Assignment Scenario

After graduating from nursing school and passing your boards, you accepted a position as an RN in the emergency center at Rasmussen General Hospital (RGH). In the weeks ahead, your emergency center plans to implement a new initiative where clients diagnosed with low-risk deep vein thrombosis (DVT) will be sent home on 3 months of oral anticoagulation therapy with rivaroxaban.

Historically, clients diagnosed with DVTs in the emergency center were admitted to the hospital’s observation unit. However, when surveyed about their experiences, many clients reported that this was costly, time-consuming, and inconvenient. Under RGH’s new program, emergency center nurses will be responsible for educating clients about their new medication and administering the first dose to the client before discharge.

As part of this new initiative, all emergency center nurses at RGH must be trained to properly educate these clients on all aspects of their new medication regimen. Because you have demonstrated a keen interest in pharmacology, your manager has asked you to develop the educational tools that will be used to train the nurses at RGH.

It’s worth noting that the standard dosing for all low-risk DVTs is as follows:

• 15 mg BID, 12 hours apart, for 21 days
• After 21 days, use 20 mg once per day
• After 90 days, the client will follow up in the thrombosis clinic to evaluate if they meet criteria for discontinuing the medication

Assignment Instructions

Your manager explained that all of the emergency center nurses at RGH will be educated in small groups through a short, in-service training session. You have been asked to develop a professional-looking PowerPoint presentation that the trainers will use to guide the in-service sessions. Your PowerPoint will need to:

1. Be professional-looking, have a title slide, and 10-15 content slides.
2. Use the Speaker Notes feature in PowerPoint to reduce the amount of text that appears on the content slides.
3. The Speaker Notes for each slide will contain the text that will guide what the trainer will say while presenting the slides during the in-service.
4. The content slides themselves should be clear and easy to understand; they serve as an outline so the audience can follow along with what is being presented.
5. Be written using proper spelling/grammar and at a level that would be appropriate for the audience.
6. Remember the purpose of the training is to help nurses learn to educate their clients about the use of a medication. With that in mind, it may be helpful to provide examples of how to explain the information to a client in an easy to understand way without complicated, technical terms.
7. Include APA formatted in-text citations for at least 3 scholarly references and present the sources in APA format on a References slide.
8. Contain content addressing the items below.
9. Pharmacotheraputics
10. State the drug name and its therapeutic category
11. Pharmacodynamics (how does this drug work to achieve its intended response)
12. Pharmacokinetics (how is this drug absorbed, distributed, metabolized, and excreted).
13. Discuss dosage, scheduling, route, and length of therapy.
14. Describe what clients can expect regarding their therapeutic response and when it should develop
15. Introduce nondrug measures that clients can do to enhance their therapeutic response (e.g., specific diet to follow, exercise requirements, substances to avoid, special precautions to take, etc.)
16. Side Effects, Adverse Effects, and Interactions
17. Explain the symptoms of common side effects, and what clients can do to minimize any discomfort
18. Explain the symptoms of any major adverse effects, and what clients should do if they experience them
19. List the major adverse drug-drug interactions and drug-food interactions that clients need to be made aware of
20. Follow-up Care
21. Provide information regarding when clients should call their doctor for advice (e.g., questions, non-urgent symptoms, unpleasant side effects, etc.)
22. Emphasize any symptoms for which clients should seek immediate care (e.g., when to go to the emergency center or call 911)

Note: When developing a professional-looking presentation, it’s important to be mindful of how you layout your content. The slides should present key points, arranged in a logical manner, without extraneous information contributing to a cluttered look. Using the Speaker Notes feature in PowerPoint is a great way to include relevant details without overloading the slides.

For information about creating PowerPoint presentations or adding Speaker Notes, consult the resources below.

• Writing Guide: PowerPoints
• How do I add Speaker Notes to my PowerPoint presentation slides?
• PowerPoint FAQ
• PowerPoint & APA: citing sources and creating reference lists in PPT presentations

nd then reflect on the following prompt:

This video conjures many emotions, both as a nurse and a moral human being. Most of us entered/will enter the profession of nursing in response to a calling to care for our fellow human beings. For many of us, we believe with an urgent commitment that nursing is who we are, not simply what we do. We are guided by a moral compass that sets our life course based on knowing right from wrong, good from evil. 

While it is impossible for us to understand how the nurses in the concentration camps could be complicit in their role as ‘doers’ of euthanasia, it is curious how many of them came to believe that killing was a legitimate part of their caring role. These thoughts beg many questions, the answers for which will be reflective of your own beliefs and values system. Answer the following in your Forum post:

Do you think these nurses were complicit from the beginning, or did they slowly become involved over time until it became easier to cross the line? Once they did cross the line, how might a sense of power have overtaken their moral judgment? Perhaps they were indoctrinated to believe that the health of the public at large was more important than the health of the individual; yet how could they justify their actions to exploit the few for the benefit of the many? Were they simply following orders? Were they motivated by the thought of losing their job, or maybe even their life, if they refused? Could they have truly believed that they were simply relieving these children of their suffering and in so doing were being merciful in their actions?

