RNtobeinSoCal 3,227 Views
Joined: Jan 1, '12;
Posts: 67 (22% Liked)
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As stated before, I would avoid for profit schools. If you want to be in academia, the for profit status can follow up around. I've gotten more classes to teach over another faculty member (MSN for me and a PhD from a for profit for her). She has been passed over time and time again for promotions, lecture classes, and other desired spots due to a multitude of reasons- one that has been mentioned is her PhD and MSN were both from for profits. Just something to think about.
If you don't mind having a degree from a known "diploma mill," that is going to cause lots of people to roll their eyes and smirk over the remainder of your career, go for it!
I would not recommend a for-profit for anyone. Don't think of only the short-term. Think long-term. If you want to teach you may not be able to in certain institutions. If you pursue a doctorate you may be locking yourself into attending another for-profit.
Do you receive tuition reimbursement? Why not a state university? Capella is expensive that even with a discount it is difficult for me to picture it as the most affordable option.
I'm a little over the clichés about the new generation being lazy/demanding/etc. EVERY generation says that about the next generation.
To the topic. It's true some nurses expect too much or don't give their job a chance. Their loss. More often than not it's just not a good fit and it's never going to work or the employer treats their employees like dogs. I've quit places like that and it's always been the right choice. I have never quit without having a way to pay my bills though. That is always a terrible idea.
The children now love luxury; they show disrespect for elders and love chatter in place of exercise. Children are tyrants, not servants of the households. They no longer rise when their elders enter the room. They contradict their parents, chatter before company, gobble up dainties at the table, cross their legs, and tyrannize over their teachers.- Socrates
"I see no hope for the future of our people if they are dependent on frivolous youth of today, for certainly all youth are reckless beyond words... When I was young, we were taught to be discreet and respectful of elders, but the present youth are exceedingly wise [disrespectful] and impatient of restraint".- Hesiod, 8th century BC
"The world is passing through troublous times. The young people of today think of nothing but themselves. They have no reverence for parents or old age. They are impatient of all restraint. They talk as if they knew everything, and what passes for wisdom with us is foolishness with them. As for the girls, they are forward, immodest and unladylike in speech, behavior and dress."- Peter the Hermit 1274 AD
"They [Young People] have exalted notions, because they have not been humbled by life or learned its necessary limitations; moreover, their hopeful disposition makes them think themselves equal to great things -- and that means having exalted notions. They would always rather do noble deeds than useful ones: Their lives are regulated more by moral feeling than by reasoning -- all their mistakes are in the direction of doing things excessively and vehemently. They overdo everything -- they love too much, hate too much, and the same with everything else." -Aristotle
This job hopping complaint seems like a lightly veiled ageist generalization, same as the NETY people. TBH the ageist crap from both directions is rampant in this forum and getting sort of pathetic. I'm starting to gain this perspective that everybody in the healthcare field is in some kind of perpetual p*ssing contest with each other. Sad state of affairs.
And I saw NOTHING like "a case FOR job hopping" in the OP. Just saying.
Did you mean to entitle it "A case AGAINST job hopping"?
Where do I begin....
First off, employers, as a whole, treat their employees like crap. There is no loyalty or respect for the "worker bee" and as a result, more people are starting to job hop and looking out for their own interests...which is great! No one is going to advocate for you but you, and job-hopping can be seen as a way of self-advocating and self-preservation. Now onto your post...
“The nurses here are all mean to me -- it’s a hostile work environment.”
Actual excuse for leaving her fourth job in 12 months -- and remarkably similar to her reasons for leaving the other three jobs. “They’re all bullies and pick on me for no reason!” “Crowds of mean people are following me all around!” While I won’t deny that bullies exist, there aren’t any more bullies in nursing than there are in the general population. If you’re having that much trouble with bullies, it’s time to do some serious self examination. Chances are REAL good that it isn’t THEM, it’s YOU. If you’re having problems getting along with others, and those problems follow you from job to job, it’s time to take a step back and figure out what it is that you’re doing to irritate every co-worker you encounter.
