Career Development of Nurses
It is no longer a question of political will, everything is done to the career development of nurses in the European territory, opens the door to changes in Europe. The Spanish government has taken a step forward for its nurses by approving the new training in Nursing under the terms described in the Declaration of Bologna (preceded by the Sorbonne Declaration).
One hundred years later, this time the profession has the power to develop his career in hand, do not lose the opportunity to tailor the training of new professionals to the current time, new technologies, Opening the limits imposed by those regulated nursing education throughout the last century. Similarly we can not neglect the adaptation to the new workplace agents already in office.
The time may be considered historic because it is the recognition capabilities and responsibilities specific to the profession are at stake Finally, the doors of higher education will be open for trades as present in hospitals.
It’s time to take on new responsibilities and personal business for so long that we were denied for lack of a powerful general training and developed on specific terms to the profession, but always through medicine.
Finally, we are offered the opportunity to distinguish once and for all, training of nursing as a separate entity and not as a sector of medicine. The profession should do in order to abolish the time training in nursing school was run like the poor sector of medicine, almost like a second class of medicine where some students can learn medicine expert who did not fit , agree to their plans of study for such doctors with foreign nationals studying medicine not recognized by their “colleagues” French.
Similarly, we must review our relationship with other members of the care team, mainly vis-à-vis healthcare aides (e) s (AS). In the same spirit of acquiring new responsibilities should be able to delegate tasks to the AS point, see a transfer of part of the proper roles of the nurse (comfort care, control of constants with a noninvasive apparatus , why not?).
It is a time of change in employment in the workplace, in training future professionals in the relationship with other members of care teams. But also of liberation, gratitude and personal and professional responsibilities.
We must simultaneously manage all the changes ahead close adaptation to the new work environment, adapt to new job responsibilities, readjustment of the training received by newcomers in the new Schools of Nursing, adaptation training of professionals in attendance.
Similarly, the training of Health should be designed to accommodate all the changes mentioned above, as an advancement in the training of general nurses may come in conflict with existing allocations for health managers.
Like it or not, the training of nurses should be revised to better match the time and environment, the question we must ask is: where we want the occupation to go? The path to development responsibilities, techniques, actions, expansion of career … constitutes a necessary progress in educational attainment. But above all a recognition of skills, recognition by the government, the institution, hierarchy, other actors in health and by users of our services.
Current policies are attracting more or less fear among the staff because at the time to undertake concrete actions on the field, their opinion was not asked, then what are the field agents who must apply standards set by managers. Similarly, care policies are received by staff as being quite distant from their reality of everyday work.
Trades in the team care are primarily trades Vocation, and the origin of diverse agents should enhance exchange of cultures, knowledge and expertise that can only be positive for the development of policies care and attention devoted to the users of health services.
The policy advocated here, does not prevent the development of clusters within the centers, it should not replace them, it should rather be seen as a step towards the full development of said pin through the involvement of agents in making decisions in respect of the Project of Establishment to better attention to users.
The challenge of policy implementation depends on how large the training in different schools and care for the various trades. A state enrolled nurse (IDE, where he graduated) was not necessarily the same perception of the hierarchy that AS (even from the same training center) or another professional in the team.
Care policy is closely correlated with the hierarchy, for it is this bond of union between the actions and goals. Agents in health care teams are links executors of a policy also studied and decided by professionals even closer to their managers than themselves.
Motivation and interest in being very subjective states of mind, the purpose of this proposal would be to find a way to make agents feel these changes (changes, new responsibilities) as part of their functions and nested in their development career.
The need to know the desires of staff is justified for the following actions to be undertaken in relation to the workload of the same staff, all under the school plan and in harmony with it.
Since the policy of care brand, among other things, how to apply the various skills of various professions in the team should take into account the expectations, desires, skills of staff who are expected to apply for standards, and implementation techniques and others for what they have not participated in drafting them.
“Specialization” of caregivers to a supervisory function (as caregivers trainer) should never take the place of all caregivers time to adjudicate on their functions, technical expertise, career development and further more subjects.
Virginia Henderson felt that the only function of the nurse was to “assist the individual, healthy or sick to recover health (or to peaceful death) that it would achieve unaided if he had the strength, willpower or knowledge required in order to facilitate his independence as soon as possible. ” But she had also provided an adaptation of the duties and responsibilities throughout time.
Training for caregivers to become part of following the guidelines established a key difference compared to the agents always caregivers. A distance of care and the relationship with service users also prevents us from seeing reality perceived by them. Caregivers who have voluntarily chosen to remain on the front line are often denied to participate in the direct management of their newspapers, they are left as access to the application of orders received. This is a problem partly solved with the appearance of the poles, where the caregiver can begin participating in the direct management of care, but again, even the participation of caregivers is regulated without notice.
The caregiver is then in a crossroads of a very low balance between action and the reality on the ground working daily, requests of the hierarchy and the various needs of users. The hierarchy requires the involvement misperceived by agents as a result of ignorance of the goals. This ignorance sometimes seems like the goal in the feelings of the officers, who saw a trench increasingly wide between them and management lead to a loss of motivation.
In view of changes in hospital organization, we must consider how a new dimension to the infirmary could go into the new organization of institutions.
Finally, career development through further training, but also, for retraining of existing staff, so you can enjoy all the tools at our disposal in the hospital tomorrow, in which we are already.
Nurses are morally obligated to provide future generations a profession that reflects the current times, as part of the new hospital, with maximum autonomy and responsibility and a position in the health care team strengthened.
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