- Email: [email protected]
AORN Foundation Shares Results of Scholarship Recipient Survey
MARCH 2005, VOL 81, NO 3
Goodman - Chappy - Durgin
AORN Foundation Shares Results
of Scholarship Recipient Survey Terri Goodman, RN; Sharon Chappy, RN; Leslie Durgin
S
ince 1992, the AORN Foundation has been awarding scholarships as part of an effort to adhere to AORN’s entry into practice position statement, whch says, “. . . AORN believes the minimal preparation for future entry into the practice of nursing shall be the baccalaureate degree.”’ The AORN Foundation scholarship program was developed to meet funding needs for the educational goals of AORN members. Scholarships for nursing students were added to the program in 2003 when, as part of their commitment to addressing the perioperative nursing shortage, the Johnson & Johnson Family of Companies donated $100,000 in scholarships, half of which were designated for nursing students.
ABSTRACT SINCE 1992, the AORN Foundation has been awarding scholarships to provide AORN members with funding to attain their education goals. THE SCHOLARSHIP PROGRAM addresses the daunting challenges facing perioperative nurses, including the perioperative nursing shortage, the aging perioperative workforce, lack of tuition funding from hospitals, and the need for perioperative n1%e8 with a bachelor’s or higher degree.
IN THE SPRING OF 2004, the AORN Scholarship Committee surveyed scholarship recipients to assess the pmgram’s effectiveness in meeting these challenges. THIS ARTICLE provides information about the scholarship pmgram, summarizes the survey results, and discussesthe effectiveness of the scholamhip program. AORNJ 81 March2005)590-596. 590
AORN JOURNAL
Through the scholarship program, the AORN Foundation addresses some of the daunting challenges facing perioperative nurses, including the shortage of qualified periopera tive nurses, the aging perioperative workforce, lack of tuition funding from hospitals, and the need for perioperative nurses with a bachelor’s or higher degree. In the spring of 2004, the AORN Scholarship Committee conducted a survey of scholarship recipients to assess the effectiveness of the scholarship program in meeting these challenges. Documentation of the program’s success is expected to enhance the Foundation’s ability to elicit scholarship donations from AORN members and industry supporters. This article contains information about the scholarship program, describes the survey results, and discusses the effectiveness of the scholarship program.
THESCHOLARSHIPPROGRAM The scholarship program was implemented to support AORN’s commitment to the educational preparation of perioperative nurses, and it addresses the issue of nurse retention by supporting nurses who are seeking to grow their professional potential. These days, value often is placed on professional preparation and education of perioperative nurses. At the same time, many health care facilities contribute little funding to support continuing education of their employees. The AORN scholarship program aims to bridge this funding gap by offering scholarships for perioperative nurses who want to advance their education. The AORN Foundation solicits funding from industry, AORN chapters, and individuals to support its scholarship
MARCH 2005, VOL 81, NO 3
Goodman - Chappy - Durgin
program. In 2003, the Scholarship Committee awarded $170,000, and in 2004, it awarded $158,000. There are a variety of scholarshp grants, some with restrictions on the types of scholarships to be awarded, but most with very flexible guidelines. The Foundation provides scholarships for nursing students, master‘s degre; and doctoral candidates, and RNs obtaining their bachelor A scholarship of science in nursing (BSN) degrees. The scholAORN arship program tries to strengthen the periFoundation is help operative nursing profession in a variety of areas, likely to including 0 improving nurse restimulate an cruitment and retention, interest in 0 helping RNs obtain a BSN as either a first or perioperative second degree, 0 helping nurses obtain nursing advanced degrees, and 0 developing nurse leadcould lessen the ers.
from the
that
gap between nurse supply and demand.
