| Papers [1-14] of 100 :: [Page 1 of 8] | | Go to page : 1 2 3 4 5 6 7 8 —> | Search results on "MILITARY REGISTERED NURSE": |
|
|
The Military Registered Nurse, 2005.
This paper explores the career of the registered nurse in the military.
820 words (approx. 3.3 pages), 7 sources, APA, £ 20.95
»
Click here to show/hide summary
Abstract
This paper explains that there are around 11,000 nurses in the military services with many opportunities to make a successful career in military nursing. The author points out that a typical career path for a new military nurse begins under close supervision, but he or she can expect to become a nurse supervisor specializing as a patient care coordinator, a charge nurse or a staff nurse or even a director of nurses within a hospital. The paper relates that, although the nursing role in the military or in civilian life are quite similar, major differences are that, in the military, there is a greater ability to receive financial assistance while training and then to choose specific job placements after successful completion of BSN nursing degree although the student must commit to a three-years active duty after completion of the degree.
From the Paper
"Obviously, choosing a military career of any type comes with its good points and bad points. Take into consideration that a military nurse could face working during a war. He or she could faced with possible capture and torture during a war or at the very least be forced to care for the enemy. This career choice also requires continuing education--to stay on top of your field. If the nurse wants to specialize, this too requires further education, all of which are costly choices. The nursing career is one that should be chosen by a person that loves other people and helping to make other people healthy and well."
| |
|
Registered Nurse vs. Nurse Practitioner, 2008.
A research paper exploring the process of transferring from a status of registered nurse to nurse practitioner.
2,825 words (approx. 11.3 pages), 10 sources, APA, £ 58.95
»
Click here to show/hide summary
Abstract
The paper defines and describes the duties, obligations and educational abilities of both a registered nurse and nurse practitioner in order to determine the motivations of nurses to transfer positions. The paper provides a literature review and concludes that a more in-depth analysis is necessary to truly assess a nurse's motivation for expressing interest in transferring to the role of nurse practitioner. The paper also shows the need for more studies on whether such a transfer will bring greater job satisfaction and motivation than if the nurse were to remain as a registered nurse.
Outline:
Introduction
Literature Review
Strengths & Weaknesses of the Concept
Discussions & Summary Conclusions
From the Paper
"At present, there is a national crisis within the nursing industry. More and more, people are interested in becoming nurses. Nurses work in many capacities in clinics, community centers, hospitals and in private practice. However for some, there is no clear distinction between an R.N. and a Nurse Practitioner. Further, there is little data exploring the mechanisms through which a nurse may decide to pursue an advancing career, and what support if any he or she may receive in doing so. The purpose of this paper is to clarify the roles of these two positions, and assess which is most needed given the status of the nursing and healthcare industry in the United States today."
| |
|
The Role of the Registered Nurse, 2004.
Looks at the role the registered nurse plays in promoting child health.
2,054 words (approx. 8.2 pages), 7 sources, MLA, £ 44.95
»
Click here to show/hide summary
Abstract
This paper looks at the central role nurses have in promoting child health. It outlines four major aspects of the nursing role that contribute to the nurse's involvement in promoting child health and examines in what way these duties actually promote child health.
From the Paper
"The first part of the registered nurse's role that contributes to promoting child health is their provision of health care information to the families of children. This provision of information aims at making child health a participative process, where health care providers work together with the family. McKnight writes about this participative approach to health care, where he compares it with the alternative approaches. The first alternative is the therapeutic approach, where the well-being of individuals is dependant on professional medical services. The second alternative is the advocacy approach, where medical professionals protect the uninformed individual."
| |
|
Certified Registered Nurse Anesthetists, 2004.
This paper discusses the need for Certified Registered Nurse Anesthetists (CRNA) in rural health care.
1,680 words (approx. 6.7 pages), 5 sources, MLA, £ 37.95
»
Click here to show/hide summary
Abstract
This paper explains that, because of the lack of physician anesthesiologists in rural areas, the utilization of CRNAs in the rural health care setting is a perfect match. The author points out that the federal government through the Health Care Financing Administration has recently removed the federal requirement that nurse anesthetists be supervised by physicians when caring for Medicare patients. The paper stresses that CRNAs are a wise choice for medically under-served populations because they also can provide services outside of the operating room, such as pain management, obstetrical services, intubations, the initiation of intravenous lines, and lumbar punctures.