In the context of your own nursing practice, why is this reflection activity important? Think about your own vulnerability to outside pressures and influences—would you speak up today if your moral position was threatened? Why or why not? Consider this from a position of power that you may or may not have. In today’s challenging healthcare environment, why is it important that we not only understand our moral position but that we also monitor our own response and the response of others?    

PermalinkReply◄ Researcher Misconduct
 

Required Resources
Read/review the following resources for this activity:

• Textbook: Chapter 8
• Play from the Internet, YouTube, DVD, iTunes, Amazon, Netflix, etc.
• 1 primary source (written version of selected play)

Instructions
Plays are meant to be performed, rather than read. The purpose of dramatic arts often extends far beyond the words written on a page; staging, lighting, costumes intonation, expression, and audience experience are all part of the experience of a theatrical production. To develop your understanding of the cultural role of the dramatic arts, you will view a production of a play this week and write a reflection to explain your viewing experience. Choose a play that you would like to view and find a version online, YouTube, DVD or iTunes, Amazon, Netflix, etc. You can also choose to see a play live if you prefer.

Play Suggestions:

• A Midsummer Night’s Dream
• Romeo and Juliet
• As You Like It
• Taming of the Shrew
• The Tempest
• Much Ado About Nothing
• The Comedy of Errors
• Macbeth
• King Lear

If you have another idea, please ask your instructor to approve it.

Then, select and address one of the following options:

Option 1: Write an analysis of the play that you viewed. Include at least one quote from the play in your essay. In your essay, address the following:

• Identify the performance that you have selected.
• Describe the staging, lighting, costumes, and characters of the performance. How do these match or revise the written version of the play? You do not need to read the entire play, but you should skim the text.
• What type of mood and tone does the performance create? How?
• What parts of the play are easier to understand through performance? What are some details that stood out through performance?
• What are your feelings about this performance? What did you take away from viewing it?

Option 2: Find an adaptation or transformation of a play. Choose an adaptation with some significant differences from the original, such as transposed plots and characters into a variety of different settings and historical contexts. Here are some examples:

• A Midsummer Night’s Dream – A Midsummer Night’s Dream (1999) or A Midsummer Night’s DREAM (2018)
• Romeo and Juliet – Romeo + Juliet (1996) or West Side Story (1961) or Romeo Must Die (2000)
• As You Like It – As You Like It (2006)
• Taming of the Shrew – 10 Things I Hate About You (1999) or Kiss Me, Kate (1948)
• Much Ado About Nothing – Much Ado About Nothing (2012)
• The Comedy of Errors – The Bomb-itty of Errors (2012)
• King Lear – A Thousand Acres (1997)
• Othello – O (2001)
• Hamlet – The Lion King (2019 or 1994) or Hamlet (2000)
• Twelfth Night – She’s the Man (2006)

If you have another idea, please ask your instructor to approve it.

Watch the original version and the adapted version. In your essay, address the following:

• How is the adaptation the same as the original? Discuss plot, characters, theme, conflict, language, etc.
• How does the adaptation differ from the original? Discuss setting, time period, characters, plot, language, etc.
• Does the original story translate well in the adaptation? Why or why not? Did the adaptation work in a different setting, time period, etc. Why or why not?
• Why do you think Shakespeare’s plays are adapted so often?

Writing Requirements (APA format)

• Length: 1.5-2 pages (not including title page or references page)
• 1-inch margins
• Double spaced
• 12-point Times New Roman font
• Title page
• References page (minimum of 1 source)

Nurse Recruitment and Retention Strategies

Given the present and upcoming necessity for nurses, healthcare administrations must concentrate on recruiting new nurses and retaining present nurses motivated in their clinical repetition. Comprehending how to keep nurses is a pressing issue that practically every healthcare company in the nation grapples with. Healthcare administrators are being challenged to look outside the box and investigate new nurse retention techniques to retain nurses. Some of the strategies that may be considered to improve staff nurse recruitment and retention include being strategic during recruitment, making career development a top priority, and offering a flexible work schedule. These strategies would be effective since employees contribute to improved patient eminence and abridged staff turnover when employees perform well and stay well. 