NURSE RECRUITMENT
AND
The United States currently is experiencing a nursing shortage, particularly in such specialty areas as the emergency room, intensive care unit, and OR.’ In addition, the perioperative workforce is aging, which may contribute significantly to the perioperative nursing shortage as nurses begin to retire. AORN’s current membership data show that the average age of perioperative nurses who are members of AORN is 48 years.’ This number has been climbing steadily and will continue to climb unless new graduates and nurses from other specialties enter the perioperative arena and join AORN. The scholarshp program addresses
592
AORN JOURNAL
RETENTION.
recruitment by awarding scholarships to individuals who have the potential to augment the perioperative nursing workforce. In addition to scholarships for student nurses who express an interest in pursuing a career in perioperative nursing, there are scholarshps for surgical technologists and unlicensed personnel who are continuing their professional development by enrolling in nursing programs to become RNs. These individuals become even more valued members of the perioperative team when they can both scrub and circulate for surgical procedures. Additionally, the Scholarship Committee believes that that there is a strong relationship between a scholarship recipient and the donating organization. A scholarship from the AORN Foundation is likely to stimulate an interest in perioperative nursing and a commitment to AORN that could lessen the gap between the demand for nurses and the supply. BACHELOROF
SCIENCE
IN
NURSING
DEGREE.
Nurses pursue a BSN degree both for a sense of personal accomplishment and to increase their advancement potential for clinical, educational, and management positions. Registered nurse first assistant (RNFA) certification, for instance, requires a BSN degree. Another group of scholarship applicants includes the growing number of individuals who are pursuing a BSN as a second degree and who have decided to pursue a career in nursing. Adults who pursue further education to support a career change often are committed and enthusiastic about their career choice. Several respondents to the Foundation survey were among this group. ADVANCEDDEGREES. In the past, nurses who sought advanced degrees, such as master’s and doctoral degrees, often left the perioperative arena for academia or advanced practice roles outside of the OR. Today, there are advanced practice
MARCH 2005, VOL 81, NO 3
Goodman - Chappy - Durgin
areas within perioperative nursing that encourage or require advanced degrees. Many AORN members seeking master’s degrees are RNFAs who wish to expand their roles with the surgeons with whom they practice. Having a master’s degree allows these nurses to practice independently when completing preoperative histories and physicals and conducting postoperative visits while still practicing as first assistants in the OR. Nurses who seek doctoral degrees often are planning to pursue careers in research or academia. These career choices also benefit perioperative nursing. According to the National League for Nursing, many qualified students are turned away from nursing programs because there is a severe shortage of nursing faculty! Master’s and doctoral scholarships prepare perioperative nurses to join academic institutions and support the growth of the perioperative nursing specialty through education. Including perioperative nursing in the curricula of nursing schools will help nursing students recognize the specialty as an exciting and viable career option. This cannot happen without nursing faculty members who are knowledgeable about and comfortable in the perioperative arena. THENEED FOR NURSE LEADERS. The absence of knowledgeable and supportive leaders in nursing is one of the major reasons nurses leave the profe~sion.~Scholarships for masters and doctoral programs support perioperative nurses who are pursuing leadership positions. Some positions in nursing management and administration require advanced degrees in fields other than nursing, such as hospital administration or business. The AORN Foundation does not limit its scholarship funding to members pursuing advanced degrees in nursing, but recognizes the broader range of educational preparation that may be needed in the nursing profession today.
THE SCHOLARSHIPRECIPIENT SURVEY In 2004, 375 surveys were mailed to recipients of AORN scholarshipsawarded between 2000 and 2003. One hundred thirteen recipients responded, for a 30% response rate. These respondents represent a total of 155 scholarships, with 42 recipients having received more than one scholarship. At the time of the survey, 62 of the recipients had completed their studies. One recipient withdrew from school because of family obligations and returned the scholarship funds. The remaining 50 respondents are in the process of completing The career their degrees. Sixty-one percent of choices made by the respondents indicated that their educational nurses pursuing and career goals have been met. Of the remaindoctoral degrees der, most indicated that they expect their goals to also benefit be met after they complete their studies. petiopera tive Fewer than 50% of nursing because respondents indicated they had experienced they are the career advancement, but most members of this the group have not complet- educators ed their studies, so this next generation finding may be misleading. Several respondents perioperative commented that there was no salary increase nurses. associated with obtaining a degree. Among respondents who cited career advancement, at least five have transitioned from the position of surgical technologist to that of perioperative nurse. The survey and other comments from student scholarship recipients strongly supported that, in addition to the scholarship funding, efforts by AORN and the AORN Foundation to
of
of
AORN JOURNAL
593
MARCH 2005, VOL 81, NO 3
Goodman - Chappy - Durgin
promote the profession significantly affected their interest in and future commitment to perioperative nursing. Those efforts included the Foundation’s provision of a student membership in AORN, the added benefit of receiving the AORN Journal, and the Foundation‘s service in linking the student to AORN member as a an Failing to mentor.
