n By NURSES And MIDWIVES For NURSES And MIDWIVES Issue 25 May/June 2016

PROFESSIONAL PRACTICE

Ethical
Challenges in
Nursing and
Midwifery Care
FIRST CONTACT
Supporting Mother
and Child Bonding

RESEARCH ROUNDUP

Shift Length
and its
Effects on
Quality Care
Committed Tracking
to Caring Alarm
Fatigue

WORK ROOM Page 8 JOURNAL CLUB Page 10

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 CONTENTS
Issue 25 May/June 2016

A Message from your Chief Nursing Officer 2

Nurse Spotlight 3
Meet Roni Skaria Peediackel
Ward Rounds 4 MDT
Patient Whiteboards: Improving Patient-Centered Care SPOTLIGHT P.5
Multidisciplinary Team (MDT) Spotlight 5
It’s a Team Effort
Professional Practice 6
Ethical Challenges in Nursing and Midwifery Care
Work Room 8
Committed to Caring
New Research  9
Reasons for Return Visits
Journal Club 10
Tracking Alarm Fatigue RESEARCH
Research Spotlight 11 SPOTLIGHT P.11
Multifactor Examination of Nursing Job Satisfaction:
A Cross Sectional Survey in a Tertiary Hospital, Qatar
Best Practice 12
First Contact: Importance of Skin-to-Skin Contact
Research Roundup 13
Shift Length vs Quality Care
Education 14
Learning Through Nursing Grand Rounds
Events & Happenings 16
Al Wakra Gulf Nursing Day; Promoting Skin-to-Skin Bonding
Calendar of Events 
Important Dates to Remember
17
EDUCATION P.14

Editorial Board

Mr. Afshin Ahmed RN, BSN, Al Khor Hospital

The Nurse Advocate is the official publication of the Corporate Nursing
and Midwifery Department at Hamad Medical Corporation, under the
leadership of the Chief Nursing Officer, Professor Ann-Marie Cannaby.
Chief Nursing Officer
Professor Ann-Marie Cannaby, RGN, DN, BA, PGDip, MA, PhD
Editor in Chief
Brent Foreman, RN, BHlthSc(N), MAM(H)
Managing Editor
Mohammed “Salah” Salauddin, BCom
Ms. Badriya Al Shammari,RN, BSN, Corporate Nursing and Midwifery Department
Ms. Fatima Nagi RN, BSN, Al Wakra Hospital
Mr. Franclin G. Pineda, RN, BNS, Psychiatry Hospital
Mr. Julius Patric, RN, BSN, Enaya Specialized Care Center
Ms. Jyothi Shadakshraian RN, Pediatric Emergency Centers
Ms. Noronha Daisy RN, BSN, NCCCR
Ms. Rezielyn Clanor RN, BSN, Heart Hospital
Ms. Rubie Yves Ignacio, RN, BSN, Rumailah Hsopital
Ms. Sharon Rachel RN, BSN, Hamad General Hospital, IPD
Ms. Shilah Ancheta RN, BSN, Women’s Hospital
Ms. Smitha Revi, RN, BSN, Hamad General Hospital, OPD
Mr. Tawfiq Elraoush RN, BSN, MSN, Nursing and Midwifery Education and Research
The Nurse Advocate is produced with the guidance and support of HMC’s Corporate
Communications Department. The editorial board can be reached through email at
nurse.advocate@hamad.qa or by phone at 4439 3201

nursing.hamad.qa
May/June 2016  THE NURSE ADVOCATE  1
 WELCOME
NOTE

A MESSAGE FROM YOUR

CHIEF NURSING OFFICER
T
his is the 25th edition of The Nurse Advocate, marking the beginning of our newsletter’s third
successful year. This newsletter has become a bridge – linking a nursing and midwifery service that
is over 8,000 strong and spread across eight hospitals and a home healthcare service. It has also
become a focal point for us to share and celebrate best practice. It is fulfilling to look back and recognize
what we have accomplished since our first issue in July 2013. Some of our achievements include:

• The introduction of new master’s programs

• Increasing the number of nurses receiving sponsorship
to undertake nursing degrees
• Implementing the Nursing and Midwifery Career
Framework
• Celebrating the use of evidence-based practice
through journal clubs and nurse-led research
• Expanding the number of American Nurses
Credentialing Center (ANCC) courses offered at HMC
• Measuring the care we provide and benchmarking our
progress with other hospitals
• Implementing leadership development programs
• Winning a Cannes Corporate Media and TV award for
our nursing video ‘A Noble Profession’
• Launching our nursing website
• Establishing the International Nursing and Midwifery
Advisory Board
• Introducing our second nursing and midwifery
strategy

Reflecting on these achievements, and the journey we

PROFESSOR ANN-MARIE CANNABY have made together, is particularly symbolic for me as
Chief Nursing Officer
Corporate Nursing and Midwifery Department this is the last issue of The Nurse Advocate that will be
released under my tenure as your Chief Nursing Officer.
As many of you know, I have decided to leave HMC;
the decision to leave was not an easy one to make. My role has been challenging, but it has also been
immensely rewarding. I’m grateful for the support I have received and for the lessons I have learned;
insights and knowledge that will continue to inform my career. During the last four years we have
made real and substantial contributions to the nursing profession, and I am proud of the legacy we
have created. I am honored to have served as your Chief Nurse and proud to have been part of such a
professional and committed team.

In keeping with that theme, congratulations to the newest graduates of the Leadership for Change™
program. On 11 May, 29 HMC nurses, 21 graduates and eight certified trainers, were recognized by
the LFC program for their achievements. I would also like to extend congratulations to all the teams
that participated in the inspections which resulted in the Joint Commission International (JCI) awarding
HMC the distinction of being the first healthcare system to have all of its hospitals accredited under the
Academic Medical Center accreditation program. This is a world first, and is truly a great achievement.

As I prepare to leave Qatar, I am taking a few moments to recognize the impact HMC, and each of you,
has had on my career and on my life. I will celebrate the real difference you make in the lives of each and
every one of your patients. Be proud of our profession and feel confident in your skills and abilities.

Thank you and farewell.

2  THE NURSE ADVOCATE  May/June 2016

 NURSE
SPOTLIGHT

In every issue of The Nurse

Advocate, we shine the spotlight
on an exceptional nurse or
midwife in celebration of their
achievements and contribution

Five Minutes With to the professions. This month,

we take a look at Roni Skaria
Peediackel, a Pediatric Staff

Roni Skaria Peediackel Nurse at Hamad General Hospital.

By SHARON RACHEL, REGISTERED NURSE,

HAMAD GENERAL HOSPITAL

The advantage of being a student at a hospital-based nursing school is the provision of

extensive, hands-on training. Thus began Roni’s career. In 1994, the student of the Holy
Ghost Mission Hospital’s nursing school in Kottayam, Kerala, India, started her challenging
journey as a Staff Nurse. After three years of caring for adult patients, Roni took on the
position of Pediatric Nurse at the Holy Family Hospital in Kerala and discovered her true
joy – taking care of little patients. In 2004, Roni joined Hamad General Hospital (HGH)
as a Pediatric Staff Nurse and continues to do what she loves today, providing nursing
care to some of our youngest patients.

