D.Cur. (Professional Nursing) / The negative experiences reflected by nurses indicate that current management models, on which the management of nurses is modelled, are not capable of generating solutions towards the present problems and the dilemma of this practice area. Two objectives have been stated in this study. namely the design of a nurses management model for professional wholeness and to formulate guidelines for a management manual which will facilitate professional wholeness. The construction of this model deliberately deviates from existing management frameworks and a nursing theory is used as basis, since nurses management needs it's own nursing framework to view the nursing organization as a unique organizational entity with corresponding unique interactional patterns. The inherent service and wholeness orientation of "Nursing for the Whole Person Theory" was utilised to construct a management model directed towards professional wholeness. A nurses management model for professional wholeness was generated up to level three of situation-relating theory. The process of model construction was put through three phases by which factor isolation, factor relations and situation relations have been described. The model is based on a wholeness approach by which the management of nurses is viewed as a service built on devotion and stewardship and directed towards the nurse as a whole person being an integral part of the nursing organization as a protesslonal organizational entity. The nursing organization, similar to the nurse, is viewed as a whole with an external and internal organizational environment. The nursing organization as a whole has bodily/physical, psychological (intellectual, emotional, volitional), spiritual and social dimensions where a state of maximal professional wholeness is reached only by deliberate and dynamic management interaction facilitated in a coordinated and integrated manner by comparable wholeness management processes. The approach of management for wholen ess set as point of departure that nurses who experience professional wholeness to a large extent will have a greater potential to render quality nursing and therefore facilitate health with others. Professional wholeness starts with the nurse manager, who in the quest for own personal wholeness and professional wholeness, facilitates the professional wholeness of the integral parts of the nursing organization namely the individual nurses and the nurse community. Professional wholeness implicates a dynamic movement on a continuum which mirrors the state of professional wholeness. The position on the continuum at anyone stage is dependant on the interactions taking place within the internal organizational en-vironment and between the internal organizational environment and the external organizational environment. The possible outcomes of the managerraent of nurses is a state which varies dynamically between minimal professional wholeness and maximal professional Wholeness. Management strategies which promote, rnalntain and restore, direct the intensity of interactions for facilitating the professional wholeness of nurses, tt1enurse community and the nursing organization. The choice of a specific strategy is based on the state of protesslonal wholeness reflected. A list of words has been developed (basEd on a Judeo Christian management ethic) to generate qualitative indices for minimal and maximal professional Wholeness. The quest for wholeness management is to striVe purposely and dynamicaly towards the reflection of a state of maximal professional wholeness by tile nurse, the nurse community and the nursing organization. The model has subsequently been evaluated by experts and from the evaluation it was concluded that the model can make a unique contribution to the practice area of nurse management. The application of the model in the practice area of nurses management will purposely and dynamically contribute towards solving the current dilemma of this practice area by enabling nurses to reach the objectives of nursing namely maximum quality nursing and to facilitate health intentionally. Broad guidelines have been stated as recommendations for further research. In the formulation of hypotheses an attempt has been made to capture the core aspects of wholeness management that need further empirical clarrification. The second objective of this study was addressed by formulating professional wholeness gUidelines for a manual that will facilitate professional wholeness. Eight modules were developed. The guidelines and objectives of the modules were formulated to enable students enrolling for a course in nurse management for professional wholeness to facilitate the principles of wholeness management in the nurse's management pratice area. The module dealing with the intellectual wholeness management processes has been developed as an example to give a more detailed version of the guidelines that have been formulated. In conclusion, the nurse management model for professional wholeness is a vision and an inspiration to return to the original mission of nursing where nursing again will become the central theme. Where the inherent service talent which distinguishes nurses from any other employee and which led them to the choice of nursing as a career will not be brutalized in the management process but will rather be embraced and nurtured!

M.Cur. / Please refer to full text to view abstract

M.Cur. (Professional Nursing) / It is important that the nursing service manager in a nursing service exercises a participative managerial style in order to promote staff retention and job satisfaction of the professional nurse. No guidelines exist on what is participative management or how it can be implemented in a nursing service. Little evidence exists of any nursing research having been conducted on participative management in South Africa, nor has research been done from the Judeo-Christian approach. This study, participative management in a nursing service, was conducted in three phases in order to answer the following questions: a) what is participative management? b) how does participative management work? c) what guidelines can be formulated to implement participative management in a nursing service? The first phase of concept identification was effected by means of interviews with management specialists and a literature control. In the second phase a conceptual definition of participative management was formulated. In the third phase the process of participative management was identified and described by means of interviews with management specialists and a literature control. Through this process guidelines were formulated to implement participative management in nursing services. During a workshop with nursing service managers in charge posts in the public sector hospitals in Transvaal, guidelines for the implementation of participative management were streamlined and verified with a managerial specialist. Participative management in a nursing service is a dynamic process of creative problernsolving and mutual decision-making within the nursing service between the nursing service manager and the professional nurse. It is a process of information exchange and consultation between the nursing service manager and the nurse, and undergoes three phases during implementation: namely the prepajgtory, the implementation and the evaluation phase. During these phases the nursing service manager acts as a facilitator in optimising the professional maturity level of the nurse. This promotes a co-responsibility and co-accountability within the decision-making process in order to promote wholeness in the nursing service. The managerial style of the nursing service manager promotes the mission and goals of the nursing service, improves job satisfaction, personnel management and quality nursing care. This facilitates wholeness, in the sense of total well-being, within the professional nurse and the patient. Recommendations forthcoming from this study should address nursing practice, nursing education and nursing research. It is recommended that participative management should be implemented, by means of the guidelines that have been formulated, in a nursing service. A nursing.model for particjnativ:e management in a nursing service should be developed. Further recommendations are that the effect of participative management in a nursing service on professional nurses, quality nursing care, nursing management, job satisfaction experienced by nurses within a multi-cultural context and personnel turnover be examined.

