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NURS 304 > LEC 6: McGill Model of Nursing & Resiliency Model > Flashcards

LEC 6: McGill Model of Nursing & Resiliency Model Flashcards

1
Q

McGill Model of Nursing

A
  • Strength based appraoch
  • Shifts focus for deficit perspective to strength-based perspective
    • shit in perspective; understand their narrative
    • Is about growth and change over time; using their strengths to move them forward
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2
Q

What are the main goals for McGill Model?

A
  • Main goal of nursing is to form a partnership with person/family
  • Goal is to help families use their strengths and external resources to cope, achieve goals, and develop
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3
Q

What are the problems with a problem orientation?

A
  • Labels family
  • Stigma
  • Powerlessness, learned helplessness
  • Alienation from the nurse
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4
Q

Deficit Perspective

A
  • Focused on what was wrong, missing, or abnormal
  • Clinicians were the expert
  • Negative diagnosis
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5
Q

Strength Perspective

A
  • Seeks to identify family strengths within and around the individual, family, community
  • Relationship between clinician and family is partnership
  • Positive diagnosis
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6
Q
A
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7
Q

What are the 3 key ideas the McGill model looks at?

A
  • Strengths
  • Potentials
  • Resources
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8
Q

McGill Model: Strengths

A
  • Strengths are internal to the family system:
    • Traits
    • Assests
    • Capabilities, skills, or competencies developed
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9
Q

McGill Model: Resources

A

Resources are assets external to the family system

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10
Q

McGill Model: Potentials

A

Potentials are assets external to the family system.

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11
Q

Strategies for Working with Resources

A
  • The Nurse Can:
    • Identofy resources
    • Mobilize and use resources
    • Regulate resources
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12
Q

Resiliency Model of Family Stress, Adjustment, and Adaptation

A

Outcome of the family’s efforts over time to bring a fit at two levels: the individual to family, and the family to community. This process ranges on a continuum from optimal bonadaptation to maladaptation

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13
Q

What is resilience?

A
  • The ability to withstand and reobound from disruptive life challenges.
  • Resilience contributes to positive adaptation within the context of significant adversity
  • The ability to “struggle well” and surmount obstacles.
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14
Q

What are assumptions of the Resiliency model?

A
  • Families manage stressful situations over time
  • Unexpected or unplanned events are usually perceived as stressful
  • Stressful events within the family are more disruptive than stressors that occur outside the family
  • Lack of previous experience with stressor leads to increased perceptions of stress
  • Ambiguous stressor events are more stressful than non-ambiguous events
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15
Q

Fostering Family Resiliency

A
  • Built on the complex interactions between individual, family, and community protective factors
  • Assess family resilience
  • Identify:
    • Rirsk
    • Protective factors
    • Recovery factors
    • Resources
  • Develop clinical interventions based on these factors to strengthen families
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16
Q

Individual Protective Factors for Family Resiliency

A
  • Internal locus of control
  • Emotional regulation
  • Belief systems, values
  • Self-efficacy
  • Effective coping skills
  • Increased educationm skills, and training
  • Health
  • Temperament
  • Gender, roles
  • Self concept and self esteem
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17
Q

Family Protective Factors for Family Resiliency

A
  • Family structure
  • Intimate partner relationship stability
  • Family cohesion
  • Supportive environment
  • Social support
  • Family of origin influences
  • Stable and adequte income
  • Adequate housing
18
Q

Community Protective Factors for Family Resiliency

A
  • Involvment in the community
  • Peer acceptance
  • Supportive mentors
  • Safe neighborhoods
  • Access to quality schools, child care
  • Access to quality healthcare
19
Q

If a family is lacking resilience:

A
  • Assess…is it individual realted?
  • Assess…is it family related?
  • Assess…is it community related?
20
Q

Strengths and Resiliency

A
  • A family adapting to adversity (process of creating resiliency) will develop new strengths, accomplish developmental tasks, and new skills and competencies
  • Additional strengths adds to their resiliency
  • Taking control, making good choices, becoming empowered
  • Resiliency becomes a strength
21
Q

What are the four types of strengths?

A

Strenths are assets internal to the family systyem:

  • Traits (optimism, resilience)
  • Assets (dinances)
  • Capabilites or competencies developed (problem-solving skills)
  • QUalities (more transient in nature thant a trait or asset, motivation)
22
Q

What does strengths enable families to do?

A
  • Cope
  • Change
  • Develop
23
Q

What are the nurse’s roles related to strengths?

A
  • Identifying family strengths
  • Providing feedback on the strengths
  • Developing strengths
  • Calling forth strengths
24
Q

Nurse’s Role Related to Strengths: Identifying Strengths

A
  • Use open-ended, exploratory questions to assess:
    • Perceptions of concerns
    • What is improtant to them
    • How did they handle previous challenges
    • Listen and observe
    • Inventory and recognize the family’s strengths
25
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A
26
Q

How can outcomes of strengths inventory and measuring up be a potent intervention?

