Nursing Research: Clinical Performance

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Discuss the implications of evidence-based practice for nursing leaders and managers

The unacceptable gap between what medical practitioners knew and what they did gave rise to the EBP movement in the 1960s. The campaign outlined two strategies for nursing leaders and managers. First, EBP should not be local or sporadic; instead, medical practitioners should mediate with health providers and policymakers to include EBP into their quality control guidelines (Stevens, 2013).

Moreover, nursing leaders and managers should organize their way of thinking which may be attained through adopting clinical inquiry. At that, one of the most effective methods is a narrative inquiry in which the application of new knowledge is discussed on a case-to-case basis or through stories (Wang & Geale 2015). All in all, it is not only essential for the nursing field to produce new knowledge but to also transform it into forms and procedures.

What is the Code of Ethics for Nurses and why is it important? Discuss your answer considering the Code of Ethics for Nurse’s tenets and principles?

Medical practitioners do not only manipulate the physical body, but they also interact with patients’ personalities which makes it crucial to respect patients’ integrity and dignity as human beings. Nurses are confronted with ethical challenges, and since it may be strenuous for an individual to provide moral judgment, the Code of Ethics was created to guide nurses in the decision-making process (Zahedi et al., 2013). The Code of Ethics includes nine provisions with interpretative elements (American Nurses Association, 2015).

It outlines a clear statement of nurses’ mission, duties, and obligations serve as a standard for ethical practices, and describes nurses’ contributions to society. The contents overlap with the basic medical principles among which are beneficence, non-maleficence, and patient autonomy. The Code also emphasizes the versatility of the nursing profession since it may also encompass education, research, and management.

Analyze the obstacles to improving the performance –appraisal process?

A good performance-appraisal process is a link between what the administration or managers want and the ways an employee can be motivated. When implemented adequately, medical practitioners are likely to adjust their practice to fit the imposed expectations and be overall satisfied with their performance (El-Fattah Mohamed Aly & El-Shanawany, 2016). However, there are numerous obstacles to enhancing the performance-appraisal process related to structure, process, and results (Nikpeyma, Saeedi, Azargashb, & Alavi-Majd, 2014).

As for the structure, nurses complained about the inefficient introduction of new laws and policies. It was reported that in the process, managers were not careful with evaluating and at times were unfair. Another critical issue was the lack of continuous evaluation throughout the year. Lastly, the study revealed that one of the common obstacles was inappropriate feedback that was not clear and did not give nurses any adequate advice on how they could improve.

Describe and discuss the key issues and processes related to policy and procedure development?

Ideally, new policies and procedures should facilitate adherence to internationally recognized medical practices, eliminate variation, and serve as a valuable resource for staff, especially new personnel.

Key issues

One of the problems that may arise is when two policy-making bodies introduce new laws that contradict each other to some extent. In this case, “two levels of care” emerge, and patients with similar or comparable needs may undergo different procedures (Irving, 2014). Another issue is medical facilities’ failure to implement policies and train their staff accordingly due to negligence or new policies’ inconsistency with their standard practice (Irving, 2014).

Recommendations

To avoid problems, policymakers and stakeholders should carefully govern the process of development and implementation. The steps include but are not limited to identifying the need, gathering data, and deciding who takes responsibility for enactment. After a draft is created and stakeholders contributed to the discussion, the policy may be finalized and implemented. It is necessary to monitor the efficiency of implementation and request reports when needed.

References

American Nurses Association. (2015). Code of ethics with interpretive statements. Web.

El-Fattah Mohamed Aly, N. A. , & El-Shanawany, S. M. (2016). The influence of performance appraisal satisfaction on nurses’ motivation and their work outcomes in critical care and toxicology units. European Scientific Journal, 12(20), 119-135.

Irving, A. (2014). Policies and procedures for healthcare organizations: A risk management perspective. Web.

Nikpeyma, N., Saeedi, Z. A., Azargashb, E., & Alavi-Majd, H. (2014). Problems of clinical nurse performance appraisal system: A qualitative study. Asian Nursing Research, 8(1), 15-22.

Stevens, K. (2013) The impact of evidence-based practice in nursing and the next big ideas. The Online Journal of Issues in Nursing, 18(2).

Wang, C. C., & Geale, S. K. (2015). The power of story: Narrative inquiry as a methodology in nursing research. International Journal of Nursing Sciences, 2(2), 195-198.

Zahedi, F., Sanjari, M., Aala, M., Peymani, M., Aramesh, K., Parsapour, A., Maddah, S. B., Cheraghi, M., Mirzabeigi, G., Larijani, B., … Dastgerdi, M. V. (2013). The code of ethics for nurses. Iranian Journal of Public Health, 42(Suppl.1), 1-8.

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