WHAT DO YOU ENJOY MOST ABOUT YOUR JOB?

Nursing is a profession that offers opportunities for continuous learning. There are always
challenges pertaining to improving one’s practice and learning new nursing techniques and
processes, especially when it involves caring for children. The best part of being a nurse is the
satisfaction that comes from helping patients and their families; knowing that I have had a
positive impact on their lives.

WHAT IS THE MOST CHALLENGING ASPECT OF YOUR JOB?

As a Staff Nurse, it is my greatest desire to improve the health condition of
patients under my care, and I constantly challenge myself to improve the
quality of care I offer them. For example, caring for a patient after a
cardiopulmonary arrest is very challenging, but it is extremely fulfilling.
I am really looking forward to the implementation of Cerner at HGH,
which will allow me to spend more time dedicated to patients rather
than paperwork. Nurses want to spend more quality time with our
patients and I believe that having access to electronic health records
will help us to achieve this.

WHAT DOES BEING A NURSE MEAN TO YOU?

It means being compassionate, caring, honest, trustworthy,
competent, and creative, with good communication and critical
thinking skills. I set high expectations for myself to ensure that
my patients experience a very fulfilling relationship with me. A
smile on their face is all the satisfaction I need to make this a truly
rewarding profession.

WHAT PLANS DO YOU HAVE IN STORE FOR YOURSELF?

I plan to further my studies and obtain my Bachelor of Science
in Nursing, which could potentially open up a variety of
professional roles for me within the industry. I also look forward
to contributing to continual quality improvement on our unit. ◊

May/June 2016  THE NURSE ADVOCATE  3

 WARD
RESEARCH
SPOTLIGHT
ROUNDS
By SUSAN SHEILA ABRAHAM, HEAD NURSE,
PEDIATRIC INPATIENT UNIT, AL WAKRA HOSPITAL
F
ew things are as frustrating to patients and their families as
a lack of readily available information. Providing patients with
updated, relevant information, such as the name of their
nurse and doctor, discharge date and daily goals, can go a long
way in helping patients and their families feel at ease.
Figure 1
Recognizing an opportunity to improve the experience of
inpatients at Al Wakra Hospital’s Pediatric Unit, a proposal was
put forth by the Director of Nursing, Ghadeer Mustafa, and the
hospital’s Quality Improvement team to implement a family-
centered approach: a whiteboard that served as a communication
tool between patients/families and their healthcare providers.
Along with the installation of the whiteboard, a survey was also
carried out to access its effectiveness.
Whiteboard Initiative Goals
• To include and involve family members in the care of the child
• To improve patient/family satisfaction through better
communication and dissemination of information
4  THE NURSE ADVOCATE  May/June 2016
Patient
Whiteboards:
Improving Patient-
Centered Care
You don’t always need high-
tech devices for effective
communication
• To improve communication within the hospital’s
multidisciplinary team (MDT) and improve staff satisfaction
Survey Setup and Board Design
• The project was explained to all care providers – physicians,
nurses, case managers, pharmacists, respiratory therapists,
and dietitians; their feedback was noted
• During admission, patients and their families were briefed on
the project and were encouraged to participate and submit
their suggestions
• Space was provided on the board for information that could
benefit all parties, such as the names of the care team
members, expected date of discharge, goal of the day for
the care team, and an area for family members to provide
additional information and suggestions (Figure 1)
Survey Findings
The analysis of the whiteboard survey found that:
• 100 percent of the surveyed parents said they felt involved in
the care of the patient
• 100 percent of the surveyed parents felt that the care team
responded to their enquiries
• 100 percent of the surveyed parents and patients said it
was helpful to know the care team’s goal for the day and the
patient’s expected date of discharge
• There was approximately a 66 percent involvement from the
MDT, with nurses contributing the most to completing the
table
• About 17 percent of the parents/patients felt their
suggestions were not taken into consideration
Conclusion
The survey provided a couple of prudent learning points –
including that the humble whiteboard can improve patient/
healthcare provider communication, and that one does not require
high-tech equipment to engage patients. Information obtained
from the survey will help improve upon the team’s initial success,
engaging patients and providing them with a better experience of
care. ◊

It’s a Team Effort
Dr. Al-Hareth Al-Khater shares his experience of
being a part of multidisciplinary teams (MDTs) and
the successes they have achieved
A
s a Senior Consultant Physician, Acting Chairman of
the Department of Hematology and Oncology, Deputy
Medical Director of the National Center for Cancer Care
and Research (NCCCR), and Chairman of the HMC Corporate
Healthcare Ethics Committee, Dr. Al-Hareth Al-Khater
juggles many responsibilities. But at the heart of his work is a
commitment to collaborative practice with his teams to ensure
their patients receive the best possible care every day.
Walk us through the highlights of your career.
I joined HMC in 1996 as an intern and proceeded with my
residency at the Internal Medicine Department. I was fortunate
to obtain a national sub-specialty scholarship in 1999 and left for
the USA, where I completed my Internal Medicine Residency and
Hematology/Oncology Fellowship training. I returned to HMC in
2006 as a Consultant Physician at NCCCR (previously the Al Amal
Hospital) and continue to work there today.
I was also very fortunate to be involved with the Medical
Research Center (MRC) at HMC, initially as a member of the
Ethics Committee and then as Chairman of the MRC from 2009
to 2013. This was a great opportunity to see research develop
at HMC and to meet researchers from different professions,
departments, and hospitals, as well as to convene with other
academic partners in Qatar and around the world.
In addition to my roles at HMC, I have also worked at the Ministry
of Public Health in different capacities, including as Medical
Advisor to the National Cancer Program and as a member of the
National Human Research Ethics Committee. I have represented
Qatar as an advisory board member for the Gulf Center for
Cancer Control and Prevention, Riyadh, KSA, and as a member of
the scientific council of the International Agency for Research on
Cancer, Lyon, France.
MDT
NURSE
SPOTLIGHT
SPOTLIGHT
Behind every patient success
story is a team of dedicated
professionals who provide holistic
care, through collaborative
practice. The editorial board is
pleased to introduce
the Multidisciplinary Team
(MDT) Spotlight. In every issue,
we will shine the spotlight on
exceptional members of the
MDT, in celebration of the care
and contribution they provide
each and every day. This month,
we speak to Dr. Al-Hareth
Al-Khater, the Deputy Medical
Director of NCCCR.
What inspired you to become a physician?
I felt duty-bound to serve my community and country through
medicine; an obligation to help those who needed care the most.
The encouragement I received from my mother, family, teachers,
and friends was the key to my decision to pursue medicine. They
were there with me, providing guidance and support when I
needed it the most.
What do you find most enjoyable about your work?
I truly enjoy working with MDTs, sharing experiences and
knowledge that allow us to learn from each other. But the best
part of my job is helping patients overcome the health challenges
that they face. It’s not always a one-way street, either. My
patients help me, too! I learn many beautiful lessons about
strength, patience, perseverance, family bonds, and friendship
from them.
Tell us about some of your team’s proudest achievements.
Since my return to HMC in 2006, our team has enjoyed many
proud achievements. We’ve been able to transform cancer
services for our patients and their families in a relatively short
amount of time. We’ve been able to see most cancer patients
within two days of referral, help them navigate a very complex
system at a very stressful time, and provide specialized care to
address their specific need.
We’ve also developed national guidelines for our patients, ensuring
that they receive the best evidenced-based treatments that are
available. Our proudest achievement is perhaps the establishment
of multidisciplinary tumor boards, ensuring that the best care is
always provided for our patients.
How does your team collaborate with the nursing unit?
It is essential for nurses, physicians, and other healthcare
practitioners to work together to provide the best care for
patients, especially in the field of cancer treatment, where we
deal with very vulnerable and emotionally compromised patients.
Working closely together in MDTs helps address patients’ needs,
whether the need is medical, psychological, social, financial, or
spiritual. This is especially true with our Supportive and Palliative
Care Unit, where we take care of patients with the most
advanced stages of diseases in a holistic manner.
What are the factors that determine the success of MDTs?
Working toward the common goal of providing the best care to
our patients, every time, is a major factor of success. Respecting
the different responsibilities that we have, and knowing that when
we work together we achieve more, is also important. ◊
May/June 2016  THE NURSE ADVOCATE  5
 PROFESSIONAL
PRACTICE

