Meaningful Recognition Research Articles

Evaluation of meaningful recognition programs in three colleges of nursing

BackgroundThe nursing faculty shortage in the United States presents a challenge to maintaining a robust healthcare workforce. Meaningful recognition (MR) is an evidence-based practice that improved nurse burnout (BO) in the clinical setting. There is limited literature on its impact on nurse faculty. PurposeThree colleges of nursing implemented The DAISY Diseases Attacking the Immune SYstem Award for Extraordinary Nursing Faculty as an MR program to improve compassion satisfaction (CS) and BO among nursing faculty. MethodsThis project employed a pre- and post-survey design to assess changes in faculty CS, BO, and secondary traumatic stress using the ProQOL Professional Quality of Life version 5. DiscussionThe results suggest that while the implementation of MR programs did not significantly alter these metrics, the faculty maintained stable levels of CS despite the stressful COVID-19 pandemic. ConclusionAdditional research is needed to explore the potential for MR to mitigate faculty BO.

Refugee recognition: reconsidering Honneth in light of Benjamin and Klein

AbstractUsing data collected from participant observation through creative workshops in two regions of the UK in 2019 and 2020 with participants going through the asylum system, this paper seeks to redress the under-theorisation of Axel Honneth’s use of critical and psychoanalytic theory including the work of Donald Winnicott within Honneth’s book The Struggle for Recognition. Crucially, this approach sees Honneth’s primary intersubjective process of recognition, love, as ambivalent, as opposed to monolithically conceived, a common criticism of Honneth’s early work, and applies this conception to empirical data. Following the work of philosopher Amy Allen, this paper also resolves to apply Jessica Benjamin’s use of the Third to a number of empirical case studies relating to creative workshops conducted with participants going through the asylum system. By taking this ambivalent approach, this paper shows how meaningful recognition might more successfully be achieved beyond the limits of such the punitive regimes of asylum.

International Burn Disaster Nursing: Care, Commitment, Compassion, and Cost.

Burn mass casualty incidents can overwhelm local resources, challenging effective communication, triage, and provision of care. International responders can help by providing education and direct patient care. On November 5, 2021, a fuel tanker truck exploded in Freetown, Sierra Leone, killing or injuring hundreds of people. The needs of the severely burned survivors overwhelmed local resources, requiring an international response. Burn specialist teams from several countries, including the United States, were deployed to provide assistance. Members of the US burn care team educated local health care practitioners about wound care, physical therapy, and fluid and pain management. Educational content was delivered through lecture and discussion, case studies, clinical application, and bedside teaching. Demonstration of cultural competence and humility, as well as attentiveness to nuances of local communication, helped avoid ethnocentrism and other barriers to collaboration. Public congratulations and formal completion certificates were used to provide meaningful recognition of successful class participation. Before the lecture and discussion intervention, 57 students participating in a pretest assessment had an average score of 53.9% (high, 80%; low, 27.5%). After the intervention, 38 students participating in a posttest assessment had an average score of 79.3% (high, 95%; low, 55%), and local health care providers delivered care with more attention to patient comfort and shared new knowledge with colleagues. Providing optimal burn care and education under austere conditions requires cultural humility and a spirit of inquiry. Attentiveness to communication and cultural nuances promotes collaboration, improves educational effectiveness, and builds local burn care capacity.

Increasing Nurse Retention Through Meaningful Recognition.

Increasing Nurse Retention Through Meaningful Recognition.

The DAISY Award: Meaningful Recognition's Impact on Patients, Nurses, and Organizations.

This review demonstrates the impact of The DAISY Award and how meaningful recognition (MR) through gratitude affects nurse engagement, healthy work environments (HWEs), and patient/families' (PFs) experiences. MR has mutual benefits for nurses and PFs, promoting therapeutic healing and resiliency. MR in HWEs can impact organizations' care quality, fiscal health and influence public perceptions. Nurse leaders should create an environment where MR is a core strategic imperative that impacts nurse, patient, and organizational outcomes.