From the Paper
"In the recent past, the Bureau of Health Professions in the Health Resources and Services division of the US Department of Human Services administered important programs, which were meant to help alleviate the problem of the shortage of trained healthcare professionals in rural America. These programs allowed for the recruiting and retention of qualified health professionals of all disciplines for practice in rural and classically underserved areas. It is therefore unfortunate that funding for the Health Professions acquisitions programs has decreased to the point where the programs were severely under-funded and unable to accomplish goals set in Title VII of the Public Health Services Act. In addition to the woeful under funding of health professions programs, entitlements were made subject to yearly review and justification and the inability of program administrators to adequately forecast funds made each position opened one of uncertainty, causing a lack of long term stability in the provision of quality health care."
| |
|
Careers in Registered Nursing, 2004.
This paper discusses the current status of registered nursing in the United States, including typical wages and benefits and types of duties and responsibilities.
1,025 words (approx. 4.1 pages), 4 sources, APA, £ 25.95
»
Click here to show/hide summary
Abstract
This paper stresses that there are over 100,000 vacant positions for registered nurses in the U.S. today, and the demand continues to grow; consequently, the career outlook is excellent. The author points out that the health care community has responded to market reforms over the past few years with a number of economic initiatives, including physicians passing more tasks along to registered nurses in order to be more price-efficient. The paper relates that in many regions of the country, registered nurses may represent the only qualified health care that is available for hundreds of miles around; in these cases, having a trained and qualified RN available may well make the difference between life and death for many rural Americans, especially among the elderly and pregnant women.
Table of Contents
Introduction
Review and Discussion
Background and Overview
Wages and Benefits
Figure: 2001 Average Salary by Position in the U.S. ? 2005-2020
Current and Future Trends.
Figure: Number of Projected Open RN Positioned in the U.S. ? 2005-2020
Conclusion
From the Paper
"The great majority of professional (fully educated) nurses in all countries work in hospitals, and here their technical services have increased with advances in medical diagnosis and treatment. Intensive care units (ICUs) in large hospitals require many more highly trained nurses than the general wards, and such ICU units are increasing. The aging of the population, as people survive into the later decades of life, contributes to this increase. In addition, more institutional beds in almost all countries are being reserved for patients needing long-term care. Although much of this care is given by assistant nurses, regulations and custom demand their supervision by professional nurses. Future trends for registered nurses include expanded roles."
| |
|
Registered Nurse First Assistants ( R.N.F.A ), 2002.
Discusses job redesign for an RNFA.
1,350 words (approx. 5.4 pages), 5 sources, £ 32.95
»
Click here to show/hide summary
Abstract
Discusses job redesign for an RNFA. Job redesigning strategies and approaches for a hospital setting. Components of the RNFA role. Focuses on two major position components after job redesign. Recommends an implementation strategy of educational courses. Discusses four categories of design and redesign of work. Qualifications needed, and functions of an RNFA.
From the Paper
"Job Redesign for an RNFA
Registered nurse first assistants (RFNAs) are educated to collaborate with surgeons and health care team members in performing surgical procedures with optimal outcomes for patients. RNFAs must acquire the necessary knowledge, skills, and judgment needed for clinical practice and must function in collaboration with and at the direction of the surgeon during the intraoperative phase of the perioperative experience (Homan & Dunscombe, 2000). In the changing health climate of today, patients need the continuity of care that an RNFA can provide. This brief report will discuss job redesigning strategies for the RNFA in the hospital setting. It will first identify job redesign approaches that could be used for the position and then identify the present components of the RNFA role. Finally, the report will describe ..."
| |
|
Registered Nurses and Mandatory Overtime, 2005.
A look at the problem of mandatory overtime and its consequences in the nursing field.
1,153 words (approx. 4.6 pages), 6 sources, MLA, £ 27.95
»
Click here to show/hide summary
Abstract
This paper provides an overview of the developing trend in many hospitals of mandatory overtime for nurses. The paper reviews literature regarding the issue to discuss the effects of mandatory overtime on the overall health care of patients and the nurses themselves.
From the Paper
"With increasing number of patients requiring inpatient care, nationwide, hospitals are faced with a stiff resource crisis. Invariably, this shortage of nurses is met by implementing mandatory overtime regulations for the nursing staff. However, this has proved to be an unhealthy and dangerous practice affecting the quality of patient care as well as overburdening the nursing staff. Providing extended hours of service on a regular basis, nurses become tired and stressed out which not only increases the attrition rate but also affects the outcome of the patient. Foley of the ANA says, "By far the riskiest result of understaffing is the abuse of mandatory overtime as a staffing tool," [Robert Steinbrook]. Over extended, burnt out and even underpaid, nurses develop job dissatisfaction and as statistics indicate one out of five nurses are contemplating on quitting the profession altogether. Further the increasing patient/ nurse ratio directly implies a serious compromise on personal care to patients. Let us now look into some recent research studies that also confirm the negative effects of mandatory overwork among nurses."
| |
|
Nurse Practitioners, 2005.
