Professonal Organization

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PROFESSIONAL ORGANISATION

INTRODUCTIONA Professional organization is created to deal with issues of

concern to those practicing in the profession. It differentiates a

profession from an occupation, governance is the establishment

and maintenance of social, political and economic arrangements

by which practitioners control their practice, their self discipline,

their working conditions and their professional affairs, nurses,

therefore need to work within their professional organizations.

Professional organization is the vehicle through which

nursing takes collective action to improve both the nursing

profession and health care delivery. There are many nursing

associations from which to choose, and they offer a variety of

benefits to the public, to the nursing profession as a whole, and to

individual member. The organization varies in purpose or mission

and membership. It provides a vehicle for nurses to meet present

and future challenges and work toward positive profession wide

changes that keep pace with societys complex health needs.

The purpose of some professional organization such as ANA,

is to globally represent the profession. Specialty group with a

more specific focus, promote education skills, standards and

perhaps certification opportunities for a particular segments of the

profession, for eg: the American Association of Critical Care

Nurses. Each organization has a unique philosophy or mission

directed at professional nursing practice.

Value and norms for professionals are communicated in

official publications, position statements and specified standards.

These organizations promote professional parameters for clinical

practice, education, administration and research. They provide

educational opportunities and foster expansion of the knowledge1


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base of individual professionals and the discipline in general.

Some organizations focus on science of the profession and their

purpose is to promote the scholarly aspect of profession.

TERMINOLOGIES PROFESSION

An occupation, such as law, medicine or engineering

that requires considerable training and specialized study.

ORGANIZATION

An organization is a group of people intentionally

organized to

accomplish an over all, common goal or set of goals.

ETHICS

A code of moral principles.

ADMINISTRATION

Administration is the direction, co-ordination and

control of many

persons to achieve some purposes or objectives.

MEANING OF PROFESSIONAL ORGANIZATION

Professional organization is created to deal with issues of

concern to those practicing in the profession.

PROFESSIONAL ORGANIZATION AT UNION LEVEL

As the nursing profession has developed and advanced,

organizations that have become integral to profession have

increased. The number of association continues to grow at local,

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state and national levels. Nursing organization may be related to a

specialty or they may encompass all areas of nursing.

The organizations are,

The national student nurse association(NSNA)

The American nurses association (ANA)

The Canadian nurses association (CNA)

The national league for nursing (NLN)

The international council of nurses(ICN)

THE AMERICAN NURSES ASSOCIATION (ANA)

The American nurses association is a professional

organization to advance and protect the profession of nursing. It

started in 1896 as the nurses associated Alumnae and was

renamed the American nurses association in 1911.

PRIMARY MISSION

The Association is a professional organization representing

registered nurses (RNs) in the United States through its 54

constituent member associations. The ANA is involved in

establishing standards of nursing practice.

ANA also has three subsidiary organizations

1) American Academy of Nursing

To serve the public and nursing profession by advancing

health policy and practice through the generation, synthesis

and dissemination of nursing knowledge.

2) American Nurses Foundation

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The Charitable and Philanthropic arm.

3) American Nurses Credentialing Center

It Credentials nurses in their specialty and credentials

facilities that exhibits nursing excellence.

PURPOSE

To improve the quality of Nursing Care.

ACTIVITIES

Establish standards for nursing practice

Develop educational standard

Promote nursing research Establish a professional code of ethics

Oversee a credentialing system

Influence legislation affecting health care

Protect the economic and general welfare of registerednurses.

Assist with the professional development of nurses (i.e.by providing continuing education programs)

MAINTAIN STANDARDS OF CONDUCT

They are also responsible for creating a code of ethics for

nurses.

1. The nurse in all professional relationships, practices withcompassion and respect for the inherent dignity, worth anduniqueness of every individual, unrestricted byconsiderations of social or economic status, personal

attributes or the nature of health problems.2. The nurses primary commitment is to the patient, whether

an individual, family, group or community.3. The nurse promotes, advocates for and strives to protect the

health, safety and rights of the patient.4. The nurse is responsible and accountable for individual

nursing practice and determines the appropriate delegation4


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of tasks consistent with the nurses obligation to provideoptimum patient care.

5. The nurse owes the same duties to self as to others,including the responsibility to preserve integrity and safetyto maintain competence and continue personal andprofessional growth.

6. The nurse participates in establishing, maintaining andimproving health care environments and conditions ofemployment conductive to the provision of quality healthcare and consistent with the values of the profession throughindividual and collective action.

7. The nurse participates in the advancement of the professionthrough contributions to practice, education, administrationand knowledge development.

8. The nurse collaborates with other health professionals andthe public in promoting community, national, andinternational efforts to meet health needs.

9. The profession of nursing as represented by associations andtheir members is responsible for articulating nursing valuesfor manufacturing the integrity of the profession and itspractice and for shaping.

MEMBERSHIP

Federation of state nurses association.

Individual registered nurses can participate in ANA by joiningtheir respective state nurses association.

PUBLICATION

American journal of nursing

The American nurse

Code of ethics

OJIN online journal of issues in nursing

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CANADIAN NURSES ASSOCIATION (CNA)

This is a federation of II provincial and territorial registerednurses associations representing more than 1,30,000 Canadianregistered nurses and nurse practitioners.

HISTORY

In 1908, representatives from nurses associations aroundCanada were invited to meet by the Canadian society of

superintendents of training schools for nurses. At this meetingprovisional society of the Canadian national association of trainednurses (CNATN) was formed.Mary Agnes Snively was namedfounding president. The CNATN took its members from societiessuch as graduate nurse and alumni associations. In 1924, theCNATN changed its name to the Canadian nurses association.