“It’s a horrible work environment! I never get any praise, all they do is tell me what I’m doing wrong!” “I don’t know what they want from me! I show up every day!” Not all of today’s new grads by a long shot, but many of them, have been raised in the land of “everyone gets a trophy for just showing up” and parents who praised every move they made. I’ve heard that’s a generational thing. Whether it is or isn’t a generational thing, and perhaps it’s a sweeping generalization, part of growing up is to realize that you aren’t going to get praised for every soft, formed bowel movement or perfect attendance record. In the work world, you WILL hear about it when you screw up. Of course you will -- screwing up can kill someone, and even if you squeak by without killing someone THIS time, you may not be so lucky NEXT time. You may hear about it if you have a terrific idea that saves lives or money. On the other hand, sometimes your boss takes credit for the idea. You won’t hear about it if you just do your job -- that’s what they hired you for, and that’s what they expect you to do. Learn to take pride in doing your job well, with or without praise from outside parties.
“My schedule sucks! This job is killing my social life!” “I can’t work CHRISTMAS! I have small kids/lonely parents/a solo every year in the church choir!” “I don’t know why the OLD nurses get such a good schedule and mine sucks!” Chances are, the old nurse has a better schedule than you because she’s been there for ten years and has seniority. Or maybe she’s not constantly complaining about her schedule because she’s accustomed to it and has made it work for her. One of the beauties of our profession is the flexible scheduling. If you absolutely cannot stand the thought of being at work while everyone else is at the barbecue, perhaps you shouldn’t be looking for work in a hospital. If you are working or looking for work in a hospital because only some acute care experience will further your career goals, suck it up and live with the schedule for the two years it will take you to become competent in your job. There’s a lot to be said for a “sucky schedule.” I personally love going to the movies with my nurse friends on a Tuesday afternoon when no one else is there and the price of a ticket is only $6. Having three days off during the week is prime time to take the boat to that wonderful anchorage all our dock mates are raving about -- and we’re the only boat there! Even the most crowded nation and state parks have a free camp site or two, and in the winter the ski lines are minimal. If you’re married and have kids you can minimize child care costs by working when your husband is home.
Most people are exactly as happy as they make up their minds to be.
You cannot choose what happens to you, but you can choose how to react to it.
Happiness comes not from getting whatever you want, but from wanting whatever you have.
I just received my first official offer yesterday!
1) Northern NJ (Greater NYC area)
3) No experience, new BSN grad
I was actually surprised by the #, I had a classmate hired into a very competitive new grad program in NNJ and she's getting in the lows 30's per diem.
Inpatient unit--VA Hospital, GA
Newer nurse--1.5 years experience, BSN
$59,000+ shift diff + benefits + 26 days PTO/Yr+ sick time + Education $.
Rarely have OT, never on call.
Typically ratio is 1 RN to 2 Pts--when low on staff, it can be 1:3.
Loving my job--but....
Think I'm moving to Anchorage after reading through this thread
My first job out of nursing school was at a long term care facility. It wasn't my ideal situation, in fact the ten-years-ago I would have never saw it coming. While I knew some of my classmates were holding out for that perfect job in labor and delivery, gracefully bringing new life into the world, here I was on the opposite end of the spectrum. I saw people at their hardest points in life, I watched people take their last breath, I spent Christmas night with people who'd otherwise be completely alone. It was hard, but as a new grad I needed experience, any experience because it wasn't easy to come by.
In that first year of employment, some days were smooth and other days were filled with unpredictable chaos, but one thing was always predictable reliable, and that was Bill and Sandy. Every day around 2pm as I entered the facility, mentally preparing for the shift ahead of me, I could always count on seeing the two wheelchairs, linked by hands. Sometimes you could stand by and hear the flirtation and giggles. It would remind you of your first love.
"You're pretty." He would say.
"Oh shut up" she always retorted with sass.
In the new employee orientation, we even had a special segment by the social worker dedicated to the two intermingling.
"Both of them have real spouses at home, and so you must keep an eye on them. If any family is coming to visit please separate them, and we don't let it ever go beyond hand holding."
Sometimes their flirtation got a little hot and heavy, causing me to blush and carry on. How awful I thought, to know that he is being unfaithful and had a wife at home. Though as the 50+ hour work weeks would come and pass I would see that his wife wasn't much in the picture. It seemed that she had a busy life that didn't involve Bill. Maybe it was because she knew about Sandy and that put her off, the reason remained a mystery but the one obvious fact was that Bill and Sandy were very much in love.
Maybe it was wrong, but when your life is in a facility, you would never be against two people bringing joy into each other's lives daily. So as the sun rose and the moon fell, Bill would be next to Sandy unless sleeping hours had struck. It was an everyday occurence to see them together at meals. But one day, I only saw Sandy sitting alone in the cafeteria.