An investigation of the use of advanced registered nurse practitioners in an in-patient hospitalist setting.
3,120 words (approx. 12.5 pages), 10 sources, MLA, £ 62.95
»
Click here to show/hide summary
Abstract
While it has long been understood that nurse practitioners are valuable tools for the provision of quality health care in both the rural and urban setting, it is a relatively new idea that Advanced Registered Nurse Practitioners (ARNPs) be used in the place of physicians as hospitalists. This paper examines whether ARNPs are already widely used in the management of patients in an inpatient setting. It also questions that is the scope of their practice, and how do they feel about their practice. It asks the following questions: What major factors are related to the employment of nurse practitioners in the hospital setting? What do their co-workers, to include hospital administrators and supervising physicians feel about the quality of work these nurse practitioners provide? These questions are the basis for this research project. The writer identifies some new and interesting workplaces in which nurse practitioners may be employed, as well as identifying potential problems in their performance or pre-employment education which may well lead to a change in the state of nurse practitioner education as we know it. The writer hypothesizes that nurse practitioners are uniquely suited and eminently qualified to perform as inpatient hospitalists.
Outline
Introduction
Literature Review
Methods
From the Paper
"It is almost becoming a required statement in any paper about health care that we are facing a crisis in health care delivery and it appears that we are all chalking it up to the aging baby boomer population. But this is not the whole truth. There are many medically underserved populations, from urban centers to geriatrics to rural health clinics who have nothing to do with the baby boom population, and yet contribute significantly to the lack of available health care in the United States. Financial issues are a significant driving factor, as insurance companies are becoming more careful about what they will allow. We find ourselves with more patients, sicker patients, those aging population patients that we talked about, many of whom have polypharmacy and comorbidities. We are seeing less funding for resident medical education, and these changes mean that large teaching hospitals and rural centers have smaller staffs to deal with more work. It must also be noted that recent legistlation now restricts residency work hours, so they can no longer be the used and abused workhorses they once were (Foster and Seizer, 1991). But who can fill the gap which used to be dropped on the residents or others like them? One innovation is the installation of nurse practitioner to share in the inpatient management of this population, in collaboration with the hospitalist."
| |
|
Nurses Aids as Supplement to Nursing Staff, 2002.
A discussion of the conflict within a hospital setting between registered nurses and nursing aids.
1,650 words (approx. 6.6 pages), 3 sources, APA, £ 42.95
»
Click here to show/hide summary
Abstract
This paper examines a conflict between registered nurses and nurses' aids at a hospital. The conflict is centered around a misunderstanding on the part of the aids towards their respective duties. The paper provides a series of steps that can resolve this group conflict.
Outline:
Introduction
Problem
Overview of Situation
Recommendationa for Solution
Conclusion
From the Paper
"It has come to the attention of the floor supervisors at Newport General Hospital that there is tension among the nursing staff. The decision of Harvard Group HMO to utilize "creative management" strategies to supplement the existing registered nurses with nurses' aids has been met with extreme prejudice on the part of the medical team and the patients. "
| |
|
Nursing, 2005.
This paper defines the differences between a licensed practical nurse LPN and a registered nurse RN in a home healthcare setting
850 words (approx. 3.4 pages), 3 sources, APA, £ 20.95
»
Click here to show/hide summary
Abstract
This paper explains that the registered nurse RN acts as the guide and definer of a patent's treatment, in absence of the physician; whereas, the licensed practical nurse LPN assists the registered nurse in observing the patient and administering the treatment under the supervision of the registered nurse. The author points out that, unlike the LPN, the RN is registered with a professional organization and must obey the organization's ethical codes and legal strictures and must maintain certain levels of competency to comply with evolving standards. The paper relates that the RN has a unique responsibility to manage a patient's long-term treatment; thus, unlike an LPN, an RN can act as a director and a decision-maker in the home healthcare environment as well as an observer, advisor and caregiver.
From the Paper
"The RN can aid the physican in the diagnosis of the patient, remit specific orders about how the patient's treatment, medication, and care ought to progress according to the goals set at the onset of the treatment, and make decisions regarding patient care that alters such goals and treatment, provided these decisions are vetted by the physican responsible for the patient in the home healthcare setting. The RN can manage the care given by other nurses, such as the LPN and RNs possessing less seniority and advanced expertise and education in the caregiving setting."
| |
|
Bridge Programs for Nurses, 2006.
