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Eschell2971 BSN

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  1. Eschell2971

    Nurses that “only do it for the money”

    Well, since no nurse I know works for free (except maybe Parish Nurses & even they have trade-offs, perks), of course a nurse should 'do it for the money,' if that's what he/she wants to do. As long as the nurse does his/her job, why is it anyone's business what the motivation is? Nurses, in general, need to get out of this mindset that economics are not important. Economics are important to any business & lifestyle and no one should give away his/her skills, time, education, etc, for free, unless it is clear that they are volunteering. I have even come up with a line when I hear nurses say, "We're supposed to care for our patients, so, I don't mind doing XYZ," to which I say, "I don't work for free when I'm at work." There is zero, zilch, nada, wrong with 'doing it for the money.' If someone has a problem with that, ask him/her to forfeit his/her pay, and see how long that lasts.
  2. Eschell2971

    Politics in the Nursing Work Place: When Conflicts Arise

    Hello: Thanks for this article. I am a veteran, black woman, & I voted for President Trump, on purpose. I am a Republican/Conservative, and I love politics. I don't generally discuss politics at work, unless there are very specific conversations, but, I don't initiate the conversations. I am not afraid to voice my political perspectives no more than others are not afraid to voice their opinions. If I am asked for my opinions or thoughts on a specific matter, I will give my opinions, thoughts, & even evidence. I do find that many of my colleagues are insular when it comes to politics and most people automatically think because I am black/female, that I would not vote for our president. I find it funny, to say the least, that many people who claim to be 'open-minded' are the very ones who only think of me in terms of my skin color/sex, yet are quite shocked to find out that I don't fit nicely into the box they have built for me. Most people are so entrenched in their corners that they don't realize they often live opposite of their political beliefs. For example, most working Americans say they want lower taxes, yet, they will vote for politicians & regulations that impose more/higher taxes. Our workplaces & work facilities are absolutely managed/run on politics, with everything from administrative meetings with politicians/lawmakers to the many regulations we have to abide by for our workplaces to the professional organizations in which we may be involved. So, as much as politics can be a hot topic, it doesn't have to be that way, if we all step back and look at the macro & micro pictures. Politics affects everyone of us to some degree, so, it behooves all of us to be informed and be able to respectfully & professionally respond to each other, politics included.
  3. Eschell2971

