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Nursing Theory
As applied to recruitment and retention
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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
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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
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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
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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
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5 goals in Modeling/Role Modeling
• Building trust• Promoting positive orientation• Promoting perceived control• Promoting strengths• Setting health directed mutual goals
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Unhappy Staff
• Dissatisfaction from unmet needs.• Causes nurses to leave the facility or even the
profession.• Decreased quality of care• A factor in burnout
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Managers must….
• Be honest• Incorporate acceptance• Respect• Empathy• Honest timely feedback• Facilitate relationships (nurse to nurse, nurse
to MD, nurse to patient)
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First level of needs
• Physiological needs– Wages. • We need to pay our bills, support our families, take
vacations, buy food, have shelter
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Second Level
• Seeking safety– Nurse patient ratios– Benefit packages– Stress level– Staff training– Adequate supplies– Zero tolerance for discrimination, violence, sexual
harassment
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Third Level
• Social Belongingness– Pleasant working relationships– Collaborative relationships– Respect in the workplace
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Fourth level
• Self Esteem needs– Achievement– Competence– Recognition
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Fifth level
• Self actualization– Difficult level to achieve– Seeing ones own potential– Self professional development– Advancement opportunities
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Final Level
• Transcendence– Helping others reach the same level– Staff member is supportive and mentoring to
others
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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
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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