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salvadordolly 6,413 Views

Joined: Mar 22, '13; Posts: 208 (35% Liked) ; Likes: 163

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  • Oct 4 '15

    Sure...take your med,go to the bathroom ad lib.If anyonecomments tell them you take a diuretic if you like.If not tell them you have a bladder the size of a thimble...Not a big deal.Most of us older women have some issues,you work together for any length of time and you get to know each other intimately.I know when my co-workers are participating in their monthly festival of wretchednes,I know who has IBS and who takes diuretics....I know who ate beans for dinner,Garlic,curry......very intimate

  • May 11 '13

    I love this post. Feels like a support to me even those you all suffer from different ailments. I was diagnosed with Dysautonomia 2 years ago. Basically causes orthostatic hypotension so I'm often fainting when I stand up. Heart palpitation, wonky temp regulation and severe fatigue and joint pain.
    I'm getting tired of people thinking I'm lazy..I do the best I can!

  • May 11 '13

    I am a recent grad from an ADN program. I found it extremely difficult to find a job because everyone wanted BSN or at least persuing a BSN. I had to start a BSN program online just to be considered for a position. Thankfully, I was able to get a position in the meantime but that was mostly because I knew someone. It's terribly unfair. And our school sent us to an NCLEX review course and in the course were a lot of BSN students who would be graduating the following semester and our school knew more of the answers than the BSN students. I feel, personally, we are better prepared. So far, the BSN classes are a lot of things that are nice to know, but not entirely necessary to make me a better nurse - experience and watching older nurses who are good examples will make me the nurse I'd like to someday be.

  • May 11 '13

    You should never do anything that is going to make you feel uncomforable or that you believe to be wrong. If she is asking you to lie she will lie about you and get you in trouble. Unfortunately nurses are our own worst enemies. We are like sharks eating our young. I am a nurse for over 30 years and I am pretty much done with this carreer. I wish you only happiness in your future. No matter what you have to be true to yourself and your patients. Do not ever be affraid to do the right thing. Good luck and God Bless.

  • May 11 '13

    Quote from nurse0811
    Basically a lot of unprofessional behavior has been going on since day one of our program. Severe bullying and threatening other students as well as unprofessionalism in the clinical environment has taken place repeatedly. There have been multiple complaints filed and somehow these students always end up getting rewarded rather than punished for their behavior. There are a few people who have stood up for what we believe to be right and have followed the correct steps to report this behavior but nothing ever gets done.

    At this point we are getting ready to graduate and one of our instructors has shared with students various emails that we have sent in regard to some of our complaints. So basically the whole class has become even worse at this point because our emails that we trusted these instructors with have been shared with the class - and obviously they are very angry with us.

    I just don't know what to do at this point. I feel like our instructors have betrayed our trust and violated our privacy. I am not big on conflict and do my best to avoid it, but some of the things that have gone on needed to be reported. I have just been so very upset by all of this and like I said I simply don't know what to do. Did I do the wrong thing by speaking up and what should I do now?
    They say that any organization is reflected on the core of it's leadership and since your instructors are untrustworthy bullies, that is why they tolerate the same in the students. I'll give you a few points of view:

    To play devil's advocate:

    In a professional environment, you never go to a supervisor about a complaint that you do not intend to back up in person. The only way an ETHICAL supervisor will protect you is if something can be independently verified...that is why reporting someone working impaired is confidential, because a drug test will either confirm the accusation or clear them, etc.

    It's really easy for a snit of a tattletale to run their mouth to a manager and an employee is left to defend themselves. I personally choose to confront these people (and a GOOD manager will prefer a meeting as well)'s amazing how the story changes once they have to be in a room with you...all the sudden, the real truth comes out and they are sitting their gap mouthed about how they exaggerated the events. I'm not saying that everyone files a complaint is lying, but there are always a handful in every unit who has miserable home life and they like to spend theirs making other people miserable...even if they have to make up something in the process.

    Therefore...part of reading the emails is a learning tool....never put anything in writing unless you want it on a billboard. answer your question:

    Let it go. You are close to graduation, let it go and I'll tell you why. Schools are desperate for nursing instructors and they will hire anyone with an MSN. I'm not saying that everyone that teaches is not fit to teach (in fact the majority I am sure, are very good)...however, I have noticed over the years that colleges and universities don't seem very quick to investigate or do anything about incompetent instructors. Once you get the job, the only way you'll lose it is by sleeping with the students or committing a crime...that is how hard it is to get rid of a bad instructor.

    They are telling you that your concerns have fallen on deaf ears. A complaint isn't going to get you anywhere and as a new nurse graduate YOU NEED THE RECOMMENDATION of the instructors to land your first nursing job. That is why you don't want to send the Dean or the President an e-mail on graduation will come back to bite you.

    It's sad to say that complaining won't make any difference, because frankly, the college doesn't give a rat's behind. THAT is why they get away with it.

