Health knowledge made personal
Join this community!
› Share page: Email Digg del.icio.us Reddit icon StumbleUpon Technorati
Go
Search posts:

Christina Thielst's Twitter Updates

4 Best Types of Apps for Hospital Use http://t.co/7V86MMDn 247 days ago
RT @childhealthwi: September 28 is Wisconsin's annual Bullying Awareness Day - Act Now! helps schools battle… http://t.co/oF2tuHmS 247 days ago
RT @DrKenCohn: Leveraging the Power of Women's Leadership in Healthcare: Please register by 10/3/11 http://t.co/YhDpO0YN #constantcontact 247 days ago
Health eVillages and telehealth healthcareitnews.com http://t.co/CnVwoj09 great use of telemedicine and remote monitoring 247 days ago
4 best types of apps for hospital use | Healthcare IT News http://t.co/p1sv6qr3 248 days ago
 

Retention Factors for Nurse Managers

Posted Oct 22 2008 9:32pm

Hospitals and Health Networks had an article in their April issue titled Nurturing Your Nurse Managers and they presented five retention factors for nurse managers from a study published in Nursing Economics in 2003.  Well, I don't want to beat the drum too much, however, number 4 was Work/Life Balance and it included flexible scheduling and relief from constant on-call duty.

This article reminded me of my days teaching a a local university in the Health Systems Management Department.  Most of the students in my classes were nurses and many had left their hospital job for jobs with payors in order to have a schedule, which would allow them to take evening classes and get advanced degrees in healthcare. 

In our class discussions these nurses often talked about the impact of their rotating and/or rigid schedules on their family and personal interests.  What is ironic is that these nurses only wanted to provide high quality care to patients and could have made excellent nurse managers, if the hospitals had been able to hold on to them.

Post a comment
Write a comment:

Related Searches