Sample Answer for Review the American Nursing Informatics Association (ANIA) website and discuss the resources that you found there NUR 514 Included After Question<\/strong><\/span><\/h2>\nReview the American Nursing Informatics Association (ANIA) website and discuss the resources that you found there NUR 514<\/p>\n
American Nursing Informatics Association (ANIA) is an example of a nursing organization<\/a> that directly impacts the provision of services. They take part in collaboration to establish effective engagement with nurses. ANIA is responsible for engaging and providing efforts towards nursing informatics. One of the most important aspects is that their website provides resources for engagement with other nurses and parties. Some of the resources within the website are effective and ensure that health management needs are supported. Members of the organization should consider using the website to renew the contract. Some of the important resources on the website include webinars and education and career guides. They use the website to communicate about job vacancies or provide journals. They support nursing informatics with additional resources outlining annual events and provisional access to the NCPD library. According to the website, it may be possible to provide certification for the nurses. It is an example of a website where information is provided on education for nurses and increases networking at an extensive level.<\/span>\u00a0<\/span><\/p>\nThe information provided on the website is supported as an essential aspect of nursing. This has been primarily done through social media, which is used as a learning tool. The growth established within education and its working is successful due to the resources within the website. It generally supports exposure to informative aspects on social media and enhances nurses’ knowledge of navigating through electronic medical records systems pertaining to patient information. In collaboration with interdisciplinary teams, social networking will help teach and facilitate students on ethical communication and support other basics. The website provides more information on addressing patient health concerns, including the type of information presented at events and education-enhancing networking (American Nurses Informatics Association, 2021). Professional benefits are facilitated through the ANIA website because of various resources and networking opportunities in nursing Informatics.<\/span>\u00a0<\/span><\/p>\nReference<\/span>\u00a0<\/span><\/h3>\nAmerican Nursing Informatics Association. (2021).\u202f<\/span>About Us. American Nursing Informatics Association<\/span><\/i>.\u202f<\/span>https:\/\/www.ania.org\/about-us<\/span><\/a><\/p>\nReview the American Nursing Informatics Association (ANIA) website and discuss the resources that you found there NUR 514<\/h2>\n
Topic 5 DQ 1<\/strong><\/p>\nReview the American Nursing Informatics Association (ANIA) website and discuss the resources that you found there. Discuss how the website might be used for networking in the nursing informatics<\/a> profession.<\/p>\n<\/h2>\nA Sample Answer For the Assignment: Review the American Nursing Informatics Association (ANIA) website and discuss the resources that you found there NUR 514<\/strong><\/h2>\nTitle: Review the American Nursing Informatics Association (ANIA) website and discuss the resources that you found there NUR 514<\/strong><\/h2>\nREPLY TO DISCUSSION<\/p>\n
Unread<\/strong><\/p>\nRetention<\/strong><\/h3>\nHow does your organization address nurse retention?\u00a0What does current (in past 5 years) literature identify in regards to nurse retention?\u00a0What impact on retention occurs if a student pursues nursing education<\/a> only due to job stability and salary stability (e.g., not because of a \u201ccalling\u201d)?\u00a0What has your organization (or previous one if you have changed employers) done during the pandemic to keep nurses (not to lose them to traveling, burnout, etc.)?<\/p>\nREPLY<\/p>\n
Unread<\/strong><\/p>\nPresbyterian Healthcare uses various methods of nurse retention. One method is a strong referral incentive “strong employees know other strong employees”. Another strategy is reengaging prior employees offering them retention bonuses and a third is virtual hiring events in which it is by invitation only in where there are key speakers (employees) who speak about their work, where they see it going, the culture etc.<\/p>\n
Some recent literature show that nursing leaders should allow autonomy, place recognition when it is due and to the right people and communicate.<\/p>\n![\"Review](\"http:\/\/nursingassignmentcrackers.com\/wp-content\/uploads\/2023\/02\/Review-the-American-Nursing-Informatics-Association-ANIA-website-and-discuss-the-resources-that-you-found-there-NUR-514-300x123.png\")