    Shift-to-Shift Animosity

    "Night shift nurses don't do wound care?" If I've heard it once, I've certainly heard it at least twice in the last two weeks. This erroneous belief from some day shift nurses that "night shift doesn't do wound care." Oh, really? Where did that idea or belief or 'rule' come from? Well, I had to do a little research, and here's what I found. The Economic Costs of Wounds & Wound Care - According to the American Professional Wound Care Association (Carver, 2017) "Chronic non-healing wounds impact nearly 15% of Medicare beneficiaries (8.2 million). A conservative estimate of the annual cost is $28 billion when the wound is the primary diagnosis on the claim. When the analysis included wounds as a secondary diagnosis, the cost for wounds is conservatively estimated at $31.7 billion. Surgical wounds and diabetic foot ulcers drove the highest total wound care costs (including cost of infections). Medicare spending for arterial ulcers is the most expensive, followed by pressure ulcers. Along with surgical infections, hospital outpatient services are a significant driver of the greatest proportion of costs for wounds & wound care (Carver, 2017). Nurses at the Gate On All Shiftscare as much as the medical outcomes, nurses are on the frontline to prevent or reduce hospital readmissions. Nurses are also more aware of the financial impact of providing quality care (or not). As such, nurses today are more aware of how they directly or indirectly impact their company's financial & medical goals. Penner (in Thew, 2015), suggests that nurses need to link their care with costs & savings for the institution. Since wounds are a significant contributor to healthcare costs, nurses on each shift must be ready to provide the therapeutic care & interventions that promote healing, reduced hospital stays, fewer admissions, & reduced hospital-acquired conditions that worsen the original condition. In this light, nurses on both shifts are licensed & capable of providing wound care, reading wound orders, & following through on the tasks & plan of care. Just like their day-shift counterparts, night shift nurses DO change dressings, apply wound interventions, monitor progress & healing, and of course, they notify the physicians when unexpected changes occur. According to Sollars (in Brooks, 2016), "though the peaceful setting of a hospital at night may appear less stressful, there are still plenty of trying job duties for night nurses to deal with. "Night work is just as hard as the day shift, but in a different manner." Shift-to-Shift Animosity So, why does the erroneous belief that "night shift nurses don't do wounds," persist? In general, this may be due to what is called 'Shift-to-Shift Animosity,' (Lampert, 2016) and it is just what it sounds like. But, let's explore it a little further. Shift-to-Shift animosity occurs when nurses on one shift think that nurses on another shift are "lazy or just don't understand the particular hurdles that the other shifts have to deal with." Needless to say, these thoughts & attitudes lead to a breakdown in communication & a decrease in the sense of teamwork for the whole unit. When this animosity reaches very high levels, it leads to nurses feeling demoralized & personally attacked or accused of being incompetent, lazy, & demeaned as professionals & as human beings (Lampert, 2016). One of the main culprits of shift-to-shift animosity is nurses leaving work undone for the next shift to complete. It's easy to see that this can quickly go from shift-to-shift, with each shift passing off uncompleted work to the next shift. It's also easy to see how if this is regularly done, these hand-offs can lead to negative emotions building & building, ready to explode. How can we resolve this animosity? In a nutshell, professional communication, empathy, & looking at the macro-systemic challenges of the unit/organization. First, if we communicate professionally, courteously, & clearly, we can convey to our colleagues that some things were not done on our shift, due to one or two reasons. Along with this communication, we should offer to help the oncoming nurse by doing as much as we can for our patients before we clock out. This way, our colleagues will see that we are putting forth the effort to work as a team and we are doing our best to not leave extra work on our colleagues (Lampert, 2016). Secondly, step back and try to understand what our colleagues are feeling & then, understand that EACH shift leaves work undone for a myriad of reasons. If we take the approach that we are not in competition with each other or with the other shift, then, we might better understand that the 24/7 workload is experienced by the whole unit. The System is out of our Control Finally, systemic challenges that are out of our control are staffing, patient acuity, patient plans of care, & just the abundance of paperwork, legal, and statutory requirements that are placed on every medical institution. If we stop and remember that we have no control over these things, we may be less apt to point fingers at our colleagues on the other shift and realize we are all experiencing the same consequences of these challenges. Other systemic challenges include accruing overtime to complete work, then having to explain to your manager why you accrued overtime. Either you're noted for not completing work due to an excessive demand for care; or, you have to justify overtime accrual to finish your work. It's that old adage, 'damned if you, damned if you don't,' that's in play. The bottom line is this: we each need to take responsibility for what we do/don't do, and when we can't complete some task, for whatever reason, communicate that to our colleagues. Most of all, we need to remember that not everything is in our control or our colleagues control. Nurses have no control over when doctors write orders, when phlebotomy draws labs, or even when unexpected events happen with our patients. Every nurse, on every shift, has left some work undone and passed onto the next shift and if you haven't, you will, so, remember how you want to be treated. Then, treat your colleagues that way. Carver, T. (2017). References "New study demonstrates the Economic Costs; Medicare Policy Implications of Chronic Wounds. Retrieved from American Professional Wound Care Association - New Study Demonstrates the Economic Costs; Medicare Policy Implications of Chronic Wounds . Shift-to-shift animosity Lampert, L. (2016) Nurses can't afford to ignore healthcare costs
  4. Eschell2971

    Where do the nurses with the highest job satisfaction work?

