REPUBLIC ACT 9173 Aims:

the certificate of registration/professional license or cancel the special/temporary permit of a nurse. Prohibited Acts

To

provide

sound

general

and

professional a. Causes mentioned in the preceding section on practice

foundation for the practice of nursing through quality nursing education. Republic Act No.9173,otherwise known as the Philippine Nursing Act of 2002 which was approved on October 21,2002. Republic Act 9173- Change in the Philippine Nursing Act 2002 from R.A. 7164, the Philippine Nursing Act of 1998, taken from the Implementing Rules and regulations of RA 9173.

through special/temporary permit b. Unprofessional and unethical conduct c. Gross incompetence or serious ignorance d. Malpractice or negligence in the practice of nursing e. Use of fraud deceit, or false statements in obtaining a certificate of registration/professional license or a

temporary special permit f. Violation of this Act, rules and regulations, Code of

Two fold state policy for the nursing profession. 1. The state responsibility- pertains to the governments responsibility to protect and improve the nursing profession through the institution of measures for the attainment of the following: a. b. c. d. l Relevant nursing education Humane working conditions Better career prospects

Ethics for nurses and technical standards for nursing practice, policies of the Board and the Commission, or temporary/special permit. g. Practicing his/her profession during his/her suspension from such practice.

Implementing Rules and Regulations of RA 9173 Dignified existence of the Filipino nurses 1.Composition of the Board of Nursing- The Board is now 2. The state guarantee- is the governments commitment to deliver quality health care services by providing adequate nursing personnel throughout the country (Sec.2,Art II,R.A. No.9173) With the passage of this new law in nursing, the 2. Submission of names of qualified nominees by the Accredited Professional Organization (APO) to the composed of a Chairman and six (6) members instead of a Chairman and four (4) members.

Commission, three (3) nominees per vacancy, not later than three months before the vacancy. 3. The Commission submits to the office of the President two (2) nominees per vacancy not later than two months before the vacancy occurs. The appointment must be issued

government affirms the State policy to make

education

accessible to all, apart from its commitment to provide quality education, deliver quality health care, and support the advancement of the nursing practice. Republic Act 9173 (Philippine Nursing Act of 2002) empowers the PRC-Board of Nursing to revoke or suspend

not later than thirty (30) days before the scheduled licensure examination.

4. Qualifications of Board Members 4.1 Educational requirement for members of the Board is not limited to registered nurses with Masters

8.1

Added:

Sec.

25

for

violation

of

RA

9173,

the

Implementing Rules and Regulations, the Code of Ethics, the Code of the Technical Standards, for Nursing practice, and policies of the Board and of the Commission. 8.2 Sec 28g. Added: For practicing the profession during the period of suspension

degree in nursing but also to registered nurses with masters degrees in education, or other allied medical profession provided that the Chairperson and majority of the members are holders of a Masters degree in nursing. 4.2 Of the ten years of continuous practice of the profession prior to appointment, the last five (5) years must be in the Philippines. This was not specified in RA 7164. 4.3 The section that states that the Board member must not be a green card holder (Art III Sec. 5 R.A. 7164) does not appear in the new law. 5.Powers and Duties of the Board, Art. II Sec. 11 added: 5.1 Adopt and regulate a Code of Ethics and Code of Technical Standards for the practice of nursing within one year from the effectivity of this Act. 5.2 Recognize specially organizations in

8.3

Period

of

suspension

of

the

certificate

of

registration/professional license not to exceed four (4) years. 9. Rule IV, Nursing Education 9.1 Sec.26, Rule 1-Added: requirement for inactive nurses returning to practice-Nurses who have not actively

practiced the profession shall undergo one (month) of didactic training and three (3) months of practicum 9.2 Sec.27, Qualifications of Faculty-Requirement of

coordination with accredited professional organization. 6. Licensure Examination and Registration 6.1 Specific Dates of examination has been deleted. (RA 7164 Sec. 14) Specific dates of examination- not earlier than one month (1) month and not later than two months after the closing of each semestral term 6.2 Specific age of applicants to take the

