I never would have seen this sunrise (took this photo from my front porch) if I hadn't had to get up and go to my new job! Working evenings meant that I had little incentive to see sunrises...working days entails it. So there's that benefit.
Otherwise, work is work. But the environment has changed. The clients (patients) are the same; and there are politics here, too, of course...but I have an office...with big windows...with a comfortable ladies room down the hall, large enough to accomodate multiple ladies simultaneously...and the ability to come and go as I choose....it's a different physical environment and just now, in the transition, I can really see it. I expect later I'll become so used to it that I won't notice it at all; but right now it's so obvious how these physical, material, environmental things affect us.
And how difficult it is to spend 8, 12, 16 hours in a locked unit, with no space "of your own", no "time of your own" to think, regroup, plan; where the bathroom is unisex, tiny, and practically in the mileau; where the curtains are hanging crookedly in the dayroom and the couch cushions are ripped...where 20 people are farting simultaneously but opening the windows takes a committee.
I heard there was talk about removing the staff table in the mileau on one of the teams. I've heard various teams at various times have this discussion. What generally happens is that the staff with offices decide the mileau staff are having too much fun at their table. This is framed as "the patients don't want to hear your personal conversation", or "staff needs to spend more time with the patients" or "confidential information is being disclosed" or some such. The solution, (for the office staff) is to remove the mileau staff table. Ironically, on the one unit where mileau staff have a staff table that's separated from the mileau by a barrier, (which might protect confidentiality) the "solution" envisioned was to put a staff table in the mileau, so that staff would spend more time with the patients.
That social interaction - the one at the staff table - and the one in the nurses station where all the people with offices collect to hang out and chat - is actually very important. It's where support and nurturing happen; it's also where jockying for position and dominance happens; it's where feedback is given and received about work, clothes, make-up, boyfriends. These conversations are the stuff of life; they can buck you up and/or bring you down; they set the "tone" for the day. And the recurrent complaint from the office staff about the mileau staffs' "table conversation" is, of course, mirrored in the ongoing complaints of the mileau staff about the office staffs'conversation - which obstructs and distracts them in their work, too.
What I think is that the office staff should go sit in the mileau for a few weeks and then weigh in on the staff-table issue. Swap roles. Office people: do the mileau...Mileau people: go sit by yourselves in your offices and talk on the phone.
The bottom line, really, is that the people best qualified to decide how to be in the mileau, are the mileau staff. Unless you have spent their kind of time in the mileau, you don't know what you're talking about when you're talking about the staff table. So get over it...do your own job better. And similarly, the mileau staff don't understand the need that office staff have to collect noisily in the nurses station and get in the way of real work. They don't know why it's so necessary for the office staff to make up rules for the mileau staff to live with, so they shouldn't judge. They should try to be tolerant and to understand that they are driven by a sort of necessity. They just have to.
And remember, mileau people, office people don't remain in the mileau long enough to know what's going on there...and, historically, every attempt to do away with the staff tables has thus far failed after a fairly short period of irritation. So do what you know is best, regardless of the rule. They'll forget about it as soon as the next big issue comes along.
Ha! Talk about Insubordination! Gee that felt good.
19 comments:
Hey, have yoou guys heard that there is a new hospital in the making???? The old Columbine is going to be a Psyc hospital again.... They need staff....
There's a new coven in town. It should not come as a surprize if they decide to stretch their wings. I wonder,though, if they have ever considered the old adage, "Don't fix it if it isn't broken."
The table has been removed from Tm1 and it truly does look like a bus stop. But as the aforementioned mentioned this has been done before and this too shall pass. Take it from one who knows, what goes around comes around. China doll
Had a couple of thoughts I wanted to share about the staff table topic:
At the staff table we practice those skills we are trying to help the patients with...ideally, we actually model, for our patients, a sane, healthy, normal interaction. Psychology being what it is, this helps us as it helps them.
And my other thought was that management staff should be asking the mileau staff what would help instead of telling them what to do.
And Ms. O Not Jackie O not Ms Opera,,,is making how much a month to come up this this Stupid idea?? and how many hours did it take to discuss it with everyone? Man.....What next..?
Staff at the staff table model appropriate behaviors for patients? Hmm...patients should be incredible with cross word puzzles by now. Aaaand complaining. And reading novels. And eating.
I submit that these are, indeed, perfectly normal behaviors ... but, hey, I'd be interested to hear what you propose as an alternative set of behaviors for mileau staff to egage in...do tell.
g.f.
I may not agree with reading novels, crosswords puzzles,(all the time) etc. But the staff are not allowed to do any quality groups,or have any options as in other hospitals or even given motivation to further education while at this hospital. Try to get Tution reimbursement if majoring in psychology while employed here. The supervisors on a lot of these units are horrible, especially on this one. Most should be glad they work here, and are overpaid for these positions. They would be lucky to get a charge position with an A.S.N. degree or whatever (but more important lack of people friendly personalities) in the real world. This team did away with the table(it will be back), I have met these supervisor and must say I am not impressed, they will not thank a staff for helping out there unit when short staff. But the first thing out of their mouths is either negative or petty. They look miserable and act miserable which equals moral decline for any unit managed by those who translate their personal unhappiness into treating their staff like crap and not ever having anything nice to say. I have a some suggestions to build moral on your units.