    Hello: I think this question has be answered by individual nurses. Of course, there may be some macro-data and/or indicators, but, happiness may be defined individually for different nurses. Some nurses are happy in the ER; some are happy providing direct care. Some are happy when they are holding their patient's hand when the patient is transitioning from earth. Some are happy with the heartwrenching care of sick children. Some are happy in the boardroom. Some are happy teaching others in some capacity. Some are happy working with staffing agencies, while others are happy working part-time or PRN. The point is each nurse has to find his/her place where they are best used and that fits their skills, passion, & goals. I think it's also important that nurses understand that no matter what job/position they work in, there is and should be a life outside of the work facility. Nurses need to have time away from work to recoup, relax, rejuvenate, and reconnect with family & friends. Nurses should have hobbies outside of the work environment to just wind down, or they will burn out! A good, healthy, work-life balance helps to keep life and work in harmony, knowing that each brings trouble & joy in their own time.
  5. Eschell2971

    Am I Still a Nurse?

    Hello: This is a beautiful story. At every stage of our lives, if we're able to, we should look for ways to use whatever skills & experiences we have. Sometimes we are our harshest critics, and we let our own insecurities stop us from using what we've got. But, to others in need, what little we think we have may be a huge benefit to them. Let's dig deeper!
  6. Is it me or have you noticed that too many nurses are just downright nasty to their colleagues? Not just the Charge RN, but, virtually any other nurse. Let me give you some examples. -The Charge nurse is talked down to & yelled at, because a nurse "feel(s) that this always happens to me." Or, when giving report, the reporting nurse is short, rude, and impatient. -Two staff nurses just don't get along, for only heaven knows why, but, there is always some bickering during the shift. -A nurse can't get the tech to do what needs to be done, while the tech is constantly belittling the nurse to other employees. The tech is loud and curses at the nurse. -Some nurses seem to always have to write-up another nurse, instead of professionally communicating to the other nurse what the problem may be. There are many more stories, but, the bottomline is this: I don't see this happening in other disciplines. I'm not saying it doesn't happen, but, I just don't see it happening. I have long believed that there are too many females in nursing, and with our distinct differences from males, female nurses tend to resolved conflict by not resolving conflict, or by having nasty, unproductive attitudes that block any kind of resolution. And, female nurses seem much quicker to write-up another female nurse, when what's needed is a time of teaching, helping, or just supporting the other nurse, asking her, "How can I help you?" Professional communication is not only useful for communicating between and among the different disciplines, but, it's necessary for how we speak to our colleagues. Conflicts WILL happen, and we all need to be proactive in finding solutions. Conflict resolution also involves a lot of listening, understanding, and empathy. Every nurse has had one of those days, and as humans, we can get so wrapped up in what's happening only to ourselves that we forget we have a whole unit of other nurses that are being impacted. Nursing is stressful. So why not apply some of the same mindfulness techniques to ourselves that we implement for our patients. Techniques such as deep breathing, listening to music, or even going outside for fresh air during our shift. Our profession has been seen as the most trusted & compassionate profession for quite some time. Sadly, we seem to have lost these qualities when it comes to our colleagues. When I look at the physicians, residents, & even the dietary employees, I see them working together, gladly helping each other & training each other. I don't see or hear them almost incessantly talking about writing up another employee. The last thing I want to mention is that many nurses are under stress from all the requirements that we have and many more that are always coming. Nurses need to step back and realize the systemic-organizational level culture that drives the policies and that ultimately adds to the high stress-high fear culture on the work floor. Many nurses believe that they can never make a mistake, as such, many nurses are working in fear. In order for nursing to continue being seen in a positive light and in order to continue the advancement of our profession, we need to turn that penlight right on ourselves, and begin to make the appropriate changes. Nursing and nurses will be better for having the courage to self-reflect and self-assess. For the good of our patients, our employers, and our working relationships with our collegues.The time is long overdue and there are many benefits for doing so, whether personal or professional. The time has come, the time is now!
  7. Eschell2971