recognize
employees‘
OPPORTUNITIES SHORTFALLS
AND
The survey participants’ comments provided insight into what they advancement perceived to be the opportunities and shortmay prompt falls associated with obtaining a basic or employees to advanced degree. Opportunities were not fully seek employment realized by those who had not yet finished their at facilities that education. Opportunities that were mentioned recognize the included 0 having more career value options in clinical practice, education, and education. management associated with the BSN degree; 0 obtaining advanced practice positions, such as nurse practitioner, surgical services educator, or surgical services manager; and 0 advancing on employing agencies‘ clinical ladder. Some participants said they had not yet experienced the personal or professional gain they expected with educational advancement. Reasons cited included 0 employers not recognizing or respecting different levels of education, 0 not receiving increased pay for increased educational preparation, and 0 not learning anything new after
educational
of
594
AORN IOURNAL
years of experience as an RN. These comments offer words of advice for employers-it is important to recognize a nurse’s educational advancement with increased job responsibility and increased pay. Failing to recognize employees’ educational advancement can diminish their motivation to advance their education or prompt them to seek employment at institutions that recognize the value of education and reward employees for obtaining it. Several survey participants made especially noteworthy comments. One said, . . . the [master’s in business adminis-
tration] opened more opportunity doors than a [~naster’sdegree in nursing]. I n administration, nursing master’s aye seen as more retrospective knowledge tlian proactive analysis accomplished irz business studies. This is an indication that, in addition to current curricula, advanced nursing curricula should be developed to meet the needs of the workplace and to combat the perception that an advanced degree in nursing is less important or less valuable than a degree in fields outside of nursing. It is important that nursing continues to develop and refine its own knowledge base. Ensuring that degrees in nursing administration are perceived by nurse leaders to be as valuable as degrees in business is important to the profession. It also is important for nurses to realize that a master’s degree in nursing represents the minimum education required to teach nursing. Having a master’s degree in a field other than nursing limits a nurse’s ability to join a nursing faculty and help diminish the shortages of both nursing faculty and perioperative nurses. Another participant commented,
Goodman - Chappy - Durgin
MARCH 2005, VOL 81, NO 3
Having a master‘s degree in afield other than nursing limits a nurse’s ability to join a nursing faculty and to help diminish the shortages of both nursing faculty and perioperative nurses. . . . nursing is still a woman’s world. Meii and women who are vocal in nursing don’t move up. Nursing still has many sacred cows, and some people in higher positions do not like change. Nursing needs more positive leaders; people who will speak up to administrators without any fear of losing their jobs. AORN needs this too. . . Education can be an effective approach to addressing concerns raised by practices that are not evidence-based (ie, sacred cows) and the need for positive leaders in nursing. The AORN Foundation scholarship program facilitates growth and change through education and leadership. Nurses need to make a difference and embrace change as health care evolves. Most basic and advanced degree programs incorporate change theory and courses in leadership. One example of the need for change is the perception that nursing is a woman’s profession. Companies such as Johnson & Johnson Family of Companies, in their campaign to promote nursing, have tried to eliminate the perception that nursing is a woman’s profession. Although nurses still are predominately female, the number of men in nursing has been increasing steadily6The value of nurses must be promoted to both men and women.
