Nursing Report: Strategies for LPN/LVN to BSN Transition at University

This report addresses the transition from Licensed Practical Nurse/Licensed Vocational Nurse (LPN/LVN) to Bachelor of Science in Nursing (BSN), focusing on key aspects of nursing practice. The report emphasizes the importance of improving the culture of safety within healthcare settings by increasing vigilance for potential errors, promoting open communication, and involving patients in healthcare decisions. It details strategies for delivering patient- and family-centered care, including engaging patients and family members in health management, involving them in quality improvement, and tracking patient outcomes. The report also explains the Magnet model of nursing, highlighting its focus on proven outcomes, nursing excellence, and its five key components: transformational leadership, staff empowerment, exemplary professional nursing practice, new knowledge, innovations, and improvements, and empirical outcomes. The report references relevant literature to support its findings and recommendations.

Running Head: TRANSITIONING FROM LPN/LVN TO BSN
Transitioning from LPN/LVN to BSN
Name of the Student
Name of the University
Author note

1TRANSITIONING FROM LPN/LVN TO BSN
1. Improving the culture safety
As a staff nurse, the culture of safety can be improved by increasing the vigilance for
potential errors. Relying on the workforce or well-designed work process will not improve the
patient safety. A health care organisation should be committed towards detecting, analysing, and
redressing errors whenever they occur. A staff nurse can ensure substantial commitment from
each of the nurses in the unit to reach the safety culture to its full potential. As a safety nurse,
person role in ensuring the culture of safety would be open communication among care workers
and involvement of patients in health care decision. It makes patients knowledgeable about their
care. Demonstrating Transcultural nursing leadership skill will assist in avoiding the
misunderstandings and miscommunications. Nurses in the unit will be supported to practice
SBAR for effective handoffs. It will further improve communication between and among
clinicians and eliminate medical errors. Patent centred model has been found to stimulate the
safety breaches (Duphily and Nancy, pp. 99). To promote the culture of safety, personal
emphasis would be on honesty, integrity, mutual respect, accountability, and excellence. It is
because other nurses need to be encouraged to report the near misses, and give valuable feedback
on the weakness in the system. It will help direct attention to the critical safety issues in the
health care. The rationale for this approach is the code of ethics as well as the need of safety
culture that is non- punitive as recommended by Duphily and Nancy. Personal responsibility
would be engaging in active listening of patients and nurse’s problems, empower them and
demonstrate the transparency.

2TRANSITIONING FROM LPN/LVN TO BSN
2. Strategies to deliver patient-and family-centred care
The three strategies to deliver patient and family cantered care in health care organisation
are-
 Engaging patients and family members in the health care management- by
establishing rapport and respect (Duphily and Nancy, pp. 100). Patient
education will help in reinforcing the patient engagement in self-management.
Involving the family in health care decisions will enhance patient support.
Education and interventions will help increase the ability of the patient to
monitor and manage their health problems. This approach has promising
outcomes. Education and interventions will make sure that the patient and the
family understands the care choices. As chronic disease management has
complex outcomes. It is imperative to engage patients and family members in
their care process by increasing their access to the care by e-mail, phone and
other media
 Involvement in the quality improvement- In the primary practice, the patients
and family members can be involved in the quality improvement efforts. With
the help of surveys and other modes of feedback additional information can be
gained on patient perspectives. Surveys will help measure patient and family
experiences. Information can be obtained from the patient/family advisory
councils. Individual patients and consumers contribute to the quality
improvement activities by rating their experience and health care services
(Duphily and Nancy, pp.82)

3TRANSITIONING FROM LPN/LVN TO BSN
 Tracking the patient outcomes- Evidence-based practice and patient-centred
care has mutual benefits. Nurse unit can focus more on the understanding of
the evidence-based models for specific illness and outcomes. It will help the
staff to deliver more personalised treatment plan. Nurse unit can practice
obtaining information from the patients to allow the doctors to draw up the
treatment plan. It will cut costs, reduce errors, and help better utilise the care
provider time and improve the patent outcomes (Duphily and Nancy, pp. 56)
3. Magnet model of nursing
It can be explained that “Magnet hospital” is the model that focuses on proven outcomes.
It is one of the most prestigious distinctions that can be received by a health care organisation as
per the “American Nurses' Credentialing Center” (ANCC). The Magnet recognition is meant for
high quality patient care and nursing excellence. A hospital that has Magnet recognitions is
known to be the Magnet hospital. It is also considered the Gold standard of nursing practice
(Duphily and Nancy, pp. 119). This credential is performance driven. The model ensures
nursing-sensitive outcomes. Magnet hospitals have higher measurable level of financial returns,
increased nurse satisfaction, decreased turn over, and improved nurse retention rates. Magnet
model of nursing enables health care organisation to promote quality that is supporting the
professional clinical practice. It enables to identify the excellence in the nursing care delivered to
the patients. The model provides a platform to disseminate the best practices in nursing care. The
five components of the model are - transformational leadership; staff empowerment; exemplary
professional nursing practice; new knowledge, innovations, and improvements and empirical
outcomes or the difference made by the nurses (Duphily and Nancy, pp. 181).

4TRANSITIONING FROM LPN/LVN TO BSN

5TRANSITIONING FROM LPN/LVN TO BSN
References
Duphily, Nancy. Transitioning From LPN/LVN to BSN. Springer Publishing Company, 2014.