    Male Nurse Disgusted by Female Nurses

    Hello: Unfortunately, I agree with this male nurse. As a female RN, I OFTEN discuss female communication tactics & emotionalism with my colleagues. One of the primary reasons for all the arguing, 'taking things personally,' and other infantile behavior is that we females are typically acting out of our emotions, rather than out of a sense of professionalism & maturity. I find it very offputting to say to another nurse, albeit a male nurse, that nursing is "our world" and he is just operating in it. He is a professional, and that should be what matters. Period. Just as many females chatter amongst ourselves and frequently chastise men for some of their normal, male, behaviors, so should we females begin to self-assess and realize that each sex has their strengths & weaknesses, and we need to build/improve from those points. We females DO gossip, lollygag, and bring too much personal stuff into the workplace. We fuss & fight, pout & nag, with each other, not to mention hold grudges to the point we get so focused on "She said/She did/She looked at me," foolishness. Men, on the other hand, may get upset, even go chest-to-chest, and then, give them a ball, and they have forgotten everything that just happened in the last 30minutes. If you come to my workplace, you will frequently hear me saying, "Where are the men? We sure could use some testosterone to balance out this estrogen," but, unfortunately, I believe I know why more men are not/do not want to come into nursing. And, from a rational, standpoint, I can't say that I blame them. Too many women, everyday, for 12hrs, and then they go home to their wives & daughters!
  8. Eschell2971

    ethics

    Did you inform your colleague that she is wrong to do what she's doing? Why are you so focused on getting her 'fired' or 'suspended?' I agree your supervisors should inform her of the policy and that discarding medications at will is not within her scope of practice. Also, don't assume that you know what happens when you're not there. Someone else may have worked with that medication yesterday or it could be as simple as a pill dropped and had to be replaced. Bottomline: Communicate with each other first. Maybe you can help her before it's too late.
  9. Hello: What is the cancellation/on-call policy at your facility? Last week, my facility instituted a new/updated on-call/cancellation policy. Basically, nurses are no longer cancelled, they are placed on-call, for their whole shift, up to the last two hours of their shift. Additionally, nurses are now being paid $3.00 per hour, for every hour they are on-call. Personal time can be used in addition to this new on-call premium, or nurses can elect not to use their personal time and only receive the $3.00 per hour. Previously, nurses were paid zero/zilch/nada/nothing for being on-call (which only lasted for up to 4hours, at which time the nurse was either cancelled for the rest of the shift or called to report to work by 11am/2300hrs). So, the differences in the new policy are: Nurses are not cancelled, they are placed on-call for their whole shift (up to 5am/1700hrs); nurses are paid an on-call payment of $3.00 per every hour they are on-call; nurses can be called to work at anytime during their shift once they are placed on-call; and nurses can be placed on-call as late as 2 hours before their shift begins. Also, nurses are to report within 1hour after being notified they need to come to work. As you might imagine, there are more negative responses towards this policy than positive responses. For example, night shift nurses are especially concerned about their safety/leaving their homes in the dead of night (sleepy, driving, safety); many nurses live more than an hour away; since nurses are now on-call their whole shift, other plans still cannot be made or events will be missed because there is no longer a time limit that a nurse can reasonably expect not to be called in to work (even at 2am or 4am); once a nurse is called in, the nurse is guaranteed to work the rest of the shift. More than a few single nurses with young children have been asking, "What am I supposed to do with my child(ren) once I am placed on call?" One nurse mentioned that she uses a night-care service, but she cannot drop off her child after 8pm. To be fair, so far, those of us who have been placed on-call were called either not called in to work at all, or were called at 2am (night shift) notifying us that we were not needed for the rest of our shift. But, I think many of us had already decided that we were going to bed, whether we were called or not. I predict that not many nurses will be signing up for overtime because those on OT are usually the first to be cancelled, and now, since there is no cancellation, only on-call, why put yourself in the position to wait around to be called for only $3.00? At least, if you only work your 3-12hr shifts, it is unlikely that you will be cancelled (or rare), and if you are not scheduled on a given day, if the census is high, they will call you and ask you to work (at least in this case, you're not waiting to be called to come in after being placed on-call). Let me close by saying these are the kinds of policies that I believe put good, competent, staff in the position or mindset to leave the unit/employer/profession. At the very least, policies like these put nurses more at risk of receiving disciplinary warnings because they are made to feel there is no work-life balance. Other nurses talk about how, "All this is not worth $3.00," and still others say, "Well, they're gonna write me up because how can I be expected to come in at 1am or even 3am, and work for the rest of my shift." The nurses who are single parents feel even more stress because they feel their kids' safety and lives are now at risk. Bottom-line: many nurses are saying, "It seems no matter what, nothing gets better for us; we're damned if we do, damned if we don't. Management just doesn't care about us, yet, we're supposed to be the caring/compassionate profession." What say you? Maybe you have some good suggestions, thoughts, and ideas!
  10. Eschell2971

