cicinurse

Thanks for your input. I greatly appreciate it!

The nursing program, in which I am teaching, has instituted supervised mandantory study sessions for those students who are failing either one or more courses. I have found little research on the benefit of mandantory study sessions as a means of remediation. Do any other nursing programs utilize this as a remediation tool for didactic learning? I would appreciate any examples of current remediation processes for didactic learning as this would be very helpful. Thanks!

Thanks for your reply and I don't see my study guides as a problem at all and have received numerous thanks and aha moments from my students which only substantiates the study guides effectiveness. I am wondering if this is an "old school" mentality, perhaps. I am more learner-centered than teacher-centered in my instructing which may make some nursing instructors uncomfortable.

Thanks for your reply and yes, the director gave me an example of a study guide she thought was appropriate which basically gave a list of key terms for example: milia, icterus, sternal retractions, .........I feel this is of little value to the students because it does not illicit critical thinking which is my goal as the knowledge not only needs to be retained. The students need to apply their knowledge to a given situation. Therefore, my study guides illicit questions based on the knowledge or as in the case of the learning objectives using Bloom's taxonomy. For example: Milia-what is this condition, when does it appear, what is it caused by and what teaching should we provide to the parents? or compare/contrast the anterior fontanalle and the posterior fontanalle including abnormal/normal findings and associated conditions related to abnormal findings. I am at a loss as to why this is counterproductive as my role is to teach and assist the students in gaining the necessary critical thinking skills to provide safe care.

Need to touch base: I am a new educator and have been teaching both the clinical as well as didactic arena for a little over a year. In my current two courses, I have been developing a study guide as an added tool with each unit for the students and the students are very receptive to using the study guides. Since the instructor resources for my textbooks do not have prewritten study guides, I have been basing my study guides on the learning objectives for each unit, case study exemplers, and critical thinking questions. Recently, I was told, by my director, that my study guides are too specific and should be more generic. Are there any resources or templates that can guide me on developing beneficial study guides? Thanks

Hello, I would like to introduce myself to the forum. I am a new nurse educator employed part-time at a community college in my hometown. I teach in the the practical nursing and professioanl nursing program at the college. I have recently completed my Masters Degree in Nursing Education and over the last twenty years of clinical practice my experience includes med-surg, management, cardiac cath lab, operating room, recovery room, and ambulatory surgery. I am hoping to connect with other nursing faculty through this forum and look forward to garnering advice from seasoned educators. My responsiblities at the college include both clinical and didactic. The classroom is a new experience and has been somewhat difficult during my career transition. I consider myself fortunate to have a community college in my community and anticipate gaining experience as a nurse educator.

Thanks for the input. I agree that suspension without pay is not the appropriate thing to do unless it is a patient safetly issue. I do believe that the behavior that I have seen and been reported to by a new nurse has created a hostile work enviroment which is not acceptable:angryfire I do feel sabotaged on many occassions but I want my OR to be an enviroment that will have nurses/techs beating down my door to come work in it. How to get there will be the challenges. I have tried the pizza lunch as well but it seems nothing works. I just keep pushing ahead and maybe something will work.

I am a manager of a small rural hospital operating room in the midwest. After reading the posts, I have gained some valuable information from you all. I work in a similiar enviroment with people that have a variety of personalities that I have issues with. I have worked extremely hard for over a year to change the culture and just when I think things are getting better.:trout: I have tried to lead by example, have given verbal and written warnings, had everyone sign an agreement against such behavior and I am at a loss of how to make it better. I just hired a nurse from the ICU and she was beaten down into tears because of the treatment she has experienced while training. I now do not trust a single RN in my department except one to orient new people. I just don't understand why the staff would act this way to a new person who is going to alleviate some of their call burden. It is like shooting yourself in the foot. Please help enlightment me on any suggestions, comments I might try to improve the situation.:uhoh21:

Need advice from experianced nurse managers. I am currently the Manager of a rural hospital operating room with responsibility for anesthesia, central sterile and pacu. My director has recently asked me to take over the hospital cardiac cath lab due to hospital management refusal to hire a director for this department. The cath lab currently only preforms elective cardiac caths and pacemaker insertions. I have NO experience in a cath lab either as a staff member or manager. I feel somewhat uneasy by this added responsiblity due to inadequate staffing in my own unit and the cath lab. Also, I have been told that I will recieve no additional compensation for taking this unit. What opinions do any staff nurses, managers or directors think about my issue? any advice gladly appreciated.:trout:

I am a new nurse manager for a 5 room OR including the Pacu. Would love to "pick the brains" of other Or nurse managers.

We are using Technicare for our lady partsl preps. Is anyone else using this product?

Hello, I am needing guidance from those of you that have been managers for awhile. I will start with some background info on my situation. I am currently the Interim Director of Surgery at a rural hospital. I had applied for the position about 4 months ago when the previous Director stepped down. I had been the charge nurse in the OR for the past year prior to my current position. The previous Director pretty much decided to step down and then convinced me into taking over the department. Although, I had not been involved in the budgeting as well as other upper management decisions, I am a fast learner and with minimal guidance I have managed to struggle through. I am hourly still but have been taking administrative call for the Department for the last 4 months with no compensation. I had hoped to gain this position but Director was recently hired from outside the organization. My problem is 1)no one in HR or adminstration has informed me of what my role is now,as the new Director does not begin for 3 weeks 2)I am concerned about continuing to take adminstrative call without compensation. As I am disappointed that I did not get the position I am continuing to run the OR as I feel my staff and Department depend on me and there is no other leadership. What to do? thanks