Jump to content


Member Member Nurse
  • Joined:
  • Last Visited:
  • 391


  • 0


  • 9,059


  • 0


  • 0


cdsga has 37 years experience and specializes in ICU, PACU, OR.

Diploma nurse 1978 to BSN in 2014. Started in ICU, then progressed to PACU then on to the OR. Have performed all manner of mid level management and have been fortunate to become a nurse educator where I oversee the orientation, ongoing competency development, policy review and revision, and the new perioperative internship (residency) programs at my facility.

cdsga's Latest Activity

  1. No You are exactly where you need to be. You know you are on the right path when you are itching to be on your own. I would express this to your clinician or educator and let preceptors take a more distant check-in with you during the day. Have them check your work before the end of the day or at scheduled times during the day just to see if you had any issues or unusual things come up.
  2. cdsga

    What Do Operating Room Nurses Do?

    Instead of strapping arms or wrists tot the armboards we hold hands to keep the muscle relaxant and fasciculations from causing their arm to flop off and keep them secure until after they are asleep. Males are usually stoic and many will not show fear until they get ready to go to sleep you can tell by the way they hold their breath frown grit their teeth etc. Talking.g to them holding their hand many times makes things easier. You bring up a point though that everyone should honor wishes and we do try to do what we can.
  3. cdsga

    What Do Operating Room Nurses Do?

    Are you a nurse? Does compassion care empathy allying fears mean anything to you?
  4. cdsga

    Why I am not Surprised by Joy Behar's Ignorant Comments

    Knowing what nurses do is hard to articulate because we do so much that is underappreciated, undesirable or not quantifiable but non less valuable. Just ask anyone on the thread to say what it means to take care of someone it is different for everyone. Beyond that the most intolerant people ironically are those who claim to some thing like a feminist. If you are truly pro wmen,you also embrace and empower any woman who chooses to do things because its what they want to do even if it is typically considered female. A true feminist will fight for the worth of these female roles and seek to improve and quantify that worth to the public. I don't care if it is a pageant contestant, nurse, housewife, or teacher
  5. cdsga

    OR Coordinator

    It may vary from state to state. I would check your state's medical practice act to be sure. This may become more prevalent when staffing issues arise or if in a very rural area with limited resources. To be safe, if the patient is stable and not emergent, I would wait until there are qualified rad techs available. Dr. may be mad, but then call your supervisor to back you up on the possible delay.
  6. cdsga

    Don't Call Them Nurses!

    Well we've gotten off track once again. To set it straight. LPN's have less education but have a similar skill set. The RN has supervisory roles of all those who are not RN's and also do initial patient assessments and meet requirements of job skills and responsibilities set by each individual state. RN's are paid more, have more possibility of career advancement. LPN's also have the capability to advance, but are limited by state statutes. People choose vocations based on their ability to devote time and money to levels of education. Each person has the ability to advance to higher levels of education at any time in their lives as situations allow or if driven by personal motivation. No judgement here.
  7. cdsga

    Don't Call Them Nurses!

    Doctors will use less expensive help and will design programs to allow others to take over the RN role. Nurses have yet to define effectively what value we bring to the table on a daily basis. Yes there are studies to provide evidence that having RN's bring better patient outcomes...but ask an RN to define the value they bring to the table and you will find task oriented statements rather than the value. If you think about it, the caring part of the nursing role can be accomplished by just about anyone, but the science behind what you do, keeping up with new drugs, treatments, and safety separate the nurses from laypeople or those with less training. Nurses are more than run and fetch it people. We can question orders because we know how to separate what is safe from unsafe, what has an adverse outcome over what is desired. We understand the whole person rather than just the problem so we can plan care that would optimize health for people. I think it is high time that nurses articulate their value and be able to readily answer "What is a nurse?"
  8. cdsga

    Nurse Staffing Costs

    To get back on track. The number of patients entering health care with untreated/undiagnosed chronic diseases is on the rise and is expected to increase dramatically with the new health care law implementation. If this expectation is true, then health orgs must anticipate the need for improved nursing education, improved on-site orientation efforts, better ideas on service demographics, and improved health communication within the communities served. Pay for performance, care non-payment for re-admissions is a constant threat now and orgs need to understand that it is not only the nurse's responsibility but all players are in it-that includes nutrition, therapists, pharmacy and medical. That means that the org must catch up to the snowballing effect of this new challenge-which only a few hospitals and community public health services are on top of. To reduce staff at this time is non productive, and will in the long run cost more money. Even the small things will save the orgs money and guarantee solvency to pay staff for needed services. Smart and collaborative leadership pays off and the biggest thing in my opinion that is lacking is those nurses who are not truly passionate about leading. You don't have to have a formal title to lead. Those with titles have to listen to the grunts, assist in removing barriers to getting the job done. Quickly. Instead of piling on, get rid of the redundancy-the paper work-the fear and get in there and be available, knowledgeable and compassionate instead of "I got mine...now you get yours".
  9. cdsga