Ethical
Challenges
in Nursing and
Midwifery Care
By BRENT FOREMAN, ASSISTANT EXECUTIVE DIRECTOR OF NURSING,
PROFESSIONAL PRACTICE AND POLICY, CORPORATE NURSING AND MIDWIFERY DEPARTMENT

I
n my last role, I would frequently walk through the wards and Code of Professional Behavior and Ethics
clinics of the hospital, engaging with staff and patients to gain
The American Nurses Association’s Code of Ethics for Nurses with
their perspective on the environment, care provision, and level
Interpretive Statements (2015), describes ethics as a “branch of
of satisfaction. On one such round, I met an elderly gentleman inphilosophy or theology in which one reflects on morality,” leading
an outpatient oncology clinic who told me that coming in for his to a “theoretical and reflective domain of human knowledge that
“vitamins” was tiring him out. addresses issues and questions about morality in human choices,
actions, character, and ends.” The publication discusses applied
“Vitamins?” I asked curiously, because I knew he was there to ethics, dealing with questions relating to right, wrong, good, and
receive chemotherapy. He only repeated his answer, but I found evil, in the realm of human action, such as nursing. A code of
out from the nurse that the man’s family didn’t want him to know ethics for nurses is fundamental to providing normative, applied
about his diagnosis. Hence, he had moral guidance in terms of what we
to be told that he was coming in for should do, who we should be, and
vitamins. A code of ethics for nurses from whom we should seek direction.

My initial thought was to do what I is fundamental to providing In 2014, as part of the Nursing
felt was the right thing and inform normative, applied moral Strategy 2013-2015, HMC’s
the patient about his diagnosis and Corporate Nursing and Midwifery
treatment. I wanted to know how he guidance in terms of what Department facilitated the
could consent to treatment when he we should do, who we construction and publication of the
didn’t even know what his treatment Code of Professional Behavior and
was. But this was clearly a complex
should be, and from whom Ethics for Nurses and Midwives, which
issue that required some consideration. we should seek direction. has had two print runs and is on its
second version.
By chance, I met the patient and his
family the next day, at the clinic, and I asked discreetly to speak This Code is a set of standards defined by the Nursing and
to the patient’s son. He explained that he didn’t want his father to Midwifery Executive Committee and describes the behavior and
know he had progressing cancer because it would be too much conduct expected of both professional groups. But it can also,
for everyone to handle. It would change the family dynamic, and and should, be used by patients, employers, the Qatar Council for
more importantly, their father’s outlook on life. Healthcare Practitioners (QCHP), and other bodies to evaluate
professional behavior.
There may be times when the decisions taken by families and
patients differ from our own professional views and practices, Essential in supporting our relationship of trust with the public,
leading us to question what must be done in the best interest the Code is underpinned by HMC’s values of respect, trust, and
of the patient. This is known as an ethical issue, something that integrity. It has four elements with 24 associated standards:
nurses and other healthcare providers face on a daily basis. 1. Nurses and Midwives and People
Factors that affect ethics come from multiple sources, including 2. Nurses and Midwives and Practice
one’s upbringing, personal beliefs and views, culture, religion and 3. Nurses and Midwives and the Profession
spirituality. 4. Nurses and Midwives and Co-workers

6  THE NURSE ADVOCATE  May/June 2016

 4. Nurses and Midwives and Co-workers
Our co-workers are our biggest allies when it comes to the
health and well-being of those in our care. We work as part of a
strong multidisciplinary team, collaborating in practice to provide
compassionate, high quality, cost effective, and comprehensive
care. We must always treat our colleagues fairly and without
discrimination as well as manage risks and act without delay if we
believe that a colleague is putting someone at risk.

Who Can You Speak To?

When facing ethical issues, it’s imperative that you feel supported
to deal with them, speak about them, communicate them, and
escalate them. Knowing who to speak to, and when to do it, can
be stressful.

You may recall Professor Ann-Marie Cannaby’s statement: “If you

ever have a concern regarding patient safety, my door is always
open.” This was said to reinforce the importance of not being a
bystander who feels vulnerable and unsure of who to turn to.
Depending on the situation, there are potentially multiple ways of
escalating ethical issues.

Try to start a conversation at the closest point

of care. If the issue relates to a colleague,
When facing ethical issues, patient, or your own practice or profession,
approach the person(s) involved. If this isn’t
it’s imperative that you feasible, you may have to engage your direct
1. Nurses and Midwives feel supported to deal with supervisor. A staff nurse can speak to the
and People charge nurse, and a director of nursing can
This element focuses on them, speak about them, approach the executive director as the first
aspects of the nurse/ communicate them, and line of contact. But don’t stop there. If you
midwife and patient feel strongly enough to raise an issue, be
relationship. It provides escalate them. engaged in addressing it, where appropriate. If
guidance on treating people that isn’t a possibility, you should expect some
as individuals, respecting level of feedback that the issue is being dealt
their dignity, preventing with.
and relieving pain, and sharing the responsibility of meeting the
health and social needs of the public, in particular, vulnerable Applying the Code Today
populations. As nurses, we need to protect human rights, values, Start by picking up a copy of the Code from your head nurse or
customs, and spiritual beliefs, promote trust, act with honesty, the Corporate Nursing and Midwifery Department office and
compassion, and integrity, and ensure that we “do no harm.” reading it over.
It will be part of
2. Nurses and Midwives and Practice the new Annual Doing the Right Thing
Nursing and midwifery practice is governed by the Ministry of Performance Nurses and midwives are
accountable to:
Public Health and the QCHP. We are also accountable to the Review Form in the
governing body who licenses us to practice on our primary coming year, so you • The community we live and work
license. This level of accountability brings great responsibility, need to be able to in
underscoring the need to practice safely to the fullest extent demonstrate how • The practice that we provide
while working within our area of competence. We must strive to you are applying it • The professions of nursing and
midwifery
be transparent, providing full disclosure to patients, cooperating in your practice. • The team we work with
with investigations as well as practicing reflectively, ethically, and
safely to address problems, complaints, and deteriorations in care Challenge yourself Nurses and midwives are responsible
quickly. by talking about for:

