Nursing Theory

1. Nursing Theory As applied to recruitment and retention

2. Why use theory to guide recruitment and retention? • Nursing and nurses are subordinate to institutional forces and traditions. • Provides a framework to define what we do, how we do it and how it can be done better. • Encourages deeper thinking and questioning of the profession Limon 2007

3. Lets review two big theories • Erickson, Tomlin and Swain • Role modeling Theory. • Uses “clients view” of the world to gain understanding of the world from their perspective • Assumes all people want to interact with others and also want to carry out their selected roles in society • Plan interventions that meet the clients needs to aid growth and healing • People are alike: holism

4. Abraham MaslowHumanistic theory • Based on a hierarchy of needs • Some needs more important than others • These needs drive human behavior • Lower needs must be met before a person can satisfy greater ones • Explains drive, energy, direction and goals of human life

6. Adding the two together…. • Provides a frame work for employers to “see” the world from their employees eyes • Understand what motivates and energizes staff • Helps staff reach their highest level of health, increasing productivity, and makes staff happy

7. 5 goals in Modeling/Role Modeling • Building trust • Promoting positive orientation • Promoting perceived control • Promoting strengths • Setting health directed mutual goals

8. Unhappy Staff • Dissatisfaction from unmet needs. • Causes nurses to leave the facility or even the profession. • Decreased quality of care • A factor in burnout

9. Managers must…. • Be honest • Incorporate acceptance • Respect • Empathy • Honest timely feedback • Facilitate relationships (nurse to nurse, nurse to MD, nurse to patient)

10. First level of needs • Physiological needs • Wages. • We need to pay our bills, support our families, take vacations, buy food, have shelter

11. Second Level • Seeking safety • Nurse patient ratios • Benefit packages • Stress level • Staff training • Adequate supplies • Zero tolerance for discrimination, violence, sexual harassment

12. Third Level • Social Belongingness • Pleasant working relationships • Collaborative relationships • Respect in the workplace

13. Fourth level • Self Esteem needs • Achievement • Competence • Recognition

14. Fifth level • Self actualization • Difficult level to achieve • Seeing ones own potential • Self professional development • Advancement opportunities

15. Final Level • Transcendence • Helping others reach the same level • Staff member is supportive and mentoring to others

16. In Summary • People have drive, want to be accepted • People need independence and freedom • People need unconditional acceptance • Create a work environment that fosters growth and acceptance

17. References • Arruda, E. (2005). Better retention through Nursing theory. Nurse Management. 36(4). 16-18. • Limon, C. (2007). Purposes of Nursing Theory in Education, Research and Clinical practice. Fundamentals of Nursing , Concepts, Process and Practice, seventh edition. • Boeree, C. retrieved from www.webspaceship.edu/cgboer/maslow.html • Huitt, W. (2004). Maslow Hierarchy of needs. Educational Psychology Interactive. Valdosta GA: Valdosta state university. Retrieved November 7th 2008 from http://chiron.valdosta.edu/whuitt/col/regsys/maslow.html • Image from www.sagraves.files.wordpress.com/2008/01/Maslow.gif • Modeling and Role Modeling Theory from www.mrmnursingtheory.org