Beyond ‘doing’: Supporting clinical leadership and nursing practice in aged care through innovative models of care

Abstract

Contemporary health care environments are increasingly challenged by issues associated with the recruitment and retention of qualified nursing staff. This challenge is particularly felt by residential aged care providers, with registered nurse (RN) numbers already limited and resident acuity rapidly rising. As a result, aged care service providers are increasingly exploring creative and alternative models of care. This article details exploratory research into a pre-existing, alternative model of care in a medium sized, regional residential aged care facility. Research findings suggest that the model of care is complex and multi-faceted and is an example of an integrated model of care. As a result of the implementation of this model of care a number of shifts have occurred in the practice experiences and clinical culture within this facility. Results suggest that the main benefits of this model are: (1) increased opportunities for RNs to engage in clinical leadership and proactive care management; (2) improved management and communication in relation to work processes and practices; and (3) enhanced recruitment and retention of both RNs and care workers.

Recovery as a Model of Care? Insights from an Australian Case Study

“…Venturato and Drew (2010) likewise observe that these terms, while connected, are quite different in meaning. Using the terms interchangeably in the health context, without explanation, has given rise to considerable confusion (Wimpenny, 2002).…”

“…Moreover, although connected, those terms have quite different meanings, which create problems when they are used synonymously in research, practice, and policy (Venturato & Drew 2010). Such widespread misuse of the terms has a number of outcomes across health care settings and disciplines, including an undermining of the authenticity of the terms (Davidson et al, 2006;Wimpenny, 2002).…”

An Integrative Review of the Structures and Processes Related to Nurse Supervisory Performance in Long‐Term Care

“…In the qualitative studies, several traits identified by nursing assistants (NAs) were positively linked to supervisory performance: effective communication skills; respectful demeanor; and demonstrating a competent, loving, and honorable approach (Cooper & Mitchell, 2006;Venturato & Drew, 2010). Other personal qualities that are recognized Figure 1.…”

“…Effective supervisors also used a proactive and respectful approach when sharing clinical and nonclinical information with NAs to support them in performing their daily tasks appropriately and preventing complications (Dellefield, 2008;McGillis Hall et al, 2005;McGilton et al, 2009). Charge nurses ensured NAs were "kept in the loop" about information (e.g., organizational policies) required for quality care provision (Venturato & Drew, 2010).…”

Perceptions Of Clinical Leadership In An Aged Care Residential Facility In Perth, Western Australia

“…Two Australian papers link leadership development with innovative practice in the aged care sector [27,28] and Jeon, Merlyn and Chenoweth offer the most extensive literature review of leadership and management in the aged care sector with a 'narrative synthesis' that finally identified 153 publications relevant to the topic of leadership and management and aged care [29]. This study concluded that the literature provided 'ample' evidence of the impact of management and leadership on matters of staff turnover, retention, leave and absenteeism.…”