D.Cur. (Professional Nursing Science) / It was very dear that dramatic transformation is needed in the new South Africa to accommodate the transformation demanded by the Reconstruction and Development Programme, the National Health System, and other political, economic, social, technological and staff management changes. It was also evident that transformational leadership was needed in nursing in general and in nursing management in particular. This is a qualitative, contextual, exploratory, descriptive and theory-generating study, with the overall aim of exploring and describing a model for transformational Ieadershlp by nursing unit managers to facilitate individual and nursing unit transformation. To accomplish this aim, specific objectives were formulated. Firstly, a conceptual framework and model were explored and described by means of analysis, synthesis, derivation and deductive reasoning. The model was described within the meta theoretical assumptions of the Nursing for the Whole Person Theory (ORU 1990; RAU 1992). The theoretical assumptions were derived from till' Nursing for the Whole Person Theory whereas the methodological assumptions were based on the Nursing Research model of Botes (1995). This Nursing Research model proposed functional reasoning approach. During the exploration and description of the model, connect identification and classification were handled according Lo the survey list of Dickoff, james and Wiedenbach (1968). Thereafter, an education programme was explored and described by deriving the theoretical content on transformational leadership from the conceptual framework and LIl(' model. TIll' principles of adult education (Knowles 1984, Gravett 1991) and the constructivistic learning theory (Klopper 1994 (a» were utilised for the didactical development of the education programme. This education programme was then implemented in a nursing service. Through purposive sampling, four nursing unils in the same nursing service were selected and the model implemented for a period of 12-14 weeks. The cases Ludy method was utilised.

No description available.

Job-communication satisfaction and its importance to nursing staff and first-line supervisors is important because people in complex health care delivery systems tend to dehumanize communication (Duldt, 1989, 1990b). The purpose of the study is to determine the level of satisfaction first-line supervisors and staff nurses have of job-communication and interpersonal relationships, and the degree of importance staff members and first-line supervisors place on job-communication and interpersonal relationships within a mid-sized acute care facility in an urban area. The theoretical framework is Duldt's Humanistic Nursing Communication Theory (Hersey & Duldt, 1989).The population was all staff nurses and first-line supervisors employed in inpatient services at a midwest hospital. The sample was comprised of about 231 registered nurses and 61% first-line supervisors who volunteered to answer the Job-Communication Satisfaction Importance Questionnaire (JCSI). The JCSI was developed by B. W. Duldt (1990) based on the work of Downs, Hazen, and Thiry as cited in Duldt (1990a). The procedures for the protection of human subjects were followed.Findings revealed that supervisors and staff nurses were satisfied with aspects of job-communication. Supervisors and staff nurses rated six of the eight topics on the JCSI as important aspects of job-communication. Aspects of job-communication and interpersonal relationships were important to supervisors and staff nurses in the facility studied.The conclusions from the study were: (a) satisfaction with job-communication and interpersonal relationships can be improved, (b) aspects of job-communication and interpersonal relationships identified in the study were important to supervisors and staff nurses. Nursing supervisors are in key positions to influence job -communication satisfaction. Organizations undergoing rapid changes need to develop and maintain communication which is satisfactory to human beings working in the organization. / School of Nursing

Professional competence is expected of all nurses in practice. Although new nurses have met the competency requirement for practice legally, opinions vary among new nurses and nurse administrators as to whether new nurses are indeed competent to practice nursing. The purpose of this phenomenological research study was to learn what new nurses think about professional competence. The research question guiding this study was, "What is professional competence from the perspective of newly licensed registered nurses?" / by Priscilla Dunson Bartolone. / Vita. / Thesis (D.N.S.)--Florida Atlantic University, 2008. / Includes bibliography. / Electronic reproduction. Boca Raton, Fla., 2008. Mode of access: World Wide Web.

Thesis (M.S.)--Auburn University, 2008. / Abstract. Includes bibliographical references (p. 118-127).

This thesis provides the rationale for the necessity of a redefining of the holistic back into nursing after the consequences of technological restructuring. This study revealed that the impact of modern technology-based, prescriptive changes on professional nursing practice in Canada has resulted in an increasing alienation of labour for nurses, including direct interference with patient-based nursing care, authority, necessity for broader knowledge systems, stability and fragility in job security. The implications of this examination have demonstrated that this shift has not been the result of mechanical technologies alone, but the science-based management philosophies and communicative nature of technologies as well. / This project has verified that more importantly than the advancing technological shift itself the danger for professional nursing has been in what these systems are actively replacing. Namely, prescriptive technologies work to establish a managerial or 'expert' presence and authority within the practice of nursing serving to change professional understandings for nurses as well as to decrease value in the judgement and holistic care skills of registered nurses.

A decision support system (DSS) for nurse scheduling in hospitals is developed and implemented on microcomputer. The system includes algorithms and databases for developing weekly work and shift patterns and combining these into working schedules for nurses for a specified time horizon, and interface modules for the user to interact with the system. The system combines heuristic modeling with decision analysis concepts to generate nurse schedules. A heuristic best-first search technique is used in implementing pattern generation and screening process to satisfy both nurses and hospital's objectives. Emphasis in the design of the DSS has been on computational efficiency and user acceptability. The system is flexible so that it can be implemented in different hospital environments, and incorporates a wide range of hospital and nurses' objectives. / Graduation date: 1992