1) Leave personal troubles at home.
2) Leave at the end of your shift (home life can't be that bad).
3) Concerning #2, if it is get some counseling.
4) Say thank you to your staff, believe it or not you might make a freind.
5) Smile(I believe your job is not that difficult considering we have so many overlapping, waistful jobs on these units), your workload is not that bad. Try the real world.
6) A little secret(shhhh don't tell anybody this) Your staff do not respect you, becouse you do not respect them or yourself.
7) Get some motivation, some education and maybe you will learn what it truly means to be a Professional beyond a cute job title with the personality of a Walmart Cashier.
8) Resign, because you must hate your job. Go backpacking through the Alps and find yourself again then come back and reapply with the state.
9.) Join a Church,
Mosque,
Tabernacle,
get a boyfriend,
girlfriend,
a husband,
cat,
chicken,
duck,
whatever but basically get a life. Not hovering behind the desk eavesdropping or micromanaging on evening staff you should have recieved enough information about us on days(true of false).
Many will think this is mean, but they deserve nothing more and nothing less. You are part of the problem, your personailty helps create the negative atmosphere within your units. Be part of a solution, resign or begin actually trying to be a positive force on the units.
This does not include all supervisors and fake supervisors, but the majority of ones that I have met here fit this criteria. I have also met some that are really good. They use "Thank You", smile, helpful and are ready at the end of the day to get home to their personal lives. Not interested in making this their life. Like I said I do not mean all, but if this fits your personality description, I am probably talking about you to.
The part about looking miserable is not about actual physical appearance, but an attitude that is just plain ugly.
Now let me go pray to God, Buddha,the fairy god,Ra, my T.V., and "Johnny Walker" that I only see this place few and far between.
From,
Part-time Wallymart associate..... whoops I mean Fort "Can we stop promoting the bottom of the barrel employees" Ligan employee.
The Columbine hospital will be taking Psl psych patients sometime in January. They will also be opening a children, adoloscent units too. I will not leave Fort Wherehouse is just to funny and I dont mean fun to leave.
The observing Fort Login employee.
word on the streets is that you guys have a new medical director...will that improve your lot any? or just more layers of bureaucracy & administration??
The Way of the Blonde
There is a group of them
Out there causing mayhem.
Did they look around
Before they began to sound.
Did they talk to those
Upon whom they superimpose
Some of the most bizzare,
Questionable changes by far.
To be more Zen - a gong,
That didn't last long.
Next came the school bell,
I'm sure, straight from hell.
The table goes away,
God forbid you have a say.
All from a group that's blonde,
Of whom no one is fond!
Have to agree with gf. It may be a puzzle, a meal, a conversation, all are behaviors that can be modeled appropriately and that should be. How many clients resort to intrusive, even dangerous behaviors because they don't know what a proper type of action/reaction is? The blogger who thinks clients will model puzzle solving, because that's all they see staff doing, should be thankful if even one mentally ill patient decides to focus on a siduko, rather that molest or self mutilate - because they are bored! Life isn't always exciting, and waiting, problem solving, and not always having an immediate satisfaction is the norm. Go ahead T1 staff, read, write, talk, eat, be normal and be role models.
I do not believe it will improve the general outlook for those employed here or the patients. My belief is that the current and past set-up and mission statements of this hospital hinder it from ever becoming a viable hospital for those it serves in the community. I would argue also that the archaic policies, psychiatric treatment programs as well as limited talent pool for the state to find viable adminstration personnel that will improve any of the issues related to patient treatment, overspending, and misuse of funding to ever generate any true measure of success to be able to keep this hospital "off the chopping block".
The adminstration does not control the budget well enough ie; overtime,external staff pools, use of to many midlevel and lower level nonessential adminstrators and supervisors. Therefore, will create a crisis sooner or later that will get this hospital closed.
The use of funds here are waistful, and show a lack of knowledge by those in charge of how to run a succesful hospital not to actually become profitable(becouse of population we deal with), but in regards to using taxpayers money correctly and providing services that connect with community and provide succesful services to our customers(patients).
In conclusion, nothing will change just another paycheck for another adminstrator that must need a place within the state system. If you are are disliked, an idiot, can't hold a job any other place the best thing to do is come to the State. You will probably get promoted and a office.
Shameful
Ps. I should write this all down and have it published, but they took my table I write on.
Hey Miss Supervisors, how about you leave on time and stop waisting state funds. It starts with you, set an example or find someone that will.
How about a sick day on this team say for Day and Evening staff. Pick a day and wait five hours prior to your shift and call off. Make it during the week a Monday or Tuesday. Lets make those thats main means of Transportation is a "Broom" work the unit.
