Richard W. Redman

Leadership succession planning: an evidence-based approach for managing the future.

Leadership succession planning is a key business strategy to help organizational leaders deal effectively with the future. Evidence from industry provides a variety of best practices that can ensure that a pipeline of leaders will be available when they are needed. The author addresses the essential needs that individuals face when developing a cadre of available leaders prepared for managing an uncertain future.

Determining nursing faculty development needs

Although faculty members often come to a university school of nursing with little or no experience in teaching, research, or other forms of scholarship, few schools of nursing have a comprehensive, formalized faculty development program. In considering the need to find and retain the best faculty in this competitive market, the University of North Carolina at Chapel Hill School of Nursing appointed a task force to develop a formal faculty development program for the School. After reviewing the literature and contacting 24 schools of nursing, the task force concluded that most do not offer a systematic approach to faculty development. The task force developed and distributed a needs assessment and received responses from 53% of the faculty. Based on the needs assessment the task force made eight recommendations to the faculty for an ongoing, comprehensive faculty development program.

EFFECTS OF IMPLEMENTING PATIENT-CENTERED CARE MODELS ON NURSE AND NON-NURSE MANAGERS

Evaluation of new patient care delivery models often focuses on their impact on the role of the staff nurse and the introduction of a variety of assistive personnel. This article examines the effects of patient-centered care models on the roles of nurse and non-nurse managers. Interviews with 26 managers approximately 6 months after models have been implemented reveal a number of issues and challenges faced by the managers during and after implementation. The data provide a number of new insights not previously reported in the literature.

Capacity for the Advancement of Nursing Science: Issues and Challenges

The purpose of this study was to determine whether nursing is meeting its espoused goals of scientific development of the discipline and preparation for academic careers. With a comparative cross-sectional design, data on research funding, faculty number and characteristics, and the published literature across nursing, public health, and medicine were analyzed. Significant differences were found among the groups in terms of the number of National Institutes of Health research grants and the amount of funding awarded, as well as the number of faculty. The number of faculty significantly predicted the number of National Institutes of Health awards for all disciplines (R(2) = .666, P < .000). Within nursing, the number of full-time doctoral faculty was also significant (R(2) = .531, P < .000). The conclusion reached was that the current system for doctoral education in nursing does not prepare the number of graduates necessary to either replace retiring faculty or expand capacity. The lack of nurses with doctoral degrees affects the disciplines ability to generate and use high-impact science. Among the strategies for improvement were leveraging existing research-intensive schools by augmenting doctoral faculty and expanding the capability of nurses to engage in clinical scholarship through the new clinical doctorate, the doctor of nursing practice.

Staff Nurses and Their Solutions to the Nursing Shortage

Nurses in acute care hospitals report that situations in their work setting and profession are in dire need of repair. Although they waiver on their intention to remain in their institution and nursing, they do not waiver on their selected resolution to nursings shortage. A total of 787 staff nurses in eight geographically and demographically diverse states responded and were asked to select the “Top 5” actions they thought would improve nursing and decrease the shortage. Creating career ladders was endorsed by most respondents (85%) with increasing pay endorsed by the fewest (33%). When selecting the single most important action, they reversed the order—increased pay was the most endorsed (26%), and creating career ladders and increased educational opportunities were endorsed by less than 1%. Nurses appeared to be concerned about the profession in general; however, when asked the “most important” thing to do, an age-old action was selected—increase pay.

Nurses in the United States with a practice doctorate: Implications for leading in the current context of health care

The Institute of Medicine has recommended doubling the number of nurses with doctorates by 2020. The National Research Council has recommended a clearer distinction between doctoral preparation for a practice profession and that for the preparation of scientists. To support the central premise that both the research-oriented doctorate (PhD) and the practice-oriented doctorate, the doctor of nursing practice (DNP), are critical to achieve and expand doctoral education, we present current information regarding the impact of DNP programs, including enrollments, scholarly productivity of DNP graduates, and the employment setting of DNP scholars. Scholarly productivity was estimated by searching publication databases between 2005 and 2012 using three strategies to estimate the publication record of nurses who had earned a DNP degree. The large numbers of nurses receiving the DNP are helping to fulfill the Institute of Medicines recommendation and are increasingly contributing to the scholarly output in the field, especially related to clinical practice.

