and alot worse!!

  • Feb 28

    Quote from Neats
    I am a Management RN who has worked as management before becoming an RN. I care about patient safety but am able to look at the whole picture and have information available to me that line staff more than likely do not. I have worked in union and non-union environments.
    Developing a staffing model is an art if you will. Most people think only "bean counters" decide how much staff we get.
    When I do develop a staffing model I get input from staff. I have provided schedules (no names on it) and times we need higher coverage than others. I have also provided an empty schedule (no times with the caveat of some must have criteria i.e. there must be coverage 24/7)...this one I get my best results and a very creative schedule that with some tweaking success for staff.

    I agree with what is written here and patient safety but I really do not think a class action lawsuit is the answer. What I think is the ANA, and any other health profession association band together and submit a Problem, Solution and discussion formation to our Nation leadership. Invite your local congress senator, mayor, governor to your facility for the day at a time when they are feeding, passing medication, putting in bed for a afternoon rest... you know the busy times. I know from being in Long Term Care to have staffing ratios and the reimbursement that goes with it would make a difference in so many lives however I would want this to be made in a thoughtful way because be careful what you wish for once we get government input then our administrative costs', documentation, and everything else we do is so much more than what we bargained for to begin with. I want to see staff busy not overloaded in an unsafe way, I do not want to see staff sitting around because there is nothing to do.
    It's clear you still have the full-on management mindset that hours and/or "busyness" has a direct link to productivity and quality. While I understand that some specialty areas have different workflows and processes, the notion that one sitting down is not being productive is ludicrous. Busy is a rarely a sign of anything good. Actually, if you feel your staff is sitting too much, take the opportunity to lead them for the future. Find out how they want to grow and let them use that time do it. Idle minds are worse than idle hands.

    I'll save my ANA disagreements for another thread.