Nursing论文模板 – Australian Nursing Care in Leadership and Advocacy

Nursing advocacy promotes a safer working environment for the Australian registered nurse in diverse ways. According to Hodge and Verndell (2018, p. 113), collaborative teamwork enhances a healthy working environment as the Australian nursing profession consists of several diversities in culture, religion, and gender. Moreover, leadership delegation of roles promotes graduate registered nurses of Australia in learning new skills and develop confidence within their professional practice. However, this may lead to adverse outcomes in a patient’s care, if the graduate registered nurse is not well coached to handle the delegated roles (West et al., 2014, p. 21-22). Based on the above evidence, this paper covers the aspect of nursing advocacy in advocating for a safer workplace and the importance of leadership role delegation in the Australian context.

       In Australian society, the complexity in a nursing career is not exceptional as proved by Hodge and Verndell (2018, p. 113) when they argue that collaborative teamwork promotes professional identities and seals of destructive individualism. In this context, these authors recommend quality nursing practice within Australia as issues such as gender, cultural and racial identities are dissolved to promote a safer working environment for registered graduate Australian nurses. Additionally, Fachin and Davel (2015, p. 371) argue that the Australian nursing career is built on professional ethics that cohesively unite the entire workforce in quality service delivery, such as retaining professional morals when handling opposite gender patients. This argument augments Hodge and Verndell (2018, p. 44) arguments that promote fitness to practice in the nursing profession within the context of upright and respectful morals to the community receiving the service. In this case, provision for nursing guidelines, restrictions based on professional conduct and ethics, and equality in practice recommend safer workplaces for Australian registered nurses.

Furthermore, artificial intelligence in the nursing environment has upheld and depressed the nursing career in equal measure, a case that has jeopardized sections of nursing and upgraded other sections in the same professional field. In advocating for safer environments in nursing within the Australian registered nursing environment on the grounds of technological development, Grossman and Valiga (2020, p. 80) argue that technology in nursing requires human capital and technological operative for a safer working environment. The authors postulate that technology in the nursing field has two ends; make nursing career unbearable by promoting complicated technology that requires extreme after school coaching or increasing efficiency by embracing progressive learning of applicable tools in the nursing career.

       Patient safety care wholesomely depends on the nurse’s mental state, psychological stability. Hodge and Varndell (2018, p. 45) provide that Australian public hospitals and doctors are funded by Medicare insurance policy, a case that differs from the private sector. In this case, insufficient payment of doctors and nurses in public hospitals, compared to the private sector, may thwart productive patient safety and care. For example, lack of enough salary to cater for a graduate registered nurse’s demands directly leads to poor concentration at work due to stress, which eventually constitutes poor patient outcomes.

       Similarly, social justice on equality of facets such as gender respect in Australia’s diverse registered nursing career impacts patient safety care positively. For example, respecting LGBTQs and aboriginal graduate registered nurses promote mental comfort as the feeling of recognition is activated in their career practice. In this case, patients tend to receive quality care, and safety as the mental pressure of Australian graduate registered nurses’ identity is dissolved in teamwork collaboration. On the same note, patients of diverse races and gender tend to receive quality care; social injustice division amongst the mentioned nurses in the complex Australian population is quenched; these are clear arguments of Hodge and Verndell (2018, p. 46-47) professionalism in nursing in contrast to societal diversity.

Leadership

       The delegation role of leadership within the context of registered graduate nurses in Australia is based on nurse’s skills and practice development. According to NMBA (2016, p. 2 & 2017, p. 5), the leadership delegation of roles to registered graduate nurses aims to assess and grow their techniques to professional practice. The NMBA’s (2019, p. 4) literature argues that freshly graduates whose practice exceeds one year tend to acquire skills in induction and before their charter to registered nurses. This case nurtures the growth of developed abilities and professional ethics in registered graduate nurses. Furthermore, the delegation role is argued as a chance upon which a speciality in nursing practice is developed (Schedlitzki and Edwards, 2014). For example, orthopaedic nursing differs from pediatric nursing roles, which can only be addressed in practical nursing through practical role delegation to junior and graduate registered nurses. According to Magnusson et al. (2014, p. 11), creativity, inventive ideologies, and the ability to achieve perfection in the nursing care sector within the Australian context of registered nurses in diverse nursing roles are better addressed through delegation of manageable duties to graduate registered nurses. In this case, the leadership role of delegation appears to be critical as it critically nurtures careers in the nursing field to develop a segregated speciality in diverse nursing roles. Moreover, the arguments are definite that leadership delegation roles are of fundamental significance to better patient treatment. The graduate registered nurses are supervised on conferred roles to achieve perfect quality outcomes.