PURPOSE

To achieve quality nursing care of the people of Canada by

Promoting high standards of nursing practice, education andresearch.

Fostering uniform regulatory practices among licensure andregulatory agencies.

Influencing the development of national health policy.

ACTIVITIES

Define nursing practice

Establish standards of nursing practice education andadministration

Promote nursing research

PUBLICATION6


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Canadian nurse

NATIONAL STUDENT NURSES ASSOCIATION (NSNA)

The national student nurses association is the nationalorganization for student nurses, established in 1952 with theassistance of the American nursing association and nationalleague for nursing. Its members are students enrolled in nursingeducation programs. Through voluntary participation, studentspractice self governance.

PURPOSE

To prepare nursing students to become contributingmembers of the nursing profession and to advocate for qualityhealth care.

ACTIVITIES

Help students prepare for NCLEX-RN examination

Generate scholarship funds for nursing education

Provide opportunities for student nurses to become involvedin political education activities

MEMBERSHIP

Active membership is open to,

Students in state approved programs preparing forregistered nurse licensure

Registered nurse in programs leading to a baccalaureate innursing

PUBLICATION

Imprint.

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NATIONAL LEAGUE FOR NURSING (NLN)

The national league for nursing is an organization open to allpeople interested in nursing including nurses, non-nurses andagencies.

HISTORY

The NLN was founded in 1893 as the American society ofsuperintendents of training schools for nurses and was the firstorganization for nursing in US. In 1912, it was renamed thenational league for nursing education and released the firststandard curriculum for school of nursing in 1917. In 1952, theNLN combined with the national organization for the public healthnursing and the associate for collegiate schools of nursing as thenational league for nursing and assumed responsibility for theaccreditation of nursing schools in the US.

ACTIVITIES

Accredit (with voluntary participation from the schools)nursing education programs.

Conduct surveys to collect data on educational program.

Provide continuing education programs.

Offer testing services, including licensure examination(NCLEX-RN) for state boards of nursing, achievement tests

for use in nursing schools and preadmission testing forpotential nursing students.

PURPOSE

To identify the nursing needs of society and to fosterprograms designed to meet these needs.

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MEMBERSHIP

Open to any individual or agency interested in improvingnursing services or nursing education.

Composed of both nurses and non-nurses.

PUBLICATIONS

Nursing and health care

Nursing education policy

Nursing league for nursing journal, position statements.

INTERNATIONAL COUNCIL OF NURSES (ICN)

It is a federation of more than 120 national nursesassociation. It was founded in 1899 and was the first internationalorganization for health care professionals. It is headquartered inGeneva, Switzerland.

ORGANIZATION

The governing body of the ICN is the council of nationalrepresentatives (CNR), composed of the president of each of themember associations and operating on the principle of onecountry one vote. The CNR meets every two years to determinepolicy matters affecting the nursing profession. Every fourth yearthis meeting is held in conjugation with the ICN quadrennialcongress open to nurses throughout the world.

OBJECTIVES

ICNs objectives are fourfold.

To promote the development of strong national nursesassociations.

To assist national nurses association to improve thestandards of nursing and the competence of nurses.

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To assist national nurses association to improve the status ofnurses within their countries.

To serve as the authoritative voice for nurses and nursinginternationally.

ACTIVITIES

The activities of the ICN reflect the wide range of interestsand needs of its international membership, focusing on suchareas as nursing education, economic and general welfare ofnurses, nursing practice and service, nursing legislation,nursing research and co-operation with other health careprofessions.

An important aspect of ICNs role is the co-ordination ofactivities with other international organizations in the healthcare field.

Promote nursing research worldwide.

MEMBERSHIP

Independent nongovernmental federation of 112 national

nurses association.

PUBLICATION

International nursing review.

SPECIALTY PROFESSIONAL ORGANIZATION

Some professional organization focuses on specific areas

such as critical care, nursing administration or research or nursemidwifery.

Specialty organizations are,

1. The association of operating room nurses (AORN).

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2. The association of womens health, obstetrical and neonatalnurses(AWHONN).

3. The American association of critical care nurses.

1. THE ASSOCIATION OF OPERATING ROOM NURSES

AORN in United States and the national conference ofoperating room nurses in Canada are concerned with continuingeducation for operating room nurses, higher standards foroperating room care and increased research activities.

2. THE ASSOCIATION OF WOMENS HEALTH, OBSTETRICAL AND NEONATALNURSE

It promotes standards of practice in obstetrical and

gynecological nursing, encourages professional growth for itsmembers and is an accrediting body for advanced programs inobstetrical and gynecological nursing.

3. THE AMERICAN ASSOCIATION OF CRITICAL CARE NURSES

It is a national organization of nurses working in critical careareas. It is concerned with nursing education, practice andresearch as they involve critical care nursing.

PURPOSE OF SPECIALTY NSG ORGANIZATION

It usually provides educational opportunities for theirmembers specific to the specialty.

It provides information related to current research findingsin the specialty.

It provides information about new equipment used in thespecialty.

It provides general information about professional aboutprofessional issues and issues in health care policy relatedto the specialty.

INDIAN PROFESSIONAL ORGANIZATION

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The professional organizations are,

1. Trained nurses association in India (TNAI)

2. The student nurses association (SNA)

3. Indian nursing council(INC)

4. Christian medical association of India (CMAI)

TRAINED NURSES ASSOCIATION IN INDIA (TNAI)

The trained nurses association of India is a nationalprofessional association of nurse. The present name andorganization were established in 1902. But its history ofdevelopment goes back to 1905.

