The Ambition in Nursing: Individual Growth and Development towards Providing Quality

The nursing health care system is as an integral part of the society as any other sectors promoting human development. The nursing profession has attended to the health care needs of the people for many years already. It is a profession which has endured many challenges, and progressed into an institutionalized sector in the health care system dedicated to commit and serve the society’s need. It is a profession embedded in the principles of dedication, care, and professionalism. However, as challenges persist in the nursing work force around the world, this has posed a serious challenge in the role of the nursing profession.

Fagerberg (2002) stated in his study that the metaphor of nursing care is entailed in a woven fabric. The goal of nursing professionals is to create a role which is for the people’s health, rather than the entire health system. Nursing care entails the ambition of nursing to promote a need for consistent and clear statement of concern for patients. One of the pressing problems in the health care sector is the volatile supply and increasing demands for professional nurses as mentioned by Grene and Puetzer (2002).

Different strategies have aimed to entice new nurses in the profession, and retain and support them in the delivery of high patient-care. As Grene and Puetzer (2002) mentioned, their lies a difficulty in the health care system to promote nursing as a future profession. The current nursing crisis has also developed a dilemma by which led some nurses towards another career because of disillusionment, and because they do not feel valued for their hard work. The crisis in the nursing profession must work on developing a new paradigm wherein opportunities and presented, and need of the nurses are met. Ambition in Nursing
Curtin (2001) describes ambition and integrity with significant influence of with and wisdom. For nursing professionals wanting to develop in the field, ambition governs their passion and desire to succeed and achieve. The motivation to attain an ambition can constitute various reasons depending on the subjective views of a nurse. However, in this paper, we briefly describe how the idea of succeeding one’s ambition must be attuned with attaining a character with integrity. Nurses who are essentially in the profession to succeed must realize the essence of the process, rather than the ultimate gain at the end.
Having ambition in nursing must not be disillusioned with the current and persisting challenges of the profession. Some nurses have become discouraged over the fact that in real-life context, their idea of nursing while they were still studying becomes suddenly buried when they realize the problems they dealing. Some simply has become disillusioned and starts to find a new career path, others simply gets dismayed and lose the encouragement of growing as part of the health care system. Ambition is for personal gain.
Nurses are faced with the difficulty to maintain as promoters of moral leadership because of problem inherent in the system within they work. Hamric (1991) argues that repeated exposure of nurses in the insensitive and sometimes even immoral behaviors may influence a nurse’s personal conscience. Psychological pressures can greatly influence a nurse’s motivation to pursue his or her own ambition. Nash (1990) adds that existing problems in the health care system can also subvert good intentions and goals of an individual.
Rognstad, Aasland, and Granum (2004) concluded in their recent study about the future career option of nursing students that 80% of their respondents regard getting their bachelors degree as a basis for building on a further education. Motives of the respondents were also measured through the variables human contact, helping others, and job security was significantly considered. Among the respondents who emphasized this ambition in graduating with a degree is shown to be less interested in giving care and help to others. In the study, the authors were able to analyze and confirm this attitude through in-depth interviews.
In another study, authors Ingersoll et al. (2002) determined the characteristics of New York nursing work force to assess their level of job satisfaction and commitment in their setting. Brought by the demands of the challenges surrounding the nursing profession, investigations have suggested the high dissatisfaction of nurses in the health care environment and their likelihood of leaving their profession. In the study, respondents of the study indicate that personal, organizational characteristics and commitment have contributed to their intent of pursuing their nursing ambition in a p of 1 to five years more.
Also shown in this study is the intent of satisfied and committed nurses to leave within the next five years. Findings of this investigation suggest the organizational environment, educational preparation, and personal characteristics of currently employed registered nurses affect their current job satisfaction, organizational commitment, and plans for continuing as a nurse Ingersoll et al. (2002). The impeding challenges in the nursing health care system is bringing more nurses into a dilemma to stay committed and dedicated in pursuing their individual career ambitions.
As nursing shortage and retention has lead to several nurses option to leave the profession, the system must encourage the new blood of younger generation nurses to pursue their options in the field. Several factors contributing to their commitment and dedication in the field is due to the inability of the system to promote individual development. Lack of opportunity and options or nurses also makes them vulnerable and makes them rethink of their options. Nursing must address the need of the system to uphold individual development and growth, along with providing quality health care and meeting the increasing demand.
Changes have progressively developed strategies, and hopefully soon it will motivate nurses to pursue their ambition in the field. References: Curtin L. (2001). Preserving your integrity while building your career. Nursing Administration Quarterly, 25 (2), pp. 1-4. Fagerberg, A. M. (2002). The woven fabric – a metaphor of nursing care: the major subject in nursing education. Scandinavian Journal of Caring Sciences, 16 (2), pp. 115-21. Grene, Maureen T. ; Puetzer, Mary (2002). The Value of Mentoring: A Strategic Approach to Retention and Recruitment. Journal of Nursing Care Quality, 17 (1), p67-75. Hamric, Ann (1999).
The Nurse as Moral Agent in Modern Health Care. Nursing Outlook, 47 (3), p. 106. Ingersoll G. L. , Olsan T, Drew-Cates, J. , DeVinney, B. C. , and Davies, J. (2002). Nurses’ job satisfaction, organizational commitment, and career intent. The Journal of Nursing Administration, 32 (5), pp. 250-63. Nash, Lauren (1990). Good Intentions Aside: A Manager’s Guide to Resolving Ethical Problems. Cambridge, MA: Harvard University Press. Rognstad, M. K. , Aasland, O. , and Granum, V. (2004). How do nursing students regard their future career? Career preferences in the post-modern society. Nurse Education Today 24 (7), pp. 493-500.

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