clinical experience in a

field of specification has been

reduced from three (3) years to one (1) year in a field of specialization. 9 .3 The Dean of the College of Nursing must have at least five (5) years of experience in teaching and supervising a nursing education program. Note: An increase from three (3) years as specified in RA 7164 10. Rule V, Nursing Practice 10.1 Scope of Nursing- Duties and Responsibilities of the Nurse: 7. Ratings, Sec 15 RA 9173 a. 7.1 Specific number of times an examinee may take the licensure examination has been deleted (RA 7164 Sec.16 3rd paragraph) 7.2 Added: Removal examinations shall be taken within two (2) years after the last failed examination. b. Added: Special training for suturing the Lacerated 8. Revocation and Suspension of Certificate of Registration Perineum Note: Nursing Service Administrators still require formal training in this aspect for the safety of the patient, and the protection of the nurse and of the agency/institutions where the patient is being treated or confined. Deleted: Special training in intravenous injections

examination to be at least eighteen years (18) of age has been deleted. (RA 7164 Sec. 13b)

Note: This is being undertaken by the

Association of 11.4 Sec. 35. Incentives and Benefits. Incentives and

Nursing Service Administrators of the Philippines (ANSAP) with the Maternal and Child Association of the

benefits shall be limited to non- cash benefits such as free hospital care for nurse and their dependents, and, and scholarship grants. As part of the improved working

Philippines (MCNAP). c. Added: Observe the Code of Ethics and the Code of Technical Standards Maintain competence through continual

condition of nurses, the government and private hospitals are mandated to maintain the standard nurse-patient ratio set by the Department of Health. 12. Rule VII. Penal and Miscellaneous Provisions 12.1 Penalty for violation of this Act in fines has been increased (from not less than ten (10) thousand pesos

professional education. 10.2 Qualification of Nursing Service Administrators. a.Sec.30. Priority in Appointment a.1 For appointment as Chief Nurse in a Public Health Agency, priority shall be given to those who have Masters degree on Public Health/Community Nursing. a.2 For appointment as Chief Nurse in Military Hospitals, priority shall be given to those who have a Masters Degree in Nursing and completion of a General Staff Course (GSC). 11. Rule VI, Health Human Resource Production and Utilization Additions: 11.1 Sec.32. Comprehensive Nursing Specialty

(10,000) nor more than forty thousand pesos (P40,000) as specified in RA 7164 to not less than fifty thousand pesos (P50,000) nor more than one hundred thousand pesos (P100,000) Imprisonment of not less than one (1) year nor more than five (5) years reduced from not less than one (1) nor more than six (6) years from RA 7164, or both fine and imprisonment upon the discretion of the Board. Penalty and fine are not only for those who practice nursing under circumstances prohibited by the Act but also for persons or employers of nurses of judicial entities who undertake review classes for foreign or local examination without permit from the Board; or violate the minimum base pay of nurses, incentives and benefits. Or any

Program. The Board is mandated to formulate and develop a comprehensive nursing specialty program that would upgrade the level of skills and competency of specialty nurse clinicians in the country. 11.2 Sec.33, Salary. Minimum base pay of nurses in public health institutions shall not be lower than the first step or hiring rate prescribed for Salary Grade 15 pursuant to RA 6758, otherwise known as the Compensation and

provision of this Act as implemented by its IRR. PRC Resolution No. 2004-17 Series of 2004 re-

implemented continuing Professional Education requiring sixty (60) credit units for three years for professionals with bachelors degree. Any excess unit earned cannot be carried on the next three year period except for units earned for

Classification Act of 1989. For nurses working in Local Government units, adjustments in salaries shall be in accordance with Sec. 10 of the same Act. 11.3 Sec 34 Funding for the comprehensive Nursing

doctoral and masteral degrees.33 The total CPE units for registered professionals without baccalaureate for three (3) years. degrees shall be thirty (30) units

Specialty Program. The annual financial requirement to train at least (10) percent of the nursing staff of the participating hospital shall be chargeable against the incomes of the Philippine charity Sweeptakes.

Any excess shall be not be carried to

the next three-year period.