PHILOSOPHY

The TNAI believes that good health is a fundamental right ofevery person and that it is responsibility of the health profession,including nursing to provide the kind of health care which will giveeach individual in society every opportunity to achieve optimumhealth. The belief of the TNAI that each nurse is a member of thesociety and is entitled to the same individuals right privileges andthe goals of physical, mental, economic and social developmentas are available to other members of the society.

PURPOSE

Upholding the dignity and honor of the nursing profession.

Promoting a sense of esprit de corps among all nurses.

Enabling members to take counsel together on mattersrelating to their profession.

AIMS

Upgrading.

Development and standardization of nursing education.

Improvement of living and working conditions for nurses inIndia.

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Registration for qualified nurses.

MEMBERSHIP

Membership in the TNAI is obtained by application and

submission of a copy of your state registration certificate. Youmay transfer membership from the student nurses association byhaving a certificate sent from institution in which you havestudied within six months after completing the course.Membership fees are required.

A reduced fee is offered to those who transfer membershipsdirectly from the SNA. A part of these fees is used to pay affiliationfees to the international council of nurses. It is possible to applyfor a life membership. Many nursing authorities require

membership in the TNAI as a condition for employment.

FUNCTIONS

To establish functions, standards and qualifications fornursing practice.

To enunciate standards of nursing education and implementthese through appropriate channels.

To enunciate standards of nursing service and implementthese through appropriate channels.

To establish a code of ethical conduct for practitioners.

To stimulate and promote research designed to increase theknowledge on which the practice of nursing is based.

To promote legislation and to speak for nurses in regard tolegislative action.

To promote and protect the economic welfare of nurses.

To provide professional counseling and placement service fornurses.

To provide for the continuing professional development ofpractitioners.

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To represent nurses and serve as their spoke man with alliednational and international organizations, governmental andother bodies and the public.

To serve as the official representative of the trained nurses

of India as a members of the international council of nurses(whenever possible).

To promote the general health and welfare of the publicthrough all association programmes, relationships andactivities.

PUBLICATIONS

Hand book of the TNAI (first copy published in 1917)

The nursing journal of India, a monthly publication, firstpublished in 1910.

History of nursing in India.

A public health nursing manual.

Indian nursing year book was started in 1982.

Simplified microbiology.

RULES AND REGULATIONS

The existing rules and regulations, as recommended by theTNAI council.

1. NAME AND OBJECTS

The name and objects of the association are as set outin the memorandum of the association. The association isnon political and non sectarian.

2. PATRON AND VICE PATRONS

The president of the Republic of India or his wife or vicepresident of India or chief justice of India or speaker ofLokSabah shall be invited to be patron of the associationduring the time of their office. The governing body of the

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association, hereafter mentioned as the council, may invitegovernors of the states or the Union Territories of India,their wives or other distinguished holders of offices at thecentre or state levels or in public life of the country otherthan politicians to be vice patron.

3. PRESIDENT AND VICE PRESIDENTS

Members of the association who form the House ofDelegates shall elect at a general meeting. One of the fullmembers of the association to be the president. Threeother full members of the association shall be elected asvice presidents (first, second and third vice presidents) outof three vice presidents.

One vice president shall be from the place at which theheadquarters is located. The term of office in each caseshall be four years.

The president shall not be eligible for reelection, butshall be ex-office member of the council for one more term.Vacancies between general meetings shall be filled by thecouncil at its discretion.

4. MEMBERSHIP

The association shall consist of patron, vice patron andmembers. Members shall be of the following categories.

a) Full members

A full member is a person who is a registered nurse fullytrained from an institution recognized by the Indian nursingcouncil and holds a certificate of training issued by aRegistration council or Board of examinations recognizedby the Indian nursing council.

b) Associate members

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L.H.Vs, A.N.Ms/ Health workers, midwives andregistered dais who are interested in the furtherance of theobjectives of the association as laid down in theconstitution of the association or the rules and regulationsframed there under shall be eligible for associatemembership.

c) Affiliate members

Nursing students of all categories and members of othernursing organizations shall be eligible for affiliatemembership.

d) Institutional membership

Any institute or organization with similar objectives andphilosophy as that of the TNAI shall be eligible formembership.

e) Honorary fellows

The council shall select members of the association whohave rendered service of a very high order to the cause ofnursing and confer on them honorary fellowship of TNAI.

NOTICES

Any notice required to be given to members may unlessotherwise required by the societies act, be given by publishing thesame in the official journal of the association.

MEMBERSHIP FEE

The following shall be the membership fee or as isdetermined by the council from time to time. Life membership,

Trained nurses - Rs.700

HVL/ANM/Multipurpose - Rs.500

HVL/ANM/Multipurpose without journal - Rs.300

SNA TO TNAI - Rs.600

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Students transferring their membership from SNA to TNAIand availing the concession in life membership should applyimmediately on passing the final examination.

STUDENT NURSES ASSOCIATION

The student nurses association, organized in 1920 isassociated with and under the jurisdiction of the TNAI.

HISTORY

The student nurses association (SNA) is a nationwideorganization. It was established in 1924 at the time of annualconference of the trained nurses association of India (TNAI). The

nursing superintendent of the government general hospital,Madras, Miss L.N.Jeans was the first honorary organizing secretaryof this association.