3. Nurses and Midwives and the Profession

the Code at your
workplace, by
• Doing the right thing, for the
right reason, and at the right
The opportunity to provide holistic care for people is one of the providing in- time
most honorable acts we can provide. As a nurse or midwife, services during • Ensuring that safe and reliable
we assume a major role in determining acceptable standards of staff meetings, and care is provided
nursing and midwifery practice, management, research, by discussing it at
• Advocating for our patients and
families
and education; standards that create a positive environment your unit-based • Reporting/Escalating ethical
and help maintain safe, equitable, social, and economic working council (UBC) issues that violate patient safety
conditions. We strive to provide the highest standard of care meetings. Most and professional behavior
using the best available evidence, and as such, are responsible for importantly, be the
our professional development by maintaining safe and effective professional who
practice. lives the Code. ◊

May/June 2016  THE NURSE ADVOCATE  7

 WORK
ROOM

Committed
to Caring
To provide care in the full sense
of the word means to engage
with patients both physically and
emotionally

By REZIELYN D. CLANOR, REGISTERED NURSE,

CARDIOTHORACIC INTENSIVE CARE UNIT, HEART HOSPITAL
The 7 Cs of Human Caring

T
1. Compassion 5. Commitment
he word “care” has a thousand meanings. Merriam-Webster defines it as “an
2. Competence 6. Comportment
effort made to do something correctly, safely, or without causing damage.”
3. Conscience 7. Creativity
In the nursing profession, it is one of the most vital elements of the job. As a
matter of interest, nursing theorists root their theories on care. 4. Confidence

Jean Watson is the prominent theorist who developed the influential Theory of The 10 Caritas Processes
Human Caring. This nursing theory emphasizes the relationship between a nurse 1. Cultivating the practice of loving-
and her patients, their families, her colleagues, and herself. It is grounded in 10 kindness and equanimity toward self
processes known as the Caritas Processes. Caritas is a Latin word that means “to and others
cherish.” It represents charity, compassion, and generosity of spirit. It connotes 2. Being authentically present: Enabling,
something very fine, indeed, something precious that needs to be cultivated and sustaining, and honoring faith and
sustained (Watson, 2008).
hope
3. Cultivation of one’s own spiritual
Simone Roach, on the other hand, formulated the 7 Cs of Human Caring. In her
caring framework, “caring” is an action that nurtures, that fosters growth, recovery, practices and transpersonal self, going
health, and protection of those who are vulnerable. Caring is the empowering of beyond ego-self
those for whom care is given (Roach, 1997). It is the framework through which 4. Developing and sustaining a helping-
we as nurses implement the art and science of professional practice, and in which trusting, caring relationship
the Heart Hospital demonstrates in its Patient Safety and Caring Campaign; the 5. Being present to, and supportive
Campaign has been in place since June 2015. of, the expression of positive and
negative feelings
Last November, an education session conducted by Shiny Shiju, Head Nurse at 6. Creative use of self and all ways of
the Cardiothoracic Intensive Care Unit, focused on Jean Watson’s 10 Caritas knowing as part of the caring process;
Processes. Another session by Philip Cesar Mendegorin, Staff Nurse at the Surgical
engage in the artistry of Caritas
Step Down Unit (SSDU), discussed the 7 Cs of Human Caring. The session was
7. Engage in genuine teaching-learning
accompanied by video presentations, prepared by the staff nurses at the SSDU,
and demonstrated its application in real nursing situations. The event concluded experiences that attend to unity
with a video presentation of Jean Watson discussing the implications of the Caritas of being and subjective meaning –
Processes in caring for patients. attempting to stay within others’
frame of reference
In our digital era, developments in the nursing field are almost synchronous with 8. Creating a healing environment at all
technological progress. Most evidence-based nursing practices currently rely upon levels
the use of advanced and innovative electronic devices, new medicines, and medical 9. Administering sacred acts of caring-
supplies. The 10 Caritas Processes and the 7 Cs of Human Caring lead us back to healing by tending to basic needs
the main essence and focus of nursing, which is “to care for our patients.” 10. Opening and attending to spiritual/
mysterious and existential unknowns
Nurses must exhibit sensitivity in caring for their patients and devote time to
of life-death
interact with them. Nursing plans of care should not only be focused on the
patients’ history, medications, procedures, and lab results, but must also include the References:
patients’ personal concerns, feelings, and spiritual practices. As nurses, we Watson, J. (2008). The Philosophy and Science of Caring.
have to be involved in both the curative and medical factors of the patient’s University Press of Colorado.
healing. With that being said, we must also incorporate the humanistic “carative” Roach, M.S. (1997). Caring from the heart: The
element of healing because you can have caring without a cure, but you cannot convergence of caring and spirituality. New York, New
have a complete cure without caring. ◊ York: Paulist Press.