"Where's Bill?" I asked my aide.
"Bill didn't wanna get up today, he seems really tired."
Hmm that's unusual, I thought. I popped into his room and he drowsily greeted me. His vital signs were normal, and so I carried out the rest of my hefty medication pass, sending the aide in to feed him dinner in his room.
A couple hours had passed as I made my evening rounds. I always hated night time meds, it meant waking up 20-30 elderly patients out of their beauty sleep to talk them into swallowing pills, usually always unpleasant and unwelcomed as you can imagine.
I was about halfway through the pass when Bill's aide came running down the hall towards me and I knew something was wrong.
"I got him up for the restroom and he collapsed, he's really out of breath and dizzy, his blood pressure is 180/100. His words are jumbled-"
With what felt like only seconds of an assessment I knew something wasn't right. It was so uncharacteristic of him to pass up a dinner date with Sandy.
"Send him out immediately" the doctor said via returned page. Sending out is nursing home terms for call the ambulance and have them handle it because this is serious. As I stapled together all necessary paperwork to hand off to the EMT, I checked on Bill who had his aide nearby for support.
"Bill, the ambulance is on it's way okay?" And usually defiant to any sort of fuss he replied "ok" shakily with obvious fear in his voice.
His roommate, an amputee sat up out of his sleep confused by the commotion, their beds only divided by a thin blue curtain.
As my heart felt its usual raciness in times of stress I couldn't help but think about Sandy. They always mentioned in school the "nurse's instinct". It was something, though new to me, that I was starting to develop. My nurse's instinct was proving itself right more often and I something inside told me that Bill would not be coming back. I thought about Sandy rushing out of bed the next morning, putting on too much rouge to meet Bill for breakfast and him not being there and us having to explain something and though she was old as hell she was sharp as a tack. That's when I made a split decision.
"Sandy. Wake up." I helped transfer her into her chair.
"What is this about! ?" She said with her always present attitude. I pulled her silk nighty over her legs. "You need to say goodbye"
And no further questions were asked as the staff far down the hall looked at me puzzled. I squeezed Sandy in her wheelchair to his bedside and went against all patient fraternization rules, nurse professionalism rules and scantily dressed patients being in the opposite sex room rules. Maybe this was too much, and highly inappropriate, I thought, but it felt like the right thing to do. So I rolled her to his bedside, and gave enough privacy to still be near enough to hear:
"I love you Sandy"
"Oh shut up" she said and gave him a single kiss on the hand.
I tried to keep it together. This reminded me of a scene from the Notebook or some equally heart wrenching romance flick. Only this love was real. I gave them a few more minutes together and before the paramedics arrived I had Sandy back comfortably in bed.
The "nurses instinct" proved right once more, and Bill didn't come back. He died the following morning of multiple organ failure. It was fast and unsettling, but I felt that I did my job in having his nursing home mistress there to see him off.
It took a while to get used to not seeing them together. She never once mentioned him to me, and I never brought him up to her. I was never mandated for what I did that night. I'm pretty sure no one of authority knows about it. Eventually his bed was filled with another elderly gentleman and we moved on with our lives. The nursing home was cold in that way. One trauma to another all fading into a distant memory.
So often in nursing we are bombarded with rules and beaurocracy and paperwork. So much that even the sweetest of souls becomes tired and desensitized. We need to take ourselves back, mentally to the initial drive and purpose of what our jobs are. The compassion part. We must follow the strict guidelines but every so often our heart makes an exception to the rules.
I have not heard of any states/cities that really have any demand at all for nurses. Here on AN.com, I have occasionally seen posts that mention nursing positions going unfilled in more rural, under-served areas of the country.
Well given that my hospital started scripting this past year and next year will start enforcing it, I hope to try and remember ADIT and do it without rolling my eyes and with some form of sincerity. Some other smaller things is bringing a warm wash rag with the morning meds so that the patient can wash their face in the morning. Offering a snack (crackers or ice cream) with the afternoon meds and a fresh hot blanket in the evening with the evening meds. I hope by adding these little touches it may help bring some more "customer service" aspect.
The bigger goal is I will be taking my CMSRN exam.
Although I can see your point, and I agree that self reflection is critical to evolution of self in both a professional and personal context....personally, I like to set the bar...shall we say a bit lower?
or, more to the point:
Happy New Year!