The pioneer unit of SNA was established at the generalhospital, Madras, followed by Christian Rainy hospital, Madras andthe Presidency general hospital, Calcutta.

The SNA and TNAI used to have combined Annual conferencebut due to the increase in number of delegates it was felt in 1960

to hold separate conferences for the student nurses.

The students are being given more and more responsibilityto manage their affairs both at the state and national levels.

OBJECTIVES AND FUNCTIONS

- To providing a means of personal and professionaldevelopment for the nursing student.

- To help students to uphold the dignity and ideals of the

profession for which they are qualifying.

- To furnish nurses in training with advice in their courses ofstudy leading up to professional qualification.

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- To encourage leadership ability and help students to gain awide knowledge of the nursing profession in all its differentbranches and aspects.

- To increase the student nurses social contacts and general

knowledge in order to help them with their total personal andprofessional development.

- To encourage both professional and recreational meetings,games and sports.

- To provide a special section in The Nursing Journal of Indiafor the benefit

of students.

- To encourage students to compete for prizes in the studentnurses exhibition and to attend national and regionalconferences.

- To help student nurses develop a co-operative spirit withother student nurses this will help them in future professionalrelationships.

- To provide a means of having a voice in what the associationstands for and does.

SNA RULES AND REGULATIONS

NAME

The name of the association shall be the student nursesassociation (SNA). The association is an associate organization ofthe trained nurses association of India.

PRESIDENT, STATE VICE PRESIDENTS, SECRETARIESThe president of the TNAI shall be the president of the

association. The SNA vice president and secretary shall be electedat the time of the annual or biennial conference of the SNA statebranch general body meeting. The term of office for vice president

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and secretary shall be one year, but they would be eligible forreelection for one more term.

MEMBERSHIP

Student nurses of general nursing and midwifery, basic B.Sc.Nursing, multipurpose health worker(female), auxiliary nurse-midwives, lady health visitors from the training institutionsrecognized by the Indian Nursing Council, in which a studentnurses unit has been established.

MANAGEMENT

The governing body of the association shall be the council ofTNAI which will receive the recommendations of the general

committee of the SNA for consideration.The general committee of SNA shall consist of,

a) President of TNAI or one of the vice presidents if thepresident wishes to delegate this responsibility.

b) Vice presidents of SNA state branches.

c) Hony. Treasurer of TNAI.

d) National SNA advisor who must be a full member of TNAI.

e) State branch SNA advisors.

f) Secretaries of the SNA state branches.

g) Secretary General, TNAI.

SNA general body:

The SNA general body at the national level shall comprise,

i) Member of SNA general committeeii) Three representatives from each unit VIZ, SNA vice

president, SNA

Secretary and SNA advisor

iii) All SNA delegates attending the conference

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OFFICERS

The officers of TNAI shall be the officers of the association.The national SNA advisor of the student nurse association shall befull time officer appointed by TNAI council and shall be a member

of TNAI. She/he shall act as the administrative officer of theassociation to implement its policies. She/he shall be responsiblefor the necessary preparation for the general committee meeting,the student nurses exhibition competition and for themanagement of the office as may be prescribed in the standingorders of TNAI.

STATE BRANCH ADVISORS

The state branch SNA advisors shall be elected during the

state branch elections. Where there is no state SNA branch, thebranch executive shall appoint an SNA advisor. She/he must befull member of TNAI who is keenly interested in the SNA and hasexperience of working with student nurses.

In case of any vacancies of the SNA advisor they will be filledby the state executive, nominating a person for the interimperiod.

State SNA advisors shall advise SNA unit office bearers to

organize SNA activities, coordinate these in their respective statesand at the national level. They shall keep units in their branchesinformed of all SNA activities and be the liaison officers betweentheir respective branches and the national SNA advisor of thestudent nurses association.

They shall help the SNA officers to organize studentconference in the state and endeavor to attend such conferenceat the national level. They shall also help the students to fulfill theobjects of the association and implement decisions made at the

SNA general committee meetings and conferences.

They shall assist in the enrollment of student nurses to theSNA and the formation of SNA units in every training centre andhelp student nurses to realize the importance of becoming fullmembers of TNAI on completion of their training.

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THE GENERAL BODY MEETINGS

The general body meetings of the association shall be held atthe time of the SNA conference.

The president, TNAI, shall preside over the SNA meetings,SNA office bearers of the host branch shall conduct the SNAmeetings along with the professional.

Agenda items from the branches should be sent to nationalSNA advisor at least two months before the general committeemeeting.

Resolutions passed at the general committee and generalbody meetings shall be forwarded by the national SNA advisor of

the SNA to concerned authorities and TNAI council forconsideration. The action taken by the council and otherconcerned authorities shall be forwarded by the national SNAadvisor of the student nurses association to the state SNA vicepresidents, secretaries and the state branch SNA advisors.

UNIT ORGANIZATION

All officers shall be elected by the student members of theunit as follows,

a) SNA advisor shall be a member of the TNAI whose functionshall be entirely advisory in nature.

b) Vice president shall be a student and preside over all unitsmeetings.

c) Unit secretary shall be a student.

d) Treasurer, Conveners and members of sub committees maybe elected to arrange for various activities as the unitconsiders necessary.

UNIT ACTIVITIES

- The unit shall decide upon the duties of their officers andcommittees and draw up a programme of activities in linewith objectives of the SNA.

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- The diary of unit activities shall be kept by the unit secretaryand used as the basis for the quarterly reports and theannual reports which shall be a summary of importantevents.

