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Topics About 'Job Satisfaction'.

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  1. My career has been marked by one main constant - change! Can change really be constant? Read my story and decide for yourself. I started my career as a home health nurse. I was really happy with it for a while because I got to spend one-on-one time with my patient and I made (what I considered at the time) good money. But after about a year, I was looking for something else. Home health nursing was wearing me and my car out. I was putting about 600 miles on my car every week and I was working about 80 hours a day. My poor husband told me, "I feel like I live alone because you are either at work or working at home." And he was right! I had a huge territory, and I saw 7-10 patients a day. I was constantly being asked to pick up extra work because there were not enough RNs. This got old, and besides, I became a nurse to work in a hospital. This led me to my second job: working on a cardiac step-down unit. I loved this too! My job was 10 minutes from home, I didn't have to bring home any paperwork or documentation, and (what a privilege!) I was given health insurance and paid time off. I thought I was in heaven (again). So what happened? I was working with some really snooty nurses who didn't like new people at all, it seemed. This made me feel sort of lonely for 36 hours a week, and my pay actually went down. My husband and I had always wanted to do travel nursing, so I got signed up with an agency and off we went! That was a really fun time in life, filled with so many adventures, good pay and more choices. Travel nursing is full of change: a new hospital every 13 weeks. This was good for me. I guess I'm sort of gypsy at heart. I loved moving around all the time. I loved the change. Every new place was a new start and by the time I started being temperamental about the hospital, it was time to go and start over again. What could possibly go wrong, you ask? Well, living in an RV or a hotel most of the time started feeling cramped. I missed my (grown) kids because I was away from home so much of the time, and about this time I was also feeling really burned out in hospitals. To give myself a new change, I decided to go back to home health. Here is my current problem. Working in home health requires being available 5 days a week to make enough money. I thought it would be a good trade-off for the reduced stress compared to the stress level I was feeling hospitals. But it has been less than 6 months and already I am tired of working 12 hour days 5 days a week. I am tired of having to call doctor's offices on my days off. I am tired of working all day in the field only to come home and have to document, answer emails, call patients to set up my next day, and I'm tired of being tired. I miss having 4 days off every week. Yes, I have applied and been offered another hospital job. Will this make me happy this time? I sure do hope so. Before the comments start - I have considered other types of nursing. I have looked at and applied to many non-hospital and home health jobs. Unfortunately, I have not been able to get an interview for a single one. Additionally, I really do love 3-12s, and I have only seen that in hospitals. I realize that I am going to have to accept the fact that no job is going to be perfect. I think I've done that. I hope I've done that. If I am to be 100% honest here, I know that working for myself is the only answer that is going to make me feel satisfied in the long run... and I am working on it
  2. Earlier this year, allnurses invited active Licensed Practical Nurses/Licensed Vocational Nurses (LPNs/LVNs), Registered Nurses (RNs), and Advanced Practice Registered Nurses (APRNs) from the United States to respond to questions in the 2019 allnurses online Salary Survey regarding Job and Career Satisfaction. The interactive charts below show the results of responses from almost 9000 nurses. CAREER SATISFACTION Are you satisfied with choosing nursing as a career? It is reassuring and encouraging to see that the results of the survey showed that an overwhelming majority of the nurse participants across the board are glad that they chose the nursing profession. When asked “How satisfied are you with your career decision to be a nurse?”, 42.86% of the respondents said they were Satisfied and 38.07% were Very Satisfied for a total of 79.93% in the satisfied category. On the other side, only a very small minority of nurses regret having selected nursing as a career. 7.78% selected Dissatisfied while 1.48% selected Very Dissatisfied. Only a mere 9.26% indicated dissatisfaction with their nursing career choice. Reflecting on the changes you have seen during your nursing career and envisioning what may occur in the future of the nursing profession, How likely are you to recommend a career in nursing to others? Although the results indicate a high rate of satisfaction with their career decision to become a nurse, would the nurses recommend nursing to others? Before reading further, what would your answer be??? The respondents answered positively with 24.48% saying they Very Likely would and 35.77% responding Likely for a total of 60.25%. A total of 22.5% responded with Unlikely or Very Unlikely, while 17.26& were neutral. This is a pretty strong recommendation for those considering nursing as a future career. JOB SATISFACTION One can be satisfied with their career choice, but that doesn’t necessarily carry over to satisfaction with a current job. Let’s see what the results indicate about job satisfaction. How satisfied are you with your current job? In spite of complaints, a huge majority of respondents (63.23%) stated they were either Very Satisfied (19.4%) or Satisfied (43.83%). Only 20.04% expressed they were Dissatisfied (16.06%) or Very Dissatisfied (3.98%) with 16.74% remained neutral. What factors influence your job satisfaction? We dug further to assess what things influence job satisfaction. Respondents had the opportunity to select how much each of the following influence job satisfaction: Advancement Opportunities Benefits Breaks Nurse/Manager Relationship Nurse/Physician Relationship Overtime Pay Safe Work Environment