Lack Of Autonomy In Nursing Practice
Lack of Autonomy in Nursing Practice
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Lack of Autonomy in Nursing Practice A healthy work environment represents more than merely an absence of malfunctions (Weston, 2010). It establishes infrastructure worth of impacting the effectiveness of work besides creating a desirable workplace. Weston (2010) maintains that a healthy work environment is robust, invigorating, flourishing and capable of adapting to rapidly changing circumstances. This infers that a healthy working environment collects employee energy and engagement in order to achieve results. But in order to mobilize employees to achieve desired results, good leadership is essential. According to Weston (2010), any nurse can make a leader but in order to achieve nursing autonomy and Control over Nursing Practice (CONP), designated leadership is required. Research has theorized that nursing autonomy and CONP can be effectively influenced through installing a strong and visible nursing leadership at both the unit level and nursing department (Weston, 2010). This literature review will explore existing literature highlighting the lack of autonomy in nursing practice related to lack of nursing innovation. It will also explore moral distress among nurses. Formal nurse leaders provide a convenient context for establishing autonomy and CONP. This is because unlike traditional command-and-control way of management aimed at stabilizing practices, influencing nursing autonomy and CONP comprises leadership that mobilizes and encourages new ideas and innovations (Weston, 2010). Precisely, CONP and autonomy deals with how nurses influence decisions concerning their practices (Weston, 2008). On the other hand, Mallik, Hall and Howard (2009) define nursing practice as the use of clinical judgment to administer care. According to Weston (2008), both CONP and autonomy are associated with professional practice environments, resulting to quality outcomes and nurse satisfaction. In
Name:
Institution:
Lack of Autonomy in Nursing Practice A healthy work environment represents more than merely an absence of malfunctions (Weston, 2010). It establishes infrastructure worth of impacting the effectiveness of work besides creating a desirable workplace. Weston (2010) maintains that a healthy work environment is robust, invigorating, flourishing and capable of adapting to rapidly changing circumstances. This infers that a healthy working environment collects employee energy and engagement in order to achieve results. But in order to mobilize employees to achieve desired results, good leadership is essential. According to Weston (2010), any nurse can make a leader but in order to achieve nursing autonomy and Control over Nursing Practice (CONP), designated leadership is required. Research has theorized that nursing autonomy and CONP can be effectively influenced through installing a strong and visible nursing leadership at both the unit level and nursing department (Weston, 2010). This literature review will explore existing literature highlighting the lack of autonomy in nursing practice related to lack of nursing innovation. It will also explore moral distress among nurses. Formal nurse leaders provide a convenient context for establishing autonomy and CONP. This is because unlike traditional command-and-control way of management aimed at stabilizing practices, influencing nursing autonomy and CONP comprises leadership that mobilizes and encourages new ideas and innovations (Weston, 2010). Precisely, CONP and autonomy deals with how nurses influence decisions concerning their practices (Weston, 2008). On the other hand, Mallik, Hall and Howard (2009) define nursing practice as the use of clinical judgment to administer care. According to Weston (2008), both CONP and autonomy are associated with professional practice environments, resulting to quality outcomes and nurse satisfaction. In
References: American Association of Critical-Care Nurses (AACN). (2008). AACN public policy position statement: Moral distress. Retrieved from http://www.aacn.org/WD/Practice/Docs/Moral_Distress.pdf Bandura, A Bu, X., & Jezewski, M. (2006). Developing a mid-range theory of patient advocacy through concept analysis. Journal of Advanced Nursing, 57(1); 101-110. Gagnon, L. (2008). An exploration of Nurse Autonomy in Cancer care. (Master thesis). School of Graduate Studies Laurentian University Sudbury, Ontario. Cavaliere, T., Daly, B., Dowling, D., & Montgomery, K. (2010). Moral distress in neonatal intensive care unit RNs Hansen, L., Goodell, T., Dehaven, J., et al. (2009). Nurses’ perceptions of end-of-life care after multiple interventions for improvement Hughes, R., G. (2008). Patient Safety and Quality: An Evidence-Based Handbook for Nurses: Nurses at the “Sharp End” of Patient Care. Retrieved from <http://www.ncbi.nlm.nih.gov/books/NBK2672/> Institute of Medicine of the National Academies Marchidon, G., P. (2013). Health Systems in Transition: Canada Health system review, 15(1) McKimm, J., Jollie C., & Hatter, M. (2007). Mentoring: Theory and Practice (revised). Retrieved from: < http://www.faculty.londondeanery.ac.uk/e- learning/feedback/files/Mentoring_Theory_and_Practice.pdf> McCarthy, J., & Deady, R., (2008)