- Quarterly report of activities shall be sent to the state SNAadvisor and copy to TNAI headquarters.

- Student page of journal: suitable articles written by membersshall be collected by the unit secretary and sent to thenational SNA advisors of the student nurses associationthrough the unit advisor or they may be sent through thestate SNA advisor if so desired for publishing.

- Application forms for membership in TNAI shall be given to

unit members as soon as they complete their training. Thecompleted form, including the certification from the head ofschool or nursing superintendent shall be forwarded tosecretary, TNAI.

INDIAN NURSING COUNCIL

The Indian nursing council was constituted to establish a

uniform standard of education for nurses, midwives, healthvisitors and auxiliary nurse midwives. The Indian nursing councilact was passed by an ordinance on December 31, 1947. Thecouncil was constituted in 1949. TNAI is represented on thiscouncil by a member elected by TNAI council. The other nursemembers on the council are also members of TNAI and therefore,the association is well represented.

PURPOSE

To providing uniform standards in nursing education

To providing reciprocity in nursing registration throughoutthe country.

FUNCTION

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It given authority to prescribe curricula for nursing educationin all of the states.

To recognize programmes of nursing education.

To refuse recognition of a programme if it did not meet thestandards required by council.

To provide registration of foreign nurses.

The maintenance of Indian nurses register.

It authorizes state nurse registration councils and examiningboards to issue qualifying certificate.

It given heavy responsibilities for nursing practice andnursing education.

MEMBERSHIP

The council is composed of representatives of stateregistration councils, central and state health departments,military nursing service, Indian red cross society, colleges andschool of nursing, health schools and post certificate school, TNAI,medical council of India, Indian medical association and membersof parliament.

CHRISTIAN MEDICAL ASSOCIATION OF INDIA (CMAI)

The CMAI begin 1905 as a fellowship of Christian missionarydoctors. It gradually developed in to a layer organization whichincluded other Christian health professionals and healthinstitutions. Its present name was assumed in 1926. Headquarters for the CMAI are in New Delhi with a south office in

Bangalore.

AIM

The extension of the kingdom of Christ in India through theministry of health and healing.

OBJECTIVES

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- Promote co-operation and encouragement among Christiannurses.

- Promote efficiency in nursing education and services.

- Encourage the highest quality of candidate to choose nursingas a vocation.

- Secure the highest standards possible in Christian nursingeducation.

CURRENT FUNCTIONS

- To provide spiritual support and a better understanding ofthe healing ministry with a focus upon the bible. It does thisthrough retreats and conferences.

- To provide professional training through formal and informaleducation, publications of text books and other materials andscholarships.

- To encourage community health work through training,advisory services and technical support.

- To assist and support churches and health institution withstudy and training.

- To work with other agencies in an exchange of informationand a development of programmes. It is the official agency ofthe national council of churches in India.

- To disperse health related information this will help withhealth education and lead towards a more healthy and justsociety.

MEMBERSHIP

Membership in the CMAI is open to doctors, registered nursesand ANM or health workers, all health professionals, hospitaladministrators and chaplains. Students in health professionalcourses may also become members but may not vote or holdoffice. Membership fees are required and a life membership isavailable.

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PUBLICATIONS

- Until 1986 it published The Christian Nursebimonthly butnow limits regular publications.

- Preparation of textbooks and manuals of nursing education inIndia.

- They have published at least nine textbooks, written in boththe English and Hindi languages for nursing education.

JOURNAL ABSTRACT

Learning and developing are life long process. Professionalnursing associations provide an opportunity for professionalnurses to develop a bigger picture of nursing and health care overall. Membership is a professional association also gives nursesincluding perioperative nurses. An opportunity to be in control oftheir professional destiny. The membership can lead to anincreased awareness of nursing issues and support for collectiveactions among nurses. Association members can explore trendsand a concern facing their profession and association provides

networking opportunities to connect them with peers.

CONCLUSION

Professional organization both at the national and local levelprovide opportunities to connect with peers in your specialtyshare best practices and learn about new trends, educationtechnical advances.

BIBLIOGRAPHY

BOOKS

1. Patricia K ladner Fundamentals of nursing standards andpractice, 3rd edition, Thomson publishers.Page no.: 185-186

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2. Ruth F craven Fundamentals of nursing human health andfunction, 5th edition, Lippincott publishers.Page no.: 50-51

3. Kathleen koering blais Professional nursing practice, 5th

edition 2006, juile Levin publishers.Page no.: 43-45

4. Porter and Perry Fundamentals of nursing, 5th edition 2001,published by Harcourt private limited.Page no.: 395-396

5. Barbara kozir Fundamentals of nursing concepts andpractice, 7th edition 2004, published by Dorling Kindersleypvt. Ltd. Page no.: 50-51

6. http://www.rcn.org.uk/development

7. www.cancerindia.org

8. http://www.nurse.org

9. www.anfvic.ans.au/topics

AUDIO VISUAL AIDS

Black board

Chart

Hand out

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http://www.rcn.org.uk/developmenthttp://www.cancerindia.org/http://www.nurse.org/http://www.anfvic.ans.au/topicshttp://www.rcn.org.uk/developmenthttp://www.cancerindia.org/http://www.nurse.org/http://www.anfvic.ans.au/topics


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COLLECTIVE BARGAINING

DEFINITION:

Collective bargaining is an agreement between a single employer or an

association of employers on the one hand and a labour union on the other, which regulates

the terms and conditions of employment

(Tudwig Teller)

Collective bargaining is a process of discussion and negotiation

between two parties, one or both of whom is a group of persons acting in concest. More

specifically it is the procedure by which an employer or employers and a group of

employees agree upon the conditions of work

(The encyclopaedia of social science)

UNION/LABOUR ORGANIZATION:

An organization in which employees participate for the purpose of

negotiating with the employer about grievances, labour disagreement, wages, hours of work

and conditions of employment.