       From a different angle, delegation of duties to graduate registered nurses may lead to adverse outcomes in patient treatment due to diverse reasons. Snowdon et al. (2020, p. 16) argue that allied health assistants may provide varied outcomes on patient treatment upon being delegated roles by qualified physicians due to lack of stability in mental status, a case that is quite similar to registered graduate nurses in Australia. To affirm these claims, NMBA (2020, para 22) argues that newly registered Australian graduate nurses tend to develop extreme excitement upon being conferred supervisory roles within clinical and community-based setup. In this case, unstable emotional intelligence in these nurses may require informed coaching, guidance and professional practical workshops on managing emotional intelligence and work-related or expected outcome. Due to lack of these mentioned factors, negative patient outcome is experienced in the Australian registered graduate nurses upon leadership delegation roles. On another scale, ineffective leadership delegation leads to unproductive patient care when delegated duties are beyond the scope of the graduate registered state. According to Ekstrom and Idvall (2015, p. 76), the delegation of manageable and achievable roles to graduate registered nurses lead to productive patient care results.  These delegated roles include works with medium complexity and are supported by the supervision of experienced registered nurses.

       In conclusion, Australian graduate registered nurses advocacy for safety at workplaces is better described in the context of achieving a non-biased environment. It is informed in the sense of diversity within Australian society regarding culture, gender and religion. In this case, positive work ethics such as respecting others social life promotes a safe work environment. On the same note, safe work environments promote stable psychological status that enhances better patient care. On the other hand, while leadership delegation of roles develops the skills of Australian graduate registered nurses, it may also lead to poor patient care if delegated roles exceed the capability of the graduate registered nurses undertaking the role. Furthermore, the mental stability of such graduate nurses in handling their emotional excitement contributes to poor patient outcomes whenever the delegated duties do not address their professional coaching.

References

Ekstrom, L. and Idvall, E. (2015) ‘Being a team leader: newly registered nurses relate their experiences’. Journal of Nursing Management, 23: 75–86. https://pubmed.ncbi.nlm.nih.gov/23822893/

Fachin, F.F. and Davel, E. (2015) ‘Reconciling contradictory paths: identity play and work in career transition’. Journal of Organizational Change. 370-385. https://www.emerald.com/insight/content/doi/10.1108/JOCM-01-2014-0012/full/html

Grossman, S. C., & Valiga, T. M. (2020). The new leadership challenge: Creating the future of nursing. FA Davis. https://books.google.com/books?hl=en&lr=&id=lC77DwAAQBAJ&oi=fnd&pg=PT19&dq=)The+New+Leadership+Challenge+Creating+the+Future+of+Nursing+THIRD+EDITIO&ots=G7-cFGN5QA&sig=XDyDMC9B83_g8Zx-vLlQvEKW6eI

Hodge, A., & Varndell, W. (2020). Professional transitions in nursing: a guide to practice in the Australian healthcare system. Routledge. p. 45-114

Magnusson, C., Westwood, S., Ball, E., Curtis, K., Evans, K., Horton, K., Johnson, M. and Allan, H. (2014) An Investigation into Newly Qualified Nurses’ Ability to Recontextualise Knowledge to Allow Them to Delegate and Supervise Care (AaRK). University of Surrey/GNC for England and Wales Trust. https://www.surrey.ac.uk/sites/default/files/2019-11/AaRK-summary-report-2014.pdf.

Nursing and Midwifery Board of Australia (NMBA). (2016, June 1st). REGISTERED NURSE STANDARDS FOR PRACTICE. https://www.nursingmidwiferyboard.gov.au/documents/default.aspx?record=WD16%2F19524&dbid=AP&chksum=R5Pkrn8yVpb9bJvtpTRe8w%3D%3D

Nursing and Midwifery Board of Australia (NMBA). (2017).Case studies Code of conduct for nurses and Code of conduct for midwives. https://www.nursingmidwiferyboard.gov.au/documents/default.aspx?record=WD18%2F24988&dbid=AP&chksum=M%2BqRIuLuyMkvsd8Cc9H5rA%3D%3D

Nursing and Midwifery Board of Australia (NMBA). (2019). Registered nurse standards for practice. https://www.ahpra.gov.au/documents/default.aspx?record=WD21%2F30762&dbid=AP&chksum=jpeoYm02gf6wq7JN75zzhw%3D%3D

Nursing and Midwifery Board of Australia (NMBA). (2020, February). Decision-making framework for nursing and midwifery. https://www.nursingmidwiferyboard.gov.au/Codes-Guidelines-Statements/Professional-standards/registered-nurse-standards-for-practice.aspx

Schedlitzki, D. and Edwards, G. (2014) Studying Leadership: Traditional and Critical Approaches. London: SAGE. https://dbookqycio.web.app/aaktibfcmopmtzvz.html

Snowdon, D. A., Storr, B., Davis, A., Taylor, N. F., & Williams, C. M. (2020). The effect of delegation of therapy to allied health assistants on patient and organizational outcomes: a systematic review and meta-analysis. BMC health services research20, 1-16. https://link.springer.com/content/pdf/10.1186/s12913-020-05312-4.pdf

West, M., Eckert, R., Steward, K. and Pasmore, B. (2014) Developing Collective Leadership for Health Care. London: The King’s Fund. http://www.ctrtraining.co.uk/documents/DevelopingCollectiveLeadership-KingsFundMay2014.pdf

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