Just another WordPress site
According to a recent report by the charity Carers Trust young carers aged 5-8 are amongst the most hidden and least supported group of unpaid carers in the UK.
Access the paper by clicking here Breaking into news: UK has 700,000 youngsters sacrificing their childhoods to be young carers reports claim
Drawing from the experiences of an organisation who works
with mental health carers, this briefing highlights the importance of widening the global mental health agenda to include local carers’ voices, greater government investment in mental health with social protection schemes for carers, flexible paid employment arrangements, and innovative mental health care actions.
Access the paper by clicking here The global importance of including mental health carers in policy
As the overwhelming majority of older people prefer to remain in their own homes and communities, innovative service provision aims to promote independence of older people despite incremental age associated frailty. Reablement is one such service intervention that is rapidly being adopted across high-income countries and projected to result in significant cost-savings in public health expenditure by decreasing premature admission to acute care settings and long-term institutionalisation. It is an intensive, time-limited intervention provided in people’s homes or in community settings, often multi-disciplinary in nature, focussing on supporting people to regain skills around daily activities. It is goal-orientated, holistic and person-centred irrespective of diagnosis, age and individual capacities. Reablement is an inclusive approach that seeks to work with all kinds of frail people but requires skilled professionals who are willing to adapt their practise, as well as receptive older people, families and care staff. Although reablement may just seem the right thing to do, studies on the outcomes of this knowledge-based practice are inconsistent-yet there is an emerging evidence and practice base that suggests that reablement improves performance in daily activities. This innovative service however may lead to hidden side effects such as social isolation and a paradoxical increase in hospital admissions. Some of the necessary evaluative research is already underway, the results of which will help fill some of the evidence gaps outlined here.
The Academy Library does not currently subscribe to the journal that this article appears in, however we can most likely request it from another library. Please contact the UHSM Academy Library for more detail or call 0161 291 5778.
As the government prepares a new national carers strategy, this news item looks at the realities of the role and what needs to change.
Access the paper by clicking here The difference the Care Act can make to carers – and why too few benefit
Retention of new graduate registered nurses (RNs) is a problem within the healthcare system negatively impacting patient safety and health care outcomes. The problem of retention of qualified RNs s compounded by the potential shortage of RNs, the aging RN workforce and the aging US population. During a period of transition, a novice RN requires the guidance of others to learn to apply theoretical knowledge to real life clinical experiences. In the linear progression of Benner’s levels of clinical competency, the beginning two levels of nurses need a resource person to guide their progression in clinical practice. A mentoring relationship can help the nurse accelerate through the novice to expert continuum. Mentoring is an intervention to foster support and socialization of new RNs to an organization or unit. A nurse mentor program was developed and implemented with the purpose to improve nurse satisfaction and intent to stay. A pre and post intervention design was implemented in a rural Emergency Department to evaluate nurse job satisfaction and intent to stay in the job. Intent to stay in the job mean scores increased and the RN participants reported program satisfaction through verbal and written feedback.
Access the paper by clicking here Establishing a Nurse Mentor Program to Improve Nurse Satisfaction and Intent to Stay. (2016 Doctor of Nursing Practice Capstone Projects. Paper 15)
This systematic review was conducted to provide a deeper understanding of male nurses’ motivations for choosing nursing as a career. Knowledge of the factors that motivate men to choose nursing will assist in the development of evidence based recruitment strategies to increase the number of men entering the nursing profession.
Concludes that to help encourage more men to enter and remain in nursing, recruitment and retention strategies need to focus on addressing the gender stereotypes associated with the nursing profession. In addition, strategies to make nursing more welcoming to men to address attrition rates need to conceptualised, implemented and evaluated.
The Academy Library does not currently subscribe to the journal that this article appears in, however we can most likely request it from another library. Please contact the UHSM Academy Library for more detail or call 0161 291 5778.
The process of how to best determine nurse staffing has challenged nurse leaders for decade. Research has demonstrated that appropriate allocation of staff favorably impacts patient outcomes, patient safety, financial outcomes, and staff satisfaction (Myner et al., 2012; Shekelle, 2013). Nurse leaders are faced with higher patient acuities and unanticipated events that are not accounted for in traditional staffing models. Dynamic patient events (DPEs) have been defined in this study as rapid, unanticipated clinical situations that result in sudden shifts in nursing workload and the need to carry out rapid staffing adjustments. DPEs require vigilant attention to nurse staffing, and currently are not incorporated into staffing models at most hospitals. Increasingly, hospitals are leveraging new technologies to efficiently and effectively evaluate workload and determine staffing solutions. These new technological advances offer opportunities to measure nursing workload and determine optimal staffing. This study aims seeks to: 1). describe nurses’ perception of DPEs and their impact on workflow and patient care; and 2). examine how DPEs such as code blues, emergency response needs, bedside procedures, monitored patient travel time and requirements for patient safety attendants can be incorporated into staffing plans.
Access the paper by clicking here Using Workforce Management Technology to Explore Dynamic Patient Events, Nurse Staffing and Missed Care.
Nurses are critical to improving patient outcomes but continuing shortages of registered nurses nationally and internationally, coupled with increased demands for care, mean that a different approach to nurse staffing may be necessary. One strategy is to add nursing support workers to hospital staffing. These findings will provide an evidence base for policy makers and hospital executives to plan and implement optimum nurse staffing.
Access the paper by clicking here The Impact of Adding Nursing Support Workers on Patient, Nurse and System Outcomes.
Issues facing nursing practice today is a projected nursing shortage. As the current nursing workforce begins to retire, the need to fulfill nursing positions will be needed to meet demands of the growing number of patients that will require healthcare. As these nurse begin to retire within the next 10 to 15 years there will be a need for nurses. Studies have indicated that nursing shortages is evident in many areas of nursing practice including nursing faculty in schools of nursing internationally. Presently in the operating room, 51% of the nurses are over 50 years old and only 23% are under 40 year old. Therefore, issues in educating younger nurses and mentoring new nurses as they transition to nursing positions as graduates will be a challenge for the future.
Access the paper by clicking here Projected Nursing Shortage: How Nurse Educators and Experience Nurses Can Ensure a Future Nursing Workforce.
The universal breadwinner model means both parents are employed; while the universal caregiver model implies that the father’s hours of caregiving are equal or higher to those of the mother. This study aims to examine the hypothesis that the universal caregiver model is more related to the overall well-being of mothers of children with intellectual disabilities than the universal breadwinner model. Face-to-face interview surveys were conducted in 2011 in Taiwan with 876 working-age mothers who had an offspring with intellectual disabilities. The survey included 574 mothers living with their husbands who became our participants. Both anova and regression analyses indicated that, compared with mothers in the universal breadwinner group, mothers in the universal caregiver group had higher levels of maternal marital and family life satisfaction, but not of work satisfaction and quality of life. An incentive policy is critical for supporting the fathers involved in lifelong caregiving and to promote the mothers’ quality of life.
The Academy Library does not currently subscribe to the journal that this article appears in, however we can most likely request it from another library. Please contact the UHSM Academy Library for more detail or call 0161 291 5778.