Stormy

I absolutely HATED it when I first started my course. Mind you, I was somewhat handicapped by the fact that it had been 28 years since I had studied any type of Math/Algebra. I didn't even know how to operate one of those stupid scientific calculators! I had to get my kids to show me how! Once I brushed up on basic principles of Algebra, sorting apples and determining the probability of whether Joe walked to work or rode the bus wasn't that bad. Good luck!

I once saw someone fake paralysis (sudden onset - no history of trauma). This person was pretty good at faking quadriplegia...but only until examined by the neurosurgeon. It was amazing to watch her response, or lack of response to painful stimuli.

Have never used anything but regular tubing....for years.

A resusci-Annie doll (full body) was stuffed in the dinner tray wagon anticipating that the LPN working that day would find it. Unfortunately, the dietary aid was the first to open the door. Annie's arm fell out of the cart on her feet. This poor aid dropped to the floor screaming like a banchee monkey! Needless to say, the staff were in major hot water over this one. I used to work with an RN who ALWAYS went to break with her patient laying in a pile of poop that we would clean up while she was gone. Decided to get even one day. While she was gone for break, we put an extra layer of soaker sheets under her patient, and sandwiched a mixture of muco and senekot for color together. We jumped to her aid to help her turn her patient when she got back. With some clever planning, we ensured she stuck her hand into the goop. It was priceless! (This pt was unconscious). We laughed - she cursed.

Good for you, misti_z! Good luck with your course!

One of the most positive benefits to being an ACLS instructor is that I am confident that I always know the material. Responding to codes is less intimidating this way. However, teaching can be stressful as well. Instructors in our courses are a mix of nurses, paramedics and physicians. The students are a mix as well, so it seems to work well for us. I used to hate the prospect of having physicians in the group, but I have since learned that they don't know as much as they think they do, and come to the courses less prepared. I usually marvel at how well the medics know their stuff, and I usually come away from a course having learned from them as students as well. We can't conduct our courses independently with varying standards as catlady describes. The courses are all through Heart and Stroke, and we must meet their standards. All in all, I like being an instructor. Being course co-ordinator is a bit of a pain at times though.

I used to go to Dr. Flook.

I agree, sometimes you just have to steer clear. It isn't worth the effort of arguing unless it compromises patient care. Then I stand firm.

Ageless, The points I am trying to make is simply these: Many of the postings here are doing a wonderful job of slamming all levels of management. That is uncalled for because not everyone in management displays the qualities the postings are describing. The general air in these postings is that nurses do not appreciate anything that anyone in management does that is supposed to be meant as an expression of appreciation for their hard work and participation in their units. To make a point, I was being sarcastic by saying that I was sorry that I worked shifts for people while they participated in things important to them. I went on to explain that I really was not, and why. The example of the nurse attending her son's award ceremony at school today did happen today. The nurse approached me at 1000 to see if she could leave for a few hours in the afternoon. She should have made prior arrangements - but didn't. There was no replacement on short notice. I covered for her so she could go. It is not my role to work as a staff nurse, but it doesn't hurt me to help out when I can. These things are not being done because I want to be a "martyr". I do it because I appreciate her as a nurse. When you do something nice or work hard do you consider yourself as being a "martyr" or a "fairy god-mother" as well? Or is it only management that is? The other examples I quoted also were examples of staff needing time off who could not have it because there were others on vacation already. Aside from the casuals working for those already on vacation, the only option was for me to work for them. Once again, I am glad I have the staff that I do. We work well together as a team. We support and respect each other.