Effects of Financial Incentives, Performance Appraisal, and Employee Recognition on Work Motivation of Start-Up Employee

This study examines the effects of financial incentives, performance appraisal systems, and employee recognition on work motivation among employees in start-up environments. Utilizing a sample of 300 start-up employees, data were analyzed using descriptive statistics, reliability analysis, correlation analysis, and multiple regression analysis with SPSS software. The results indicate that all three factors—financial incentives, performance appraisal systems, and employee recognition—positively and significantly influence work motivation, with financial incentives having the strongest impact. Interaction effects analysis further reveals that the combined impact of these factors is greater than their individual effects, suggesting a synergistic relationship. The study's findings underscore the importance of a holistic approach to employee motivation, integrating financial rewards, effective performance evaluations, and meaningful recognition to enhance motivation and organizational performance in start-ups.

Measuring the Interprofessional Health of the Pediatric Cardiovascular Operating Room Work Environment.

Pediatric cardiac surgery is complex and has significant risk, requiring interprofessional teamwork for optimal outcomes. Unhealthy work environments have been linked to poor patient outcomes, staff dissatisfaction, and intention to leave. We describe the interprofessional health of pediatric cardiovascular operating room (CVOR) work environments in the United States and the establishment of a healthy work environment (HWE) benchmark score. Utilizing the American Association of Critical Care Nurses Healthy Work Environments Assessment Tool (HWEAT), interprofessional staff from 11 pediatric CVORs were surveyed. Responses were aggregated, summarized, and stratified by role to examine differences. The following phase used an e-Delphi approach to obtain expert consensus on a benchmark target. Across 11 centers, 179 (60%) completed surveys were reviewed. The interprofessional mean HWEAT score was 3.55 (2.65-4.34). Mean scores for each standard were within the "good" range. Participants reported the highest scores for effective decision-making, with a mean of 3.69 (3.00-4.20). Meaningful recognition scored lowest, mean 3.26 (2.33-4.07). When stratified, surgeons reported higher overall HWE scores (M = 3.79, SD = 0.13) than nurses (M = 3.41, SD = 0.19; P = 0.02, two-tailed). The proposed benchmark was 3.50. This is the first time the American Association of Critical Care Nurses HWEAT has been used to describe the interprofessional health of work environments in pediatric CVORs in the United States. The targeted benchmark can support pediatric CVOR improvement strategies. Creating and sustaining an HWE is an interprofessional opportunity to support high-quality patient outcomes and clinical excellence.

Employee recognition giving in crisis: a study of healthcare workers during the COVID-19 pandemic

PurposeEmployee recognition systems are ubiquitous in organizations (WorldatWork, 2019) and have positive effects on work outcomes (e.g. Stajkovic and Luthans, 2001). However, psychologically meaningful recognition relies on the recognition giver being motivated to observe and recognize coworkers. Crises such as the COVID-19 pandemic may impact recognition giving in varying ways, yet little research considers this possibility.Design/methodology/approachThis longitudinal field study examined the impact of the COVID-19 crisis on recognition and acknowledgment giving among frontline and nonfrontline healthcare workers at daily and aggregated levels. We tested the relationships between publicly available daily indicators of COVID-19 and objectively measured daily recognition and acknowledgment giving within a web-based platform.FindingsWe found that the amount of daily recognition giving was no different during the crisis compared to the year before, but fewer employees gave recognition, and significantly more recognition was given on days when COVID-19 indicators were relatively high. In contrast, the amount of acknowledgment giving was significantly lower in frontline staff and significantly higher in nonfrontline staff during the pandemic than before, but on a daily-level, acknowledgment was unrelated to COVID-19 indicators.Practical implicationsOur results suggest that organizational crises may at once inhibit and stimulate employee recognition and acknowledgment.Originality/valueOur research is the first to empirically demonstrate that situational factors associated with a crisis can impact recognition giving behavior, and they do so in ways consistent with ostensibly contradictory theories.

The implementation and impact of an advanced practice recognition program.