    Contacted multiple times for same empty shift

    First, all of the above suggestions were great (and funny). I agree with you, in that my time off is my time off. I don't have to answer or return calls because A: this is my phone; B: I am not on duty, with a pager; C: I already told you I was not going to come in, whether I am able to or not, I CHOOSE not to. I don't like saying, "I'm sorry," either, because there's nothing I've done to be sorry about. This language is typically used by females (I am a female), but, generally, males don't use this language. They are more to the point, much more declarative. Also, the notion that calling back or continuously answering a request is being, "Kind." How about accepting the first "No, I am not coming in," as being professional and "Kind," and not badger an employee who's spending his or her time off with family, friends, resting, or just dancing in the shower. But, I especially love the response above, "This is my job, not my life," as I've said this many times, to other nurses, some of which were astounded that a nurse would say such a thing (usually, the ones who work as much overtime as their base schedule). Just in the last 48hrs, I was talking with two friends who are almost burnt out and disillusioned only after being nurses for 2 1/2 years-go figure. As I told my friends, I will say here, "Nursing is my profession, not my identity." If you choose to go in to work for a request, fine. If you don't, that's fine, too. Guilt not necessary, nor warranted.
  11. I've been busy lately, as I'm sure many of you have been, as well. I'm also finishing up an online leadership class, and my focus area is staffing/scheduling. I've been interested in this area since nursing school and, sadly, I can't see that much has changed. I'm particularly concerned that in the area of staffing/scheduling/workload, nurses don't take the advice of the much heralded Evidence Based Research we are all so frequently reminded to implement. In a nutshell, much of the EBR demonstrates that 12hr shifts are problematic, at best, dangerous, at worst. Yet, since the 1980s, when 12hr shifts went into effect, nurses, nursing organizations, and medical facilities have not budged much on the 12hr shift/schedule. I know the research also shows that for every nurse that doesn't like the 12hr shift, another nurse does, so, nurses themselves are mixed on the decisions. Nursing organizations and governing bodies have largely been silent, or at least, lax, with the exception of California's statutory legislation mandating nurse-patient ratios. I believe there is, or has to be a better way. One proposal that I've thought about is in the realm of more nurse autonomy in scheduling, which also flies in direct opposition to management/administration/hospital executive policies and practices. I believe flexible scheduling could achieve cost-cutting goals, patient safety goals, and boost nurse morale, as well. I also think that nurses have to decide what they really want! I'm not doubting that nurses want to do right by their patients. I'm not doubting that nurses are professionals and deserve to be treated as the most trusted & honorable profession in the United States. I think many nurses experience intra-personal conflict and don't know how to work out the personal and professional ethical dilemmas going on within some of us. On the other hand, I believe management is content with the status quo, as it is in their best financial and personnel costs to leave things as they are, despite the evidence-based research. But, I don't think either of us can have it both ways, at least not forever. So, I ask, what do we really want? If we push EBR as the standard, why don't we use the standard when it comes to scheduling/staffing? Or, are millions of annual medical errors totally unrelated to anything having to do with staffing, scheduling, and workload? And, why aren't our membership-based organizations doing more on our behalf in this area? And, what about the research that consistently demonstrates the low morale, abbreviated family time, sleep deprivation, high attrition, and other cons of the scheduling/staffing/workload mix? What about the much touted "work-life balance" and "holistic" living for nurses? Do we ignore the parts of EBR that we just don't like? Does management ignore the research that demonstrates that nurses want more flexibility, financial incentives, more time off, and more standardized/mandated workloads & nurse to patient ratios? Does management take into account any of the reasons why nurses are leaving the profession or at least leaving the floor, in droves? Is either side ready to take a seat at the table and work out the hard spots, always with the idea that there has to be a win-win? Both sides want the best for patients, but, is that same spirit given to both sides in the debate? My fear is that things won't change until something devastating happens that will exceed the risk management/liability limits set aside by any medical institution. In other words, when it costs more to pay out medical claims than it does to hire nurses for 12hours shifts, then we will see the need for paradigmatic changes in our profession.
  12. Eschell2971