MAKN IG
A
DIFFERENCE
Survey participants were asked what difference the scholarship made in their education. Respondents emphasized the value of financial assistance in achieving their goals. One respondent said, ”The scholarships meant the difference in determining whether to continue my education after the first semester.” Another said,
The scholarship was helpful to me in so many ways. It helped me finan-
cially by allowing me to purchase many needed items for school and to pay some bills, which allowed me to concentrate on education. It also helped me by giving me a vote of confidence and accountability to do m y best. Another respondent said,
As a single mom and working two jobs since I started school, this scholarship helped me be able to cut back some hours at m y second job and to be with m y son and have extra time to study. All of the respondents provided positive comments and indicated that the AORN scholarship eased their financial burden, helped decrease the hours they had to work, allowed them more time to devote to academic concerns, increased their interest in perioperative nursing and AORN, or gave them the motivation and confidence to succeed. Respondents were asked to share their perceptions of the scholarship program. The ScholarshipCommittee used these comments to assess the application process. Several respondents were disappointed that the scholarship funds are not awarded immediately. Funds are dispensed after course completion and only if the recipient maintains a 3.0 grade point average. Several recipients were excited to learn that companies from which their facilities purchase OR supplies are contributors to nursing education. One respondent indicated that as a “nonconventional” student, she did not qualify for scholarships offered by her school. This often is the case for students who are pursuing an advanced degree and who have limited opportunities to apply for other types of financial aid. Scholarships for advanced degrees are very limited. The AORN AORN JOURNAL
59 5
Goodman - Chappy - Durgin
MARCH 2005, VOL 81, NO 3
scholarship program does not have such stipulations-it requires only that the applicant have an interest in perioperative nursing and in being a member of AORN.
MEETN IG
CHALLENGES
Sharon Chappy, RN, PhD, CNOR, is a member of the AORN Foundation Scholarship Committee.
Leslie Durgin, MPA, is director of the AORN Foundation and vice president of external affairs for AORN, Inc.
Survey results suggest that the scholarshp program is meeting the chalNOTES lenges of nurse retention and recruit- 1. “Statement on entry into practice,” in ment. Educational scholarships help Statidards. Recommended Practices. and retain perioperative nurses who meet Guidelines (Denver: AORN, Inc. 2004) 152. their goals & advancement into clinical, 2. ”AONE’sends message on shortage,” OR educational, and management posi- Manager l7(January 2o01) 5. 3. L Briggs, ”AORN 2000 member/nonScholarships for both nursing member needs assessment results,” AORN ulty members and nursing students Journal 72 (October 2000) 586-590. help students r e c o p e perioperative 4. Startling Data from the NLN’s nursing as an exciting and viable career ComPrehensive Survey of All Nursing choice. They also help augment the programs Evokes Wake-up (news release, New York National League for perioperative workforce with surgical in^, D~~15,2004) 1, technologists who become periopera- 5. L H Aiken, Geor etown University tive nurses and individuals who transi- Healthcare Leaders ’pInstitute, Washington, DCf July 2003. tion into nursing from other fields. 6 6.L Marsland, S Robinson, T Murrells, “Pursuing a career in nursing: Differences Terri R N ~PhDr is a membetween men and women qualifying as ber of the AORN Foundation registered general nurses,” Journal of Scholarship Committee. Nursing Management 4 (July 1996) 231-241.
a
Two Decision-Making Pathways Detected i n Human Brain ew research suggests that human decisionN making is influenced by the interactions of two distinct systems in the brain, which often are
a t odds, according to an Oct 15, 2004, news release from the Nationat Institutes of Health. The research was supported i n part by the National Institute on Aging (NIA), a part of the NIH. A research team asked 14 participants to choose between receiving money a t an earlier or later date. For instance, a participant might be asked to choose between receiving $27.10 today versus $31.25 a month from now: or $27.10 i n two weeks versus $31.25 in six weeks. As the participants made their choices, their brains were scanned using functional magnetic resonance imaging (fMRI), a tool that enables researchers to measure second-by-second brain function i n thousands of specific brain regions. When participants chose between incentives that
596
AORN JOURNAL
included an immediate reward, fMRI scans indicated heightened activity in parts of the brain, such as the Limbic system, that are associated with emotionat decision making. Conversely, deliberative and analytic regions of the brain, such as the prefrontal and paneta1 cortex, were activated by all decisions, even those that did not involve an immediate reward. When participants resisted immediate rewards and chose delayed rewards, however, activity was particularly strong in these deliberative areas of the brain. Researchers contend that the findings could have an impact on the ability to influence health and economic decisions, such as those concerning diet, exercise, and saving money for retirement. Scientists Detect Two Decision-Making Pathways i n Human Brain (news refease, Bethesda, Md: NationaL Institutes of Health, act 15, 2004) http://www.nih.gov /news/pr/oct2004/nia-15.htrn (accessed 29 Oct 2004).