8  THE NURSE ADVOCATE  May/June 2016


Reasons for Return Visits
To reduce overcrowding at the Al Khor Hospital Emergency
Department, it became important to know how many patients
return within 72 hours and why they are returning
By NESIYA HASSAN, REGISTERED NURSE,
EMERGENCY DEPARTMENT, AL KHOR HOSPITAL
C
rowding in a hospital’s emergency department (ED) is a
commonly observed problem all over the world.
Al Khor Hospital’s ED serves around 158,000 patients per
year. Increasing ED patient volumes can result in overcrowding,
longer waiting periods for certain services, and increased work-
related stress among healthcare teams.
Unscheduled revisits within 72 hours of discharge are an
important quality indicator of an ED’s services. The decision-
making process for seeking care through an ED is complex, and
involves the consideration of many factors,
such as the patient’s socio-demographic and
economic characteristics, illness severity, and PERCEPTIONS OF PATIENTS REGARDING RETURN VISITS
health service utilization behavior. 15% 1%
To identify the factors contributing to 6%
unscheduled revisits to the Al Khor ED, a
prospective study was carried out. 2%
1%
Method
The study was conducted over two months.
A census sample of patients who made
unscheduled revisits to the ED between
15 September 2014 and 14 November
61%
2014 was examined. These patients were
interviewed by the research team and
secondary data was collected from the patients’ electronic
medical record.
Results
It was found that a total of 849 patients had made unscheduled
revisits to the ED within 72 hours of their initial visit. Of these,
165 patients were excluded from the study because their
treatment could not be completed during their initial visit, or
their revisit. The remaining 684 formed the patient population, of
which 546 were interviewed by the research team members to
identify their perceived reason for the return visit.
The main factor for revisits was patient related. The most
common reason was the perception that the patient’s health
had not improved after their initial treatment (61 percent/331
patients). Of these, only eight were admitted to Al Khor Hospital
and one was transferred to another healthcare facility for
specialist treatment. The vast majority of patients (97.2 percent)
were discharged from the ED.
Other patient-related reasons for the return visit included the
patient having the same complaint (52.9 percent/362 patients)
or having related complaints (21.3 percent/146 patients). Of
these, 97.6 percent were discharged and 1.3 percent (7 patients)
were admitted to the hospital.
NEW
RESEARCH
The second factor for revisits was illness related; 22.8 percent
(156 patients) reported to the ED with new diseases or
symptoms that were unrelated to their first visit, and 1.3 percent
reported an adverse drug reaction.
The third factor was system related: 23.49 percent of patients
living in and around Al Khor indicated they didn’t have access to
a community healthcare facility, and 30 percent reported having
no access to a Primary Health Care Corporation (PHCC) Health
Center for further follow up.
13% ADVISED TO COME BACK IF NOT IMPROVED
NOT IMPROVED
IMPROVED BUT NEED SECOND OPINION
WORSE AFTER TREATMENT
NO AFFORDABLE OR ACCESSIBLE HEALTH FACILITY
OTHER
COMBINATION OF REASONS
Conclusion
From the interviews conducted, we found that the majority of
revisits were due to patient-related factors, including patient
perception and anxiety about the progress of their illness. The
most common factors that led to patient revisits were the patients’
perception that their health was not improving (61 percent), that
they wanted reassurance (15 percent), and that their symptoms had
worsened (13 percent). While patients receive discharge instructions
from their care providers, this study identifies areas of opportunity to
reduce avoidable revisits.
Opportunities and Next Steps
The study showed that revisits could be reduced through the
distribution of detailed written discharge plans that include
treatment, medication, follow up and home care. The electronic
health record now allows for printable patient education that will
be available in several languages, across a spectrum of discharge
diagnoses. Additionally, the continuing development of primary
healthcare services, across Qatar, will provide an alternative first
line of care. Patients having better access to a general practitioner
could help reduce the number of emergency department visits. ◊
Research Team Members:
Wafa Musthafa, Ann Christine, Bincy Varughese, Chippy Mohanan, Deepa Nair,
Jessy Yohannan, Jisha Jose, Joby Sebastian, Saritha George, Vipin Augusty
May/June 2016  THE NURSE ADVOCATE  9
 JOURNAL
CLUB
TRACKING
By REIZA BEA MENDIOLA, REGISTERED NURSE,
PEDIATRIC EMERGENCY CENTER, AL DAAYEN
N
urses rely on medical equipment to alert them, through
beeps and alarms, if a patient’s condition worsens and
requires their attention. But with the increasing number of
devices, each with its own alarm and some with default settings
that go off even when there is no danger to the patient, there is
a risk that the alarms become mere background noises that could
possibly escape the nurse’s attention.
In 2011, the Healthcare Technology Foundation’s Clinical Alarms
Committee, in the USA, developed a
survey to address the attitudes and
practices related to clinical alarms. This Frequent false alarms led
was their second such survey since the
Committee’s initiation in 2005. to reduced attention and/
Survey Subjects: Clinical personnel or response to alarms
were the subjects in this study. Most
of them were respiratory therapists when they occur.
and nurses who were directly involved
with patient care and were exposed to
clinical alarms.
Methodology: This was primarily an online survey, with paper
copies also made available. The initial section of the survey
gathered respondent demographics and information about their
workplace. The next section provided 19 statements about clinical
alarms and prompted respondents to rate their level of agreement.
In the last section, respondents were asked to rank the importance
of nine alarm issues that potentially inhibited the effective
10  THE NURSE ADVOCATE  May/June 2016
JOURNAL CLUB MEMBERS FROM THE
PEDIATRIC EMERGENCY CENTER (PEC)
AT AL DAAYEN REVISIT A 2011 STUDY
THAT INVESTIGATED THE CHANGING
ATTITUDES AND PRACTICES RELATED
TO CLINICAL ALARMS
FATIGUE
management of clinical alarms. The 2011 survey repeated the
majority of the questions from the 2005-2006 survey in order
to track changes. In addition, four new questions were added to
explore issues that arose from the initial survey.
Findings: The survey results revealed that there were no
significant differences between the 2011 and the 2005-2006
results. Respondents of the 2011 survey significantly agreed that
alarm sounds should differentiate the priority of an alarm. There
were fewer respondents in 2011 who
felt that nuisance alarms occurred
frequently and that they disrupted
patient care. Respondents to both
surveys rated the ‘same alarm issue’
as most important – frequent false
alarms that led to reduced attention
and/or response to alarms when they
occur.
Clearly, the lack of significant
differences between the surveys demonstrates that there’s much
to be done, as this raises a legitimate issue regarding patient
safety. It is vital to cut down on false and non-actionable alarms
that contribute to a noisy hospital environment and alarm fatigue.
Healthcare providers must strive for fewer, more meaningful
alarms and aim for the goal set by Mary Logan, President of the
Association for the Advancement of Medical Instrumentation, at
the 2011 Alarm Summit: “No patient will be harmed by adverse
alarm events.” ◊