Inpatient and ambulatory patient satisfaction with nursing care.

This study reports on the development and psychometric testing of inpatient and ambulatory patient satisfaction scales designed to measure patient satisfaction using the standards of nursing practice within a medical center. The surveys were administered to patients 4–6 weeks after discharge from the hospital or following a clinic visit. A total of 619 inpatient and 955 ambulatory patient questionnaires were analyzed. Factor analyses suggest there exist four scales for inpatient satisfaction and five scales for outpatient satisfaction with high reliability and reasonable validity.

Doctoral education in nursing: opportunities and dynamics in the marketplace

Part One 1. The Substance of Doctoral Education 2. Future Directions in Knowledge Development and Doctoral Education in Nursing 3. Doctoral Education for Transformational Leadership in a Global Context 4. Re-Envisioning the PhD Project: Implications for the Preparation of Future Faculty in Nursing 5. Doctoral Education in Nursing: Opportunities and Dynamics in the Marketplace 6. Faculty Shortages in Doctoral Nursing Programmes Part Two 7. The Doctoral Process: From Idea to Award 8. Role of the Supervisor / Mentor 9. Quality Monitoring and Quality Criteria for Doctoral Programmes: A Global Perspective 10. Emergent Forms of Doctoral Education 11. Models of International Exchange for Doctoral Students and Faculty 12. Postdoctoral Study: Bridging the Gap to Independent Scientist 13. Funding for Doctoral Study and Research

The Impact of Sun Solutions Educational Interventions on Select Health Belief Model Constructs

The purpose of this study was to offer the Sun Solutions intervention to operating engineers (N = 232) to decrease sun exposure and skin cancer. The majority (82%) of the engineers worked outside between 10 a.m. and 3 p.m., 4 to 5 hours a day; 81.4% reported more than one sunburn during the past year and 70% sometimes or never used sunscreen compared to 30% who wore sunscreen approximately 50% or more of the time. Most reported that the intervention was helpful (97%), most were satisfied (96%) with the intervention, and 84% expressed a future intention to use sunscreen. Regarding sun protective behaviors, the intervention significantly improved perceived self-efficacy (p < .05) and increased perceived barriers (p < .05). Regarding sunburn and skin cancer, the intervention increased perceived benefits (p < .05), susceptibility (p < .05), and severity (p < .05) for sunburning, but not skin cancer (p > .10). The Sun Solutions intervention showed the potential to increase sunscreen use and decrease the risk of sunburn and skin cancer among operating engineers.

The power of partnerships: a model for practice, education, and research.

The complexity of social problems and the types of solutions needed to address them effectively often require collaborative efforts on the part of individuals, organizations, and political institutions. Increasingly, working relationships are described in terms of collaboration, coalitions, and partnerships, whether we are referring to various types of governmental agencies, public-private ventures, or citizen groups. The same approach applies to nursing practice and health care delivery where collaborative, interdisciplinary models of care are delivered, and providers work in partnership with individuals and communities to improve health and quality of life. Working relationships are often defined as partnerships without a clear understanding of what is implied when entering into a partnership. This is often the case when health professionals or educational institutions enter into a partnership with individuals or community groups to share their expertise and solve problems. In reality, the working relationships often are unilateral or dominated by the organization or group with the most power or status. Problems and needs are defined, solutions implemented, and evaluation controlled by the dominant group. Principles and best practices for good partnerships are available to assist potential partners in developing working relationships that are sustainable. One set of principles has been developed by a national organization in the United States, Community-Campus Partnerships for Health (Seifer & Maurana, 2CXX>). These principles include: