Nurses first: so that patients can receive first rate care
| Date | 19 March 2018 |
| Pages | 45-48 |
| DOI | https://doi.org/10.1108/JPMH-01-2018-0004 |
| Published date | 19 March 2018 |
| Author | Rachel Louise Wood |
| Subject Matter | Health & social care,Mental health,Public mental health |
Nurses first: so that patients can receive
first rate care
Rachel Louise Wood
Abstract
Purpose –Through the discussion of two case studies, the purpose of this paper is to suggest that nurses
may drive themselves to achieve the impossible. Professional bodies and health care expert emphasise the
importance of always putting the interests, health and wellbeing of patients first. Could this be at the expense
of nurses’health, thus limiting their capacity to provide quality care for their patients?
Design/methodology/approach –The two case studies discussed offer examples of how two nurses
nearly lost their lives in their personal drive to deliver quality nursing care in adverse conditions. The paper is
based upon the hypothesis that an organisation which invests in the development of a healthy workplace
culture, in which staff are put first, will not only enhance the health and wellbeing of its staff, but will ultimately
result in the development of a culture which will empower staff to deliver the highest quality of care.
Findings –These case studies not only offer an example of the risk of neglecting self-care, the risk to Ben
and Lily who quickly changed roles from nurse to patient, but also the risk to the quality of health care as a
consequence of not paying due attention to the health and wellbeing of nurses (Crane and Ward, 2016).
This paper suggests a radical and no doubt controversial shift of focus. Treat nurses as patients, obsess
about the quality of their care, to create a culture in which nurses are nurtured so that they can in turn, and
they will, nurture their patients.
Social implications –The Royal College of Nursing, the nursing professional body and trade union for all
nurses have actively campaigned for a safe and health workplace for the last three years. They support RCN
Safety Representatives to work with employers to develop a safe and health working environment for Staff.
An important part of this work is the Healthy You Campaign. This has resulted in a series of learning and
development workshops for nurses and the development of supporting resources to empower nurses to take
care of themselves (www.rcn.org.uk/healthy-workplace).
Originality/value –These case studies and the resulting discussions are the author’s own original work, and
have not previously been submitted for publication elsewhere.
Keywords Culture, Compassion, Self-care, Empower, NMC
Paper type Case study
Overview of key point and purpose of the paper
The purpose of this paper is to suggest a radical change of focus. To focus on the health and
wellbeing of nurses, investing in an organisational culture which has a genuine commitment to
the health and wellbeing of its staff, empowering staff, in particular nurses to care for their
patients. The two case studies discussed offer examples of how two nurses nearly lost their lives
in their personal drive to deliver quality nursing care in adverse conditions. The paper is based
upon the hypothesis that an organisation which invests in the development of a healthy
workplace culture, in which staff are put first, will not only enhance the health and wellbeing of its
staff, but will ultimately result in the development of a culture which will empower staff to deliver
the highest quality of care.
Case study 1
The first case studyin this paper tells the story of Ben who so nearly lost his life. Benworked as a
Nursing Manager, under excessive pressure, increasing demands and diminishing resources.
Received 18 January 2018
Revised 18 January 2018
Accepted 18 January 2018
The author acknowledges the
tremendous courage of Ben and
Lily to find theirway back from such
aterribleplace.Theircompassion
and commitmentto nursing, to
return to theprofession, to work as
active members of the Royal
Collegeof Nursing in order to
supporttheir colleagues in practice
and now to sharetheir stories so
that otherscan learn from their
experience. The author
acknowledges the supportof the
Royal Collegeof Nursing and
experienceobtained during her
professional role.
Note: The Royal College of Nursing,
the nursing professional body and
trade union for all nurses have
actively campaigned for a safe and
health workplace for the last three
years. They support RCN Safety
Representatives to work with
employers to develop a safe and
health working environment for Staff.
An important part of this work is the
Healthy You Campaign. This has
resulted in a series of learning and
development workshops for nurses
and the development of supporting
resources to empower nurses to
take care of themselves (www.rcn.
org.uk/healthy-workplace). The
Royal College of Nursing, the
nursing professional body and trade
union for all nurses offer members a
range of free, confidential support
services, including counselling,
support and welfare services (www.
rcn.org.uk/get-help/member-
support-services). Lamplight support
nurses, midwives and health care
assistants experiencing
circumstances that impact on their
finances. The service is provided in
partnership with the RCN
Foundation and, through its
charitable funding, the offer
extends support to the whole
nursing community, whether an
RCN member or not (www.rcn.org.
uk/get-help/member-support-
services/lamplight)
The authoraffiliation can befound at
the end of this article.
DOI 10.1108/JPMH-01-2018-0004 VOL. 17 NO. 1 2018, pp. 45-48, © Emerald Publishing Limited, ISSN 1746-5729
j
JOURNAL OF PUBLIC MENTALHEALTH
j
PAG E 45
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