Meaningful job recognition is a pillar for sustaining healthy work environments and proven beneficial for job satisfaction and retention. However, few dedicated award recognition programs exist for advanced practice registered nurses (APRNs), and no available literature evaluates the impact on professional practice, sense of belonging, and job retention or satisfaction. The purpose of this study was to introduce a novel award recognition program for APRNs and physician associates (PAs) in a large academic medical system and evaluate it's impact on job satisfaction, retention, and sense of belonging. Five awards were created to recognize areas of achievement for clinically practicing APRNs or PAs within an academic health system. Nomination letters were collected, deidentified, and reviewed by an award committee. Winners were announced and received a plaque. A survey was sent to employed APRNs evaluating their response to the program. The survey was sent to both APRNs (83%) and PAs (17%). Survey end points included job satisfaction, willingness to stay in role for 1 and 5 years, sense of community, something to work toward, and increasing recognition of APRNs. Results showed statistical significance in three areas. Advanced practice registered nurses or PAs who were aware of award opportunities and/or nominated for an award showed higher job satisfaction, more likely to stay in job for 1 year, and felt a greater level of recognition. Dedicated APRN award programs may have a positive impact on job satisfaction and retention. This model may be extrapolated to provide greater opportunities for meaningful recognition among clinical APRNs.

The Value of Meaningful Recognition: A New DAISY Award.

The Value of Meaningful Recognition: A New DAISY Award.

Rejuvenating Meaningful Recognition Through Shared Governance.

As majority stakeholders in healthcare systems, direct care clinical nurses are accountable for professional practice, including meaningful recognition. A sustainable recognition program can be established through structural empowerment and shared decision-making within a healthy, clinical nurse-led governance structure. This article describes the journey of rejuvenating meaningful recognition across 27 hospitals and more than 500 sites of care, with the aim of positively impacting nurses and strengthening connection to purpose.

The Role of the Wider Organization and Community in Meaningful Nurse Manager Recognition

The span of control of the nurse manager role argues for an interdependent approach to generate meaningful nurse manager recognition. As part of a larger descriptive qualitative study, nurse managers, directors, and chief nursing officers (CNOs) were interviewed using open-ended semistructured questions to examine a culture and climate of meaningful recognition. The purpose of this article is to advance the call to improve nurse manager recognition by the wider health care organization and community. Triggers and best practices to enable nurse manager recognition are presented based on observations with key stakeholders: CNOs, the C-suite, internal departments, and the wider community.

Meaningful recognition program for nursing faculty insights learned during the pandemic

Nursing programs face faculty shortages further aggravated by burnout and low pay compared to the private sector. As meaningful recognition programs are linked to resiliency and improved job satisfaction, this university initially implemented the DAISY Award for Extraordinary Nursing Faculty program in 2014. With the significant changes experienced during the pandemic, the university wanted to strengthen the Daisy Award program and determine its impact on Compassion Satisfaction (CS) and Compassion Fatigue (CF). Nursing faculty are at increased risk for CF (burnout and secondary traumatic stress) due to clinical errors, patient illness, death, and multicultural differences. These risks have increased across nursing settings with the pandemic. In the clinical setting, research has shown that effective implementation of the Daisy Award Program provides nurses with meaningful recognition that increases CS and decreases CF. There is limited literature on how meaningful recognition programs influence CS and CF for nursing faculty. The purpose of this research study is to evaluate whether strategies to improve the DAISY Award program influence CS and CF for nursing faculty. The study design was quasi-experimental, utilizing a pre-and post-survey design following interventions to strengthen the DAISY Award program through centralized communication and recognition strategies. Across the two data collection periods, CS remained high and CF low (non-significant findings) overall, though visiting professors had statistically significantly higher CS and lower CF than full-time faculty. Given the pandemic timing, it is unknown if the meaningful recognition program contributed to maintaining the desired CS and CF results, and further research is needed.