A description of the options of courses for becoming a registered nurse.
1,095 words (approx. 4.4 pages), 5 sources, MLA, £ 26.95
»
Click here to show/hide summary
Abstract
This paper discusses the entry-level nursing courses that are required in order to become a registered nurse. It elaborates on the BSN Program and what it entails, as well as the RN-to-BSN Program for registered nurses who are graduates of associate's degree or diploma programs and desirous of completing their BSN degree.
From the Paper
"Each of these entry level points make one eligible to take the RN licensure examination i.e. NCLEX-RN (r) examination, each is found to qualify for a different types of jobs. Selecting a nursing program to pursue is considered a very personal option. The choice for many potential students is associated with the complicated tradeoffs between finances, age and future career plans. The Registered Nurses often look forward for earning a BSN degree to get ahead in their career. They choose a RN-to-BSN program, specifically designed for Registered Nurses who are graduates of associate's degree or diploma programs and desirous of completing their BSN degree. It entails due weights to the experience and nursing skills already attained through school or workplace."
| |
|
Nursing Training, 2007.
A comparison of the differences in training for a licenced practical nurse (LPN) and a registered nurse (RN).
1,155 words (approx. 4.6 pages), 6 sources, MLA, £ 27.95
»
Click here to show/hide summary
Abstract
The paper examines how students who are interested in nursing as a profession can make several educational choices. The paper discusses the two directions one can take when studying in the nursing profession; training to become a licensed practical nurse (LPN) or a registered nurse (RN). The paper explores there two educational options, noting that becoming an LPN requires less in the way of academic coursework and training. This training is reflected in the workplace, with LPN's being given less responsibility.
From the Paper
"The nurse's responsibility for treating others with respect and regard extends beyond any patient contact to the rest of the staff he or she works with (ANA, 2001). This is a requirement expected of all types of nurses, not just RN's. One of the things noted in writing about the roles of various types of nurses is that job roles seem to be in a state of change. From the very long list of specialties RN's can explore to the variety of responsibilities for LPN's, considerable variety exists. Those monitoring the changing roles of LPN's, for instance, note that the course requirements for that certification vary widely across the country (Spector, 2005)."
| |
|
Hospital Downsizing and Nursing, 2002.
A look at the effects of hospital downsizing on the registered nursing service.
1,099 words (approx. 4.4 pages), 12 sources, MLA, £ 26.95
»
Click here to show/hide summary
Abstract
This paper proposes a study to examine the effects of hospital downsizing on the performance of registered nurses with regard to their morale and their care of patients. It evaluates how an understanding of the effects of hospital downsizing on registered nurses' morale and patient care will assist with an understanding of how to help mitigate these effects, as well as future directions for the health care system.
Outline
Statement of the Problem
Study Purpose
Research Hypotheses
Definition of Terms
Delimitations
Assumptions
Limitations
Significance of the Study
Literature Review
Downsizing
Effects of Downsizing
Effects of Downsizing on Nurses
From the Paper
"Downsizing has been a response to cost-cutting pressures and technological advances. In the last ten years downsizing has been prevalent and it is estimated that 60% of companies plan to continue downsizing (Mishra & Spreitzer, 1998, p. 567). For example, health care plans have lost money and as a result been forced to lay off employees. Prudential HealthCare of Florida has lost over $50 million since 1995 and has cut costs by $250 to $500 million by laying off at least 161 employees statewide. Blame for financial problems is placed largely on the SeniorCare Medicare HMO benefits (Shepherd, 1997). These cuts have effected the health care system."
| |
|
Role Ambiguity of Nurses, 2004.
This paper discusses the respective roles of the Registered Nurse, the Licensed Practical Nurse and Unlicensed Assistive Personnel.
1,130 words (approx. 4.5 pages), 7 sources, MLA, £ 27.95
»
Click here to show/hide summary
Abstract
In this article, the writer examines the role of the Registered Nurse (R.N.), Licensed Practical Nurse (L.P.N.) and the Unlicensed Assistive Personnel (U.A.P.). The writer compares and contrasts the role of the R.N. versus the L.P.N. and the U.A.P. In addition, the writer discusses the functions that each of the different types of nurse serve within the hospital hierarchy.
From the Paper
"According to Kopishke, the shortage of qualified nurses has resulted in the need for more frequent delegation of tasks. Because many of these tasks are repetitive, routine and involve activities that really do not require the level of medical knowledge and competency expected of a Registered Nurse, more and more medical agencies and institutions are requiring that Registered Nurses delegate certain tasks to either a Licensed Practical Nurse (LPN) or to an ... "
|
|
|