Goodman - Chappy - Durgin
AORN Foundation Shares Results
of Scholarship Recipient Survey Terri Goodman, RN; Sharon Chappy, RN; Leslie Durgin
S
ince 1992, the AORN Foundation has been awarding scholarships as part of an effort to adhere to AORN’s entry into practice position statement, whch says, “. . . AORN believes the minimal preparation for future entry into the practice of nursing shall be the baccalaureate degree.”’ The AORN Foundation scholarship program was developed to meet funding needs for the educational goals of AORN members. Scholarships for nursing students were added to the program in 2003 when, as part of their commitment to addressing the perioperative nursing shortage, the Johnson & Johnson Family of Companies donated $100,000 in scholarships, half of which were designated for nursing students.
ABSTRACT SINCE 1992, the AORN Foundation has been awarding scholarships to provide AORN members with funding to attain their education goals. THE SCHOLARSHIP PROGRAM addresses the daunting challenges facing perioperative nurses, including the perioperative nursing shortage, the aging perioperative workforce, lack of tuition funding from hospitals, and the need for perioperative n1%e8 with a bachelor’s or higher degree.
IN THE SPRING OF 2004, the AORN Scholarship Committee surveyed scholarship recipients to assess the pmgram’s effectiveness in meeting these challenges. THIS ARTICLE provides information about the scholarship pmgram, summarizes the survey results, and discussesthe effectiveness of the scholamhip program. AORNJ 81 March2005)590-596. 590
AORN JOURNAL
Through the scholarship program, the AORN Foundation addresses some of the daunting challenges facing perioperative nurses, including the shortage of qualified periopera tive nurses, the aging perioperative workforce, lack of tuition funding from hospitals, and the need for perioperative nurses with a bachelor’s or higher degree. In the spring of 2004, the AORN Scholarship Committee conducted a survey of scholarship recipients to assess the effectiveness of the scholarship program in meeting these challenges. Documentation of the program’s success is expected to enhance the Foundation’s ability to elicit scholarship donations from AORN members and industry supporters. This article contains information about the scholarship program, describes the survey results, and discusses the effectiveness of the scholarship program.
THESCHOLARSHIPPROGRAM The scholarship program was implemented to support AORN’s commitment to the educational preparation of perioperative nurses, and it addresses the issue of nurse retention by supporting nurses who are seeking to grow their professional potential. These days, value often is placed on professional preparation and education of perioperative nurses. At the same time, many health care facilities contribute little funding to support continuing education of their employees. The AORN scholarship program aims to bridge this funding gap by offering scholarships for perioperative nurses who want to advance their education. The AORN Foundation solicits funding from industry, AORN chapters, and individuals to support its scholarship
MARCH 2005, VOL 81, NO 3
Goodman - Chappy - Durgin
program. In 2003, the Scholarship Committee awarded $170,000, and in 2004, it awarded $158,000. There are a variety of scholarshp grants, some with restrictions on the types of scholarships to be awarded, but most with very flexible guidelines. The Foundation provides scholarships for nursing students, master‘s degre; and doctoral candidates, and RNs obtaining their bachelor A scholarship of science in nursing (BSN) degrees. The scholAORN arship program tries to strengthen the periFoundation is help operative nursing profession in a variety of areas, likely to including 0 improving nurse restimulate an cruitment and retention, interest in 0 helping RNs obtain a BSN as either a first or perioperative second degree, 0 helping nurses obtain nursing advanced degrees, and 0 developing nurse leadcould lessen the ers.
from the
that
gap between nurse supply and demand.