IN THIS SECTION OF THE NURSE
ADVOCATE, WE HIGHLIGHT
RESEARCH PUBLICATIONS THAT
HAVE ORIGINATED FROM OUR
COLLEAGUES AT HMC. THIS
MONTH, WE SPEAK TO MS. BADRIYA
AL SHAMARI, DIRECTOR OF
NURSING, RESEARCH, CORPORATE
NURSING AND MIDWIFERY
DEPARTMENT, ABOUT HER ARTICLE
ON NURSE JOB SATISFACTION
THAT WAS PUBLISHED IN THE
INTERNATIONAL JOURNAL OF
NURSING IN JULY 2015.
References: 1Aiken LH, Clarke SP, Sloane DM. Hospital staffing, organization, and quality of care: cross-national findings. Int J Quality Health Care. 2002;14:5–13.
YOUR RESEARCH ARTICLE TITLED MULTIFACTOR
EXAMINATION OF NURSING JOB SATISFACTION: A CROSS
SECTIONAL SURVEY IN A TERTIARY HOSPITAL, QATAR,
TALKS ABOUT JOB SATISFACTION AMONG NURSES.
https://www.conference-board.org/publications/publicationdetail.cfm?publicationid=3022. http://dx.doi.org/1-.1-16/j.nedt.2015.06.003
WHY DOES THIS AREA OF RESEARCH INTEREST YOU?
I am passionate about the prospect of performing research that
may go toward improving the level of nursing standards and
patient care in Qatar. Nurses are the largest group of healthcare
providers, and they play a vital role in direct patient care in Qatar.
A nurse’s job satisfaction is the strongest indicator of patient
satisfaction and can be associated with better quality patient
care. So I felt the need to look into the welfare of nurses, as it
would be an advantage for HMC to retain nurses to ensure a
sustainable nursing workforce.
HOW DOES THIS RESEARCH CONTRIBUTE TO THE EXISTING
INFORMATION THAT’S ALREADY AVAILABLE IN THIS FIELD?
This is the first study in Qatar to examine nurses’ rating of job
satisfaction using a Nursing Work Index-Revised questionnaire.
We found overall, a greater proportion of respondents (53.3
percent) rated satisfaction with their current job above 5, on
a 10 point scale. To put that figure in context, Aiken, Clarke,
and Sloane (2002) reported that more than 40 percent of
nurses working in US hospitals were dissatisfied with their jobs.
Concurrently we are encouraged by the findings relating to nurse
perception of patient care quality. This shows that even with
Ms. Badriya’s published article can be viewed online at http://www.ijnonline.com/index.php/ijn/article/view/247
RESEARCH
SPOTLIGHT
Multifactor
Examination
of Nursing Job
Satisfaction:
A Cross Sectional
Survey in a Tertiary
Hospital, Qatar
varying levels of job satisfaction, participants generally rated the
quality of care given to patients as high. This result is contrary to
other studies wherein the level of job satisfaction is similar to the
perceived quality of care provided to patients.
HOW WILL YOUR RESEARCH CHANGE OR INFLUENCE
PRACTICE?
It appears that a nurse’s job satisfaction is greatly influenced
by incentives. However, the study revealed that non-financial
incentives (such as opportunities for advancement, praise, and
recognition), contributed to job satisfaction more than salary and
benefits alone. This speaks volumes about the importance of
providing non-financial incentives along with financial benefits. In
addition to lowering operating costs for healthcare organizations,
this may prove to be an effective strategy to boost staff morale
and satisfaction.
DO YOU HAVE ANY OTHER AREAS OF INTEREST THAT YOU
WOULD LIKE TO CONDUCT RESEARCH IN?
I look forward to exploring new options and approaches for
nursing research and evidence-based practice through creating,
nourishing, and sustaining a collaborative culture and workforce.
I would like to do this by promoting the mentoring of nurses
who are novices in nursing research. I also have a keen interest in
doing exploratory clinical research studies, including control trials
and high-quality in-depth research. ◊
May/June 2016  THE NURSE ADVOCATE  11
 BEST
PRACTICE

First Contact
The importance of immediate skin-to-skin contact between
mother and newborn

By NAGLAA SAMY, PATIENT EDUCATOR,

OBSTETRICS AND GYNECOLOGY OUTPATIENT DEPARTMENT, AL WAKRA HOSPITAL

S
kin-to-skin contact refers to the
first direct contact between mother
and child, within one hour of birth.
When the newborn is delivered, cleaned,
and placed on the mother’s bare chest, it
does a lot more than promote bonding.
The benefits to both babies and mothers
are well documented: reduced neonatal
mortality, reduced apnea, more restful
natural sleep cycles and more quiet
sleep, lower levels of stress hormones,
and stabilized heart rate, breathing,
temperature, and blood glucose. Mothers
benefit through increased nurturing
behavior, a surge of oxytocin that reduces
bleeding, sleep that is synchronized with
their newborns, and reduced difficulties
with breastfeeding.
In 2015, approximately 3,400 women
underwent a normal, uncomplicated
vaginal birth at Al Wakra Hospital (AWH).
However, skin-to-skin contact was not
facilitated by clinicians until September
2015 as other care, such as perineal
repair, newborn examination, and
routine care were prioritized (Childbirth
Connection program, 2015).
As part of the events and activities
planned for International Breastfeeding
Week, observed
between 2 August and
6 August 2015 at AWH,
it was discovered that
most newborns were
bottle-fed after birth.
This indicated a possible
lack of awareness
about the benefits of
breastfeeding and skin-
to-skin contact.
Obstetrics and Gynecology Outpatient
Department at AWH set out to increase
awareness of the benefits of skin-to-skin
contact among nurses and midwives. In-
service training sessions were arranged,
encouraging nurses and midwives to
initiate and support skin-to-skin contact
for women who had normal, vaginal births
from September 2015 onwards.
Post Implementation
There were challenges to implementing
the initiative. These included lack of
parental education about the benefits
of skin-to-skin contact, lack of staff
education on techniques, disruption from
visitors, cultural barriers, and lack of
established clinician practice.
Actions taken to address these challenges
included:
• Educating women in their third
trimester about the benefits of
skin-to-skin contact, using different
teaching strategies, such as pamphlets,
roll ups, videos, and posters
• Providing mandatory training to
clinicians on the principles and
techniques for skin-to-skin contact
• Redesigning infant and maternal
routines to allow time for immediate
mother–infant contact
• Not separating mother and baby
within the first hour of birth for routine
postnatal procedures
• Ensuring staff are competent in terms
of knowledge and skills to support
breastfeeding
To fortify these actions, some long-
term goals have been put in place. These
include developing clinical guidelines
on skin-to-skin contact, revising and
updating Hamad Medical Corporation
protocol CP.N4 (Newborn: Immediate Care
in Labor Room), and reviewing the criteria
for initiating skin-to-skin contact.
With these actions in place, it is our goal
to continue to support the benefits and
bond that skin-to-skin contact provide. ◊
References
1. www.skin.kangaroomothercare.com
2. http://www.nice.org.uk/guidance/cg190chapter/1-
recommendations#/care-of-the-newborn-baby
3. http://apps.who.int/rhl/pregnancy_childbirth/care_
after_childbirth/cd001688_JanaAK_com/en/
4. http://apps.who.int/iris
bitstream/10665/183037/1/9789241508988_
eng. pdf?ua=1
5. http://www.skintoskincontact.com/

