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Nursing Part

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Words: 275

Pages: 1

135

685576475
Student’s Name
University

685576475
Part 1
The issues covered in this article are staffing and scheduling. Staffing is a significant subject in the healthcare field. Educating the staff and managers about the problems is essential. Those problems must be resolved in an interdisciplinary manner because all the departments are affected by such concerns. It is better to apply the acuity systems staffing than the ratio staffing. The involvement of legislature to establish ratio is not the solution. Besides, the organization’s leader should understand an efficient use of computer system scheduling. Subsequently, Carol Ann Cavouras is an expert in staffing and scheduling, which enables her enterprise to resolve their staffing and scheduling issues. She presents the problem proficiently. Cavouras has a legitimate observation of and solutions to those issues of staffing. She mentions that “nurses have to be fit for their duties” (Kerfoot, 2017). Nurses who work 12 hour-shift without resting are considered unfit for their work. The unit must be staffed based on the acuity of the group instead of the ratio staffing. A team is to be formed based on the acuity and outcomes of care.
Part 2
2.1
I will talk to her, to make her feel that her rights are protected. I will try to gain her trust. Also, I will talk to the staff about her report. I will make it clear to them that it is not acceptable for them to treat her and her visitor that way. Further, I will talk to the unit manager to address the issues.

Wait! Nursing Part paper is just an example!

I will clarify to the unit manager that those staff members need to be trained on transgender patient care. In my institution, we care for transgender patients. Accordingly, the outpatient program of the institution has a plan for them. We also have the in-service to remain sensitive to such patients. Our in-service processes are based on the use of different pronouns. Our nurse educators update different stakeholders with any new information about that group of patients.
2.2
My role will be to ensure that the patient feels safe by addressing the issues with the nursing staff. I will investigate and follow up whether or not they have changed their attitude toward that patient by asking the patient about his/her feelings towards the nursing staff. In my institution, based on the complaint of the patient, those nursing staff might be transferred to a different unit until the patient is discharged, as a way of making the patient feel safe. According to Marquis and Huston (2015), advocating for patients requires that the manager creates a work environment that recognizes patient’s needs and goals.
2.3
As a nurse, I have to be objective and compassionate. On the other hand, regarding his/her age, it is hard to comment. In that case, I will ask him/her to explain further to me why he or she feels that way. I will ask him/her to discuss with his or her parents about those feelings. Next, in the other case, the answer is no. I will encourage that student to talk to his or her parent. I will further report it to the Principal of the school and refer that student to the school counselor. Furthermore, I believe that sexuality issues are critical. We, as healthcare professionals, must be sensitive and not judgmental. In my practice, I have encountered patients who badly self-injured their self because of the pressure of their acceptance in their family associated with their sexual orientation.
References
Kerfoot., M. K. (2017, July-August). A legacy of improving staffing and scheduling: An Interview with Carol Ann Cavouras. NURSING ECONOMIC$, 35/4, 201-204. Retrieved from: www.nursingeconomics.net/necfiles/2017/JA17/201.pdf.
Marquis, B. L., & Huston, C. J. (2015). Leadership roles and management functions in nursing: Theory and application. New York: Wolters Kluwer.

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