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.

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

Thesis (MTech (Business Administration))--Cape Technikon, Cape Town, 2000 / The current rationalisation of health care in the Western Cape may result in a decrease in the number of patients attending the Trauma Unit at Groote Schuur Hospital (GSH), one of the two large tertiary care hospitals in the Western Cape. This in turn may result in cuts in staff allocations to this unit. The nursing staff need to be proactive in preventing potential cuts which may compromise the services that they offer. Current statistics collected by nursing managers in the trauma unit at GSH provide an indication of the volume of work handled, but do not necessarily capture the intensity of that work. The purpose of this research project will determine the extent to which nursing care required by patients attending the trauma unit at GSH has increased and to establish appropriate staff workload scheduling. The existing classification systems available for assessing patient acuity levels are no longer suitable as they use patient numbers to describe workload. By using a classification system specifically developed for the use by nurse managers in high care units (trauma units), the appropriate staffing norms based on the acuity level of patients can be determined. Finally, this research project will determine a suitable model for measuring the intensity of workload specific to a trauma unit environment for the effective and efficient allocation of staff.

M.Cur. / Contemporary problems in the nursing education and concern that the current nursing curriculum apparently does not prepare the nursing student for the task of unit management, prompted this investigation. In an effort to evaluate the curriculum of unit management', the learning opportunities available to nursing students to gain management skills have been investigated. Anon-experimental method of investigation has been used. In the first place a questionnaire on unit managers to supervisors has been used to determine the extent to which certain management tasks are being performed by unit managers. Secondly, it was determined what learning opportunities are available to nursing students to gain management skills in practice. The investigation identified the following deficiencies in the curriculum: - goal orientated and planned teaching strategies are not being implemented for unit management and the management skills gained by the students are merely to perform incidental and relevant tasks; - there are no structural and planned evaluation techniques to measure management skills or to evaluate to which extent supervision takes place. In view of these deficiencies certain recommendations are made for the utilization of learning opportunities in the curriculum of unit management for nursing students.

M.Cur. (Nursing Management) / In this study two decentralised organisation designs in nursing management are investigated. The purpose of the study was to investigate the effect of two different designs (the territorial matrix) on the attitudes and perceptions of nurses towards their work. A descriptive multiphase investigation was done. In the first phase the attitudes and perceptions of nurses in the territorial design were investigated by using the Michigan Organisational Assessment Scale. In the second phase the territorial design was changed to a nursing matrix design. In the third phase the attitudes and perceptions of nurses were retested by again using the Michigan Organisational Assessment Scale. The fourth phase was used to compare the results gathered in the first and third phases. Phase five was used to describe the two designs by means of a systems analysis. An analysis of the data showed that the operational hypothesis can be accepted, because nurses' attitudes and perceptions were more positive in the matrix design than those in the territorial design. This study was not meant for generalisation purposes, but is a descriptive research method to record the effects of nursing service design on the attitudes and perceptions of nurses.This study is also an effort to describe and document a modern organisational design in nursing management.

D.Cur. / The aim of this study was to describe a job grading system for nurses in a specific private health service. Nursing personnel form a significant component of the manpower in private health services and must therefor be utilized in the most costeffective manner. The Labour Relations Act (South Africa, 1996) demands that the principles of fair labour practice must be applied in all dimensions of personnel management. In the dynamic relationship between the employer and employee within private health services, the nurse as employee has the right to fair labour practice. The job grading system is described by means of a qualitative, exploratory and descriptive research design within the context of a specific private health service in South-Africa. The system is described according to the Paterson job grading system (1957), the NIPN-Q system of the Institute for Personnel Management, the Peromnes system, the Hay-method and the JE Manager method of job grading. The methodological assumptions of the study are based on Botes' research model (1994) which implies a functional approach to the practice of Nursing Science. The context of the study is a particular private health service where all categories of nurses are employed. The aim of the system is the facilitation of fair labour practice as included in the legislation concerning labour relations. Within the context of this study, the implementation of the job grading system is the duty of the nursing human resources manager and to function as agent for the implementation of the job grading system implies specific internal sources such as abilities, attitudes and values in order to facilitate fair labour practice. The study takes place in four phases. During phase one of the study the expectations of the role-players with regard to a job grading system for nurses in a particular private health service were explored and described by means of focus group interviews as well as individual interviews with top management and supported by literature. Applying the strategies as suggested by Lincoln and Guba (1985:290) ensured trustworthiness. From this data a total of twenty-one statements were formulated. A theoretical framework for the job grading system was described during phase two of the study based on the identified concepts and relevant national and international literature. During the description of the theoretical framework, deductive logic was utilized to formulate statements for each concept. At the end of the theoretical framework, six sets of statements were formulated with a total of fifty statements. The contents of the job grading system were derived from the generated statements of the expectations and the statements from the conceptual framework by means of deductive and inductive logic. During phase three of the study, which comprised the development of the job grading system, the system was validated and refined by a representative profile of the different role-players. The system was also made available in English and guidelines for implementation was described. The emphasis in the guidelines is based on the principles of democracy and the facilitation of fair labour practice. During phase four of the study the system was validated and evaluated for its' operationalization value by means of individual application of the system by nurses holding certain posts in the specific private health care service. Content validity was determined by means of a content validity index as described by Lynn (1986). The unique contribution of this study is the description of a job grading system for nurses with fair labour practice as purpose. The strength of the study is grounded in the verification, validation and operationalization of the system, which is significant of the implement value of the system in the practice.