NURSE RECRUITMENT
AND
The United States currently is experiencing a nursing shortage, particularly in such specialty areas as the emergency room, intensive care unit, and OR.’ In addition, the perioperative workforce is aging, which may contribute significantly to the perioperative nursing shortage as nurses begin to retire. AORN’s current membership data show that the average age of perioperative nurses who are members of AORN is 48 years.’ This number has been climbing steadily and will continue to climb unless new graduates and nurses from other specialties enter the perioperative arena and join AORN. The scholarshp program addresses
592
AORN JOURNAL
RETENTION.
recruitment by awarding scholarships to individuals who have the potential to augment the perioperative nursing workforce. In addition to scholarships for student nurses who express an interest in pursuing a career in perioperative nursing, there are scholarshps for surgical technologists and unlicensed personnel who are continuing their professional development by enrolling in nursing programs to become RNs. These individuals become even more valued members of the perioperative team when they can both scrub and circulate for surgical procedures. Additionally, the Scholarship Committee believes that that there is a strong relationship between a scholarship recipient and the donating organization. A scholarship from the AORN Foundation is likely to stimulate an interest in perioperative nursing and a commitment to AORN that could lessen the gap between the demand for nurses and the supply. BACHELOROF
SCIENCE
IN
NURSING
DEGREE.
Nurses pursue a BSN degree both for a sense of personal accomplishment and to increase their advancement potential for clinical, educational, and management positions. Registered nurse first assistant (RNFA) certification, for instance, requires a BSN degree. Another group of scholarship applicants includes the growing number of individuals who are pursuing a BSN as a second degree and who have decided to pursue a career in nursing. Adults who pursue further education to support a career change often are committed and enthusiastic about their career choice. Several respondents to the Foundation survey were among this group. ADVANCEDDEGREES. In the past, nurses who sought advanced degrees, such as master’s and doctoral degrees, often left the perioperative arena for academia or advanced practice roles outside of the OR. Today, there are advanced practice
MARCH 2005, VOL 81, NO 3
Goodman - Chappy - Durgin
areas within perioperative nursing that encourage or require advanced degrees. Many AORN members seeking master’s degrees are RNFAs who wish to expand their roles with the surgeons with whom they practice. Having a master’s degree allows these nurses to practice independently when completing preoperative histories and physicals and conducting postoperative visits while still practicing as first assistants in the OR. Nurses who seek doctoral degrees often are planning to pursue careers in research or academia. These career choices also benefit perioperative nursing. According to the National League for Nursing, many qualified students are turned away from nursing programs because there is a severe shortage of nursing faculty! Master’s and doctoral scholarships prepare perioperative nurses to join academic institutions and support the growth of the perioperative nursing specialty through education. Including perioperative nursing in the curricula of nursing schools will help nursing students recognize the specialty as an exciting and viable career option. This cannot happen without nursing faculty members who are knowledgeable about and comfortable in the perioperative arena. THENEED FOR NURSE LEADERS. The absence of knowledgeable and supportive leaders in nursing is one of the major reasons nurses leave the profe~sion.~Scholarships for masters and doctoral programs support perioperative nurses who are pursuing leadership positions. Some positions in nursing management and administration require advanced degrees in fields other than nursing, such as hospital administration or business. The AORN Foundation does not limit its scholarship funding to members pursuing advanced degrees in nursing, but recognizes the broader range of educational preparation that may be needed in the nursing profession today.
THE SCHOLARSHIPRECIPIENT SURVEY In 2004, 375 surveys were mailed to recipients of AORN scholarshipsawarded between 2000 and 2003. One hundred thirteen recipients responded, for a 30% response rate. These respondents represent a total of 155 scholarships, with 42 recipients having received more than one scholarship. At the time of the survey, 62 of the recipients had completed their studies. One recipient withdrew from school because of family obligations and returned the scholarship funds. The remaining 50 respondents are in the process of completing The career their degrees. Sixty-one percent of choices made by the respondents indicated that their educational nurses pursuing and career goals have been met. Of the remaindoctoral degrees der, most indicated that they expect their goals to also benefit be met after they complete their studies. petiopera tive Fewer than 50% of nursing because respondents indicated they had experienced they are the career advancement, but most members of this the group have not complet- educators ed their studies, so this next generation finding may be misleading. Several respondents perioperative commented that there was no salary increase nurses. associated with obtaining a degree. Among respondents who cited career advancement, at least five have transitioned from the position of surgical technologist to that of perioperative nurse. The survey and other comments from student scholarship recipients strongly supported that, in addition to the scholarship funding, efforts by AORN and the AORN Foundation to
of
of
AORN JOURNAL
593
MARCH 2005, VOL 81, NO 3
Goodman - Chappy - Durgin
promote the profession significantly affected their interest in and future commitment to perioperative nursing. Those efforts included the Foundation’s provision of a student membership in AORN, the added benefit of receiving the AORN Journal, and the Foundation‘s service in linking the student to AORN member as a an Failing to mentor.
