5: Industrial development likely to have an impact on organizational practices over the next few years
9: Rights and responsibilities of employees and Workers in the context of professional practice
10.Work methods and practices that can improve performance and morale in the workplace
1. I evaluate my work through some strategies. First, I measure my performance against the specifications of my job as provided in the job description. I do this by appraising what I have done against what is stated in the job description. Secondly, I also use feedback from my close associates who can offer honest feedback to evaluate my work. Thirdly, I use daily reflection after working hours. As I drive home, I reflect on how the day went, consider what I accomplished and what I did not and what I could have done better. It is important to facilitate an improvement in my ability to meet deadlines, manage my time and improvement in my morale and level of motivation (Mone, Eisinger, Guggenheim, Price & Stine, 2011).
2. Feedback should be immediate. The giver of the feedback should act immediately after making their observation. This will increase the applicability and relevance of the feedback (Clynes & Raftery,2008).
The giver of the feedback should focus on a specific observable behavior instead of giving feedback based on a broad judgment.
The giver needs to give feedback that is constructive and suggest strategies for improvement. The receiver of the feedback needs to accept it as an improvement means.
In the course of giving feedback, the nondiscriminatory and positive language should be used. The giver of the feedback need not criticize but should act in a supportive manner towards the receiver(Clynes & Raftery,2008).
3. I have done a number of professional development and educational programs such as in-house Microsoft computer training courses and clinical programs (Lammintakanen & Kivinen, 2012). I have also attended training and educational conferences to improve my skills with regards to ethical issues in nursing, dealing with difficult behaviors, caring for dementia patients, patient health and safety, pain management among others.
4. The Nursing profession is constantly changing. This, therefore, means that there is an increase in the number of new issues that nurses have to deal with such as technological changes, the emergence of new diseases and conditions and the introduction of new best practices for enhancing the quality of healthcare. Continuous professional development and updating of skills is therefore important in enabling me to have a thriving and lasting career (Lammintakanen & Kivinen, 2012).
5. There has been an invention of New Technologies in the Nursing field. Major healthcare organizations are slowly shifting towards patient-driven self care. This trend has been observed particularly in chronic disease management.With this new trend, there is likely to be an impact on organization practices as the organization becomes more focused on how they can use technology to facilitate this shift from hospital-based care (Nagel, Pomerleau & Penner, 2013).
6. A code of practice offers guidance on compliance with specific or general professional duties. By specifying conduct expectations, professional behavior and setting out professional legal requirements for Nurses, Codes of conduct enable nurses to take it as part of their responsibilities to adopt safe practices as part of their profession (LeDuc & Kotzer, 2009). They, therefore, facilitate the adoption of legally and ethically acceptable professional conduct and enable the maintenance of high-quality standards in healthcare delivery.
7. In case I identify learning gaps and development needs in the course of my profession, I will address through the following strategies. First, I will instill in me a learning culture through I will keep up with the changes in my professional field. Secondly, I will also enroll in training and development programs designed to address the identified development needs and skill gaps. Finally, I will make use of in-house developmental opportunities provided by my organization to bridge the skill gaps and meet developmental needs (Benner, 2012).
- Visual Learning style
- Auditory learning style
- Physical Learning style
- Writing/Reading Learning Style
- Solitary learning style
- Social Learning style
- Logical learning style
I tend to connect more with an auditory learning style. There are many reasons for this. Auditory learning style allows me to do other things as I learn. I do not have to focus only on the learning process throughout. Secondly, through auditory learning, I can process information with ease and retain it for a long duration of time. Thirdly, there are millions of auditory learning sources available in the market. The concept of availability makes me relate to it more (Pashler, McDaniel, Rohrer & Bjork, 2008).
9. It is the responsibility of employees to read and understand the health and safety regulations touching on their workplace. They also have a responsibility of adhering to these health and safety, wear protective equipment when required to and report to their employer any hazardous condition likely to risk their lives and those of patients. They also have a right to be provided with protective equipment. They also have a right to be protected from all workplace discriminatory practices (Stichler, 2009).
10. Flexible working arrangements
Flexible working arrangements enable employees to balance between their job commitments and personal commitments. Providing flexible working arrangements can increase the productivity and morale of employees (Kehoe & Wright, 2013).
Training and development programs
Regular training and development of employees equip them with the necessary skills to go about their daily duties and responsibilities. It can, therefore, have an impact on workplace morale and productivity.
Promotion from within
Promotion from within gives the workforce impressions that their efforts are valued by their organizations. It, therefore, keeps them more focused as they yearn for promotional opportunities (Kehoe & Wright, 2013).
Benner, P. (2012). Educating nurses: A call for radical transformation—how far have we come?. Journal of Nursing Education, 51(4), 183-184.
Clynes, M. P., & Raftery, S. E. (2008). Feedback: an essential element of student learning in clinical practice. Nurse Education in practice, 8(6), 405-411.
Kehoe, R. R., & Wright, P. M. (2013). The impact of high-performance human resource practices on employees’ attitudes and behaviors. Journal of management, 39(2), 366-391.
Lammintakanen, J., & Kivinen, T. (2012). Continuing professional development in nursing: does age matter?. Journal of workplace learning, 24(1), 34-47.
LeDuc, K., & Kotzer, A. M. (2009). Bridging the gap: A comparison of the professional nursing values of students, new graduates, and seasoned professionals. Nursing education perspectives, 30(5), 279-284.
Mone, E., Eisinger, C., Guggenheim, K., Price, B., & Stine, C. (2011). Performance management at the wheel: Driving employee engagement in organizations. Journal of Business and Psychology, 26(2), 205-212.
Nagel, D. A., Pomerleau, S. G., & Penner, J. L. (2013). Knowing, Caring, and Telehealth Technology: “Going the Distance” in Nursing Practice. Journal of Holistic Nursing, 31(2), 104-112.
Pashler, H., McDaniel, M., Rohrer, D., & Bjork, R. (2008). Learning styles: Concepts and evidence. Psychological science in the public interest, 9(3), 105-119.
Stichler, J. F. (2009). Healthy, healthful, and healing environments: A nursing imperative. Critical care nursing quarterly, 32(3), 176-188.