A Manifesto for Rewarding and Recognizing Team Infrastructure Roles

The Scientific Reform Movement has highlighted the need for large research teams with diverse skills. This has necessitated the growth of professional team infrastructure roles (TIRs) who support research through specialised skills, but do not have primary responsibility for conceiving or leading research projects. TIRs such as Lab Technicians, Project Managers, Data Stewards, Community Managers, and Research Software Engineers all play an important role in ensuring the success of a research project, but are commonly neglected under current reward and recognition procedures, which focus on the individual academic researcher instead of the teams involved. Without meaningful identification and recognition of TIR contributions, we risk reinforcing the conceptual and practical division between academic researchers and TIRs. This situation is inequitable and detrimental to the research enterprise: the limited potential for career advancement for TIRs may cause them to leave for other occupations, ultimately leading to a loss of institutional skill, expertise, and memory. This contribution explores the evolution of specialist TIRs and the status of these positions in various settings. We provide three case study descriptions of TIR activities, so that readers may become more familiar with the breadth and depth of their work. We then propose system level changes designed to embed meaningful recognition of all contributions. Acknowledging the contributions of all research roles will help retain skill and expertise, and lead to collaborative research ecosystems that are well-positioned to address complex research challenges.

Recognizing Excellence: The Development of a Statewide Meaningful Recognition Award for Clinical Nurse Educators.

Recognizing Excellence: The Development of a Statewide Meaningful Recognition Award for Clinical Nurse Educators.

Creating an Organizational Culture and Climate of Meaningful Recognition for Nurse Managers.

To examine the current nurse manager (NM) recognition culture and climate in organizations and to develop a theoretical foundation for meaningful recognition. Nurse managers call for wider recognition, but the theoretical conceptualization and underpinnings of meaningful recognition are sparse in the literature. A qualitative descriptive design was used utilizing individual interviews. The study participants included 30 individuals consisting of NMs, chief nursing officers, and chief nursing executives. Content analysis was conducted. A theoretical model with super-categories and supportive quotes was created to operationalize a culture and climate of meaningful recognition in the organizations represented by the sample. This qualitative descriptive study highlights the importance of recognizing the value of NMs for their contributions to nursing leadership and patient care. Implications of recognizing NMs are counteracting the feeling of being invisible and mitigating issues within the work environment.

Why Meaningful Recognition and Gratitude Are Important in Addressing Staffing Shortages.

Why Meaningful Recognition and Gratitude Are Important in Addressing Staffing Shortages.

Meaningful Recognition of Pediatric Nurses via a Closed Facebook Group

Hospitals where nurses report higher levels of meaningful recognition also report greater job satisfaction, decreased intent to leave, and increased quality of care. Despite a hospital-wide effort to recognize nurse achievements at a free-standing, pediatric, academic hospital, few nurses received recognition external to their units. A nursing council charged to address this problem chose to create an active social media community to provide meaningful recognition of nurses by highlighting their clinical inquiry and achievement via a closed Facebook (FB) Groups platform. This article describes implementation methods as the council identified aims and goals of the FB group, designated monthly moderators, and promoted the FB group to the nursing community. Consistent membership growth and FB group engagement were tracked using FB platform metrics. Results demonstrated meaningful recognition of nursing clinical inquiry and achievement. With this accomplishment, the successful platform was expanded to incorporate hospital-wide achievements from other disciplines.

