Understanding the Role of a Registered Nurse - Case Study Example

Understanding The Role Of A Registered Nurse And Manner Of Adopting Into The New Surroundings Introduction Worldwide, the subject of nursing has become a common choice as a career option and several students are opting for postgraduate nursing. While the subject and function is the same throughout, our paper / assignment is concerned with postgraduate nursing in Australia specifically and henceforth, we will focus on the same. In Australia, there are two levels of postgraduate nurses and nursing available – registered nurses and enrolled nurses (NursingNetUK.com, 2005). Registered nurses are those that are educated on degree level, while enrolled nurses are those that study on diploma courses. After or during the course, these nurses or students are able to secure a position with the hospitals, where they are provided with a course structured to help these students make a transition from the college or university to the work place fluently. The students or nurses undergoing these courses are called as the postgraduate nurses (QNS, 2005). Now, simple though as it may seem, the functions, roles and aspects behind being a registered nurse are many. The basic idea behind the conduct of this assignment is to realize and assess the codes and framework within which registered nurses are required to work. This paper would include various factors that a registered nurse may encounter in her transition phase from university to hospital or in her due career. When a registered nurse begins working, she should always keep in mind certain aspects required for her to succeed and make well in the career as a registered nurse. These few aspects of professional practice are professional conduct, competence and professional ethics (NHS Scotland, 2004). Facing challenging situations and keeping up with analytical thinking in the time of critical decision making are a few other major and extremely important facets for the practice as a registered nurse. Some other pointers that mark for a good registered nurse are: professional and legal parameters of functioning, scope of practice etc. One of the other more important factors for any nurse when she begins working as a part of the team happens to be the teamwork. Working in a team, offering leadership when required also makes for an important aspect within the working framework of a registered nurse. Following this, the paper would aim in identifying the issues and factors that may arise for a registered nurse during her work phase and finding an apt solution or modality of response towards the same. Registered nurses – Roles, Behaviors and Responsibilities Even as there is a whole lot of literature assigning the roles and responsibilities of nurses, according to the Australian Nursing and Midwifery Council, a nurse should follow certain parameters specific mentioned below: Provide the patients with quality nursing and care; provide a safe nursing and health environment; Make informed decisions with regards to the patients; Treat self and others with respect and kindness; respect patients from all ethnicities and religions etc. The above-mentioned guideline is the set code of conduct, which has been built in order to facilitate the behavioral conduct of a registered nurse. Even as the nurse is aware of her responsibilities and role towards the maintenance of well being of her patient, there are several other factors as well that arise when a nurse passes out from the university into the real working grounds. Some of the most common problems that a nurse may face when into this transition phase are adapting to the new environments – new team, new administrative rules etc. A few other problems that may arise come with regards to conflicts with the seniors or supervisors with regards to treatment methodologies or other facets of nursing. Herein, we will focus on identifying these problems and solving the same efficiently to the benefit of the postgraduate nurses. Problem 1: Identifying the responsibility and accountability as a member of the new team When a new post graduate nurse joins a new team or administration as her job, there often arise a few conflicts with regards to the responsibility and accountability that the new joiner would share with the team. - Respecting the team members and self makes for the most important nugget towards suffusing the new comer into the team. - Trust and support among the team members makes for the basic pillar of stronghold. A new nurse must understand the same and try her best to induce these elements of teamwork within her system. - Being a new comer, her first task is to establish a sense of trust with regards to her work within her colleagues or team members. She should take on responsibilities, doing exactly as she is asked to do. However, in matters where she might come to question certain procedure in her work, she should be free to ask her seniors regarding the same procedure and only follow it when she is satisfied. Any procedure that puts the well being of the patient under question should be put in the knowledge of the administration. - As a part of a new team, as a nurse, there are times when she will need to ask others to delegate