Motivation in nursing management

can give rewards to the most clean and best patient care award on Annual days. Besides that, senior nurses can

Senior nurses and in-chargers of hospitals find that their jobs are becoming more and more difficult. Some of their most serious problems are in the field of management. However, knowledge of psychology increases the senior nurse's ability to direct a large group of staff, as motivation is an important force in determining work behavior. Well, if we care about our bottom line, then it is very important. When people are motivated, they will do more. When people are unmotivated, they will be less productive. Beliefs about why you have succeeded or failed, then, are important because they lead to (1) different interpretations of past performance and general worth; (2) different emotions, goals, and effort in the present situation; and (3) different motivation in the future, in turn, making future success more likely or less so. (Zimbardo & Gerrig, 1996). When you attribute a failure to low ability and difficult tasks, you are likely to give up sooner, select simpler tasks, and lower your goals. When attribute failure to bad luck or to lack of effort, you are likely to have higher motivation to try gain for success (Valle & Frieze, 1976). Person who works hard to be a good staff because he wants to be praised by her or his employer or wants to be admired by others, rather than because of a genuine interest in work is extrinsically motivated. Person who are intrinsically motivated tend to work harder, respond to challenges by working even harder. They enjoy their work more and often perform more creatively and effectively than people who are extrinsically motivated (Lahey, 1998). There are many conditions in the environment which could effect the motivation of staff. The staff feels unappreciated if given undesirable placement. The staff will always respond to the environment and these responds influence their behavior.

withhold reward or promotion so as to change the behavior of staff. Scolding in front of others will only make them demotivated. Giving feeling of personal responsibility is also one type of motivational techniques. The newly appointed staff should be left independent but the senior nurses must observe them closely. At the other hand, making the staff participate in different activities such as in conferences, Nurse's Day, and Hospital Annual day will give them affiliation, acceptance and recognition. They will feel appreciated and love to work in that environment. However, the most important techniques that will let the staff to perform better are supports from the senior nurses. We must always remember that every staff has her/his own potential. We must respect the individual capabilities.

Senior nurses must focus on the needs of individual staff and use motivational techniques appropriate to each person and situation. They must seek to inspire demotivated staff and maintain the motivation of those who already motivated. One thing you can do is to have a talk with the staff that are not very motivated with their work and find out what it will take to get them going again. MASLOWs Hierarchy of Needs Definition Maslow's hierarchy of needs is a theory of motivation and personality developed by the psychologist Abraham H. Maslow (1908-1970). Maslow's hierarchy explains human behavior in terms of basic requirements for survival and growth. These requirements, or needs, are arranged according to their importance for survival and their power to motivate the individual. The most basic physical requirements, such as food, water, or oxygen, constitute the lowest level of the need hierarchy. These needs must be satisfied before other, higher needs become important to individuals. Needs at the higher levels of the hierarchy are less oriented towards physical survival and more toward

There are many motivational technique to be used to increase the productivity or quality level. Senior nurses can give annual rewards for better performance in the form of money, recognition, praise or promotion. For example, they

psychological well-being and growth. These needs have less power to motivate persons, and they are more influenced by formal education and life experiences. The resulting hierarchy of needs is often depicted as a pyramid, with physical survival needs located at the base of the pyramid and needs for self-actualization located at the top.

Description Maslow's hierarchy specifies the following levels:

needs hierarchy. He stated that lower needs must be reasonably well satisfied in order for the person to focus on higher needs, but he noted that complete satisfaction of a given need may not be possible or necessary. He indicated that most people would show a range of need satisfaction levels at any given time. For example, a person might be 85% satisfied in the area of physiological needs, 60% satisfied in the area of safety needs, 45% satisfied in the area of love and belongingness needs, and so on. Maslow also noted situations in which lower needs might be ignored in favor of higher needs, as when an artist sacrifices comfort and security in order to pursue aesthetic goals, or when a student postpones looking for a romantic partner in order to earn high grades and get into a prestigious graduate program. Maslow thought, however, that these departures from a strict hierarchy did not invalidate his general theory.