Review the American Nursing Informatics Association (ANIA) website and discuss the resources that you found there NUR 514<\/figcaption><\/figure>\nOne of the biggest reality checks for many new nursing students is that nursing is a hard job and is not easy money. Locally I have seen students drop out of local community college due to the demand and “reality” of nursing. When there is no passion for your job and your heart is not there it is easier to walk away when it gets tough.<\/p>\n
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Reference<\/h3>\n
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Jeffreys, M. R. (2022). Nursing Universal Retention and Success (NURS) Model: A Holistic, Discipline-Focused Framework.\u00a0Journal of College Student Retention: Research, Theory & Practice<\/em>,\u00a024<\/em>(3), 650\u2013675.<\/p>\nREPLY<\/p>\n
Click here to ORDER an A++ paper from our Verified MASTERS and DOCTORATE WRITERS: Review the American Nursing Informatics Association (ANIA) website and discuss the resources that you found there NUR 514<\/strong><\/a><\/em><\/span><\/h3>\nUnread<\/strong><\/p>\nWe have indeed lost a lot of nurses and other healthcare workers during the pandemic. Some of them got sick and did not want to return to direct patient care nursing, some took a break from nursing, and many we lost because travel nursing offered 2 to 3 times the pay of a regular, non-travel nurse. My role as an area team lead does not require direct care but during those times, I literally had to cover 4 to 5 nursing shifts per week. As the pandemic stabilized, the nurses and other healthcare workers that left and joined other companies began to come back. We are now appropriately staffed, with occasional hiccups and we survived the crisis together. I observed that the employees we retained have created a better culture in the facility. One that cares for one another as well as the patients. They also developed the initiative to resolve issues as they come, especially in terms of staffing. They would find coverage among themselves and then come up to me with the solution. Some of my patient care technicians are currently in the nursing program and it has created a domino effect as other technicians are also coming to me with their interest in registering for the nursing tuition reimbursement program. The program itself, aside from tuition reimbursement, gives the staff the opportunity to study by allowing them a flexible schedule while they are in the program but retaining their full-time status. They also get incremental study-related wage increases as they advance through the program as well as retention bonuses. After they graduate and pending NCLEX, they get into a nursing internship program as well which provides an additional bonus.<\/p>\n
It is hard to compete with salaries as nurses tend to jump from one employer to the next for this reason. However, I believe that the organizational culture and overall job satisfaction and stability make a difference. Organizations should also need to ensure they have a process of conducting periodic market compensation analyses to remain competitive in terms of salaries.<\/p>\n
Nurse retention is a pressing global concern, compromising the healthcare system and patient care. Whether it\u2019s lack of support or poor resilience, or inadequate skills development, the organization has the responsibility to address this issues to retain good practitioners (Collard et al., 2020). Organizations are finding ways to increase nurse retention by providing a healthier work environment, focusing on empowering nurses, promoting engagement, and giving nurses organizational initiatives related to work-life balance, staffing, and scheduling, which in turn promotes job satisfaction. Supportive practice environment and improved job satisfaction will promote retention and consequently, cost reduction (Morris, 2019).<\/p>\n
References:<\/h3>\n
Collard S., Scammell, J., & Tee, S. (2020). Closing the gap on nurse retention: A scoping review of implications for undergraduate education.\u00a0Nurse Education Today<\/em>, 84 https:\/\/doi.org\/10.1016\/j.nedt.2019.104253.<\/p>\nMorris, E. (2019). Increasing nurse retention.\u00a0American Journal of Nursing<\/em>, 119(8),10 https:\/\/doi.org\/ 10.1097\/01.NAJ.0000577344.79136.9b<\/p>\nREPLY<\/p>\n
Unread<\/strong><\/p>\nHello Sahida ,<\/p>\n
