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I need a response to the post attached below. Please include at least 2 references.

As nurses we are being thrown so much data on a daily basis when at work. From using electronic flow sheets, to smart phrases, and sifting through electronic medical records, data is incorporated into our 12 hours shifts in some form (Glassman, 2017). Big data refers to a large complex data set that is integrated and analyzed yielding more information compared to smaller data sets (Thew, 2016). Big data is seen substantially within the clinical setting.

A potential benefit of using big data includes organizational benefits. Benefits of organizational structure allow for more focus, cohesion, learning, and execution of different strategies in the workplace (Wang et al., 2018). This type of benefit allows for organized facilitated learning, empowerment, and building common visions and goals (Wang et al., 2018). An example of this includes the online learning modules used to facilitate competencies and knowledge on different skills that are unit based and hospital based.

One potential challenge of big data as noted in the research articles, is that individuals are unable to measure nursing competency using data (Thew, 2016). Units can have designated days that staff members can get checked off on their knowledge regarding different competencies but those 2 days out of 365 does not mean it will always be applied. There is no dataset that can measure how committed nurses are to their work and patient’s (Thew, 2016). This is all based off of hearsay. This serves as a risk because when CNE’s attempt to propose ideas for clinical advancement they must simply advocate on a personal basis rather than having data to back up ideas (Thew, 2016). This means not everything implemented will guarantee success and will be based on subjective data, which can always be skewed.

A strategy that I have found that could aide the potential risk of big data found above include giving nurses adequate support, autonomy, fair evaluations, and time to grow professionally can aide in commitment and competency towards their practice (Karami, 2017). Conducting a quantitative and qualitative study using surveys can also provide concrete data on the matter, giving CNE’s a foundation base (Karami, 2017). Though there is no correlation between professional competency and commitment, adequate data found on the matter pertaining to nurses will allow for high quality and safety in patient outcomes (Karami, 2017).

Resources

Glassman, K.S. (2017). Using data in nursing practice. American Nurse Today, 12(11), 45-47. Retrieved from

https://www.americannursetoday.com/wp-content/up-loads/2017/11/ant11-Data-1030.pdf

Karami, A., Farokhzadian, J., & Foroughameri, G. (2017). Nurses’ professional competency and organizational commitment: Is it important for human resource management?

PLoS One, 12

(11). e0187863. doi:10.1371/journal.pone.0187863

Thew, J. (2016, April 19).

Big data means big potential, challenges for nurse execs.

Retrieved from

https://www.healthleadersmedia.com/nursing/big-data-means-big-potential-challenges-nurse-execs

Wang, Y., Kung, L., & Byrd, T. (2018). Big data analytics: Understanding its capabilities and potential benefits for healthcare organizations.

Technological Forecasting and Social Change, 126

(1), 3-13.

  
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