Also here is what are Nurse 3 & 4 make a year. I bet they are not at the bottom of pay scale either, but more like the top becouse of years they have in the state.
FY 2006-2007
Nurse 3(C55)--$54,780 to 79,224
Nurse 4(C64)--$68,028 to 98,424
Hmm, so thats where my payraise went to.
We wonder why nurses can't get a raise, remember this when your supervisor is soooooooo concerned about you being underpaid. While their laughing all the way to the bank. Someone needs to email a news station, be good write up on how public funds are used. How many supervisors, shift supervisors, supervisor's-supervisor, etc do we have?
I heard there hiring for a Nursing Supervisor for the supervision of sprinkling system for the winter months. Doing my application as I speak, I'm a definite shoo in!
To those of you still working on the team "with no table." What do you want in a Nurse Manager? No name-calling, no sarcasm...no bitching and moaning. What do you want, who do you want? Will anything or anyone ever satisfy you?
I understand the table move. They'd probably like for all staff to actually talk to the patients, instead of playing games, talking to each other, bitching and moaning about how unfair their jobs are. Maybe the supervisors should have asked the patients how they feel about the staff table, take a survey for a month. Ask them, "how do you feel about the staff table on this team?" It really doesn't matter how management feels about it, or how staff feel about it, after all, what matters is how we can all best serve our patient population. Also consider the courtyard, and smokebreaks. Who is the courtyard for? During smokebreaks and even non-smoking time, there are more staff members out there and more butts in their ashtrays, then there are on the patient side. Staff is out there, smoking away, barely noticing what the patients are doing. In the past few years, all the way up the line of supervision, to the top of the line.
And for those of you threatening to go elsewhere, Columbine, Denver Health, wherever...be my guest. You probably need to take your sorry, lazy attitude somewhere else anyway. Oh, I forgot, you're vested, you need your retirement, so the rest of us are stuck working with your bad attitudes and doing your share and ours, too.
I happen to think we do alot of good things here, that alot of us still care and that management is trying to make positive changes for our clients and for us as well.
Before looking at supervisors and deciding they are a miserable lot, look in your own mirror first. Ask what you can do to make things better. If you fail to come up with anything, move on.
And will people please look up how to spell "milieu"?
Actually not vested, and not going to Denver Health(yet, though they pay the same and have more education incentives), etc. Honestly, I have never worked at any hospital with more drama than this one(could not give that up). It's priceless, but also sad that the public truelly, does not know the treatment of employees and lack of treatment(succesful) that goes on here.
What I want in a Supervisor
1) Professional
2)Educated(sorry to say I should not have more than you.)
3) A team builder
4) A positive person that is not always on the defensive.
5) A supervisor that leads by example, not from behind the desk.
6) I would honestly prefer someone that has worked in the private sector and has been successful.
7) Have minimal personality disorders.
8) Belief in the input of the team and respect for the employees that they supervise.
As previous respondent stated we are lazy(some of us), but what else would we be, we learn from your example. In addition, not to mention we are given no insight, input, or acknowledgement in regards to patients' treatment, or welfare. But I am a expert at lighting cigarettes, handing out towels, and serving dinner(I'm coming up in the world, someday I'll move from the fries to actually putting lettuce on the burgers). I'm from the "Show me state" dear madam and you have yet to show me anything that deems you to actually to be supervisor material(actually you would be a great Wallymart Manager you definetly have the personality).
Sincerly,
A lazy state employee(that has many great teachers, especially you madam supervisors)
Dear last vested anonymous,
If you had read closer, it would have been more clear that I am not one of the supervisors. There are actual milieu staff and med nurses that aren't out to hang the supervisors, and that actually think some of the new ones are trying to do a good job.
Possibility is that though you are actual staff does not take away from the fact that this is a very negative facility to work at. That atmosphere needs to change and it starts with the top. My belief is there should be an actual union for us. Either people will speak up or nothing will change. It was a good thing that there was a sick day. It may not have changed anything but it is a statement that we are ready for a change. Being proactive is the only way things change within any company. To my favorite tableless team it is a good starting point, we should continue to be proactive and realize our value. Regardless of who they get to work for us when we call off sick. Our company could be such a leader in this field, but there are those that hinder us from getting to that point. My hope for the future is this company learns to value us, shows the doors to upward mobility and not the a slammed door in our face. So I say ask those questions, make your presence known, do not be afraid to speak up in a professional manner to those rule you deem to be unfair. Remember you have rights as state employees and fair treatment under the guidelines of our state laws, but more importantly the rules and regulations of the Federal guidelines set forth that overide those of the states. Keep blogging but make sure you are proactive act your job as well. Good luck to all.
What would you all like us to talk about with the patients?? Six months or so staff was told they could not discuss family issues with the patients cuz "you are not certified therapists"?? Okay, but what do the patients want to talk about? The weather, don't think so--politics--not me, it might cause a patient to escalate, religion..same as above. Most patients want to talk about getting out, their families, how this hospitalization is affecting their families, etc. etc. But sadly, we are not certified to talk about this stuff!!!!
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