CHARACTERISTICKS OF LABOUR UNIONS:

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Union certification- any seven persons can from a trade

Defining membership of the bargaining unit both union and employer attempt

to specify which worker classifications are eligible for membership in bargaining unit.

PREPARATION FOR COLLECTIVE BARGAINING:

Preparation should begin months before the contract talks.

Chairperson should be establish and maintain pleasant relationship with union

representatives by treating them courteously in social situations, grievance

hearing.

Obtain information from other nurse executives about union activities in

neighbouring health agencies.

Review other labour contracts negotiating in other agencies to determine whattype of demands were made by various worker categories.

Keep ongoing recording agencys employees grievances and analyse these before

negotiation begins.

Research the wage salary structures of other health agencies in the community

and compare against agencies current wage package.

Should read the act to identify limitations.

PROCESSES OF UNIONIZATION

The process of unionization consists of following steps:

Selection of a bargaining agent.

Certification to contract.

Contract administration.

The nurse managers role.

Decertification.

Selection of bargaining agent:

The process of establishing a union in any setting begins with the

selection of a bargaining agent certified to conduct labour negotiations for a group of

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individuals. This process is known as a representative election and is presided over by the

national labour relationship board. For an election occurs, the union must demonstrate that

interest is shown by at least 30% of the employees affected by this action. Once the 30%

level is reached, the union can petition the national labour relations board to conduct an

election. At the conclusion of this meeting the board will have determined three things:

- Who is eligible to participate in the union: - This is problematic issue and noteasily resolved, because registered nurses employed as staff nurses are eligible

for collective bargaining but registered nurses employed as management are

not.

- Whether the signatories are employees of the organization.

- A date for union election: - the election is conducted by the board within 45days, using a secret ballot. All individuals eligible for represent action by the

union are notified of the election time and date. On Election Day, eligibleemployees are asked to choose not only whether they wish to be

representatives of the union but also which union they want to represent.

Many unions represent registered nurses in collective bargaining;

therefore the ballot may contain several choices for the bargaining agent. In addition to

various state nurses associations (SNAs), other major unions representing nurses are:

- American federation of, county and municipal employees (AFSCME).

- Service employees international union (SEIU).

The election outcome is determined by the group receiving a simple majority

of the votes cast. The union winning this election certified to enter into contract

negotiations with the employer.

The process of selecting a bargaining agent produces a tense,

emotional climate that affects everyone in the organization. It is important for both nurse

and managers and staff nurses to remember that during this period, the rules of unfair

labour practice apply. Staff nurses also must be careful that their discussions regarding

collective bargaining take place away from the work site and not on work time.

Certificate to contract:

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Certification by the National Labour Relations Board (NLRB) of a union to

be the bargaining agent does mean that a group of people have the right to enter into a

contract with an employer, a concept known as certification to contract.

The actual contract and its provision must be written and voted on by the

union membership a process that may take some time. Issues considered mandatory

subjects of bargaining are rates of pay, wages, hours of employment and grievance

procedures.

Additionally, the contract may specify other areas provided that both parties

agree they should be included. These can include:

A union among security clause.

A management rights clause.

Seniority.

Fringe benefits.

Layoff and reduction in work language.

Floating procedure.

Insurance.

Retirement issues.

Professional issues.

The contract is considered to be in effect when both management of the

organization and employees agree on its content. The final agreement is subject to a

ratification vote by the affected employees. Passage of the contract, or ratification, is

obtained by a simple majority of eligible members who vote.

Contract administration:

The role of administrating the contract then falls to an individual designated

as the union representative. The individual may be an employee of the union or a member

of the nursing staff. It is the duty of the union representative to provide fair and equal

representation to all members of the unit. The role of the union representative is explain the

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provisions of the contract to the union membership and be available to help in the grievance

process.

The nurse managers role:

The nurse manager in a health care organization where nurses are organized

into a collective bargaining unit participates in resolving grievances, using the agreed upon

grievance procedure.

CLASSIFICATION OF GRIEVANCE:

Grievance can usually be classified as

o Those caused by misunderstanding.

o Those caused by intentional contract violations.

o Those caused by symptomatic problems outside the scope of the labour

agreement.

Grievance caused by a misunderstanding usually stem from circumstances surrounding

the grievance, a lack of familiarity with the contract or an inadequate labour agreement.

Intentional violation of a contract is usually an effort to capitalize on ambiguouscontract language or past practices.

Symptomatic grievances are simply a means for the employee to show dissatisfaction

or frustration and stem from the human element in management / labour relationship.

THE GRIEVANCE PROCESS: an example;

The following steps comprise the typical grievance process:

Step 1:- the employee talks informally with her or his direct supervisor, usually as

soon as possible after the incident has occurred. A representative of bargaining agent is

allowed to be present. A written request for the next step is given to the immediate

supervisor within ten work days. The employee, supervisor, and agent will be present for

any discussion.

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Step 2:- if the response to step 1 is not satisfactory, a written appeal may be

submitted within 10 work days to the director of nursing. The employee, agent, grievance

chairperson and the top nursing administrator or designs can be provided in 5 work days

subsequent to these meetings.