    When will nurses advocate for themselves?

    Ask any bedside nurse what is one of the most challenging parts of his or her job, and I'll bet you the 12-hour shift will be one of the top 3 answers. Ask any nurse who has left bedside care and I'll bet you, "It's hard on your body," or "it breaks you down," will be in the top 3 answer choices. So, my question is, "When will nurses advocate for themselves?" Yes, I know the research among nurses who provide direct care is mixed. Most of the research shows that some nurses like the 12-hour shifts because they have 3 or more days off in a row. Other research shows how nurses are not happy campers when it comes to the professional autonomy they DON'T have and scheduling is one of the reasons. Still, even more, research documents the occupational injuries, medical mistakes, and even death to nurses after working 12-hours shifts, including when overtime is factored into the equation. We can't have it both ways or can we? The the12-hour shift is by and large a function of the reduced or projected shortfall of nurses and/or a function of the employer being able to get the most bang out of its buck of nurses-basically, 2 shifts for the price of 3 shifts. Physically, our bodies know that working 12 hours, often without a reasonable break, is not a good thing for our body functions. Mentally, 12 hours straight is emotionally draining. At the end of the day (or night), nurses are so mentally fatigued they literally can't think straight. And, professionally, there is a cost, too. Nurses make more mistakes, especially medication errors, not to mention communication errors or missed opportunities for interprofessional communication about patient care. Sadly, nurses have been killed in car accidents when driving home, especially after working a 12-hour night shift. How much is enough? In our highly technological age, there must be a way to have adequate staffing for inpatients while reducing the physical and mental taxation on professional nurses. What about flexible scheduling, where nurses choose to work either 6, 8, or 12 hours, as they choose if they fulfill X number of hours bi-weekly or per month? What about not admitting everyone that comes to the emergency room with symptoms that are not life-threatening, but, can be managed at home? What about discharging patients at night, if necessary, once their inpatient goals and trends are in the right direction? What about statutory mandates for nurse-patient ratios and do away with the staffing grid games that are common in many hospitals? Better yet, how about nurses advocating for themselves, their own health, and the healthy lifestyles that we promote for our patients? I understand advocating is a risk and no one wants to be singled out as a rabble-rouser, but, I fear that nothing is going to change until patients and nurses are seriously hurt and/or the risk threshold is too high for the hospital administration to ignore. I still ask how or why prominent nursing organizations allowed this to happen. Where was the professional advocating on behalf of the nurse members of these organizations? It's sad to admit, but, the bottom-line seems to be the same as it is in many issues: Follow the money! As a nurse, this makes me angry, but, truth is truth and clarity are what's important. I encourage nurses everywhere to take a risk, advocate for US, and let's present a united front for our profession, our own health and welfare. Nurses want to go home to their families at the end of the day, too!.
  13. Eschell2971

