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Indigenization in Nursing Education Programs in Saskatchewan: A Critical Discourse Analysis
No full textThe Truth and Reconciliation Commission of Canada (TRC), established in 2008, released its final report containing 94 Calls to Action to redress the historical legacy of cultural assimilation against Indigenous peoples (TRC, 2015). Since the release of the TRC’s Calls to Action there has been a push within the nursing academy to Indigenize nursing education (Essien, 2022). Situated within the context of the colonialism and Whiteness, the goals of this study were to deconstruct and analyze the discourse of Indigenization in the undergraduate nursing education programs in Saskatchewan and examine the discursive practices that sustain, reproduce, and/or transform structures of dominance and power within nursing education programs in relation to Indigenization.The study answered the following exploratory questions: (a) what is the conceptualization of Indigenization in the strategic plans in undergraduate nursing programs of Saskatchewan? (b) what are the experiences and/or practices of nursing program staff in implementing Indigenization within their programs? (c) how does the discourse of Indigenization found in texts, and experiences and/or practices of staff sustain, reproduce, or transform existing power structures in undergraduate nursing programs in Saskatchewan?Using Spivak\u27s (2009) theory of the deconstruction of marginality as the overarching theoretical framework, the strategic plans of the three undergraduate nursing programs in Saskatchewan and nursing staff of the programs were also interviewed to gain an understanding of their practices in relation to Indigenization. The texts and interviews were analyzed using a systematic content analysis process (Lune & Berg, 2017) and Fairclough’s (2016) dialectical-relational approach to critical discourse analysis.The study found that there are four constructs of Indigenization embodied in the discourse of the strategic plans of nursing education programs in Saskatchewan: Indigenous inclusion, relationship, reconciliation, and decolonization. These constructs are interplayed within the text and in practice in such a way that one cannot be fully realized without the others. The practices of nursing program staff also show areas of tensions and contestations regarding the benefits, challenges, and detractors of Indigenization. The study was a deconstructive process that required a critique of the nursing academy to (re)center marginalized Indigenous knowledge systems within a Eurocentric academic center
Thriving Not Surviving: A Thriving Nursing Student Concept Analysis
No full textThe primary aim of this review was to complete a concept analysis of a thriving nursing student. The overall goal was to produce a new, more holistic definition of a thriving nursing student instead of a successful nursing student.
With the current nursing shortage, many nursing programs are focused on retention and the success of their graduates (American Association of Colleges of Nursing [AACN], 2023). This has shifted focus not just on success as an end-product, but early identification of at-risk students and methods to help them achieve academic achievement (Williams & Dahan, 2022). Because of this shift, the current definition of a successful student is no longer appropriate as it only provides a narrow view of success and simply looks at the end-product (a successful graduate of the program). A new definition of a thriving student is needed. The concept of a thriving student can help educators identify those at-risk early, is adaptable and appropriate as students traverse the many transitions of a nursing program, and includes a focus on mental health and well-being instead of simply gauging academic achievements.
A comprehensive review of the literature was completed using CINHAL and PubMed databases, as well as grey literature. Search terms included (nursing student success OR thriving) AND (student success or academic achievement or academic performance or academic success or student retention) AND (nursing education AND success OR thriving) AND (college student success OR thriving). A combination of Walker & Avant and Chinn & Kramer systematic concept analysis approaches was used for this review.
The search resulted in 57 articles that met inclusion criteria. Of those 57 articles, 29 were included in this review. Three defining attributes were identified: academic success, clinical success, and psychological well-being. The antecedents, consequences, and empirical referents are also highlighted and discussed in this article.
Upon examining the definition of a successful nursing student considering the NGN, employer expectations, the transitions a student undergoes, and a post-COVID-19 healthcare system, the current definition proves to be inadequate for current nursing students. The concept of a thriving nursing student can help educators identify those at-risk early, is adaptable and appropriate as students traverse the transition of a nursing program and includes a focus on mental health and well-being instead of simply academic achievements
Recognition as a Strategy for Member Engagement
No full textPurpose: Member engagement, participation and commitment to professional organization is important to meet organization goals leading to its growth and development. Effective strategies are essential to promote involvement, increase retention, and enhance community among members (Frangieh et al., 2024). One practical approach is recognizing outstanding contributions at the section level within regional chapters. Such initiatives help cultivate a culture of appreciation, motivating members to stay actively involved and contribute further to the organization’s goal. Public acknowledgment of members’ efforts also fosters a sense of belonging and pride, which can lead to increased loyalty and commitment to the organization (Lansing et al., 2023). This presentation explores the impact of section recognition on member engagement in Sigma Region 7, specifically focusing on how recognizing contributions influences participation rates, member satisfaction, and long-term retention. This presentation aims to provide actionable insights for enhancing engagement and sustaining active involvement within professional nursing associations through effective recognition strategies. Region 7 initiated member engagement, including increased participation, retention, and leadership development.