Staffing Levels Combining the Extremely and Very Influential results and the Slightly and Not at All results, the overall scores for nurses’ responses show that Safe Work Environments (71.26 %) carry the most influence followed by Staffing Levels (63.87%), Nurse/Manager Relationship (64.22), and Pay (60.96%). Overtime (55.52%) and Breaks (45.83%) scored high on the other end of the spectrum indicating little or no influence on Job Satisfaction. Conclusion Of course, these numbers may differ across levels of experience, specialties, etc. Clearly, the pride of nursing runs very deep. Though filled with challenges, nursing is the backbone of quality patient care, and most nurses would never want to do anything else. How about you? We would love to hear from you. Please post your comments below. Be sure and use the interactive graphs below to see the differences based on specialty, gender, experience and more. To read more about the survey results, go to: 2019 Salary Survey Results Part 1 - Demographics Links to additional survey results articles will be posted here upon publication. Please post your comments below.
  3. As 2019 begins, the healthcare industry is faced with challenges. Everything from cybersecurity to payment models is listed as possible issues. As a nurse, you likely ponder longer on problems of patient care and experience than any other potential challenge. Patients are demanding better service as out-of-pocket contributions, and cost-sharing percentages continue to rise. This means that nurses must look at ways to improve their practice and increase the credibility and skill they bring to the bedside. The American Board of Nursing Specialties reports that there are almost 750,000 certified registered nurses worldwide in a variety of settings. To publish a complete list of common nursing certifications takes quite a bit of space. Nurses can be certified in critical care, case management, urology, or wounds, just to name a few. Certification can be time-consuming and difficult. However, the benefits for employers, patients, and the nurse are many. Adding Value to Your Employer Nursing requires ongoing learning and mastery of skills. Many employers value nursing certifications in various specialties to demonstrate experience and knowledge in complex areas. Nurses are only required to pass the NCLEX once (thank goodness!) but do have to complete a set number of continuing education courses each year by their state board of nursing. Certification in a specialty provides ongoing validation of experience, skills, and knowledge in your certification specialty. Some employers will support certification through continuing education courses, reimbursement of costs associated with certification, and annual memberships to accrediting bodies. Hospitals and other facilities often publish data on the number of certified nurses to increase the public’s confidence in the nursing care provided within the walls of their organization. Employers who embrace certification might be better positioned to thrive in today’s competitive healthcare marketplace. Increasing Confidence of Patients Patients are sicker today than ever before. As life expectancy increases, more people are living longer with chronic illness and acute exacerbations. The public wants to be assured that nurses are competent and highly skilled in their specialty area before they become patients. A 2002 Harris Poll found that 78% of consumers were aware that nurses could be certified. Awareness of nurse certification was slightly higher for nurses than other professions such as doctors, teachers, and accountants. Many consumers prefer hospitals that employ certified nurses to provide care. Being certified in a specialty brings credibility to your practice and marks your work with a sense of excellence. Boosting Job Satisfaction Certification doesn’t only benefit your employer and patients. It validates your knowledge and skilled judgment in a specialty area. Karen S. Kesten, DNP, RN, APRN, CCRN-K, CCNA, CNE and associate professor at George Washington University School of Nursing spoke with Mary Watts, Community Director of AllNurses in 2018 about the path to certification. As the past chair of the national board of directors for the AACN Certification Corporation, Karen understands the benefits of certification. She encouraged nurses to obtain certifications and emphasized that nursing is a lifelong learning pattern and with certification, you have more options. She advocates for nurses to have a louder voice to advocate for the patients, and one to obtain this voice is through specialty certification. When you become certified, you are the “expert” in your specialty and on your unit. You must meet eligibility requirements in your specialty that demonstrates you’ve been working in the field for a specified period. Once you meet the eligibility requirements, the real fun of studying and learning what you need to know to pass the exam begins. Once certified, you will need to maintain your certification through continuing education courses that meet the requirements set by the accrediting body. All of this ensured continued growth your knowledge and skill of your specialty area. Certification can open up job opportunities. Nurses who are certified possess the knowledge and skill to give employers confidence that you will be a high-performer. A certified nurse might pass up other nurses with the same amount of practical knowledge solely because of the extra initials they write behind their name. Weighing in on Certification Are you certified in a specialty? If so, what has certification done for your credibility with other professionals and patients? Has certification helped boost your confidence in your skill level or opened job opportunities? If you’re not currently certified but are considering becoming certified in a specialty, what do you hope to achieve through certification? Do you have questions about certification that other nurses on AllNurses can help to answer? As a certified nurse case manager, I can help along with so many of the other nurses here on the site. Let us know what excites you about the idea of certification and if there is anything that terrifies you about beginning the journey to certification.