    Frustrated with angry, demeaning doctors

    I have done some legal consultation on cases where nurses were calling the doctor for patient problems and the result was that the patient had a bad outcome due to the lack of physician courtesy toward the nurses on the phone in the middle of the night. The nurse documented, reported the doctor's response and the doctor had to deal with the consequences. He could not blame the nurse because she (in this instance) had the correct factual encounter documented and involved her supervisor who also appropriately documented the behavioral responses of the physician. You are there for the patient, that's all. Doctors know you are the eyes on their patients when they are not present-even though they are rude at times-they know it. You cannot solve the issue on your own. This behavior should be addressed by higher ups if it is a persistent problem. Unfortunately it is demeaning, devaluing and devastating to the patient in some instances when care is delayed and they are made to suffer unnecessarily. So my advice is to remember why you are calling, and don't take it personally. If it does become a personal attack ("you are stupid to call me about...") you should address it with the doctor with a supervisor present. NEVER alone.
  10. cdsga

    Nurse Staffing Costs

    I've worked in many settings and in many different locales and have found paradoxically that appropriate staffing numbers do not always tell the tale. I have seen limited staffing perform better than when fully staffed why? Maybe because it's a sink or swim issue of everyone having to really work together to get the job done. If staffing mix is not resolved, you will see fast burn out and quick turnover, especially if you don't streamline the workplace to resolve hardship issues, bureaucracy, and unnecessary steps in the nursing role/functions. So many things can be done to make a place of work more efficient, but leadership (I have found) is lacking. People are in fear of using creative solutions without formal consent, while we tout critical thinking skills, we don't give permission to fully use those skills. It's painful and you must always look to the systems, workflow, adequate ability to take a break, or eat a lunch/dinner in peace; meaning you have to have enough staff to provide relief so that workers can stay focused and alert/less irritable and be able to work together as a team. Unless an organization really wants to retain staff, they have to look at these issues of workflow, redundancy, support staff, and be serious about it. Not just constantly be on a recruitment journey paying bonuses etc. We have enough satisfaction surveys to show what needs to be done, just do what is necessary. If leadership is lacking, get people who have the right skills for the job. Have a balance of experienced and inexperienced, pay people a good wage, and provide an environment that is safe and well laid out. Listen to the employees who stay, and implement their suggestions within reason. Most times they have the answers, not someone that never works in that environment.
  11. cdsga

    Help....I Can't Take it Anymore!!! - Nurses Coping with Stress

    The divide between managers and bedside nurses is growing. More responsibilities with less support-the scoring, the specialty nurses who believe that their specialty should be a priority and the onus is on the admitting nurse. Very little time to give appropriate documentation, and the endless additions without any subtractions. And the managers still ask, "What is it that is keeping you from documenting effectively, accurately and timely?" We have said the problems many times over and it's like beating your head into the wall. "Is it the workflow?", "Is it the lack of support?", "Is it the redundant documentation?", "Is it the acuity of the admitted patients?", "Is it the lack of staffing so that you can't grant you enough time get your training done?", "Is it that we are so short that I can't approve your vacation request?" YES YES YES YES and again YES. The answer is-get out of the way, simplify the documentation to adequately reflect the care, or physically and clinically strong to stay adept enough help out. Listen to the nurses in the trenches. There is too much time spent on trying to meet an unrealistic interpretation of the mandates by regulatory agencies that control the money. There are ways to think creatively to make the nurses' work easier, more meaningful and less stressful. Nurses "own" skin breakdown???? Not if you can't get away from the computer enough to turn the patient or get them up out of bed. Nurses spend a tremendous amount of time thinking of workarounds-just to get the amount of work done to find that balance between work and life. Now that's a problem. Just think, if patients had more nurse time, the satisfaction scores would be higher and the quality would be better-now find a way to make that happen. That's the 10 million dollar challenge.
  12. Have you ever applied for a job that seems perfect for you on paper, you get the phone interview and guess what....there's just one more thing that was unknown in the job description or qualifications required, not listed on the profile, that you need to be considered for the job. How much do you have to do or know to land a job that may provide an excellent use of your skill set?
  13. cdsga

    Nursing Educators/ Faculty

    The salary for the amount of money needed for advanced degrees is deplorable. IOM should address this or all educators should be unionized to ensure the amount of salary to recoup the investment. I understand about personal goals, etc. and professionalism, but in these days, some pragmatic fiscal increase should be offered. There is no way to compare medical professors-or doctors for that matter because they can recoup their expenses/loans much faster. I'm amazed at the vast range of salary. 25k to 122k? I suppose you can supplement by public speaking or writing books. Wow.
  14. cdsga

    Man = muscle, being taken advantage of

    No one should compromise their own health just because they are male, big, muscle-bound etc. We have the technology are educated and encouraged to use proper techniques and devices. The problem is enough personnel and access to said devices.
  15. Wages have improved, but latest specs are that nursing wages have not kept up with inflation. I was working in the 80's and nothing more scary than finishing a shift and being told that there were no nurses to replace you. What happened? We ended up working doubles, coming back the next day and doing it all again. This was especially horrible in the ICU where you couldn't find suitably trained replacements. They floated med/surg nurses and LPN's to the unit, but the RN's had to give meds, adjust drips, notify doctors, etc. etc., etc. I don't ever want to go back to those days. I agree with you that many shortages are manufactured and there may be shortages in certain areas where no one wants to work due to conditions, i.e., location/staff/patient ratios/responsibilities/management styles.
  16. Very astute observation and one of those things that make you go HMMM... Administration and nursing does not ever seem to be on the same page. Especially when downsizing staff numbers in a knee-jerk reaction to keeping profits level. This has proven to be counterproductive and time will tell what the outcomes will be in patient care. I guess it all comes down to who can negotiate better.

This site uses cookies. By using this site, you consent to the placement of these cookies. Read our Privacy, Cookies, and Terms of Service Policies to learn more.