A targeted recruitment drive is an initial stage in building an effective nurse retention plan. With new graduating nurses accounting for a significant portion of general nursing turnover, recruiting the qualifying nurses from the beginning will make retention that much more straightforward. Recruiters, like nursing contenders, should strive to create an initial good impression through engaging them from the first touch. Another way of ensuring that one is strategic during recruitment is setting and meeting a hiring standard (Lasala 2017). While a contender’s submission will comprise a synopsis of their clinical repetition acquaintance and expertise, it will be less likely to contain their social abilities, which are important indicators of how composed they’ll fit into an organization. Assuring that an organization’s values and those of a nursing applicant are in sync encourages unity from the start. Responsibility, uprightness, and meticulousness are personality traits that can assist assess a contender’s behavioral qualities and probability of achievement in a particular position.

As noted earlier, another strategy that would be implemented to improve staff nurse recruitment and retention is making career development a top priority. More nurses seek additional degrees to take on innovative responsibilities in their professions, and nursing influential are garnering more respect than ever. Organizations must create a culture that encourages education and management growth to help nurses on their career paths (Yeager & Wisniewski 2017). A nurse’s capacity to care for their patients will be impacted by extra income. Still, continued improvement and medical training will also help them formulate decision-makers in the more incredible healthcare business. When considering how to boost nurse retention, organizations frequently neglect something as easy as identifying most performing nurses. Even a brief and unplanned party or remark at the morning cluster may support a nurse’s importance, refining their probability of remaining in their position. Idealistic nurse retaining must recognize those nurses with work centennials for their devotion and dedication to the business since they may be much comfortable with change.

The other strategy that would be recommendable is offering a flexible working schedule. Refining nursing staff retaining requires endorsing an excellent work-life balance. Nurses work long shifts that are both bodily and ardently taxing, leaving little space for extra energy. Organizations should foster a culture that supports time away from work and the opportunity to recharge, which is especially crucial for new nurse retention. This strategy can be achieved by reducing overtime work; Nurses who work overtime shifts regularly suffer from burnout, which lowers their assignation and gratification. Organizations that limit overtime work encourage the health of their nurses rather than focusing solely on the organization’s urgent operational demands, which benefits both in the long term. Employers may also consider a shared governance approach to scheduling. Nurses who have control over their schedule are more likely to feel powerful and confident in their work.

References

Lasala, K. (2017). Nursing workforce issues in rural and urban settings: Looking at the difference in recruitment, retention, and distribution. Online Journal of Rural Nursing and Health Care, 1(1), 8-24.

Yeager, V. A., & Wisniewski, J. M. (2017). Factors that influence the recruitment and retention of nurses in public health agencies. Public Health Reports, 132(5), 556-562.

REPLY 2

Nurse Retention

There are different nurse recruitment and retention strategies useful for employers to make the processes successful. The first one to consider is the need to foster a learning culture. Lifelong learning plays an essential role in achieving the required development in nursing (Efendi et al, 2019). The recruitment process and learning culture make the staff enjoy working at the institutions, thus leading to a high retention rate and increased quality of care.

On the same note, employers need to support career development as it is an important recruitment and retention strategy in nursing (Chhatre et al, 2018). The staff should be prepared for future roles and responsibilities. Leadership positions require one to have useful skills to unite employees and make the working environment conducive. The strategy is used by employers to ensure that nurses fill leadership positions in the field, thus high retention rate.

Similarly, hiring standards and behavioral competencies are considered by employers as a strategy for recruitment and retention goals (Efendi et al, 2019). The move targets to make nursing staff comfortable at their positions, thus increasing the quality of care. Behavioral competence is based on clinical skills together with technical ones. Teamwork and a positive attitude are examples of non-clinical skills that make working environments comfortable leading to a high retention rate. If a team can work as a unit, even the worst shifts can still have a positive environment. If the team does not function as such, everyday will be harder on the nurses as they feel overworked. This is what leads to burn out.

The strategies would be effective as employers aim to achieve organizational goals by making the working conditions favorable for the nurses. Employers focus on fostering a learning culture. It leads to individual development and improved quality of care (Chhatre et al, 2018). The same idea applies to the career development strategy used by employers to increase the retention rate. The establishment of a hiring standard and behavioral competency is useful at work. They ensure that nurses are comfortable at their respective positions and motivated accordingly to increase the retention rate.

References

Chhatre, S., Jefferson, A., Cook, R., Meeker, C. R., Kim, J. H., Hartz, K. M., … & Jayadevappa, R. (2018). Patient-centered recruitment and retention for a randomized controlled study. Trials, 19(1), 1-10. https://trialsjournal.biomedcentral.com/articles/10.1186/s13063-018-2578-7 (Links to an external site.) 

Efendi, F., Kurniati, A., Bushy, A., & Gunawan, J. (2019). Concept analysis of nurse retention. Nursing & health sciences, 21(4), 422-427.https://onlinelibrary.wiley.com/doi/abs/10.1111/nhs.12629 (Links to an external site.) 

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