A
  • Family gains insight
  • Able to appreaciate their role in the partnership
  • Feels collaborative and empowering rather than judgmental
  • The inventory can be used as an intervention to bring about change itself
27
Q

Nurse’s Role Related to Strengths: Providing Feedback

A
  • Need to be explicit, specific, descriptive,sincere, and truthful
  • Commendations: sharing observations about the strength and its effects
  • If genuene and authentic
    • Boosts sens of competence and confidence
    • Creates context for change
28
Q

Nurse’s Role Related to Strengths: Developing Strengths

A

The overall goal is to facilitate coping and development

29
Q

What are the 3 appraoches to developing strengths?

A
  1. Helping transfer the use of a strength from one experience to another context
  2. Cognitive reframing- turing a deficit into a strength
  3. Developing knowledge or competency- teaching new skills, assisting them to locate and access experiences and materials
30
Q

Nurse’s Role Related to Strengths: Calling Forth Strengths

A

At every stage the nurse must consider how potentials and strengths could be used to achieve goals and solve problems.

31
Q

What is cultural competenc as an organization?

A

To provide services that demonstrate respect for diversity and cultural, ethnic, spiritual, emotional, and age-specific differences.

32
Q

What is cultural competence as an individual?

A

Respecting, understanding, and accommodating the needs of our patients.

33
Q

What is culturally competent care?

A

•The ability to provide care with a client-centered orientation, recognizing the significant impact of cultural values and beliefs as well as power and hierarchy often inherent in clinical interactions, particularly between clients from marginalized groups and health care organizations.

34
Q

What is cultural awareness?

A

Recognizing that difference and similarities exist between cultures and becoming aware and sensitive to your own biases and assumptions.

35
Q

What is cultural humility?

A

A life long journey of self-evaluation, reflection, and learning to deepen our understanding of how our life experiences influence how we understand and interact with others.

36
Q

What is cultural safety?

A
  • Addresses power differences inherent in health service delivery and affirms, respects, and fosters the cultural expression of clients.
  • Requires nurses to refelct critically on issues or racialization, instituionalized discrimination, culturalism, and health and healthcare inequities and practice in a way that affirms the culture of clients and nurses.
  • The effective nursing or midwifery practice of a person or family from another culture and is determined by the person of family receiving the care.
37
Q

Power Differential

A
  • Power affects health
  • Power imbalances exist in healthcare
    • In the paternalistic healthcare system
    • In nurse-client relationship
  • This power is measured by a patient’s perceived capacity to influence the decision-making encounter.
  • Patient and family-centered care uses a model of shared power and responsibility
  • Developing trust central to safe nurse-client relationships
38
Q

CNA Beliefs on Cultural Competence in Nursing

A
  • Culture is intertwine with socio-economic and political issues
  • CNA commotted to social justice as central to nursing
  • Socio-economic conditions and social policies can affect health, triggering manyhealth inequities
  • Identify and address root causes of unjust health outcomes, oppression, and powerlessness
  • Nurses act as healthcare and public health advocates
  • Nurses ideally positioned to be leaders
39
Q

Nursing Responsibilites

A
  • Ethical & professional responsibility to respect and be mindful of culture during every encounter
  • Obligation to respect and value each person’s individual culture
  • Obligation to consider how culture may impact an individual’s experience of healthcare and the healthcare system
  • Cultural competence is an entry-to-practice requirement, with ongoing development
  • Support for cultural competence is a shared responsibility
  • The client determines if encounter or relationship is culturally appropriate
40
Q

Using a Cultural Safety Lens to Address Inequities Enables RNs to:

A
  • Enable practitioners to consider difficult concepts such as racism, discrimination, and prejudice
  • Acknowledge that we are all beares of culture
  • Expose the social, political, and historical contexts of healthcare
  • Challenge unequal power relations
  • Understand the limitation of “culture” in terms of having people access and safely move through healthcare systems and encounters with care providers
  • Improve healthcare access for patients, aggregates, and populations
41
Q

Diversity Lens Tool Kit: Personal Reflection Tool

A

Lead Self

  1. Each of us is different.
  2. What advantages or privileges, if any does this identify afford me in society?
  3. How aware am I of how my cultural influences my assumptions, and actions with colleagues and the families and communites with whom I work?

Engage Others

  1. How does my compassion extend to include differences?
  2. How much do I know about the livered reality, health concerns and history of my colleagues and the families and community’s with whom I work?

Achieve Results, Develop Coalitions, Systems Transformation

  1. Am I aware of what Saskatoon already has to offer in support of diversity and inclusion?
  2. What actions have I taken that show my ongoing efforts to understand and value difference?
  3. How do I plan to become even more skilled in the areas of diversity and cultural competence?
  4. What am I going to do to advance diversity and inclusion?

NURS 304 (25 decks)

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