the task for her and vice versa. Being in a team would require the nurse to understand this responsibility and account for the same in case others require her to delegate the task. - Co-operating with the other members of the team makes for the major role and responsibility for a post graduate nurse. The cooperation required may be on various aspects: administration-based, work-based or other (Tate, 2005). - Accountability, that is taking responsibility of her own actions and outcomes also makes for a major thrust in becoming effectively a member of a team and teamwork (Swihart, 2009). - In cases of conflict, sharing and finding a solution as a team becomes of utmost importance. Problem 2: Importance of interpersonal relationship skills to be part of this team Apart from the factors mentioned above, a new nurse also needs to be aware of the interpersonal relationship skills that she needs to possess when trying to fit into the mould of a team. Maintaining pleasant and communicative relationship with fellow team mates and seniors ensures that the nurse understands her responsibilities well and carries them effectively. For the same, the nurse would be required to possess good interpersonal relationship skills. Even as the nurse requires good interpersonal relationship skills to become an important part of the team, she would require the same skills to provide support and comfort to the family members of the patient and the patient as well. However, there would be a difference in the usage of these interpersonal skills here. While within the team members, the interpersonal relationships can grow to nurture, with patients and family members, the nurse cannot go beyond the comforting zone for the risk of losing her objectivity in cases of emergencies. Hence it becomes quite important for the nurse to possess interpersonal relationship and communication skills to become a part of the team and function well as a nurse towards the patients as well. Problem 3: Conflict Situations with reference to postgraduate nurse While working within a framework, there are often times when conflicts arise amongst the team members or between the nurse and her seniors over issues. Such situations need proper handling and especial care with regards to the risk it might have on the well being of the patient. Therefore, it becomes quite important to identify these problems and find apt solutions to the same. Some of the situations and conflicts that might arise are being mentioned below (QNS, 2009): - Inappropriate skill mix – There are times when an administration mixes skills to make a team for the benefit of a patient. However, in cases where the mix of skills is inappropriate, a conflict may arise between the administration and the nurse. The same happens especially in cases where there is requirement of critical care nurses. However, registered nurses are often delegated to the task of critical care, much to the risk of the patient. - Inadequate Supervision – There are times when delegation proceeds take place even when the nurse is not capable of providing the patient with the required level of care. For example, a nurse who is specialized in caring for general patients is not well equipped to care for intensive care unit patients. When she is delegated to take care of the ICU patients, a conflict arises. - Unlawful Delegation – In sequence to the above conflict, there are times when the required personal (intensive care Nurse) is quite available to take care of the patient (example: ICU Patient). However, another nurse, without the ample experience of authority to handle the critical case is being assigned the task of handling the ICU patient. - Restricted scope of practice – At times, the policies within the administration may conflict with the scope of practice of a nurse. For example, a nurse who is competent and able in administering medication to the patient is not allowed to practice this scope simply because the policies of the hospital / administration cite that only doctors can do so. - Unsafe Delegation – There are times, when during shortage of qualified staff, unqualified personals are assigned or delegated to the cases that require a much skilled and authorized personnel. - Unreasonable refusal to advance practice – At times, the administration and nurses may come to conflict when the administration requires the nurses to follow advance practice. However, the nurses refuse the same citing that they are not well equipped to follow the same or the area is not specified in their role or scope mentioned previously. - Avoidance of accepting delegation – At times, the staff might disagree to the newly delegated responsibilities or delegation. - Delegation outside an enrolled nurse’s scope of practice – Registered nurses are given a higher scope of practice than enrolled nurses. However, when enrolled nurses are delegated to tasks meant for registered nurses, conflicts may arise within the framework. Managing conflict resolution The first step when any conflict arises is to identify if the patient might be at immediate risk owing to the reason of conflict. If yes, then immediate decision would be required to be made on behalf of the patient by the nurses. Consult your immediate seniors