3 Stories That Prove Nursing is Worth It - TheJobNetwork

3 Stories That Prove Nursing is Worth It - TheJobNetworkNursing is elend a career for the faint of heart. From managing challenging patients to dealing with emergency situations, its a field that demands a lot from those who choose it. For many nurses, though, the breakthrough moments that make it all worthwhile show why so many women and men find nursing as their calling. googletag.cmd.push(function() googletag.display(div-gpt-ad-1472832388529-0) ) Patients can change your life in unexpected ways.While part of being a healthcare professional is caring for people you may never see again, sometimes the fates align, and you find that therbeies a patient to whom you just cant say goodbye. Nurse Amber Boyd, from New Mexico, found this to be the case when she cared for a newborn baby girl who suffered from severe birth defects. The babys parents were out of the picture, and Boyd realized that she could provide the love and care that baby Nicole needed. Right around her first birthday, sh e was making progress, but her needs were beyond anything anyone couldve accommodated at home. herbei biological parents, their rights were taken away and her twin sister had already gone home with another family. They just werent medical professionals and she essentially needed ICU care at home. The hospital was looking into medical foster care.I said, Well, thats something I could do from homeBut then I said, This is crazy, am I crazy?Little things can matter as much as big ones.From NurseTogether.com comes the inspirational story of a nurse whose above-and-beyond took very little time out of the daily routine, but paid many dividends for one patient.One of the women living there had night terrors. She was never able to name that which she feared, but woke every few hours screaming in panic. Her confusion and fear touched my heart as I tried to imagine experiencing her quality of life. I immediately discovered that she would calm down and return to sleep if I spent 10-15 minutes t alking to her. Soon thereafter, I discovered that if I came to work 20 minutes before my shift started, held her hand, and talked with her she slept peacefully the entire night through. 20 minutes a day, five days a week out of the life of a student nurse was a small price to pay for her peace of mind.Sometimes nursing life is just plain funny.From NursesAreAngels.com I was performing a complete physical, including the visual acuity test. I placed the patient twenty feet from the chart and began, Cover your right eye with your hand. He read the 20/20 line perfectly. Now your left. Again, a flawless read. Now both, I requested. There was silence He couldnt even read the large E on the top line. I turned and discovered that he had done exactly what I had asked he was standing there with both his eyes covered.If you too have a nursing tale that is funny/inspiring/illuminating/nursetastic, wed love to hear it