    Just move on...

  • May 11 '13

    Something very similar happened to me many many years ago when I worked at a tiny rural hospital. What I was told to do my supervisor was call the police to his house for a "check on his well-being," Yes, very unconventional and not something I would do at the drop of a hat, but it worked (and boy, was he mad). Never had an issue with him doing this again.

  • May 11 '13

    Quote from ebinbrooklyn
    The comment section on that article is brutal--good grief! The things people will say when they're hidden behind a screen
    My favourite so far: " Why do nurses have so many letters after their names and what do they all mean?"

    No he didn't! *LOL*

  • May 11 '13

    Quote from Biffbradford
    That may be true in pediatrics, but does not necessarily hold true universally.
    Maybe not, but as someone who has worked adults and PEDs you should always know why your pt is on fluids/feeds and if there is a real need for both. Especially post-op or after unit transfers orders can get messed up and accidents can happen

  • May 11 '13

    Quote from leslie :-D
    it's especially important that all nurses are on the same page re poc, i.e., anticipate attempts of manipulation and/or staff-splitting, or other types of disruptions.
    bpd IS a tough one to manage...for the pt and caregiver(s).
    once that truth is acknowledged, it gives more leeway for progress to be made.

    Leslie this is a very excellent point!!! Most of the frustrations I have had dealing with BPD patients has been in relation to staff. It is extremely important that ALL staff be on the same page in terms of unit rules. It is also extremely important that staff not buy into staff-splitting. I have seen some super smart top of their game nurses and docs feed into this and the problems it creates makes everyone's lives, including the patient's, much more difficult. It can also cause long lasting problems with staff relations.

  • May 11 '13

    Quote from uRNmyway
    A very wise teacher in nursing school told us that she firmly believes all of us, everyone, suffers from a personality disorder. The distinction is in severity and how functional you can be. Very wise lady.
    It's true... in the sense that we all have traits of Axis II disorders to varying degrees, but the diagnostic criteria are pretty strict and when proper assessment is done, there is an appreciable difference between the individual traits or maladaptive processes and the distinct disorders. Then when you consider the types and prevalence of co-occurring disorders, it be becomes even more complex.

    I have worked as a therapist/clinician in an OMH clinic where the majority of my clients had co-occurring disorders including at least one on Axis II... the misconceptions and stigmas around BPD and the spectrum of personality disorders is really astounding. It's amazing how ppl either trivialize or vilify personality disorders, when neither is productive. It takes a lot of training and skill to provide effective therapeutic interventions to individuals with these disorders.

  • May 9 '13

    Hospitals will always act in the best interest of profit. When the ANA launched the BSN in 10 movement they picked four states they thought would be a pushover - Oregon, Montana, Maine and North Dakota. Things did not go as planned. In fact, the first three actually passed laws preventing boards of nursing from independently changing the requirements to become an RN should they continue their attempts to do that.

    It was the state hospital associations who blocked BSN-required. For many decades around 60% of FT employed RNs held associate degrees and we never heard either hospitals or the public clamoring to get rid of these nurses who cause their mortality rates to increase.

    I recently read an analysis of the factors contributing to the reality that the only state to pass a BSN-required law repealed it. It identified a number of factors - but I'm not sure the pro-BSN ETP lobby read it even though it was published in an ANA journal. Instead, they did the opposite, the most damaging being Linda Aiken's decision to recycle data from a previous study the same year the North Dakota law was repealed (coincidence?) Instead of creating cohesiveness and unity they created what I would argue is the the deepest fracture in nursing cohesiveness by insulting millions of ADN and diploma nurses, a process that continues to this day.

  • May 9 '13

    This is an epic that has raged for YEARS!!!!!!!!!!!!!!!!!!! This will end no time soon, for the profession itself cannot decide on one educational level of entry.
    *** It's a lot worse than that since we haven't even decided that a single level is desirable. I for one am opposed to a single entry point and prefer to keep a variety of pather open.

    diploma vs ADN vs like hearing my kids cry...."MOM!!!! He/She hit me" in that distinctly whiny voice that makes my skin crawl and my hair stand on end and turns me into Linda Blair from The Exorcist.
    *** That's a bummer for you. I rather enjoy the debate.

    If experience you are a critical care/specialty RN with > 5 years experience but < 25 can pretty much find the job you want.
    *** Hey that's me! I agree. My friends with similar training / experience and I are heavily recruited by a variety of employers.

    so they don't have to pay for their present employees to get their degrees...which is an expensive proposition.
    *** My hospital is very generous with it's education assistance (not Magnet) but I have been told that the costs is minimal and written off anyway.

    There are states (New York New Jersey) that are promoting this..... "BSN in 10"....... which means all nurse will have to obtain their BSN to continue to practice...which will not pass.
    *** LOL Those silly people. Don't they know that ANY plan to get rid of the ADN must grandfather all the exsisting ADNs to have ANY chance of happening? One wonders why the ADN alone, of all the other health fields, would not be grandfathered in? It tells me that there is something low and mean motivating those "BSN in 10" people.