recognize
employees‘
OPPORTUNITIES SHORTFALLS
AND
The survey participants’ comments provided insight into what they advancement perceived to be the opportunities and shortmay prompt falls associated with obtaining a basic or employees to advanced degree. Opportunities were not fully seek employment realized by those who had not yet finished their at facilities that education. Opportunities that were mentioned recognize the included 0 having more career value options in clinical practice, education, and education. management associated with the BSN degree; 0 obtaining advanced practice positions, such as nurse practitioner, surgical services educator, or surgical services manager; and 0 advancing on employing agencies‘ clinical ladder. Some participants said they had not yet experienced the personal or professional gain they expected with educational advancement. Reasons cited included 0 employers not recognizing or respecting different levels of education, 0 not receiving increased pay for increased educational preparation, and 0 not learning anything new after
educational
of
594
AORN IOURNAL
years of experience as an RN. These comments offer words of advice for employers-it is important to recognize a nurse’s educational advancement with increased job responsibility and increased pay. Failing to recognize employees’ educational advancement can diminish their motivation to advance their education or prompt them to seek employment at institutions that recognize the value of education and reward employees for obtaining it. Several survey participants made especially noteworthy comments. One said, . . . the [master’s in business adminis-
tration] opened more opportunity doors than a [~naster’sdegree in nursing]. I n administration, nursing master’s aye seen as more retrospective knowledge tlian proactive analysis accomplished irz business studies. This is an indication that, in addition to current curricula, advanced nursing curricula should be developed to meet the needs of the workplace and to combat the perception that an advanced degree in nursing is less important or less valuable than a degree in fields outside of nursing. It is important that nursing continues to develop and refine its own knowledge base. Ensuring that degrees in nursing administration are perceived by nurse leaders to be as valuable as degrees in business is important to the profession. It also is important for nurses to realize that a master’s degree in nursing represents the minimum education required to teach nursing. Having a master’s degree in a field other than nursing limits a nurse’s ability to join a nursing faculty and help diminish the shortages of both nursing faculty and perioperative nurses. Another participant commented,
Goodman - Chappy - Durgin
MARCH 2005, VOL 81, NO 3
Having a master‘s degree in afield other than nursing limits a nurse’s ability to join a nursing faculty and to help diminish the shortages of both nursing faculty and perioperative nurses. . . . nursing is still a woman’s world. Meii and women who are vocal in nursing don’t move up. Nursing still has many sacred cows, and some people in higher positions do not like change. Nursing needs more positive leaders; people who will speak up to administrators without any fear of losing their jobs. AORN needs this too. . . Education can be an effective approach to addressing concerns raised by practices that are not evidence-based (ie, sacred cows) and the need for positive leaders in nursing. The AORN Foundation scholarship program facilitates growth and change through education and leadership. Nurses need to make a difference and embrace change as health care evolves. Most basic and advanced degree programs incorporate change theory and courses in leadership. One example of the need for change is the perception that nursing is a woman’s profession. Companies such as Johnson & Johnson Family of Companies, in their campaign to promote nursing, have tried to eliminate the perception that nursing is a woman’s profession. Although nurses still are predominately female, the number of men in nursing has been increasing steadily6The value of nurses must be promoted to both men and women.
