grindlefriendlynurse21110330 - Cecelia Grindel, PhD, RN,...

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MEDSURG Nursing—June 2006—Vol. 15/No. 3 125 The Nurse’s Responsibility In Creating a ‘Nurse- Friendly’ Culture in the Workplace Many nurse-intensive agencies have attained or are seeking Magnet ® designation. To attain Magnet recog- nition for excellence in nursing care, these agencies are directing their attention to changing the culture of the workplace. As we all know, many facets must be demonstrated to achieve Magnet designation; howev- er, this discussion will focus on the, organizational climate and nurses’ responsibility to support and main- tain a nurse-friendly culture. Way and MacNeil (2006) recently published a systemic review of the lit- erature on the relationships between organizational characteristics (job demands, social support, job control, and other resources) and their effect on workplace outcomes (job satisfac- tion, commitment, general health, and injuries). Many studies and numerous variables were discussed in this article, with the authors con- cluding that job demands, social sup- port, and structural empowerment had an effect on job satisfaction, com- mitment, and perceived health. Further, they recommended that health care agencies support a nurse- friendly culture wherein nurses can carry out their patient care and administrative responsibilities. A nurse-friendly culture would include a management perspective that is participative, supportive, evidence- based, and flexible. Nurse autonomy would be sustained by decentralized MacNeil, 2006). Time to Lead I strongly support the notion that health care organizations should foster a nurse-friendly culture, albeit an employee-friendly culture would Cecelia Grindel, PhD, RN, CMSRN President, AMSN be more inclusive and achieve posi- tive organizational outcomes. However, the context of this discus-
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This note was uploaded on 09/08/2010 for the course NURS 138 at San Jose State University .

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grindlefriendlynurse21110330 - Cecelia Grindel, PhD, RN,...

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