Category 1

Christoph Golz Map

Get Started. It's Free
or sign up with your email address
Category 1 by Mind Map: Category 1

1. Nat ABBE

1.1. physical demands

1.1.1. low back pain

1.1.1.1. preventive measures for UAP and Org.

1.2. level competencies

1.2.1. lower aqcuired than needed

1.2.2. research competencies are less needed than taught

1.2.2.1. adapt role to the competencies and add research competencies

1.3. work expectations & experience

1.3.1. plan and execute tasks independently exeeded the expectations

1.3.2. 1. Having enough time to work with clients, patients 2. Good work-life balance 3. Good management of the company 4. Good opportunities for continuous education and training 5. Personal and professional development 6. Good opportunities for promotion 7. Good salary.

2. Ethics

2.1. suffer from economic constraints

2.2. need improving collaboration among professionals = poor teamwork highest score

2.3. deceptive communication

2.4. suffer from requests by patients they do not support or share

2.5. moral distress as a reason to change position

2.6. 33% efforts not rewarded

2.7. 80% quiet useful for ethical structure

3. MeetMyNeeds

3.1. The main weaknesses are that only a third used a systematic procedure to evaluate the needs, and that none of the tools used was both validated and specifically targeting the needs of informal dementia caregivers.

3.2. Such a tool allows saving the precious competencies of the healthcare professionals for in-depth evaluations or interventions, as well as for supporting the most vulnerable informal caregivers.

3.3. we will need to develop a quality-check strategy as well as descriptions of the support options.

4. Career paths

4.1. if you start with a position which has extended responsibility, you tend to be more satisfied and stay in your job

4.2. reasons for staying in the upcoming 10 years • Salaries (87% expect improvement) • Conditions for reconciling family and career (72% expect improvement) • Time pressure at work (63% expect improvement) • Support from higher management (57% expect improvement)

4.3. reasons for quitting: • Working hours (mentioned by 62% of those leaving nursing); • General conditions for reconciling family and career (42%); • Psychological strain (31%); • Physical strain (27%)

4.4. expectations vs reality • To have enough time for private life is the most important expectation but also the last one when the nursing profession is assessed. • To be able to reconcile work and family life is the second important expectation but one of the least present aspects in nursing. • Earning a good salary ranges in the middle of the expectations but is assessed as the lowest aspect present in nursing.

5. Preventive Measures in Universities of Applied Sciences and Health Organisations

5.1. MeetMyNeeds

5.1.1. The main weaknesses are that only a third used a systematic procedure to evaluate the needs, and that none of the tools used was both validated and specifically targeting the needs of informal dementia caregivers.

5.2. Career Paths

5.2.1. reasons for quitting: • Working hours (mentioned by 62% of those leaving nursing); • General conditions for reconciling family and career (42%); • Psychological strain (31%); • Physical strain (27%)

5.3. ethics

5.3.1. 33% efforts not rewarded

5.3.2. 80% quiet useful for ethical structure

5.3.3. continuing eduction in ethics

5.4. Nat ABBE (not prominent)

5.4.1. Preventive Measures in Universities of Applied Sciences and Health Organisations

6. adapt role to the known and new competencies

6.1. Nat ABBE

6.1.1. adapt role to the competencies and add research competencies

6.1.1.1. research gets more important after 5 years but not in the start

6.2. MeetMyNeeds

6.2.1. The main weaknesses are that only a third used a systematic procedure to evaluate the needs, and that none of the tools used was both validated and specifically targeting the needs of informal dementia caregivers.

6.2.2. Such a tool allows saving the precious competencies of the healthcare professionals for in-depth evaluations or interventions, as well as for supporting the most vulnerable informal caregivers.

6.2.3. we will need to develop a quality-check strategy as well as descriptions of the support options.

6.3. Career Paths

6.3.1. if you start with a position which has extended responsibility, you tend to be more satisfied and stay in your job

7. work expectations & experience

7.1. Nat ABBE

7.1.1. work expectations vs. experience (didn't match = difference

7.1.1.1. 1. Having enough time to work with clients, patients 2. Good work-life balance 3. Good management of the company 4. Good opportunities for continuous education and training 5. Personal and professional development 6. Good opportunities for promotion 7. Good salary.

7.2. Ethics

7.2.1. moral distress as a reason to change position (i itent to leave)

7.3. Career Paths

7.3.1. reasons for staying in the upcoming 10 years • Salaries (87% expect improvement) • Conditions for reconciling family and career (72% expect improvement) • Time pressure at work (63% expect improvement) • Support from higher management (57% expect improvement)

7.3.2. expectations vs reality • To have enough time for private life is the most important expectation but also the last one when the nursing profession is assessed. • To be able to reconcile work and family life is the second important expectation but one of the least present aspects in nursing. • Earning a good salary ranges in the middle of the expectations but is assessed as the lowest aspect present in nursing.

7.4. MeetMyNeeds

7.4.1. reaction of participants to the tools tool can be used to evaluate the work and save time for other things