Methods: Aligning with Region 7’s strategic plan and the 2023-2025 Presidential Call to Action, Region 7 launched a member spotlight initiative to recognize the contributions and uniqueness of individual members. Members selected for this spotlight are chosen by chapter leaders and featured in the All-Chapter Officer Workgroup on Sigma’s Circle platform. Chapter leaders acknowledge engagement activities and facilitate discussions among the regional members.
Results: The implementation of the “Member Spotlight” has significantly increased visibility for member contributions, fostering a sense of pride and belonging. Feedback from chapter leaders and members indicated that the initiative strengthened engagement and motivated greater participation in chapter activities. Additionally, the focus on recognition has contributed to the identification and cultivation of emerging leaders within the region.
Conclusion: Recognition is an effective strategy for enhancing member engagement in professional nursing organizations. It boosts participation, retention, and leadership development while fostering a supportive community that values member contributions
Veteran Reintegration: A Descriptive, Exploratory Analysis of the Psychosocial Challenges and Enrichment of Post-9/11 Members Following Separation from Service
Get PDFReintegration into civilian life after military service is a critical transitional period for post-9/11 veterans, with 47-75% reporting challenges. This study aimed to explore associations between psychosocial challenges and enrichment outcomes among post-9/11 veterans. Given there are 18.4 million American veterans and an estimated 200,000 service members projected to separate annually, it is imperative that researchers, healthcare professionals, and community leaders understand the nuanced nature of reintegration
[Excerpt from] Johns Hopkins Evidence-Based Practice for Nurses and Healthcare Professionals (5th ed.)
Get PDFJohns Hopkins Evidence-Based Practice for Nurses and Healthcare Professionals has proven to be one of the most foundational books on EBP in nursing and healthcare. Building on the strength of previous versions, the fifth edition is fully revised with an updated Johns Hopkins Evidence-Based Practice model to better serve as a step-by-step how-to manual for EBP projects. The revamped, simplified model features updates to the categories of evidence and appraisal tools, with an emphasis on using suitable pre-appraised evidence.https://www.sigmarepository.org/book_excerpts/1078/thumbnail.jp
NCLEX Countdown: Final Tips for Your Best Performance [June 2025 Episode]
Get PDFWhat\u27s covered in this session:
Master the Be Particular Strategy to Eliminate Wrong Answers with Confidence - Learn how to systematically analyze patient age, diagnosis, setting, and symptoms to identify the ONE most correct answer, even when multiple options seem right, so you\u27ll never again feel stuck choosing between two good answers.
Decode Complex NCLEX Questions Like a Clinical Expert - Develop the precision to dissect any question stem using the four-step method (particulars, worst-case scenarios, assessment numbers, and abnormal data) so you can quickly identify what the question is really asking and avoid common test-taking traps.