This Silent Plight Is Affecting 27 Million Working Women In The U.S. A

This Silent Plight Is Affecting 27 Million Working Women In The U.S. A I kept having fevers. I couldnt sleep. I was feeling totally unfocused. I thought it was just an extension of my restless shark-like tendencies, but after days of unrelenting symptoms, I decided I should see a doctor. Heres how our conversation wentIts letzte regelblutung.What? Thats bedrngnis possible. Im too young.Yes, it is. There are many reasons why it can happen at an earlier age than normal.How in the world do women work like this? Im in a fog and cant focus.Your symptoms are light.Youre joking, right? Its going to get worse? Women work every day feeling like this?I left the doctors office astounded, confused and angry. If many in our workforce are dealing with these symptoms on a daily basis, why arent there lobbyists hired? Associations created? Women revolting in the street? Leaders talking about this regularly?I Was Warned Not to Write ThisAs I decided to write about this, I was warned by two profession al, well-educated colleagues bedrngnis to do so. They saidIf you write about this, people will know how old you are and never hire you again.AndIf you write about this, youll just reinforce the stereotype that women are weepy and unreliable. Just leave it alone.Leave it alone? I have daily hot flashes, which means instead of using my EQ to listen to the person in front of me, all I can think about is finding the closest air conditioner. If these symptoms are considered light, how are millions of other women dealing with their (not so light) symptoms at work? And what about the leaders who have to manage people with these symptoms?Lets look at the facts about menopause in the workplace.The Facts About Menopause in the Workplacefruchtwein women officially reach menopause between the ages of 45 and 55 and symptoms can last between two and ten years. Its possible for symptoms to start as early as 35 years of age, before officially reaching menopause.The American Congress of Obstetrician s and Gynecologists reports an estimated 6,000 U.S. women reach menopause every day (over 2 million per year).An average of 27 million women between 45 and 64 years, which comprises 20% of the American workforce, are experiencing menopause each year.By 2018, nearly 31 million women in the menopausal age sortiment will be employed.80% of those 31 million employed women will experience menopausal symptoms.Menopausal Symptoms at WorkSo what goes on when a woman is having menopausal symptoms? I mentioned the hot flashes (which I thought were fevers) and insomnia I was experiencing. Women also experience headaches, loss of energy, anxiety attacks, brain fog, aches and pains, and dry skin and eyes. This translates to 20% of the workforce potentially being at work without enough sleep, sweating to death at their desks with intermittent headaches, no energy and an achy body. I think that fact is worthy of addressing.Why is No One Talking About an Important Topic that Affects 27 Million Peop le at Work Every Day?Yet menopause remains a taboo topic in many workplaces. Women dont want to admit they are going through menopause. Men dont want to talk about womens health issues. Its discussed so little that most people are unaware of the workplace impacts until they know someone going through menopause, or are experiencing it themselves. Why is no one talking about an important topic that affects 27 million people at work every day? We can talk about breast cancer, pregnancy, obesity and mora, yet have been silenced on this topic.In fact, thats exactly how women feel about discussing menopause in the workplace silenced. Hush hush. Dont say it out loud. Dont make a big deal. Yet, how can we not talk about this when BOHRF reports that almost 20% of women surveyed believe menopause has had a negative impact on their managers and colleagues perceptions of their competence?Research by the University of Nottingham found many women didnt want to disclose this issue to their manager , parteicularly if the manager was younger than them, male or both. Of the women who had taken time off of work due to menopausal symptoms, only half of them disclosed the real reason for their absence. Some women even considered working part time to deal with symptoms but feared this would negatively impact their career. The research also showed that over half of the women studied reported that they were not able to negotiate flexible work hours or practices when dealing with symptoms. All of these realities contribute to the lack of confidence some women feel as even just the lack of sleep affects them cognitively and physically. One women saysIt certainly affects my confidence from the point of view of speaking at meetings because I am not as fluentthat concerns me. I dont want to, you know, suddenly not have the word that I need so I am perhaps sort of withdrawing a little bitSo we have part of a workforce that is less productive and effective, yet we all tiptoe around the topic . Why arent there mora resources going toward this issue from a productivity standpoint alone?Two words Sexism and AgeismWe have to remember that most organizational systems were built by and for men. They were rarely built with women in mind, let alone women with menopausal symptoms. So there is an inherent sexism and bias built into organizations that disadvantage part of the workforce throughout all phases of their careers.If the tech world feels that 30 is old, no wonder no one wants to mention menopausal symptoms. In this case, using a hot flash as a reason for forgetting something is tantamount to workplace suicide.Its a No-Win SituationAnd if you were brave enough to mention the hot flash, you might face the gender stereotypes of women weeping in the halls and being unreliable. So its a no-win situation.And even if you have a leader who is educated about menopause, she or he may end up fighting misinformation and lack of support to find a solution. So whats a leader supposed to do?Here are some ideas for creating a menopause friendly workplace, which will benefit both those experiencing menopause (i.e. 20% of the workforce) and the organizations that employ them.7 Tips For Leaders to Create a Menopause-Friendly Workplace1. EDUCATE MANAGEMENTThis is a no-brainer that often goes overlooked. While managers are trained in subjects like conflict management and finances, theyre not usually trained in dealing with menopause. They should know the symptoms and challenges women face during menopause so they can approach the situation knowledgeably and with compassion.For example, managers who have been educated about menopause might let an employee take control of the thermostat instead of thinking their employee is nit-picky when mentioning the temperature all the time. They may proactively ventilate the office and make sure cold water is available. Also, theyd then be able to recognize behavior related to menopause symptoms that might otherwise hint at lack of engagement.2. APPOINT AN IN-OFFICE ADVOCATE (OR A FEW)Appoint a person (or a few) to act as advocates for women in the workplace going through menopause. This person would know about all of the special absence allowances, related wohlbefinden programs, and flex policies. They would also speak to leadership or management on behalf of women if needed/requested. This advocate could come from any department at any level, only dependent on their specific personality fit and interest in the role.3. IMPLEMENT MENOPAUSAL SUPPORT AND INFORMATION INTO A WELLNESS HOTLINESome organizations have wohlbefinden support programs for their employees, which include a contact number for a resource of coaches, dieticians, and other advisors. Employees can call this number for support in health-related manners such as losing weight, quitting smoking, or getting more physically fit. By adding menopausal support to your wohlbefinden support program, women can then get support and information by phone when experiencing menopausal symptoms to better learn how to manage symptoms from a health perspective, and cope with work while not feeling 100%. Information on all flexible work and sick day policies would also be available with this service.4. EXPAND BENEFIT PROGRAMS TO INCLUDE ALTERNATIVE THERAPIESMany women are looking to alternative therapies for managing menopausal symptoms such as acupuncture, Chinese medicine, bio-identical hormone replacement, and various other practices used by integrative health practitioners. Though women often see significant improvements, paying out of pocket for integrative health treatments can be cost prohibitive. Including these options as part of a benefits package would enable women to seek treatments that they are comfortable with and that help them feel better.5. INCLUDE MENOPAUSE ACTIVITIES OR SPEAKERS IN WELLNESS WEEKSWhen an organization hosts a wellness week, it brings in yoga instructors, massage therapists, nutritionists, chefs specializing i n healthy meals, and more. Why not add a component to the wellness week that deals with menopause? Some possibilities are a yoga instructor who can offer poses and breathing exercises particularly for women in this group, a dietician to recommend the best diet to help with symptoms, or a funny speaker to break the ice on the topic while educating the team.6. ADD FLEXIBILITY TO SICK DAY POLICIESAdd sick day policies that cater to menopause-related sickness or absence. Women should experience no disadvantage if they need time off during this time.7. ALLOW FLEXIBLE SCHEDULES WHEN NEEDEDIf a woman is struggling to sleep, getting to work at 8am becomes more of a challenge. Allow flexibility for women experiencing menopausal symptoms when it comes to work scheduling. Also, if a woman feels unwell at work and needs to go home for a while and return later, a flexible schedule will enable her to get what she needs to get done when shes feeling well. Allowing women to work from home when need ed will also be helpful, so they can manage their symptoms at home if needed.There, its done. I wrote about menopause. Will I now be discriminated against? I hope not. What I do hope is that leaders will take a serious look at the reality that women face in the workplace when experiencing menopausal symptoms and think hard about how they can mitigate the inherent challenges. Leaders have a real opportunity to make a positive impact on how we deal with womens health in the U.S. By implementing these tips, this no-win situation can become a win-win.--Anne Loehr is an internationally sought after keynote speaker, writer, consultant, and trainer. She helps leaders in large organizations connect todays everyday decisions to the future workplace. Her end goal is to help organizations retain their top talent and not only survive, but thrive. To learn more about Anne, check outwww.anneloehr.comor follow her onTwitter.Fairygodboss is committed to improving the workplace and lives of women.Jo in us by reviewing your employer

Choosing One Time Resume Writing Service

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