The code of ethical behavior in nursing practice is critical. According to Chuang, Dill, Morgan, and Konrad (2012), professional etiquette in nursing is a critical component that guides the interactions between nurses and patients. It also provides guidelines on how nurses should handle patients. In order to accord optimal care to patients, healthcare practitioners and the support staff should work as a team (Chuang et al., 2012). The absenteeism and the arguments among the nurses in the hospital jeopardize the care for patients. Therefore, in order to improve efficiency and enhance the satisfactory patient experience, I will advocate for the implementation of workplace policies that will regulate the conduct of the employees. The HRM should enact the policy. The human resource department in the healthcare organization has the role of improving performance. According to Vermeeren, Steijn, Tummers, Lankhaar and Van-Beek (2014), good performance practices lead to proper patients’ care.
There have been extensive studies in the healthcare field. For instance, a study carried out by Vermeeren et al. (2014) found that the human resource practices in the health care setting are directly or indirectly linked to clients’ satisfaction. The practices reduce the absence of employees. In addition, good HR practices influence job satisfaction among the employees. Vermeeren et al. (2014) noted that healthcare organizations that have motivated and satisfied employees have reduced absenteeism (Vermeeren et al., 2014). Good HR practices include frequent training of the employees, good remuneration, and rewards based on frequent job reviews. The absence of one employee affects the productivity of the available health care workers. Therefore, advocacy for proper work policy and employee motivation will enhance the productive continuation of work processes in an organization.
The numbers and capabilities of advanced practice nursing (APN) have expanded in many states. The APNs have become very valued and are considered an integral part of the healthcare system in the United States of America (Poghosyan, Lucero, Rauch & Berkowitz, 2012). Due to the critical role played by APNs, licensure, accreditation, certification and education (LACE) is very important (Stanley, Wermer & Apple, 2010). LACE is integral in ensuring that the health of patients is not compromised. The four prongs are used as the regulatory model for nurses (Stanley et al., 2010). However, they may differ depending on the state. As a result, each state has its requirement for the LACE.
In the state of California, an APN should have additional skills in psychosocial assessment, physical diagnosis and management of health illness. The nurse is required to have a master’s degree in nursing. A master’s degree in a field that is related to nursing may be used as a qualification. In addition, the nurse should have satisfactorily completed a nurse practitioner program that is approved by the board of registered nurses in the state. In the state of Washington, the APN is supposed to hold a registered nurse license in the state. The APN should have graduated from an advanced nursing education program within the past year and should be certified by an approved certification program. On the other hand, LACE requirements in the state of Illinois mandate the APN to hold a license for a registered nurse in the state. Furthermore, the APN is supposed to have current national certifications for nurse practitioners. The other requirement is that the nurse should have completed a post-basic advanced practice informal education program in the area of specialty.
References
Chuang, E., Dill, J., Morgan, J., & Konrad, T. (2012). A configurational approach to the relationship between high-performance work practices and frontline health care worker outcomes. Health Services Resource Journal, 47 (4), 1460-1481.
Gillies, M., Ranakusuma, A., Hoffmann, T., Thorning, S., McGuire, T., Glasziou, P., & Del-Mar, C. (2015). Common harms from amoxicillin: a systematic review and meta-analysis of randomized placebo-controlled trials for any indication, CMAJ, 187 (1), 21-31.
Poghosyan, L., Lucero, R., Rauch, L., & Berkowitz, B. (2012). Nurse practitioner workforce: a substantial supply of primary care providers. Nursing Economics, 30 (5), 268-269.
Shah, S., Ahmad, H., Rehan, R., Sidra Najeeb, S., Mumtaz, M., Jilani, M., Rabbani, M., Alam, Z., Farooq, S., & Kadir, M. (2014). Self-medication with antibiotics among non-medical university students of Karachi: a cross-sectional study. BMC Pharmacology and Toxicology, 15 (1), 1-7.
Stanley, J., Werner, K., & Apple, K. (2010). Positioning advanced practice registered nurses for health care reform: Consensus on APRN regulation. Journal of Professional Nursing, 25 (6), 340-348.
Vermeeren, B., Steijn, B., Tummers, L., Lankhaar, M., & Van-Beek, S. (2014). HRM and its effect on employees, organizational and financial outcomes in health care organizations. Human Resources for Health, 12 (35), 1-9.