308 Meaningful Recognition Makes a Difference: Turning Dumpster Fires into Dumpster Gold

Abstract Introduction Burn/Trauma Critical Care Nursing requires a team effort to achieve positive outcomes. Meaningful Recognition is one standard of a Healthy Work Environment and a challenge to provide consistently in today’s climate. In 2021 we conducted a HWE assessment survey and under the category of MR our aggregate score was 2.94 or “Needs Improvement.” The phrase “Dumpster Fire” has been used to describe the most challenging clinical shifts in nursing within our unit. A DF shift on our unit has been undefined due to the complexity of the care provided to patients and without any formal method specific to our unit in acknowledging the staff that care for the most critically ill patients. We defined a DF to create a specific award in which staff nominate each other for the skill demonstrated to provide excellent care and the good outcomes. We implemented the award as a post survey action item with a goal to achieve an aggregate score of >=4.0 or “Good,” on a follow up survey on MR in June of 2022. Methods MR is one of six standards presented by the AACN (HWE) assessment tool to aid in developing plans to increase retention and satisfaction among staff at the bedside. Our intervention period began in April 2021 and ended June 2022. During this time staff, allied health personnel, physicians, and unit leaders can nominate others for a DFA. The story of the nominees and the teamwork necessary are shared at weekly staff huddles. The nominees would also receive a dumpster fire enamel pin provided by unit leadership and have their picture taken for the "Wall of Flame" on the unit and our social media page. by sharing the story with the team which was presented to the nominee(s) during shift change huddles. The scoring guidelines are as follows: 1.00-2.99 = Needs Improvement, 3.00-3.99 = Good, 4.00-5.00 = Excellent Results Standard 5 Meaningful Recognition Nurses must be recognized and recognize others for the value each brings to the work of the organization. 2021 Aggregate Score 2.94 2022 Aggregate Score 4.37 Question 4 The formal reward and recognition systems work to make nurses and other staff feel valued. 2021 score 2.45 2022 score 4.62 Question 9 Administrators, nurse managers, physicians, nurses, and other staff members speak up and let people know when they have done a good job. 2021 score 3.64 2022 score 4.17 Question 17 There are motivating opportunities for personal growth, development, and advancement. 2021 score 2.73 2022 score 4.31 Conclusions Based on the results of the post intervention survey there was a significant increase in the individual and aggregate scores for MR. This data demonstrates that a unique and meaningful method of recognition can impact the perceptions of staff of a HWE within a busy level I trauma center’s Trauma Intensive Care Unit. Applicability of Research to Practice Meaningful Recognition is an important part of a Healthy Work Environment and a fully implemented HWE initiative can help mitigate staff losses and help build resilience among nursing staff and the treatment team members.

720 Transcultural Collaboration in Burn Mass Casualty Response Under Austere Conditions

Abstract Introduction Burn mass-casualty incidents (BMCI) overwhelm local resources challenging communication, triage, basic care provision and education of non-burn specialist personnel. This is more acute in austere conditions such as the recent international BMCI in November, 2021, in an extremely resource-limited developing country. Greater than 250 severely burned survivors overwhelmed local resources requiring an international response. Effective burn care dictated adapting to austere conditions, educating local providers and cultural competence, vital to teaching and obtaining feedback in ways meaningful to host providers and building burn care capacity. Methods Needs assessment showed local healthcare providers needed burn care education focused on wound care, fluid management, pain management and assessment. Cultural competence/cultural humility were integral in avoiding ethnocentrism and collaboration barriers. Understanding local language and communication styles (including nonverbal cues) was prioritized. Pre-test/post-test measured baseline burn care knowledge vs. education efficacy. Lecture/discussion, case study, clinical application and class participation were used to disseminate content. Attention was paid to pace of content discussion and nonverbal indications of understanding as English was not the learners first language. Pacing/terminology was adjusted to optimize understanding. Meaningful recognition was accomplished by public congratulations and formal completion certificates. Results Pre-test: Number of students-57; high score-80%; low score-27.5%; average score-53.9%. Content was presented as described in methods section and supplemented with bedside instruction. Post-test: Number of students-38; high score-95%; low score-55%; average score-79.3%. Almost immediately, many participants framed and posted their completion certificates and quickly utilized education content when delivering care. Conclusions Optimal interdisciplinary/international collaboration for burn care and education in austere conditions mandates cultural humility and a spirit of inquiry on the part of international guest providers to best understand cultural norms in host countries. A spirit of inquiry on local communication and cultural nuances is integral to optimal collaboration, education and building effective local burn care capacity. Applicability of Research to Practice When providing care internationally in austere settings, proactive cultural humility, understanding local cultural and communications nuances and developing education/content delivery that can be readily utilized in addressing critical needs is essential. Meaningful recognition for healthcare team members in host countries develops good will and helps build capacity to continue providing health care upon conclusion of the immediate crisis.