The relationship between management safety commitment and patient safety culture. International Nursing Review, 58: 249-254.

No abstract

Despite increasing needs resulting from emerging societal and health care issues, the number of trained community/public health (C/PH) nurses in the United States is facing a precipitous decline. Numerous factors contribute to this shortage including an aging workforce, a poorly funded public health system, inconsistencies in C/PH nursing educational approaches and opportunities, and a shortage of sites for clinical training. Determined to address the C/PH nursing shortage in their region, a consortium of public health professionals, university deans and faculty, and state nursing leaders in southeastern Wisconsin came together to address these issues from three perspectives: (a) curricular analysis and redesign, (b) expansion of clinical placement opportunities, and (c) paid community/public health nursing internships for seniors in baccalaureate nursing programs. This article outlines briefly the activities undertaken related to curricular review and clinical placements, and then describes in detail the approach, challenges and results of the senior internship program. Together, these programs produced long-lasting results including an unprecedented level of collaboration between academic institutions and public health nursing professionals, the expansion of both traditional and nontraditional clinical sites in the region, and a transformative learning experience for seventeen senior nursing students from five participating universities.

No abstract

No abstract

No abstract

In 2010, after nearly 10 years of work by a dedicated group of nurse leaders, the Wisconsin Center for Nursing (WCN) finally accomplished three significant goals.• It drove the establishment of a systematic method for collecting and analyzing nurse workforce data;• it achieved its long-sought objective of sustainable funding; and• it cemented its reputation as an organization dedicated to creating an environment in which a variety of stakeholders-foundations, government entities, hospitals, nurses, and 2 Acord, Dennik-Champion, Peck Lundeen & Schuler organizations representing a broad array of health care workers-can come together to ensure that a diverse and well-trained workforce will be able to meet the future health care needs of every community in Wisconsin.The story of how WCN accomplished these goals demonstrates how vision, political savvy, determination and, finally, being in the right place at the right time, can lead to success. By describing our journey, we hope others will be able to learn from our experiences as they also strive to establish a well-functioning, highly respected and self-sustaining Center for Nursing in their state. Developing Innovative PartnershipsIn 2001, after several years of informal collaboration-and spurred by a growing concern about current and future nursing shortage projections-the chief nursing officers of the two largest integrated health systems in Wisconsin and the deans of the largest private and public colleges of nursing in the state set aside traditional competition to come together for a series of meetings to discuss strategies that could assure an adequate, well-prepared, and diverse nurse workforce to meet the needs of the citizens of Wisconsin. The earliest and most committed partner of WNRC (and, to this day, of WCN) was the Faye McBeath Foundation, a private independent foundation providing grants to nonprofit organizations in the metropolitan Milwaukee area.

No abstract