GAMECOCK
The CONnection News and Views from the University of South Carolina COLLEGE OF NURSING
MARCH 2016
Culture of Engagement We are seeing the nursing shortage beginning a downward spiral again in South Carolina. With a shortage, staffing becomes more complex and working conditions for nurses who “stay” are more challenging. The increased workload, lack of control, lack of rewards, lack of community, and lack of value create an undesirable work environment and that may lead to burnout, ongoing turnover, and potential negative impact on patient care. In a controversial book, Patients Come Second (2103), Paul Spiegelman writes about a culture of engagement — how prioritizing high employee engagement and satisfaction will naturally lead to high patient engagement and satisfaction. Here are a few of his recommendations that I find noteworthy for nursing leaders across the state: Dean Jeannette Andrews
Inside This Issue Students Corner...............2-3 Alumni & Development...4-5 Faculty & Staff Notes......6-12 Nusing Summit.................10 NO LIMITS.........................13
Send Inquiries or Newsletter items to: Jan Johnson jnjohnso@mailbox.sc.edu
• Inject fun into the employee culture. • Prioritize employees’ well-being and the totality of their lives. • Allow ongoing dialogue between leadership and staff. • Lack of tolerance for those who do not “fit the culture” and who are
• Have a robust system of reward and recognition. • Invest heavily in the personal growth and development of employees.
constantly negative.
Similarly, Cummings et al. (2010) in a systematic review of leadership styles for the nursing workforce reported that evidence supports that leadership styles focused on people and relationships (transformational, resonant, supportive, and consideration) were associated with higher nurse job satisfaction. Magnet hospitals and other settings with a shared governance models often facilitate a strong culture of engagement. However, leaders in all healthcare systems and at all levels can encourage a “sense of community and engagement”, recognize peers for their contributions, and role model as an engaging team player in their respective setting. While these actions will not combat the shortage alone, it will create healthier and “engaging” environments in our work settings. I invite you to join nursing leaders across the state at the Annual Nursing Leadership Summit on March 25th. Registration information is included in this newsletter, our website, and Facebook page. I look forward to seeing you there! Jeannette O. Andrews PhD, RN, FAAN Dean & Professor j.andrews@sc.edu
www.sc.edu/nursing www.facebook.com/UofSCNursing - LIKE US! @UofSCNursing - FOLLOW US!