The importance and impact of bullying in the workplace is significant to nursing in many ways. Bullying threatens the very foundation, of not just nurses, but its business ethics, structure, and productivity. Nursing is a sensitive structure that demands teamwork, dedication, and drive.
The rise of bullying threatens to create barriers in nursing that will result in a negative way. This impact bullying has on nurses impedes their ability to function professionally by interfering with teamwork, morale,and personal health. Prevention is the only way to stop or eliminate bullying. An anti-bullying program must become an integral part of nursing training by deeply imbedding the need to identify and prevent this destructive action in the workplace.
A nurse takes the oath to do no harm to others. Nurses dedicate their hearts and minds to practice faithfully in their profession. The qualities a nurse must possess are to be compassionate, sympathetic,and empathetic towards others. These qualities are especially important for nurse managers so they can guide and mentor nurses along their career path. A nurse manager who lacks these qualities and does not support their nurses, creates problems in their working environment.
An unspoken problem is nurse manager bullying. The nursing issue is that nurse manager bullying can cause intimidation and psychological harassment amongst their employees. This harassment can cause the employee to have devastating psychological, physical, emotional, and social outcomes.
It is time in the nursing profession to break the silence that nurse managers who bully nurses create an unhealthy work environment that can result in health problems or cause nurses to resign. Post Traumatic Stress Disorder (PTSD) and suicide does occur in staff who are bullied by their co-workers and/or nurse managers.
It is time to be proactive as nurses and identify bullying behaviors and report them immediately. Look at your co-workers who are being treated poorly reach out your hand and guide them to get counseling so they can heal from this.
Here are some basic suggestions on what to do if bullying occurs in the Workplace:
1. Send the employee who is being bullied to Employee Health to talk with an appointed staff member who can guide them in where to get counseling.
2. Remove the employee immediately from the toxic environment and place them in a better working environment so no form of retaliation can occur.
3. Employee Health should report bullying to the Bullying Task Force. The Bullying Task Force is composed of a Peer Counsel Committee who will review each case. This Peer Counsel Committee is important because it does not consist of management who possibly would not be as objective as a peer.
4. Implement a Bullying Support Group. This is important in the recovery of staff who are bullied. The Bullying Support Group will utilize a twelve step program much like Alcoholic Anonymous.
5. Have employees fill out a survey online that can be filled out anonymously and sent directly to the Associate Directors office.
6. Have Human Resources track all staff who leave a position and have them fill out a bullying survey online.
Exit interviews should be conducted on all employees leaving their jobs. This interview should be kept confidential so it does not interfere with or impact new job opportunities. Surveys should be done that ensure confidentiality in the data collected. In order to collect honest and accurate data it is extremely important to provide confidentiality. Surveys that ask identifiable data such as age, work level, and sex are often a deterrent for employees to complete the survey honestly. A person's identity can easily be assessed by this information. All of the data collected can be utilized to help strengthen the laws, guidelines, and policies to provide a safe working environment and to stop bullying
Educating hospital staff on the importance of looking for suicide and PTSD symptoms is extremely important. Nurse managers need to be educated that treating their employees in a caring way will help to retain them. They will realize happy employees are more productive and tend to stay in their jobs. Cruelty will cause the human spirit to fail. Nurse managers that bully allow the human spirit to fail in the employees they bully. The human spirit is affected by the consequences of bullying which are physical and psychological changes in the person that is bullied. Jean Watson's Human Caring Theory should be taught to all employees to restore caring in the health care system so bullying behavior can be stopped.
Educating and providing resources to new employee nurses on bullying, Whistle Blowers Act, and sexual harassment should be incorporated into new employee orientation. All staff would also benefit from a yearly review on these topics. Hopefully, this will keep nurses aware of proper workplace behavior and we can retain nurses. There are programs available for this problem, but many nurses are not aware this issue exists nor how to identify bullying. There are several other that provide information on books, education, and counseling available for anyone who is bullied.
There are no governmental laws that prohibit workplace bullying. Governmental laws addressing workplace bullying should be in place. There needs to be a law acknowledging that bullying exists. Once legislation is established then health care organizations will have zero tolerance in allowing this behavior. Strong institutional policies need to be in place in every healthcare organization to prevent bullying in the workplace.
Report Bullying; Break the Silence; Save Your Co-Workers Life
Sarah Yuengling RN MSN
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