Nursing Theory

As applied to recruitment and retention

Why use theory to guide recruitment and retention?

• Nursing and nurses are subordinate to institutional forces and traditions.

• Provides a framework to define what we do, how we do it and how it can be done better.

• Encourages deeper thinking and questioning of the profession

Limon 2007

Lets review two big theories

• Erickson, Tomlin and Swain– Role modeling Theory.• Uses

“clients view” of the world to gain understanding of the world from their perspective• Assumes all people want to interact with others and

also want to carry out their selected roles in society• Plan interventions that meet the clients needs to aid

growth and healing• People are alike: holism

Abraham MaslowHumanistic theory

• Based on a hierarchy of needs– Some needs more important than others– These needs drive human behavior– Lower needs must be met before a person can

satisfy greater ones– Explains drive, energy, direction and goals of

human life

Adding the two together….

• Provides a frame work for employers to “see” the world from their employees eyes

• Understand what motivates and energizes staff

• Helps staff reach their highest level of health, increasing productivity, and makes staff happy

5 goals in Modeling/Role Modeling

• Building trust• Promoting positive orientation• Promoting perceived control• Promoting strengths• Setting health directed mutual goals

Unhappy Staff

• Dissatisfaction from unmet needs.• Causes nurses to leave the facility or even the

profession.• Decreased quality of care• A factor in burnout

Managers must….

• Be honest• Incorporate acceptance• Respect• Empathy• Honest timely feedback• Facilitate relationships (nurse to nurse, nurse

to MD, nurse to patient)

First level of needs

• Physiological needs– Wages. • We need to pay our bills, support our families, take

vacations, buy food, have shelter

Second Level

• Seeking safety– Nurse patient ratios– Benefit packages– Stress level– Staff training– Adequate supplies– Zero tolerance for discrimination, violence, sexual

harassment

Third Level

• Social Belongingness– Pleasant working relationships– Collaborative relationships– Respect in the workplace

Fourth level

• Self Esteem needs– Achievement– Competence– Recognition

Fifth level

• Self actualization– Difficult level to achieve– Seeing ones own potential– Self professional development– Advancement opportunities

Final Level

• Transcendence– Helping others reach the same level– Staff member is supportive and mentoring to

others

In Summary

• People have drive, want to be accepted• People need independence and freedom• People need unconditional acceptance• Create a work environment that fosters

growth and acceptance

References

• Arruda, E. (2005). Better retention through Nursing theory. Nurse Management. 36(4). 16-18.

• Limon, C. (2007). Purposes of Nursing Theory in Education, Research and Clinical practice. Fundamentals of Nursing , Concepts, Process and Practice, seventh edition.

• Boeree, C. retrieved from www.webspaceship.edu/cgboer/maslow.html• Huitt, W. (2004). Maslow Hierarchy of needs. Educational Psychology

Interactive. Valdosta GA: Valdosta state university. Retrieved November 7th 2008 from http://chiron.valdosta.edu/whuitt/col/regsys/maslow.html

• Image from www.sagraves.files.wordpress.com/2008/01/Maslow.gif• Modeling and Role Modeling Theory from www.mrmnursingtheory.org