To promote best
practice, staff from the

12  THE NURSE ADVOCATE  May/June 2016

 RESEARCH
ROUNDUP

Shift Length vs
Quality Care

A brief look at a survey that was conducted to

examine the effects of shift duration on patient
care and safety

By DR. RICHARD GRAY,

ASSISTANT EXECUTIVE DIRECTOR OF NURSING, RESEARCH,
CORPORATE NURSING AND MIDWIFERY DEPARTMENT

T
he traditional work day for a nurse asked to complete and return a written care not being completed and nurses who
is divided into three 8-hour shifts. questionnaire. worked beyond their contracted hours
Today, it has become (overtime).
common, internationally, for
nursing care to be organized Conclusion
around two 12- to 13-hour Nurses working longer Based on the results, the authors posited
shifts per day. shifts were more likely that while it may be appealing for
employers to adopt the 12-hour shift
This practice works in favor to report poor or failing pattern to reduce their overall workforce
of the employer as it reduces
the number of handovers and
patient safety, poorer requirements, such a move should be
considered carefully, as it may compromise
staffing overlap, and hence costs. standards of care, and the efficiency and effectiveness of the
Nurses also gain by working
fewer shifts each week. But how
more care activities not workforce and place the larger goal of
patient care and safety at risk. Similarly,
has it affected the quality of care getting completed. the use of overtime – working beyond
extended to patients? contracted hours – to mitigate staff
shortage should also be carried out with
Method caution, as it may also impact negatively
To examine the effects of different shift Results on the quality of care. ◊
lengths and working beyond contracted The results showed that half of all the
hours (overtime) on patient safety, the nurses surveyed worked 8-hour shifts.
RN4CAST Consortium (Griffiths et al., Fewer than two in 10 worked 12-hour References:
2014) undertook a survey of 31,627 shifts. Nurses working longer shifts were Griffiths, P., Dall’Ora, C., Simon, M., Ball, J., Lindqvist,
registered nurses in medical and surgical more likely to report poor or failing patient R., Rafferty, A.-M., … Aiken, L. H. (2014). Nurses’
wards within 488 hospitals across 12 safety, poorer standards of care, and more Shift Length and Overtime Working in 12 European
European countries. This study is believed care activities not getting completed. Countries: The Association With Perceived
to be the first of its kind in Europe. All Interestingly, the authors of the study Quality of Care and Patient Safety. Medical Care,
study subjects were nurses who delivered also found a correlation between poorer 52(11), 975–981. http://doi.org/10.1097/
direct care to patients. They were patient safety, quality of care, and more MLR.0000000000000233

May/June 2016  THE NURSE ADVOCATE  13

 EDUCATION
Learning Through
Nursing Grand Rounds
Share knowledge, promote new
practices, teach new skills, and improve
current ones with one teaching strategy!
By FIONA O’RIORDAN, NURSE EDUCATOR,
NURSING AND MIDWIFERY EDUCATION AND RESEARCH DEPARTMENT
S
o, your case study clubs are up and running. What’s next?
Why not present an interesting or unusual case to a larger
audience of your peers?
Nursing Grand Rounds (NGR) offer a valuable teaching
intervention designed to promote up-to-date, evidenced-based
nursing practice, high-quality patient care, and improved patient
outcomes. This learning strategy can be used to present general
patient care topics, or cases of note, that have a different or
unique presentation.
How is a NGR Conducted? Who Does What?
One of the benefits of a NGR is that it promotes a level of
collaboration which includes nurses from the bedside through to
the executive director of nursing. Everyone must work together
to ensure success. Cross-unit and cross-division cooperation also
helps to build respect among departments.
The role of the executive director of nursing in planning a
NGR includes scheduling at least one NGR per year, per facility,
and providing overall managerial support for sub-committees or
teams that are formed. He or she, along with the nurse educator,
form the starting point for the genesis of a NGR.
Next, is the director of nursing (DON), who will assist with
the selection of a suitable case for presentation, as well as
establish the team that will coordinate, plan, and implement
the NGR. When choosing a team to present the case, the DON
should consider selecting motivated and interested bedside
nurses, who are proficient in nursing care and demonstrate good
communication skills.
14  THE NURSE ADVOCATE  May/June 2016
The relevant head nurse along with a clinical nurse specialist
(CNS) – if your area has one – will organize the venue, the
marketing, and the recording of the event. The head nurse will
schedule staff appropriately, to allow maximum attendance in
preparation before and on the day of the NGR.
If necessary or requested, the patient and the family being
discussed should be contacted and their consent acquired
(written consent) regarding the disclosure of their health
information. They may also be invited and given the opportunity
to speak briefly at the end of the presentation.
Putting the presentation together is where staff nurses will
excel. At least three staff nurses should participate in the case
presentation. The bedside nurse, who had input into the case
selection, prepares the presentation. Multiple teaching strategies
can be included: PowerPoint, video clips, handouts, etc. The nurses
can collaborate with the CNS and nurse educator to ensure the
case is based on the best available evidence. Having bedside nurses
present the case will support professional growth and help them
gain confidence; the nurses will be role models for their peers and
should be proud of their hard work. Having bedside nurses present
also ensures the topic(s) is relevant to other bedside nurses.
The role of the nurse educator is to lead the team; to
coordinate, plan, and implement the NGR. They will provide
guidance, assistance, and support to the team members. He or
she will complete the necessary documentation and requirements
needed for Continuing Professional Development (CPD)
allocation. The nurse educator will also check the presentation
and provide the team with constructive feedback. ◊
 What to Include in NGR Presentations? Education on
Introduction:
• Presenters and the units involved the Web
• The topic and why it was chosen This month, we highlight
Case study: www.nursinginpractice.com.
• Case description, background, assessment, findings

A
• Pathophysiology imed at nursing professionals across all disciplines of
• Nursing diagnosis
• Nursing care throughout the patient’s journey practice, this website has hundreds of best practice articles,
daily news for primary care nurses, comments, and video
Nursing challenges encountered: presentations.
• Inter-professional team involvement and collaboration
• Patient or family challenges
• Complexity of care/co-morbidities Topics covered include family health, baby care, cancer, cardiology,
• Ethical issues child nutrition, dermatology, wound care, diabetes, mental
• Psychosocial challenges health and addiction, respiratory care, and lifestyle. Within each
section, you’ll find the latest news, new clinical articles, up-to-
Nursing solutions or approaches used: date developments in the field and blogs authored by nurses.
• Directly from bedside nurses
• Applying the best available evidence For example, the diabetes section has “Margaret – a Community
• Outcomes and benefits Diabetes Specialist Nurse,”
sharing her experiences
Takeaway messages: and insights. When your
These are key to the success of NGRs and should address:
• The application of evidence-based clinical practice for The website highlights Qatar nursing
nurses across the wider HMC community
• How the delivery of clinical care for the patient impacted
matters which are
pertinent to the primary
license is
the staff
• Patient outcomes care setting. But these approved, you
References and recommended further reading:
can be relevant to many
aspects of nursing in Qatar. will need to
Reference: Guidelines for Planning and Designing Nursing Grand Rounds, Department of Nursing and Midwifery Education and Research, ANCC Guidelines (2015)