  4. katherinebrewer7

    Are Nurses Oppressed?

    Oppressed group behavior is a theory that is derived from studies of colonized populations, with similar dimensions to a meta-theory of post-colonialism. Freire, a Brazilian sociologist and educational researcher, developed a framework in the landmark publication The Pedagogy of the Oppressed. Freire (1970) describes the theoretical constructs of oppression in social systems, and suggests that oppression is a multi-factorial social dynamic, in which one group dominates another group through violence, economic devaluation, and other means. The result of the oppressive social dynamic is dehumanization of the oppressed group. Freire applies a post-modern lens to oppressive systems, indicating that though race was a primary means of identifying an oppressed group, oppression can occur at any level of social distinction, to include professional trade. According to Freire, a defining characteristic of oppressed social groups is self-deprecation. In an oppressive social system, oppressed groups see themselves as inferior and less valuable than superior groups. Oppressed groups maintain that identify of inferiority throughout the group culture, and doubt their ability to have knowledge and valid thoughts. The oppressors enforce a system of exploitation, which the oppressed group subconsciously accepts or sees as a status quo. Only through realization of the oppressive system, and awareness that oppressed groups are by no means less human than their oppressors, can an intellectual revolution take place to balance the social system. Freire describes the theory as a pedagogy because of the importance of understanding oppression as an educational awakening in a social group. As a pedagogy, Freire suggests that oppression within education meant that students were subject to teachers, and were not recognized as having valid thoughts or knowledge prior to the classroom setting. Freire believed that oppression exists through the eyes of the oppressed group, as opposed to an objective lens of a social system. That is, the oppressors rarely realize the levels of oppression and dehumanization they are inflicting on a certain group, often in the name of economic gain and maintaining power. The subjective nature of oppression is an essential element of the pedagogy, and the oppressed dominate the understanding of the oppressive behaviors and systems, both in their suffering within those systems and in the fight for liberation. In nursing, the pedagogy of oppression could help to explain the possible existence of feelings of oppression in the hospital. Sometimes despite the rewards of nursing practice, there is a feeling of being undervalued, underappreciated, and undercompensated. Seeking Solutions Yet, the Freire’s articulation of oppression is not without possible resolution, since education offers the chance for liberation. Possible solutions to improving the experience of nurses is to consider how to upend the level of oppression in healthcare. This could involve elevation of nursing groups to a higher level of governance with the administrators. Theoretically, this level of elevation is akin to what Freire suggests as the antidote to oppression. Freire suggests that a balance of power, in which the oppressed are validated as being humanistic, and having true rational thoughts and opinions, can dissipate oppression. In education, Freire suggests that dialogue is the means by which liberation occurs. The dialogue was considered the radical departure from oppression, and one in the balance of knowledge and of humanity is achieved by both parties. A shared governance system between administrators and nurses groups could exemplify Freire’s notion. Shared governance is a possible a solution to oppressive nursing environments. Autonomy of practice, shared governance, and open communication are theoretically akin to the use of dialogue in education as a means of liberating an oppressed group. Evidence-based strategies to reversing oppression could include acknowledgement of the existence of oppression in nursing, cultivation of caring and supportive environments among groups of nurses, and empowerment at all levels of nursing to be involved in decision making in nursing practice and team-based nursing care. Simple acts of authentic praise likewise can improve the experience in nursing education. Nurses that support and praise one another, and even simply acknowledge that oppression exists in the nursing profession, can enhance the positive culture of a work environment. Does any of this sound familiar to you? Do you feel oppressed in your work environment? And if not, is there anything that your workplace does that enhances your feelings of value and appreciation?
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