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"Nurse retention is a key focus for healthcare organizations-particularly the retention of clinical nurses, who provide direct patient care. The costs associated with nurse turnover can have a huge impact on a hospital's profit margin. Additionally, nurse turnover affects job satisfaction among clinical nurses, which leads to burnout, making it even harder to provide safe care to patients and to achieve overall organizational initiatives. Bottom line: Nurse turnover has a multidimensional effect on an organization's ability to thrive. Considering the various reasons clinical nurses leave the direct patient care role, authors Judy Thomas and Melissa Renter created the IMPACT Program to stimulate empowerment and professional growth, which lead to increased job satisfaction-ultimately improving retention and helping nurses thrive in their roles"--
Empowering, engaging, and retaining qualified nurses are critical healthcare priorities. Why? Nurse retention is directly correlated to healthcare outcomes, and nurse turnover has a negative, multidimensional effect on healthcare organizations. Turnover affects job satisfaction among clinical nurses, which leads to burnout, making it harder for them to provide safe patient care and achieve overall organizational initiatives. Further, the high costs associated with nurse turnover can have a huge impact on a hospital’s or health system’s profit margin. Improving Nurse Retention & Healthcare Outcomes will help clinical nurses understand how to elevate their practice as frontline care providers and give executives a new, strategic approach to nurse retention. Authors Judy Thomas and Mellisa Renter outline the IMPACT Program they created to stimulate empowerment and professional growth. In addition to explaining the program, how it works, and what it has achieved, this book provides an implementation path to make an immediate impact on nurse empowerment, engagement, and retention.
Meet your long-term retention goals with the more than 50 techniques included in the" Nurse Retention Toolkit." Use the retention methods that work and are appreciated by your nursing staff.
This book and CD-ROM clearly outline a nurse leader's role in quality improvement and offer simple instructions to improve patient outcomes through nurse education and engagement. In an easy-to-understand format, this guide explains how to engage staff, how to choose, measure, and benchmark nursing quality data, and how to use QI projects to achieve positive results."
CE credit available through the North Dakota Nurses Association "Smoothly written and effectively blending hard facts and personal observations, the book is peppered with inspiring success stories about "what works" in terms of improving morale and the quality of nursing practice." Sean Clarke, RN, PhD, CRNP University of Pennsylvania School of Nursing "[Fabre's] not afraid to tackle the tough issuesÖ.Implementing Smart Nursing concepts will result in energy enhancing experiences for your nurses and better care for your patients." --Susan Keane Baker, MHA Author, Managing Patient Expectations Too many health care organizations are using short-term fixes to patient health care delivery problems. Patients, however, require long-term solutions that treat the whole person, not just their particular ailment. What the profession needs is Smart Nursing. Smart Nursing provides practical guidance on patient care that every nurse, manager, and health care facility can use to restore patient safety, generate revenue, reduce nurse turnover, and stimulate realistic health care solutions. In this new edition, Fabre presents the recently updated Smart Nursing model. This practical model uses seven basic elements to deliver improved results, improved patient care, and increased employee job satisfaction. These simple yet critical building blocks- caring, respect, simplicity, flexibility, integrity, communication, and professional culture-allow nurses to create a positive work environment, and provide holistic care to patients. Special Features: Provides practical, cost-effective solutions to business and management problems, such as strategies for improved staffing and retention Includes guidance on leadership and mentoring, building high-performance teams, and accelerating professional development Presents strategies and recommendations for developing strong relationships with staff for increased communication and efficiency
Accompanying CD-Rom has same title as book.
Nurses are the frontline in the security of the United States. Their wellbeing and retention in the workforce is of the utmost of importance. Nurses are leaving at increasing levels with just over 27% turnover rates across the nation in 2021. Organizations are experiencing increasing fiscal losses and the average loss for a nurse leaving is just over $46,000. The prioritization of nurses’ wellbeing and taking steps to address policy that promotes the sustainability of this very valuable workforce has the potential to pay high dividends for nurses individually, the security of the nation, and the good of the organization. The researcher utilized a survey to examine the correlation between nursing retention rates and resiliency to provide evidence to guide best practices in nursing retention initiatives and interventions for increasing nursing resilience. The researcher used two tools, the Casey-Fink Nurse Retention Survey and the Connor-Davidson Resilience Scale, along with a demographic section designed to collect quantitative and qualitative data to hear the nurse, gain insight, and discover interventions to meet those needs. This survey through SurveyMonkey was disseminated to members of the Army Nurse Corps and 96 returned the survey. The participants were tenured nurses with a mean years of nursing of 18.26 years. Projected outcomes include interventions for a more prepared, healthier, more resilient workforce that can meet the current and future demands or threats against our nation. Outcomes also included improved value-based care, increased nursing retention, and decreased fiscal loss at the organization-level. From evidence gained through surveying nurses, the data were analyzed using Kendall rank correlations to examine the strength of the correlation between resilience and retention variables. The findings displayed high levels of stress in this workforce, with 67.25% of nurses stating high levels of stress and only half of them having a mentor. The findings indicate the need for work conditions conducive to a healthier work-life balance, such as the positive correlation between the availability of shorter shifts and increased retention. The current healthcare environment calls for an immediate and drastic change to care for and retain the nursing workforce and has the potential to lower costs for organizations and provide quality, value-based care, holistic health and wellness for nurses, and better patient outcomes because of their wellness. Keywords: nursing retention, resiliency, nursing welfare, attrition, nurse advocacy, work- life balance
The Future of Nursing explores how nurses' roles, responsibilities, and education should change significantly to meet the increased demand for care that will be created by health care reform and to advance improvements in America's increasingly complex health system. At more than 3 million in number, nurses make up the single largest segment of the health care work force. They also spend the greatest amount of time in delivering patient care as a profession. Nurses therefore have valuable insights and unique abilities to contribute as partners with other health care professionals in improving the quality and safety of care as envisioned in the Affordable Care Act (ACA) enacted this year. Nurses should be fully engaged with other health professionals and assume leadership roles in redesigning care in the United States. To ensure its members are well-prepared, the profession should institute residency training for nurses, increase the percentage of nurses who attain a bachelor's degree to 80 percent by 2020, and double the number who pursue doctorates. Furthermore, regulatory and institutional obstacles-including limits on nurses' scope of practice-should be removed so that the health system can reap the full benefit of nurses' training, skills, and knowledge in patient care. In this book, the Institute of Medicine makes recommendations for an action-oriented blueprint for the future of nursing.
Improving patient satisfaction, patient outcomes, and patient safety is a critical element of Medicare and Medicate reimbursement and the future of health care that many health care facilities struggle with. Research has shown that improving the morale of those working at the front line of health care, the nurses is directly related to improved patient satisfaction, patient outcomes, and patient safety. Improving nurse morale requires a shift from fear-based management to love-based leadership. The philosophy of Radical Loving Care is an excellent approach to establishing love-based leadership and nurse morale. Radical Loving Care involves elements such as recognizing staff as important players on the team, listening to staff concerns, and viewing mistakes as learning opportunities, not incidents needing disciplinary action. Survey data on patient satisfaction, patient outcomes, patient safety, nurse retention, and nurse morale needs to be collected before and after implementation of Radical Loving Care in order to monitor success and justify keeping the new direction in place.