The pandemic changes drastically the healthcare system in so many aspects. My personal experience during Covid-19 was rigorous where I was in the center of the action. Working in NY City were my units was converted as Covid-19 unit due to the affluent of daily cases . As a leader I spent weeks working around the clock just to keep the facility running. Despite what I went through during the crisis, I\u2019ll never trade my profession for nothing else . I learned how to appreciate my staffs more and make them feel valuable every day. \u201cNurses leaders has the most significant influence when it comes to nurse retention and keeping nursing staff satisfied. Turnover can stem from nurse managers’ treatment, leadership styles, potential biases they may show, or benefits given to specific staff and not others. Amid an increasing nursing shortage, nurse leaders must find the best way to recruit and retain staff\u201d(Duru DC,2022)<\/p>\n
Reference:<\/h3>\n
Duru DC, Hammoud MS. Identifying effective retention strategies for front-line nurses. Nurs Manag (Harrow). 2022<\/p>\n
<\/p>\n
REPLY<\/p>\n
Unread<\/strong><\/p>\n
The information provided on the website is supported as an essential aspect of nursing. This has been primarily done through social media, which is used as a learning tool. The growth established within education and its working is successful due to the resources within the website. It generally supports exposure to informative aspects on social media and enhances nurses’ knowledge of navigating through electronic medical records systems pertaining to patient information. In collaboration with interdisciplinary teams, social networking will help teach and facilitate students on ethical communication and support other basics. The website provides more information on addressing patient health concerns, including the type of information presented at events and education-enhancing networking (American Nurses Informatics Association, 2021). Professional benefits are facilitated through the ANIA website because of various resources and networking opportunities in nursing Informatics.<\/span>\u00a0<\/span><\/p>\n American Nursing Informatics Association. (2021).\u202f<\/span>About Us. American Nursing Informatics Association<\/span><\/i>.\u202f<\/span>https:\/\/www.ania.org\/about-us<\/span><\/a><\/p>\n Topic 5 DQ 1<\/strong><\/p>\n Review the American Nursing Informatics Association (ANIA) website and discuss the resources that you found there. Discuss how the website might be used for networking in the nursing informatics<\/a> profession.<\/p>\n REPLY TO DISCUSSION<\/p>\n Unread<\/strong><\/p>\n How does your organization address nurse retention?\u00a0What does current (in past 5 years) literature identify in regards to nurse retention?\u00a0What impact on retention occurs if a student pursues nursing education<\/a> only due to job stability and salary stability (e.g., not because of a \u201ccalling\u201d)?\u00a0What has your organization (or previous one if you have changed employers) done during the pandemic to keep nurses (not to lose them to traveling, burnout, etc.)?<\/p>\n REPLY<\/p>\n Unread<\/strong><\/p>\n Presbyterian Healthcare uses various methods of nurse retention. One method is a strong referral incentive “strong employees know other strong employees”. Another strategy is reengaging prior employees offering them retention bonuses and a third is virtual hiring events in which it is by invitation only in where there are key speakers (employees) who speak about their work, where they see it going, the culture etc.<\/p>\n Some recent literature show that nursing leaders should allow autonomy, place recognition when it is due and to the right people and communicate.<\/p>\n One of the biggest reality checks for many new nursing students is that nursing is a hard job and is not easy money. Locally I have seen students drop out of local community college due to the demand and “reality” of nursing. When there is no passion for your job and your heart is not there it is easier to walk away when it gets tough.<\/p>\n <\/p>\n <\/p>\n Jeffreys, M. R. (2022). Nursing Universal Retention and Success (NURS) Model: A Holistic, Discipline-Focused Framework.\u00a0Journal of College Student Retention: Research, Theory & Practice<\/em>,\u00a024<\/em>(3), 650\u2013675.