with regards to the eminent danger due to the conflict to the patient. The nurses should ensure that the patient should be provided with the minimum level of care in all cases. If the danger is not quite immediate, then reporting your concerns with your seniors, in a documented format would be advised. Approaching the management with the concern or conflict in a documented format, while keeping a copy of the same wit you is the best approach possible. Identify the factors and situations that might render the patient at risk or may be on opposing terms to the professional practice standards. While communicating your concern, collaborate with the seniors and try to find out the reasons for their actions and the solution. Look out for other hospitals or agencies that have resolved a similar matter and their mode of solution. During the discussions, do not be afraid to put your point of view in place, while also attempting to find out the best possible solution to the problem. Look for clarification or advice from the seniors and collaborators. Maintain all the paper work of all the discussions and communications taking place with regards to the conflict (QNS, 2009). Problem 4: Conflict resolution principles with regards to bullying and harassment in workplace Bullying and harassment holds one of the major points when it comes to conflict sector for nurses. Identifying bullying and harassment is very important. Bullying is when your seniors might be exercising a misuse of their power or position to humiliate, criticize or ridicule you. Harassment is when a person involves you in an unwanted physical abuse, verbal abuse or becomes hostile and offensive towards a nurse (Australian Nursing Federation, 2004). A report suggests that almost twenty one percent of nurses experience bullying and harassment in a year (Staffnurse.com, 2006). One in six nurses experience bullying in health sector (Royal College of Nursing Survey 2002). If you as a nurse may be experiencing bullying or harassment, reporting it immediately is the best option. Speak up to your seniors and administrative officers with regards to the person bullying or harassing you. Make notes on what the person did to you or your colleagues that may amount to bullying or harassment. Note the time, location and the act in paper to help you substantiate the case when placing it in front of your seniors. Take an action before it is too late. Once the abuse begins, it is unlikely that it will ever stop unless you take an action against it. Conclusion With the discussion above, the roles and behaviors of nurses has been established. We have realized the actions and attitudes that a new post graduate nurse needs to adapt to when settling into a new environment and a new team. Teamwork is highly important for an effectively done task and parameters like establishment of trust, support and accountability become important in the same. The nurse requires identifying their responsibilities with regards to the patients and their teams as well. Delegation and delegating become important in accepting a task at hand and learning to handle new situations. Then again, no workplace is without conflicts. Identifying the conflicts and responding to them in an effective manner becomes important to the working of the nurse and her survival in the environment. Once the above pointers have been realized, the transition from university to the work place will become quite a smooth task for the new post graduate nurse. References: (2005; Amended in 2008). Scope of Practice -- Framework for nurses and midwives. Queensland Nursing Council, , (2002). Dealing With Bullying and Harassment. Royal College of Nursing, , http://www.rcn.org.uk/__data/assets/pdf_file/0011/78518/001497.pdf (2006). High Rate Of Bullying In Nursing.: Staffnurse.com. http://www.staffnurse.com/nursing-news-articles/high-rate-of-bullying-in-nursing-2019.html (2004). Framework for Nursing in General Practice. NHS Scotland, , http://www.scotland.gov.uk/Resource/Doc/25725/0012830.pdf (2009). Nursing in Developed Countries. NursingNetUK.com http://www.nursingnetuk.com/abroadabout/4_developedcountries.html (2008). Code of professional conduct for nurses in Australia. Australian Nursing and Midwifery Council, , http://www.anmc.org.au/userfiles/file/research_and_policy/codes_project/New%20Code%20of%20Professional%20Conduct%20for%20Nurses%20August%202008.pdf (2005). National Competency Standards for the Registered Nurse. Ausralian Nursing and Midwifery Council, , http://www.anmc.org.au/userfiles/file/competency_standards/Competency_standards_RN.pdf (2005). Scope of practice – framework for nurses and midwives. The Queensland Nursing Council, , http://www.qnc.qld.gov.au/assets/files/pdfs/policies/SOP_Framework_policy.pdf (2004; Reviewed 2007). Harassment, discrimination and bullying in the workplace. Australian Nursing Federation, , http://www.anf.org.au/anf_pdf/P_Harassment.pdf Tate, S.R. (2005). Patient Advocacy: The Nurse's Responsibility. Medscape.com Swihart, D. (2009). Nursing Professional Development: Roles and Accountabilities. Medscape.com, , (2009). Framework Infirmation Sheet No 6: Resolving Diagreement Over the Application of The Framework. Queensland Nursing Council, Read More