MAKN IG
A
DIFFERENCE
Survey participants were asked what difference the scholarship made in their education. Respondents emphasized the value of financial assistance in achieving their goals. One respondent said, ”The scholarships meant the difference in determining whether to continue my education after the first semester.” Another said,
The scholarship was helpful to me in so many ways. It helped me finan-
cially by allowing me to purchase many needed items for school and to pay some bills, which allowed me to concentrate on education. It also helped me by giving me a vote of confidence and accountability to do m y best. Another respondent said,
As a single mom and working two jobs since I started school, this scholarship helped me be able to cut back some hours at m y second job and to be with m y son and have extra time to study. All of the respondents provided positive comments and indicated that the AORN scholarship eased their financial burden, helped decrease the hours they had to work, allowed them more time to devote to academic concerns, increased their interest in perioperative nursing and AORN, or gave them the motivation and confidence to succeed. Respondents were asked to share their perceptions of the scholarship program. The ScholarshipCommittee used these comments to assess the application process. Several respondents were disappointed that the scholarship funds are not awarded immediately. Funds are dispensed after course completion and only if the recipient maintains a 3.0 grade point average. Several recipients were excited to learn that companies from which their facilities purchase OR supplies are contributors to nursing education. One respondent indicated that as a “nonconventional” student, she did not qualify for scholarships offered by her school. This often is the case for students who are pursuing an advanced degree and who have limited opportunities to apply for other types of financial aid. Scholarships for advanced degrees are very limited. The AORN AORN JOURNAL
59 5
Goodman - Chappy - Durgin
MARCH 2005, VOL 81, NO 3
scholarship program does not have such stipulations-it requires only that the applicant have an interest in perioperative nursing and in being a member of AORN.
MEETN IG
CHALLENGES
Sharon Chappy, RN, PhD, CNOR, is a member of the AORN Foundation Scholarship Committee.
Leslie Durgin, MPA, is director of the AORN Foundation and vice president of external affairs for AORN, Inc.
Survey results suggest that the scholarshp program is meeting the chalNOTES lenges of nurse retention and recruit- 1. “Statement on entry into practice,” in ment. Educational scholarships help Statidards. Recommended Practices. and retain perioperative nurses who meet Guidelines (Denver: AORN, Inc. 2004) 152. their goals & advancement into clinical, 2. ”AONE’sends message on shortage,” OR educational, and management posi- Manager l7(January 2o01) 5. 3. L Briggs, ”AORN 2000 member/nonScholarships for both nursing member needs assessment results,” AORN ulty members and nursing students Journal 72 (October 2000) 586-590. help students r e c o p e perioperative 4. Startling Data from the NLN’s nursing as an exciting and viable career ComPrehensive Survey of All Nursing choice. They also help augment the programs Evokes Wake-up (news release, New York National League for perioperative workforce with surgical in^, D~~15,2004) 1, technologists who become periopera- 5. L H Aiken, Geor etown University tive nurses and individuals who transi- Healthcare Leaders ’pInstitute, Washington, DCf July 2003. tion into nursing from other fields. 6 6.L Marsland, S Robinson, T Murrells, “Pursuing a career in nursing: Differences Terri R N ~PhDr is a membetween men and women qualifying as ber of the AORN Foundation registered general nurses,” Journal of Scholarship Committee. Nursing Management 4 (July 1996) 231-241.
a
Two Decision-Making Pathways Detected i n Human Brain ew research suggests that human decisionN making is influenced by the interactions of two distinct systems in the brain, which often are
a t odds, according to an Oct 15, 2004, news release from the Nationat Institutes of Health. The research was supported i n part by the National Institute on Aging (NIA), a part of the NIH. A research team asked 14 participants to choose between receiving money a t an earlier or later date. For instance, a participant might be asked to choose between receiving $27.10 today versus $31.25 a month from now: or $27.10 i n two weeks versus $31.25 in six weeks. As the participants made their choices, their brains were scanned using functional magnetic resonance imaging (fMRI), a tool that enables researchers to measure second-by-second brain function i n thousands of specific brain regions. When participants chose between incentives that
596
AORN JOURNAL
included an immediate reward, fMRI scans indicated heightened activity in parts of the brain, such as the Limbic system, that are associated with emotionat decision making. Conversely, deliberative and analytic regions of the brain, such as the prefrontal and paneta1 cortex, were activated by all decisions, even those that did not involve an immediate reward. When participants resisted immediate rewards and chose delayed rewards, however, activity was particularly strong in these deliberative areas of the brain. Researchers contend that the findings could have an impact on the ability to influence health and economic decisions, such as those concerning diet, exercise, and saving money for retirement. Scientists Detect Two Decision-Making Pathways i n Human Brain (news refease, Bethesda, Md: NationaL Institutes of Health, act 15, 2004) http://www.nih.gov /news/pr/oct2004/nia-15.htrn (accessed 29 Oct 2004).