• Include references, bibliography, and further

recommended reading that is relevant to enhancing The site also has links to
complete 40
nursing practice across the wider HMC community
• Ensure these are current and accessible other resources, such credits per
as the British Heart
Foundation, where you
year, 20 of
can access additional free these are from
What’s Great About NGRs? learning and development
The NGR encourages sharing of knowledge and promotes the resources. self-directed
application of new practices and evidence-based research
findings into a wider clinical context. They raise the profile When your Qatar nursing
learning or
of the nursing profession and recognize staff nurses as license is approved, you assessment
subject matter experts in their field. NGRs provide a valuable
opportunity to explore new innovations in care and to
will need to complete
40 credits per year, 20 activities.
disseminate ongoing research initiatives. By researching best of these are from self-
current practice, locally and internationally, nurses can be directed learning or assessment activities. It is worth thinking about
updated about new trends in healthcare and policy. Lifelong how you can learn new and interesting things from the comfort of
learning is something we strive for in nursing, along with CPD; your home, while still gaining the required CPD.
attendees can earn up to three CPD points for each NGR.
The “CPD Zone” can be accessed by signing up to the Nursing in
Tips for a Successful NGR: Practice website. There are articles with review and reflection
• Select a case that will generate learning or lead to a questions at the end, and you can generate a certificate of
change in practice completion afterwards. This can then be uploaded into your Qatar
• Good teamwork is essential for success. Set out tasks for Council for Healthcare Practitioners (QCHP) online portfolio, and
the team at the onset and remember to communicate along with the review questions from QCHP, you can gain up to one
with your team members credit per hour.
• The main aim of the NGR is to learn something new, so
identify learning objectives and critical thinking questions The National Institute for Health and Care Excellence (NICE)
to direct the discussion and keep it focused guidelines are featured here as well. NICE handbooks and guidelines
• Use a clear, logical flow for the presentation and seek are used in the UK to issue regular guidance for clinical staff on best
constructive peer and nurse educator feedback and advice practice. They are updated regularly and are evidence based. They
• Practice; it helps you to be confident, interactive, timely, are a good reference point if you wish to update a clinical guideline/
and knowledgeable protocol in your unit.
• Focus on holistic patient-centered care that is of the
highest quality that you can provide Overall, this website is easily accessible and can help you stay up to
date with the latest information on current practice. ◊

May/June 2016  THE NURSE ADVOCATE  15

 EVENTS AND
HAPPENINGS

Promoting
Skin-to-Skin
Bonding
T
o highlight the benefits of skin-to-skin bonding between
mothers and babies, Al Wakra Hospital’s Obstetrics and
Gynecology Division hosted a Nursing Grand Round
entitled Skin-to-Skin Bonding: The Journey of Two Mothers at
Hajar Auditorium in mid-April.

More than 550 healthcare professionals, including nurses,

physicians, and other allied health professionals attended
the event. Ms. Fayrooz Abu Eissa, Head Nurse in the Labor
Room at Al Wakra Hospital, moderated a panel discussion that
featured Lactation Specialist Dr. Marwa Hamdy, Midwife
Ms. Asma Hammami, Patient Educator Ms. Naglaa Samy, and
Head Nurses Ms. Shanty Peter and Ms. Farideh Hamed.

Al Wakra
Celebrates Gulf
Nursing Day
By FATIMA NAGI, HEAD NURSE,
OUTPATIENT DEPARTMENT, AL WAKRA
HOSPITAL

G
ulf Nursing Day is celebrated every year on
13 March to pay tribute to nurses for their
significant contributions and to commemorate
the establishment of the first nursing facility in a tent by
Rufaida Al Aslamiya. Rufaida is honored throughout the Gulf
as a nursing pioneer. Along with her colleagues, Rufaida
ministered to the wounded during the great battle of Al
Khandaq in the time of the Prophet Mohammed (PBUH).

Al Wakra Hospital recognized Gulf Nursing Day with a

program of celebrations which included:
• A data show presentation about Gulf nurses
• A presentation on cultural diversity at HMC
• Role play and practical demonstration of the challenges
nurses encounter in critical areas, including the Emergency
Department
• Fun games for the audience
In line with the festivities, work stations were set up in
the hospital lobby to promote public awareness of the
contributions nurses make to patient care. Visits for school
children were also arranged.
Skin-to-skin contact involves placing the newly born baby
directly on to his/her mother’s bare chest. It helps newborns
adjust to being outside the womb immediately after birth. The
technique was initially developed to care for preterm infants in
areas where incubators were either unavailable or unreliable.
The benefits of skin-to-skin contact, for both mother and
baby, have been documented in numerous research studies.
Benefits include helping to regulate the baby’s temperature,
breathing, heart rate, and sugar levels, and aiding the mother’s
milk production, restoring pre-pregnancy hormonal levels, and
reducing the risk of postpartum depression.

16  THE NURSE ADVOCATE  May/June 2016

 Calendar Useful Dates
of Events
May – June 2016
HEALTH AWARENESS DAYS
4 January World Braille Day
4 February World Cancer Day
MAY 10 February National Sports Day
8 March World Glaucoma Day
2 MON (MAY) – 10 MON (OCTOBER) 13 March GCC Nurses Day
Unit-Based Council Chairperson Leadership Essentials
20 March World Oral Health Day
Session, Bayt Al Dhiyafah
21 March World Kidney Day
5 THU 24 March World Tuberculosis Day
International Day of the Midwife, Bayt Al Dhiyafah 2 April World Autism Awareness Day
7 April World Health Day
8 SUN
Nursing Appraisal Rollout and Education Begins 17 April World Hemophilia Day
25 April World Malaria Day
11 WED
5 May International Day of the
HMC Nursing and Midwifery Strategy 2015-2018: Report Midwife, World Asthma Day
Card (January – April 2016) Information Session, Bayt Al
8 May World Red Cross Day/Red
Dhiyafah Crescent Day

13 FRI – 15 SUN 12 May International Nurses Day

Middle East Forum on Quality and Safety in Healthcare 31 May World No Tobacco Day
2016, QNCC, Doha
1 June National Cancer Survivor Day

15 SUN 14 June World Blood Donor Day

Weill Cornell Medicine Qatar Grand Rounds, WCMC-Q, 24 June World Sickle Cell Day
Doha 28 June World Hepatitis Day

16 MON August Psoriasis Awareness Month

HMC Nursing and Midwifery Strategy 2015-2018: Report 1 August World Breast Feeding Week
Card (January – April 2016) Information Session, Ibn Nafis 15 September World Lymphoma Day
Auditorium, Women’s Hospital
21 September World Alzheimer’s Day
20 FRI – 21 SAT 29 September World Heart Day
Diabetes Intensive Symposium, WCMC-Q, Doha
8 October World Sight Day
20 FRI – 22 SUN 10 October World Mental Health Day
Qatar Clinical Abdominal MRI Course (QCAM 2016), Hajar
12 October World Arthritis Day
Auditorium
20 October World Breast Cancer Day, World
Osteoporosis Day
JUNE
25 October World Polio Day
29 October World Stroke Day
1 WED
Clinical Excellence Awards, The Ritz-Carlton, Doha 14 November World Diabetes Day
1 December World AIDS Day
5 SUN
Weill Cornell Medicine Qatar Grand Rounds, WCMC-Q, 2 December International Day of Persons
with Disabilities
Doha
 New CME / CPD Framework Launched

The Qatar Council for Healthcare Practitioners (QCHP) launched the new Continuing Professional
Development (CPD) framework for the ongoing accreditation of all registered healthcare
practitioners on 7 March 2016.

There are three types of CPD learning activities:

• Category 1: Accredited Group Learning Activities
• Category 2: Self-Directed Learning Activities
• Category 3: Assessment Activities

Engagement in CPD is part of the assurance that all healthcare practitioners provide to ensure we continue to deliver
the safest, most effective and most compassionate care to our patients. Firstly for your own professional development
and secondly for maintaining an e-portfolio documenting all your learning.

You can find out more about the new CPD framework and how any events are eligible for accredited hours by visiting
the CPD pages of i-Tawasol, the employee intranet. You can also email any questions to cpd@hamad.qa.