Step 3:- the employee, agent, grievance chairperson, nursing administrator and

director of human resources meet for discussion. The 10 and 5 day time limits for appeal

and answer are again observed.

Step 4:- the final step is arbitration, which is invoked when no solution suggested is

acceptable. An arbitrator who is a neutral third party is selected and is present at these

meetings. The submission of grievance may be required within 15 days after step 3 is

completed.

SUGGESTIONS HELPFUL IN HANDLING GRIEVANCE:

The objective of the grievance process is not to achieve conquest. You have

to work with one another after resolution of the grievance, so treat each other

with courtesy and respect.

Do not, whatever your position, allow disagreements or disputes among

members of your team to be public.

Expedience is a must; delaying tactics serve only to heighten emotions.

However allow time to consider the facts.

Stay objective: emotionalism usually leads to further problems.

Implementing decisions or filing grievances requires planning. Get all the

facts and informations, evaluated and anticipates the other partys response.

Seek guidance from those higher in administrative positions.

Never refuse to meet with the grievant representatives.

The bargaining unit representative, though in a unique position, is not

immune from reprimand or discipline.

Integral to bargaining are solutions that may also accommodate future

changes and needs.

Be prepared to give or take acceptable compromises and alternate solutions

within the framework of the contract, no matter which party suggests them.

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Pat formulas do not settle grievance or solve problems.

Observe the time limits. If you do not, the bargaining unit may lose the right

to continue the grievance to the next level.

In adjusting a grievance, knowledge is very important.

Gloating over a nursing is human but remember that you may lose the

next one; dont become overconfident.

THE GRIEVANCE HEARING

In the grievance hearing, remember this key behaviour:

Put the grievant at ease. Do not interrupt or disagree.

Listen openly and carefully.

Discuss the problem calmly and with an open mind.

Get the story straight. Get all the facts ask logical questions.

Consider the grievant view points

Avoid snap judgements. Do not jump to conclusions

Make an equitable decision, and then give it to the grievantpromptly.

Decertification:

Occasionally, members of a particular may decide that the union they want or

that no union at all is needed. In such a case, the members of the bargaining unit have the

right to either change their union affiliation or remove the union by using a process known

as decertification. This process is essentially the same as that following by the NLRB for a

representation election.

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TYPES OF STRIKES:

Jurisdictional recognition

Strikes strikes

Economic TYPES OF sympathy

Strikes STRIKES strikes

Illegal unfair

Strikes labour strikes

Economic strikes:

Employees attempt to get their employer to meet their demands by their

services. An employ cannot be fired for participating in an economic strike but can be

replaced.

Unfair labour strikes:

Result from an unfair labour practice by an employer or a union.

Sympathy strikes:

Employees of one employer strike in support of another. Workers can refuse to cross

to picket lines.

Jurisdictional strike:

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In jurisdictional strike there is a work stoppage over the assignment of work to two

or more unions. Employees may strike because the employer assigned a particular job to

another union.

Recognition strikes:

It is a work stoppage to force an employer to bargain with a particular organisation.

Illegal strikes:

The category of illegal strike comprises violent strikes, boycott or secondary strikes

and wildcat or surprise strikes that are not authorised by the union.

ADVANTAGES AND DISADVANTAGES OF COLLECTIVE BARGAINING:

Advantages:

o Equalization of power

o Viable grievance procedure

o Equitable distribution of work

o Professionalism promoted

o

Nurses control practiceDisadvantages:

o Adversary relationship

o Strikes may not be prevented

o Leadership may be difficult to obtain

o Unprofessional behaviour

o Interference with management

MAJOR ISSUES IN COLLECTIVE BARGAINING FOR NURSES:

Unit determination:

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The term unit determination refers to the decision. Making process the NLRB

uses to determine the composition of a given group for collective bargaining. In this process

the NLRB could use their discretion in determining unit composition because the guidelines

given by congress in 1974 amendments instructed that there be no undue unit proliferation.

Following passage of the 1974 amendments, the NLRB determined the

composition of each bargaining unit on a case by case basis. To meet the congressional

mandate that there be no undue unit proliferation, the NLRB adopted a standard to

determine unit composition called community of interest.

In 1984, the NLRB changed from a community of interest standard to a

disparity of interest standard.

Under the community of interest standard, the NLRB accepted any of 6

existing units-registered nurses, other professionals, technical employees, service and

maintenance workers, business office clerical and guards.

Unclear the new disparity of interest standards, the NLRB recognised only 4

units-professionals, technical employees, service maintenance employees and guards.

Hospital management groups wanted to recognise only those unions

composed of all professionals, all non professionals and guards. This dispute resulted in the

NLRB on September 1st, 1988 proposing a rule identifying 8 separate eligible bargaining

units in health care:

o Registered nurses

o Physicians

o All professionals except registered nurses

o Technical employees

o Guards

o Non professional employees

After a number of legal challenges, these rules were eventually upheld by

the U.S Supreme Court in April 1991.

Labour management committees:

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A popular development during the last decades in the formation labour

management committees. This allows staff nurses and nursing managers to communicate on

a less formal basis to help resolve potential or actual problem.

However institutions that use labour management committees may be in

violation of federal labour law. The national relations act defines a labour organisation as

any organisation of any kind or any agency or employee representation committee in

which employees participate and which exists or the purpose of dealing with employees.

Furthermore, the law defines one unfair labour practise by the employer as being to

dominate or interfere with the formation or administration of any labour organisation or

contribute financial or other support to it.