Recognize Critical Last-Sentence Clues That Change Everything - Master the skill of identifying when question stems flip from asking for the correct answer to the wrong/unsafe answer, ensuring you never miss these crucial direction changes that can make or break your NCLEX performance
Implementation of Cancer Screenings on a Mobile Care Unit
Get PDFPurpose: Increase early detection of colorectal and cervical cancers among underserved populations in the Baton Rouge area through a mobile health clinic that provides accessible, no-cost services, including cancer screenings
Work-Life Balance Across Three Generations in the Workforce: The Nurse Leader\u27s Role and AONL Competencies
Get PDFWork-life balance is fundamental to workforce satisfaction, retention, and overall job performance in healthcare settings. The nursing profession is uniquely impacted by generational differences, as Baby Boomers, Generation X, and Millennials each hold distinct expectations regarding career commitments and personal life integration (McGowan, Connolly, McNulty, & Kearney, 2022)
Workforce Advocacy: An Enhanced Transition into Practice Program for Advanced Practice Providers
Get PDFAbstract Text: BackgroundAn aging population and shortage of providers contribute to shifts in the healthcare landscape and a rapid expansion of Advanced Practice Providers (APPs) in healthcare systems. Effective APP Transition into Practice (TIP) programs are integral to prepare newly practicing APPs for autonomous practice, and the absence of such programs exacerbates role ambiguity and jeopardizes integration and retention of APPs. This gap negatively impacts patient outcomes, disrupts team dynamics, and increases financial strain on healthcare systems.PurposeThis describes a successful and innovative TIP program. The TIP program aligns with ANCC Magnet® standards, influences patient safety, reduces APP turnover and improves job satisfaction. TIP faculty continue to refine the instructional process to strengthen collaborative debriefing, anticipating a greater return on investment.ImplementationThe inaugural TIP program started in 2019 and has integrated and supported 200 APPs across five hospitals and ambulatory. The program offers a rolling cohort and includes a 4-hour introductory session and six full-day monthly sessions. TIP provides networking with fellow APPs and covers content across three dimensions: Professional Development, Organizational Enculturation, and Clinical Content. A mentorship program, 1:1 support from the TIP manager, and a case study presentation are additional program elements.OutcomesThe program successfully increased APP graduate throughput and contributed positively to employee retention, with a 94% first-year retention rate. TIP objectively enhanced APP autonomy, as demonstrated by improved scores on the Dempster Scale of Practice Autonomy administered before and after participation. Dempster scores range from 30-150 and higher scores indicate higher autonomy. Scores from the 2024 cohort improved from 122.4 pre-TIP to 130.6 post TIP completion. Post-TIP Demster scores consistently increased since program inception, demonstrating the effectiveness of programmatic changes.Nursing ImplicationsA well-designed TIP program significantly enhances APP engagement and retention, leading to associated cost savings. It fosters healthy work environments by providing a foundation that supports improved autonomous practice and peer-to-peer networking. The organization’s TIP program directly impacted over 200 new to practice APPs, and their improved practice autonomy and retention supports the teams they work with and the patients they serve
Fostering Excellence Through Development of a Code Stroke Response Nurse
Get PDFSituation: Toronto Western Hospital (TWH) is a Regional Stroke Centre, meaning that patients suspected of stroke bypass other centres to access TWH. This designation results in care for neurologically complex patients, requiring efficient stroke protocols and proficient, knowledgeable clinicians. Notification of a patient en-route to the Emergency Department with a suspected stroke sets off a cascade of events that require a streamlined, coordinated approach; a Code Stroke.
Background: There were many factors reinforcing the need to reevaluate TWH’s Code Stroke protocol, including the change to administration of tenecteplase for ischemic stroke, significant wait times and subsequent unsafe patient ratios in the Emergency Department, and the change to a new documentation system, posing practice and medicolegal concerns. In addition, TWH’s Neurovascular unit has nearly doubled its census in the past 3 years, leading to mass hiring and a substantial decrease in skill mix. The large amount of new graduate nurses, further complicated by COVID-19’s impact on preparedness to practice, has led to a need for an additional role to support the practice and operational needs of the unit. A needs assessment was conducted, and development of the Neurovascular Response Nurse (NVRN) began.
Methods: NVRNs are critical care-educated nurses specializing in neuroscience nursing, who receive additional training in Code Stroke processes, functional vascular anatomy, post-thrombolytic management, and deterioration response. Many of these nurses have experience in leadership or Charge Nurse roles, education and preceptorship, and quality improvement projects. As an NVRN, they provide guidance to new hires, address practice gaps, and work with the Charge Nurse, Manager, and Educator to support the unit.
Results: This role has fostered a healthier work environment across the hospital. Time from thrombolytic administration to critical care bed admission decreased significantly, from 613 minutes to 57 minutes. Facilitating prompt access to a neurocritical care bed supports offloading in the Emergency Department and reduced burden of care for nurses an increasingly strained department. New neurovascular nurses report benefits from the mentorship, practice guidance, and orientation to the unit. Nurses of all experience levels value the help with complex or deteriorating patients, and report an increase in job satisfaction due to the support offered and seamless transitions