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 Maslow
Humanistic 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
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•
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•
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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