The recommendation made by the committee may or may not be

implemented by the organisation and may be subject to change in the future by the

organisation without the consent or consultation of the committees.

NURSES, UNIONS AND PROFESSIONAL ASSOCIATIONS:

Since its inception, the Americans Nurses association (ANA) has an active

interest in the economic security of nurses. Although it was useful in helping to shape the

role of the profession in supporting collective bargaining for nurses, the ANA did not

officially adopt an economic security programme that included collective bargaining until

1946. Since that time, the ANA has actively promoted collective bargaining for nursesthrough the economic and general welfare programme which currently called department of

labour relations and work place advocacy.

ANA is a registered labour organisations but it does not engage in direct

collective bargaining. Although the ANA supports collective bargaining and takes an active

role in promoting collective bargaining, the SNAs have the freedom to independently

decide their own level of participation regarding collective bargaining. All the SNAs have a

labour relations programme as a part of their purpose and conduct programmes to address

the needs of the nurses in their state regarding financial and job security.

Many people believe that collective bargaining is a new movement in nursing

but the fact is that nurses have been concerned with their economic and general welfare for

sometimes. In the early 1900s, working conditions and salaries for nurses were extremely

poor. Nurses working conditions were abysmal, long hours, no fringe benefit and sub-stand

and wages. Just prior to the collapse of the economy in 1929, some nurses began to

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recognise that protest and collective action were necessary if the conditions of the nurses

were to improve.

In 1974, the health care amendments referred to earlier made it possible for

nurses to use legal sanctions if necessary to ensure bargaining related to conditions of

employment. Since the passage of these amendments, many state nurses associations have

qualified as legal bargaining agents for nurses.

Collective bargaining looks increasingly attractive to nurses because of their

growing frustrations about the inability to practice nursing as they believe it should be

practiced to influence their working conditions or to bring about improved personal policies

and benefits. Nurses meet their in many ways. Some nurses believe that the professional

organisations should not serve as labour organisations, that this dualism represents a

conflict of professional purposes and standards.

In summary, the NLRB and federal appeals decisions have upheld the

supervisory nurses rights to belong to the professional associations. So as long as she or he

does not participate in the administration of any aspect of the organisations that assists

collective bargaining activities.

FUTURE OF COLLECTIVE BARGAINING:

The use of collective bargaining as a method for nurses to enhance their

economic and professional status holds both concerns and promises, especially with the

radical changes that are occurring in the health care industry today. The concerns are that

the very process of collective bargaining separate rather than unit nurses. Nurses in

collective bargaining unit believe that collective bargaining contracts can be vehicles to

achieve their goals regarding not only employment and financial issues but also

improvements in practice conditions for their patients. The future of collective bargaining

for nurses, however, is unknown.

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JOURNAL ABSTRACT

1) Acquiring organizational autonomy and control over nursing practice, through a

combination of traditional and non-traditional collective bargaining (CB)

strategies, is emerging as an important solution to the nursing shortage crisis. For

the past 60 years, nurses have improved their economic and general welfare by

organizing through traditional CB, particularly during periods of nursing

shortages. During the past decade, however, the downsizing of nursing staffs,

systems redesign, and oppressive management practices have created such poor

nursing practice environments that improvement in wages no longer is viewed as

the primary purpose of CB. Much more essential to nurses is assuring they have a

safe practice environment free of mandatory overtime and other work issues, and

a voice in the resource allocation decisions that affect their ability to achieve

quality health outcomes for patients. The thesis presented in this article is that

traditional and non-traditional CB strategies empower nurses to find such a voice

and gain control over nursing practice. This article describes the current shortage;

discusses how CB can be used to help nurses find a voice to effect change;

reviews the American Nurses Association's (ANA's) history of collective action

activities; explains differences between traditional and non-traditional CB

strategies; and presents a case study in which both strategies were used to

improve the present patient care environment.

CONCLUSION

The collective bargaining has its own way between the labour and organization butstill the future of it is unknown for nursing community. collective bargaining in

labour relations, procedure whereby an employer or employers agree to discuss theconditions of work by bargaining with representatives of the employees, usually a

labour union. Its purpose may be either a discussion of the terms and conditions of

employment (wages, work hours, job safety, or job security) or a consideration of

the collective relations between both sides (the right to organize workers, recognition

of a union, or a guarantee of no reprisals against the workers if a strike has

occurred).

BIBLIOGRAPHY

A. Daly john, speedy Sandra, Jackson derba; professional nursing, concepts, issues and

challenges S P publishers, page no.245-248.

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B. Russell c swansburg; management for nurse managers (2nd edition) page no. 159-

168.

C. Basavanthappa B.T; nursing administration (1st edition), jaypee publication, New

Delhi, page no. 312-315.

D. Anna marriner tomey(2004); guide to nursing management and leadership (7th

edition), mosby publications, Missouri, page no. 133-139.

AUDIO VISUAL AIDS

Black board

Chart

Hand out

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KEMPEGOWDA COLLEGE OFNURSING

SUBJECT: ADVANCE NURSING PRACTICE.

TOPIC : PROFESSIONAL ORGANIZATIONS ANDUNIONS

AND

INDIVIDUAL AND COLLECTIVEBARGAINING

SUBMITTED TO

Mrs.KAMALA.J

ASSOCIATE PROFESSOR

HOD OF OBG

K.C.N, BLORE. SUBMITTEDBY

Ms. VIJAITHA.V

1ST YEAR MSc(N)

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K.C.N, BLORE.

SUBMITTED ON:

Documents

Professonal Organization