    I hate nursing

    While I appreciate your honesty, what I'm gonna say may sound mean and incompassionate. But, I don't mean to be harsh, but, it's the point that's important. STOP YOUR WHINING and TAKE CONTROL OF YOUR OWN LIFE! There is a time and a place for venting and even crying, but, at some point, you gotta get out of your own self and start living. You have NO ONE to blame for your choices, but, you. This is STILL America, and regardless of your parents' and friends' career path, you are free to choose your own. Remember, "Life, liberty and the pursuit of happiness?" That STILL applies. Obviously, you hate nursing. Ok, you're not the first and you won't be the last. There are hundreds of other medical careers you may be better suited to do and may actually enjoy doing them. Stop wasting time because time waits for no one. One year from now, you could be in a totally different place, physically, emotionally, and professionally. It's IS a whole big world out there and there's enough room for you to change your mind and your career. If you wake up next year in the same place, same frame of mind, you will still have no one to blame, but yourself. No one has the time or capacity to just placate you as you play the victim. Make some changes, take a risk, but, start with you and your thinking. I wish you the best.
  14. Eschell2971

    Being Pulled into the Office for calling CAT

    I would stop letting it "eat me up." It sounds like you did everything you were supposed to do, followed protocol, and used your nursing judgement. I would make sure you write down everything you have stated here, and go into the meeting confidently, not on the defensive. Just because a physician makes the final determination does not mean your assessment and judgement were incorrect at that moment. Plus, you have the ICU/Charge Nurse who assessed and documented similar findings. Stay calm, breathe deeply, and go in confidence! Keep us posted and I WILL be praying for you.
  15. Eschell2971

    Terminated After Two Months!!

    Wow! I'm so saddened, angry, and well, angry, at your experiences. Here's my two-cents and I hope it will offer you some perspective, support and encouragement: First, as important as it is for you to be employed, take this time to process, reflect, and think some more about your role in all that's happened. By that, I mean, take some time to think about every situation, everyday at those jobs, and mentally process the events, incidents, and outcomes. Ask yourself, ,"What could I/should have done differently at this point?" I'm not saying this as a way to blame you or have you beat-up on yourself, but, I believe that in these situations, we have to be able to step back and see ourselves as part of the whole system; and, more importantly, see where we could have done things differently to effect different outcomes. If we don't process these events, we will continue onto other positions doing the same thing. We have to face ourselves, as it were. Next, I would apply to Long term facilities/Skilled Nursing Units. As my former nursing instructor told us, "As a nurse, you may not get that 'dream job' the first time you apply or it may not be for some years. But, as a nurse, you should be able to work anywhere for at least 1 year, offering your skills, learning, growing, and being an asset to the company, your colleagues, and your patients." Keep applying, keep seeking, and do it all over again. I would also encourage you to review some of your basic nursing protocols, skills, etc. Yes, we nurses do make mistakes. I wrote about a medication error I committed once, too (You can find the article on allnurses.com). There is always some learning to be done as a nurse and the moment we think we don't have anything to learn, we (and our patients) are in trouble. What makes me angry about your experiences is that as stressful as nursing is and with all the nursing/professional organizations, conferences, seminars, and evidence based research, we, as nurses collectively, don't seem to present an assertive resistance to the systemic ills that 'set-up' nursing professionals for failure. I don't understand this seemingly willing acceptance of a work/professional culture that just keeps pushing more and more, yet with the expectation that nothing or no one will ever break! Lastly, take responsibility for your weaknesses. We all have them, as much as we don't like to admit it to ourselves, much less others. But, having them is not the problem-not knowing what our weaknesses are is much more problematic (and worse) than simply being weak in an area. Taking responsibility means knowing when we are not equipped to do something; knowing when we need to ask for more help, more time, and/or ask for clarifications; and, taking responsibility means knowing when to say, "No, I can't do that," Or, "I need more training before I will feel competent to carry out those tasks." I think knowing when to ask for help is one of the most effective and safe ways we can perform our duties as a nurse towards our patients and our colleagues. So, in all this, I hope you are giving yourself time to grieve your losses-they are real losses-and process what all this has meant to you. I hope you continue to seek employment and professional support; and I hope you grow tremendously as a nurse and as a woman. Take care and good luck!
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