I can't believe the anger and disdain that has been generated in this post. It seems that nurses are generally feeling undervalued in their work. I agree, there are some managers that are not suited to be managers and don't do a good job, just as there are some staff nurses that aren't worth their salt and shouldn't be nurses. Perhaps your manager was wise and decided not to give you unwanted trinkets and patronizing words that you wouldn't want anyway. It seems that most nurses want increased pay, more vacation, more time off from their managers - which, by the way, none of them have the power to give you even if they feel you deserve it. (They don't in a unionized workplace, not sure about those of you who work in a nonunionized environment) I understand feeling undervalued because your manager is not understanding of personal or family issues you may be experiencing. I understand feeling undervalued because of various work related issues. I do NOT understand feeling undervalued by your managers because your rate of pay is too low, or you don't get enough time off, or that you don't get enough vacation. Your manager can do nothing about these issues. These are higher level administrative issues, and perhaps you need to become part of a union that can represent you in the bargaining process. I also don't understand nurses who talk about "management types" in the context that has been discussed. You find it hurtful that you get silly trinkets. I find it hurtful that some of you lump all managers together - accusing them all of practicing the same behaviors. I am responsible for staffing the unit when there are sick calls, or when we need extra staff because of workload. That is my responsibility that I accept. Hearing the attitudes expressed here, it makes me sorry that I cover for you while you went to your son's award ceremony at school today, that I came in and worked 4 hours for you so that you could attend your daughters grade 9 graduation, that I worked a weekend for you so that you could visit with your parents from out of town when my parents were also visiting from out of town. I am sorry that I let you go home early when I come in early. yada yada yada. Actually, I am not sorry. I am very grateful to have the staff that I have. My staff are very appreciative of the things I do for them, and tell me on a regular basis. I feel valued as a manager by my staff. I feel valued because I ensure I treat my staff nurses with dignity and respect. Worklife isn't perfect where we are either, but we make an effort to treat each other with dignity and respect.

there was a similar nurses' dinner here last night as well which is an annual event. however, these dinners are sponsored by the aarn (our professional association) and are "nurses celebrating nurses" dinners. they have absolutely nothing to do with the hospital or administration.

I tend to agree with your point of view about nursing professionalism, Jim. As well, it seems that the little "trinkets" do absolutely nothing but insult those who they are intended to please. I would like to believe that no administration would actually go out of their way to find gifts that would purposefully put down their staff. Where I work, I know that administration cannot afford to buy some of the nice gifts that some have described, so perhaps they should be told how the small trinkets make people feel. Nurses get paid ~$30.00/hr. which is a fairly decent wage. Maybe we are being paid adequately in lieu of silly gifts??

O.K....so I've got a question... What kind of things could a manager give his/her staff that would make them feel appreciated? I agree, many of the items are incredibly tacky!

Further to my comments on staff shortages and implementation of a voluntary call schedule in my unit... In preparation of my budget for this coming year, I put together a presentation of numbers of patients diverted from our hospital due to staff shortages, numbers of surgical cases cancelled due to staff/bed shortages and amount of money spent on overtime. I also emphasized efforts put forth by the staff nurses to accomodate shortages and their willingness to work a call schedule when necessary. I made sure there was an understanding that the nursing staff could not be pushed any farther than they currently are. Quality of worklife issues were discussed, as were recruitment and retention issues. As a result, I have just recently gotten approval to hire another nurse around the clock as a result of these efforts. You bet we are all very excited. I believe we were successful in our bid for more staff because of staff willingness and cooperation to do the best they could.:kiss

One of the variables that make your situation more difficult is that of the size of your unit. Managing staff shortages is easier if the staffing complement is larger. As you say, missing one nurse leaves a tremendous gap that must be filled. Larger units can more easier cut their beds for a period of time. A unit such as yours would have to close completely unless a nurse is expected to work alone. Although my unit is a bit larger, we were where you are a few years ago. We have 3 nurses around the clock, and have just obtained approval to increase to a 4th. Over the past year, I have implemented a voluntary on-call schedule to get us over difficult times when the unit is ++ busy. It worked well. Staff were happier knowing the possibility of coming into work as opposed to dodging the telephone that rang off the hook each day.:chair: I agree with Patience911, although not coming in to fill the gaps is easier said than done sometimes.