D.Cur. / It is obvious that different interpretations in South African State Hospitals have been attached by both internal and external role players to the role and functions of the Chief Professional Nurse. Within nursing practice a number of external and internal environmental variables have led to her role becoming ill defined and role expectations confused. In practice, the Chief Professional Nurse performs the role of middle manager, on a par with the line functionary, i.e. the Nursing Service Manager. Her area of control covers a wide area of diverse disciplines. The Chief Professional Nurse should be classified as a unit manager, responsible for the supervision and control of a service centre. A key role in the organizational structure of State Hospitals would thus be defined. The post requirements of the Chief Professional Nurse are diversified, flexible and dynamic. Attention should primarily focus on her clinical, managerial and educational expertise and responsibility towards research. Both the national and international literature studied, confirm the importance of these functions. Yet, research and literature studies prove, that these responsibilities are ineffectively managed. Consequently, the Chief Professional Nurse is not effectively utilized. In the opinion of the researcher, an investigation into the role and functions of the Chief Professional Nurse was necessary, to ensure quality nursing and effective functioning of nursing personnel. For that reason, an investigation into the classification of the post of the Chief Professional Nurse in State Hospitals was deemed necessary, together with specified guidelines, to facilitate: better utilization of the Chief Professional Nurse; promoting the quality of a working life; quality nursing care. The strategy used in this research was an explorative and descriptive study within the context of several Academic, Main Regional, Regional and Community State Hospitals of nine (9) provinces. A pilot study was carried out by independent researchers. Job descriptions were used from forty-one (41) hospitals, of which four (4) were from Academic hospitals and thirty-seven (37) from Main Regional, Regional and Community hospitals. These job descriptions were based on guidelines supplied by the Commission for Administration. Focus interviews were held with Nursing Service Managers and Chief Professional Nurses. Workshops were held with Senior Professional Nurses and policy makers were approached for their written comments on the role and functions of the Chief Professional Nurse. A random sample population was drawn from thirty-three (33) hospitals of five (5) provinces in South Africa. The respondents totalled a hundred and nine (109). Of these, twenty-seven (27) Nursing Service Managers and thirty-nine (39) Chief Professional Nurses were involved in interviews. Forty-three (43) Senior Professional Nurses took part in the workshop. From the interviews held and the study of post descriptions, the following conclusions were drawn. The Chief Professional Nurse is confused with regard to her role expectations, and therefore not suitably utilized. The prime responsibilities of the Chief Professional Nurse are, as listed in priority, clinical, educational, managerial and research responsibilities. The other responsibilities include community and occupational involvement, role model and last but not least, leadership. The value of this research is contained in the guidelines, which were determined with regard to the responsibilities attached to the post of a Chief Professional Nurse. A schedule of time allocation per function is included to ensure that the Chief Professional Nurse is effectively utilized and that she will enjoy a quality working life. The recommendations contained in the study are directed towards ensuring the effective utilization of the Chief Professional Nurse and quality in working life and nursing. The researcher recommends that: the implementation of the proposed job descriptions; the proposed time management schedule be applied; employee help programmes be instituted; programmes for personal and professional growth be instituted. A few hypothesis have been stated for testing purposes.

M.Cur. / The purpose of this study is to compile a strategy for transformation management in a local authority. Traditionally local authorities rendered preventative and promotive services. The provinces were responsible for rendering of curative services. This service delivery was fragmented due to political policies and diversification. With the new political dispensation in South Africa, the White Paper for the transformation of health services in South Africa (1997), gives direction for the integration of health service delivery to achieve the following mission focussing on equity, acceptability, accessibility, affordability, availability and appropriateness. These policy/legislative changes therefore require a strategy for transformation management of primary health care services. This impacts on the current service delivery system. The type of service delivery has to be reconstructed, to accommodate free primary health care services for all South Africans, additional services like curative services, dental services and termination of pregnancy services. Human resource management will also undergo significant changes as the local authority is expected to take over the existing provincial staff allocated to clinics. This could result in labour unrest if not well managed. There are also financial constraints that will impact on this process of transformation. The scarcity or shortage of medicines, equipment and other supplies necessary for quality service delivery also impact on the transformation process. The changing environment is difficult to handle, especially as it involves human beings who react differently towards change. Some individuals adapt easily in a changing environment, others resist change. Many meetings have been held to discuss the transformation of health services. The outcomes of these meetings have clearly demonstrated that health personnel are experiencing problems which are a direct result of the transformation process. Therefore it is important for management in a local authority in the East Rand, to devise a transformation strategy in order to implement primary health care services effectively and efficiently. The transformation strategy requires careful planning and decision making, that will be beneficiary to all the role players involved. Management in a local authority will have to take a leading role in the transformation management of primary health care services. This situation can be either a "challenge" or a "dilemma".

No description available.