<\/p>\n REPLY<\/p>\n Unread<\/strong><\/p>\n We have indeed lost a lot of nurses and other healthcare workers during the pandemic. Some of them got sick and did not want to return to direct patient care nursing, some took a break from nursing, and many we lost because travel nursing offered 2 to 3 times the pay of a regular, non-travel nurse. My role as an area team lead does not require direct care but during those times, I literally had to cover 4 to 5 nursing shifts per week. As the pandemic stabilized, the nurses and other healthcare workers that left and joined other companies began to come back. We are now appropriately staffed, with occasional hiccups and we survived the crisis together. I observed that the employees we retained have created a better culture in the facility. One that cares for one another as well as the patients. They also developed the initiative to resolve issues as they come, especially in terms of staffing. They would find coverage among themselves and then come up to me with the solution. Some of my patient care technicians are currently in the nursing program and it has created a domino effect as other technicians are also coming to me with their interest in registering for the nursing tuition reimbursement program. The program itself, aside from tuition reimbursement, gives the staff the opportunity to study by allowing them a flexible schedule while they are in the program but retaining their full-time status. They also get incremental study-related wage increases as they advance through the program as well as retention bonuses. After they graduate and pending NCLEX, they get into a nursing internship program as well which provides an additional bonus.<\/p>\n It is hard to compete with salaries as nurses tend to jump from one employer to the next for this reason. However, I believe that the organizational culture and overall job satisfaction and stability make a difference. Organizations should also need to ensure they have a process of conducting periodic market compensation analyses to remain competitive in terms of salaries.<\/p>\n Nurse retention is a pressing global concern, compromising the healthcare system and patient care. Whether it\u2019s lack of support or poor resilience, or inadequate skills development, the organization has the responsibility to address this issues to retain good practitioners (Collard et al., 2020). Organizations are finding ways to increase nurse retention by providing a healthier work environment, focusing on empowering nurses, promoting engagement, and giving nurses organizational initiatives related to work-life balance, staffing, and scheduling, which in turn promotes job satisfaction. Supportive practice environment and improved job satisfaction will promote retention and consequently, cost reduction (Morris, 2019).<\/p>\n Collard S., Scammell, J., & Tee, S. (2020). Closing the gap on nurse retention: A scoping review of implications for undergraduate education.\u00a0Nurse Education Today<\/em>, 84 https:\/\/doi.org\/10.1016\/j.nedt.2019.104253.<\/p>\n Morris, E. (2019). Increasing nurse retention.\u00a0American Journal of Nursing<\/em>, 119(8),10 https:\/\/doi.org\/ 10.1097\/01.NAJ.0000577344.79136.9b<\/p>\n REPLY<\/p>\n Unread<\/strong><\/p>\n Hello Sahida ,<\/p>\n The pandemic changes drastically the healthcare system in so many aspects. My personal experience during Covid-19 was rigorous where I was in the center of the action. Working in NY City were my units was converted as Covid-19 unit due to the affluent of daily cases . As a leader I spent weeks working around the clock just to keep the facility running. Despite what I went through during the crisis, I\u2019ll never trade my profession for nothing else . I learned how to appreciate my staffs more and make them feel valuable every day. \u201cNurses leaders has the most significant influence when it comes to nurse retention and keeping nursing staff satisfied. Turnover can stem from nurse managers’ treatment, leadership styles, potential biases they may show, or benefits given to specific staff and not others. Amid an increasing nursing shortage, nurse leaders must find the best way to recruit and retain staff\u201d(Duru DC,2022)<\/p>\n Duru DC, Hammoud MS. Identifying effective retention strategies for front-line nurses. Nurs Manag (Harrow). 2022<\/p>\n <\/p>\n REPLY<\/p>\n Unread<\/strong><\/p>\nReference<\/span>\u00a0<\/span><\/h3>\n
Review the American Nursing Informatics Association (ANIA) website and discuss the resources that you found there NUR 514<\/h2>\n
<\/h2>\n
A Sample Answer For the Assignment: Review the American Nursing Informatics Association (ANIA) website and discuss the resources that you found there NUR 514<\/strong><\/h2>\n
Title: Review the American Nursing Informatics Association (ANIA) website and discuss the resources that you found there NUR 514<\/strong><\/h2>\n
Retention<\/strong><\/h3>\n
Reference<\/h3>\n
Click here to ORDER an A++ paper from our Verified MASTERS and DOCTORATE WRITERS: Review the American Nursing Informatics Association (ANIA) website and discuss the resources that you found there NUR 514<\/strong><\/a><\/em><\/span><\/h3>\n
References:<\/h3>\n
Reference:<\/h3>\n