Major Roles Of Charge Nurses In Health Care Facilities (Essay Sample)

Nursing
Student’s Name
University/College
Abstract
The controversial term to describe the role of charge nurses is the management of traffic in the air. The (BLS) a board of statistics aired out that the employment of registered nurses would see a rise in 2014-2024, as per the data showed on salary.com, has it that charge nurses receive an average of about $71,600 annually from 2010 November, having half of the managerial in the underlying activity receiving between $65,200 and $80,650.This is vividly clear that charge nurses stereotypically obtain full reimbursements correspondences, not limited to healthcare indemnification, paid time rancid and annuity aids. This project’s main purpose is to define charge nurse’s role and responsibilities and develop for them an effective suitable program like implementing a workshop running program for 20-hours to effectively monitor progressive enhancement to boost patient care. A proper based practice of using Evidence –Based Practice Questionnaire was put in place to randomly select charge nurses, thereafter which the collection of data was by use of the disbursed questionnaires. The responses given were categorized basing on the repetitious pattern of words and placed in order from least to most important.
Keywords: Literature review, charge nurses’ roles, responsibilities, orientation programme, evidenced-based practice questionnaire.
As diverse situation arises such as patient care and awareness increases, it becomes more authoritative that charge nurses are well acquainted about their duties, authority, responsibilities and accountability as well. Charge nurses are registered nurses accountable for superintending a specified unit in the interior of a healthcare competence for an allocated apportioned period. In this role expertise execute duties such as monitoring and ordering medicines and supplies, allotting tasks related to nursing, superintending admittances and emancipations and preparing schedules (Shipiro & Wilmoth, 2015). For Charge nurses to effectively do so, they must possess the strong will clinical background and skills whose basis lye on solid nursing judgements, proper decision making knowledge, organizational skills and prioritization capabilities.
Today, apart from charge nurses displaying their skill in ensuring safe and effective practice, they do also provide excellent quality care via displaying detrimental skills not only to the patient but also to their families. Proper role definition has lost its sense leading to complications in the ability of transition to a charge nurse roles and responsibilities from a clinical staff nurse. It is a mutual run-through for nurses positioned in a role as a charge nurse position not to have had a formal leadership training or preceptor assist orientation (Frankson & McCallin, 2010; ,Schwarzkopf, Kieger & Sherman, 2012; Shipiro & Wilmoth, 2015). Preceptorship are essential to role modeling of professional behaviors and easing fear of nurses’ transition to their role (Casey et al, 2004).
Issue/Problem
“Gaining trust of staff and first-line supervisors and managers is made possible through modeling self-management principles and practices in the administrative structure of the organization” (Roussel, 2013, p. 237).For a successful work-force system to be built up ,it is based on personal beliefs and values ,knowledge (both in and out of your career zone),organizational and shared beliefs. An effective leadership is achieved through accountabilities of quality practice standards, job description, care delivery system and nursing representation in organizational wide (Roussel, 2013, p. 237).
Lack of specific guidelines for charge nurses, being the main issue the project attempts to address at the basic level of Community Living Center to base their roles on, being increased financial burden from hiring and training as a result of the high turnover rates. Among other skills, there are some skill a charge nurse must possess to maintain competency in duties such as patient focused, ethical conducts, collaboration skills and also communication competency skills. Resources and essential leadership potentials as per the worldwide findings is what basically is lacking among the charge nurses making it difficult to successfully manage clinical teams. When charge nurses are appropriately trained, the skills they acquire can translate into noticeable outcomes with a tangible, long-lasting impact on the organization. It helps to raise standards and expectancy for enhancement and safe practices at the delivery level (Fulks, & Thompson, 2008; Roussel, 2013).
Even nowadays, when an organization suffers some economic problems, training of new employee is an initial act, not an investment regarded but as an expenditure which in tougher times to be executed of (Training Today, 2016). Meanwhile, there being no elaborated outlines of charge nurses’ accountabilities which might lead to superfluous legal responsibility, the only preference left for use is listing of assignments via the generic listing which by the end of a swing it is supposed to be accomplished. Many work force lack which are to ensure positive patient upshots such as workshops, annual competence, skills checklists or any other specific task. Institutional training on basic roles and responsibilities or job description for a new charge nurse will ensure suitable apportionment of assets, intensification in collaboration and, operative statement and greater success in organizational level (Delpha, 2014, para. 1.). Most situations encountered by charge nurses while functioning in their roles is the ability to resolve a problem by drawing back to their skills background or training to resolve ‘unstructured problems’ in the work environment with the main goal of improving health care, reducing high turnover rates and staff satisfaction via implementation of new innovative nursing roles.
Before implementing an improvement or new strategies such as preceptorship, orientation program and annual competencies for charge nurses, the leaders must be sure that the values of work will continue to be compatible with the organization’s expectation to reach at a degree of possible success (Porter-O’Grady & Mallock, 2015, p. 192).It will also address the time constraints, limited support from management and also the increased workload. In addition to that, air out factors that can facilitate their roles such as having an effective leadership quality, availability of supervisory time, support and avenues preparation.
The reason as to why charge nurses must have the technical know-how, job description and basic training, is the fact that it is detrimental for them in assigning a job to a staff by a charge nurse The units do not have a specific change nurse competency or yearly evaluation. Charge nurse need to have a specific roles and organizational skills and clinical competency in the assigned unit to be an effective leader (Sherman, Schwarzkopf, Kiger, 2013).A road map to clear practice is provided by having a job descriptions paving way for effective use of guidelines.
The unavailability of core competencies and specific outlines for charge nurses in a unit create an unintentional danger for the patients and reduce adequate safe care (Royal College of Nursing, 2016). To provide efficient and safe care, there have to be a standardization and clarification of responsibilities where effectivity is helps to improve competencies and outlining of specific work portrayals. Organizations lack basic work ratio for charge nurses to patient care. On multiple occasions staff nurses being also charge nurses are assigned up to 9-15 patients having over 22 patients responsibilities on them, the only option is whether or not staff nurses lack basic training they will be asked to be charge nurses without lack of job description as well as increase in pay. For effective competence to improve on effectiveness, there is need to provide efficient and safe care, amplification and normalization of responsibilities.
The project will lessen increased autonomy, role confusion and nurses’ accountability. Staff training previously was considered a benefit which was optional, a “superfluous” that was provided by the most progressive employers to the most outstanding workers (Training Today, 2016). It will not only ensure appropriate utilization of resources to aid charge nurses to consolidate and prioritize work but also to improve organizational skills demonstrating knowledge ,not forgetting assigning of patients to well-informed staff members.
Stakeholders
The ongoing challenge facing nursing includes pursuing educational and training, being knowledgeable and having an ongoing workshop to keep up with changes in the roles engaged to charge nurses. Without motivation, the purpose and mission of nursing will definitely be lost, as they are expected to constantly provide safe care to patients. The front-line leaders are responsible for providing a patient-centered healthcare that addresses wellness and prevention of disease and adverse events (Farrell, Payne & Heye, 2015).Apart from nurses in the leadership roles and patients living in the Community Living Center, some of the booster stakeholders as per this program are insurance industries and pharmaceutical companies. At present strict requirements and increasing premiums in insurance companies is preventing individuals from tracking down health insurance. Despite that insurance agencies are income based, the main goal of their activity therefore ought not to be profit focused. An apt sense of balance in between their errands towards stakeholders and also affected individuals should be well worked upon by the proper work force of nurses being knowledgeable on effective communi...