Physiological needs: These are the basic requirements

for human physical survival. They include such essentials as food, water, shelter, oxygen, and sleep. When these needs are unmet, human beings will focus on satisfying them and will ignore higher needs.

Safety needs: Once the individual's basic physical

needs are met, his or her needs for safety emerge. These include needs for a sense of security and predictability in the world. The person tries to maintain the conditions that allow him or her to feel safe and avoid danger. Maslow thought that inadequate fulfillment of these needs might explain neurotic behavior and other emotional problems in some people.

Love and belonging needs: When the individual's

physiological and safety needs are met, needs for love and belongingness emerge. These needs include longings for an intimate relationship with another person as well as the need to belong to a group and to feel accepted. Maslow emphasized that these needs involve both giving and receiving love.

The historical context of Maslow's theories

At the time Maslow developed his theory in the early 1960s, psychology was dominated by two views of human behavior, the psychoanalytic and the behaviorist. The psychoanalytic view emphasized unconscious conflicts and drives, drawing many of its concepts from case studies of neurotic people. The behaviorist view emphasized the role of learning and derived many of its principles from observations of animal behavior. Maslow pointed out that the psychoanalysts had failed to consider the behavior of healthy human beings, while the behaviorists were too mechanistic and largely ignored subjective experience. He thought that no theory of human personality could be complete without a thorough study of healthy functioning, so he set out to examine the conscious motivations and experiences of healthy individuals. One important finding was that psychologically healthy people were more likely to report what Maslow called "peak experiences." A peak experience, according to Maslow, is one in which the individual loses a sense of time and place and experiences a momentary feeling of unity with the universe. It is a particularly intense form of growth experience. Maslow's perspective, together with similar approaches proposed by Carl Rogers, Gordon Allport, and others, came to be known as the "third force" in psychology. Because of their focus on the positive, growth-oriented aspects of human behavior, these views are also described as humanistic theories of behavior. They stimulated the emergence and rapid growth of the human potential movement of the late 1960s and early 1970s.

Esteem needs: Esteem needs include both self-esteem

and the esteem of others. Self-esteem is the feeling that one is worthwhile, competent, and independent. The esteem of others involves the feeling that other people respect and appreciate the person. Once the person has satisfied his or her basic needs, concerns about worthiness emerge. The focus becomes not just surviving, but doing well according to meaningful communal standards.

Self-actualization needs: These are the needs

associated with realizing one's full potential. As these needs emerge, the person focuses on doing what he or she is meant to do in lifeeveloping his or her talents and abilities to their fullest extent.

Other human needs

Maslow described other needs that did not fit into his hierarchy. These included cognitive needs, such as curiosity and scientific interest, as well as aesthetic needs, which include the need for beauty and order. As Maslow studied self-actualizing individuals, he also discovered a range of needs that extend beyond self-actualization. He called these needs transcendence needs or B-values. They refer to needs to contribute to human welfare and to find higher meanings in life. Although transcendence needs are usually described as lying somewhere beyond the need for self-actualization, these needs are not included in most formulations of Maslow's needs hierarchy. While Maslow described human needs as a hierarchy, he allowed for some departures from the strict order of his

Maslow's hierarchy of needs. (EPD Photos.Courtesy Gale Group.) Viewpoints Maslow's theory and the other humanistic theories have had an important impact on psychology as well as in other fields. By emphasizing positive aspects of human behavior, these theories provide a framework for understanding human behavior outside the context of mental illness and dysfunction. Humanistic approaches to behavior allow for the possibility of growth and achievement, in addition to providing useful explanations for some forms of maladjustment that do not fit the traditional understanding of neurosis and mental illness. The humanistic viewpoint has been very influential on psychotherapy and counseling, and many therapists identify themselves as humanistic in orientation. Maslow's need hierarchy provides a helpful way to understand human motivation in many settings. Maslow proposed many changes in business management in order to make workplaces more responsive to the needs of workers. He called his ideas "eupsychian management," emphasizing the potential for human growth in the workplace. A small body of research has shown modest support for some of Maslow's concepts. Maslow's hierarchy