    So....the hospitals are getting around this by creating their own market and not incur the cost....first glutting the market with new nurses to cure a non existent healthcare crisis/shortage that was based on inflated numbers that mandatory staffing ratios would bring (which also never happened) to now only hiring a higher percentage of BSN grads. They are in the drivers seat which is exactly what they wanted all along for it has dropped salaries and benefits and increased nurse patient ratios which directly reflects money in their's all a scam.
    *** You are so right, though I find your description overly generous. I call it deliberate and self serving false propaganda.

    Staffing is worse now than at the "height of the Nursing shortage"
    *** Yes it certainly is. However I don't agree there was ever a shortage. At least not since the mid 90's when I became a nurse and started paying attention. There WAS a period when there where many, many RN jobs availabel but I do not see that as evidence of a shortage of nurses. I do see it as evidence that when the economy is booming and RNs have other options for employment in better working enviroments than what was being offered by hospitals and LTCs they will take them.

  • May 9 '13

    Quote from HouTx
    Sounds like the OP is working as a traveler or agency. In my experience, most travelers are really top-notch, so there's no wonder that they love her!!! BUT (big BUT), travelers are contract workers, not employees so they don't count in the 80:20 RN ratio. Crackerjack nurses, especially those with specialty skills, will always be in high demand without regard to their educational credentials.

    I hate the 'great divide' that tends to erupt anytime AD vs BS rears it's ugly head. But the fact is that there is a difference. Large scale studies in the US have provided clear evidence that acute care patient outcomes are significantly improved with higher levels of BSN staff. The 2020 recommendation actually originated with the IOM - based upon these findings. (google that)
    As far as I know, the "evidence" that acute care patient outcomes are significantly improved with higher levels of BSN staff is highly debatable. So debatable in fact, that a nurse posted on AN a while back that he/she was part of a panel for his/her state in regard to deciding whether a BSN should be required for entry in to practice: The panel reviewed one particular much quoted study and rejected the conclusions for reasons the nurse specified. I do not know of large scale quantitative studies that have demonstrated the superiority of patient outcomes for BSN prepared nurses over ADN prepared nurses. I do not consider subjective outcome measures such as self-reported patient satisfaction questionnaires as providing clear evidence of significantly improved patients outcomes for higher levels of BSN prepared nurses versus ADN prepared nurses. I am open to reading a study that clearly demonstrates quantitatively what you are asserting. I wish to mention that I have a BSN, obtained after completing my RN through an ADN program.

  • May 9 '13

    This is a classic example of why incident reports should be completed. There are clearly root cause analysis issues here with the computer system and how orders are being processed and communicated. These problems are bigger than the individual nurses. I would encourage you to document this because the next time this happens the outcome might not be as favorable.

  • May 6 '13

    In December 2010, I was forced to retire from nursing after 35 years, due to my deteriorating health, and now receive SSDI. I worked in the NICU for 31 years. When I left, we had 85 Level III beds.
    The staffing situation has gotten so much worse since I had to stop working. The month after I left the hospital made drastic cuts in staff hours & benefits. They changed many positions from full to part-time. These changes were presented to the staff in a series of meetings with the Nursing Director, the CEO, and other members of Administration. I watched one of the taped meetings.
    Staff members in the audience looked stunned. They were crying, asking questions, and offering multiple possible alternatives to what they were being told by the CEO. All were denied.
    I think what upset me the most was the way that the information was passed on to staff. Starkly, brutally, with no advance notice. No compassion, no understanding of what these decisions meant to families. That it was putting some employees in an impossible situation. That staff would be forced to quit if they could not adjust their schedules or live on the decreased income. Administration just DID NOT CARE, and it showed.
    Within 6 months, our hospital lost over 200 nurses. The NICU where I had worked initially lost 40 nurses. Many of them were senior nurses. For this note, I will define senior RNs as those with >10 years NICU experience. Over the past 2 years, an additional 15+ senior nurses have resigned
    Many of staff lost in that period were replaced with new graduates with BSN degrees. I don't have anything against working with a new graduate in the NICU. I have done so multiple times over the years, & enjoyed precepting them. I had actually precepted both the current Nursing Director and Clinical Instructor in our NICU. I love to teach. But it got scary when the most senior staff member on the NICU on a particular shift had 2 years experience, & was expected to precept new employees.
    I watch the show "Undercover Boss" every week, and I want someone to work undercover in our NICU, and in various units throughout the hospital, for a week each. I badly want this. Because the hospital is suffering. Staff morale is down. Stress is sky high.
    During an appointment with my Internal Medicine doctor 6 months ago, he stated that he no longer sends patients to our hospital. In his words "________hospital's reputation is in the toilet." It just breaks my heart.