The significance and existence of nurse businesses and nurse entrepreneurs in the United States are the influence of its social, legal and cultural aspect. Public health is a major concern in the U.S. as it is proven by government and insurance reimbursement policies. This type of health-wise country had propagated the numbers of nurse businesses and entrepreneurs and even made healthcare services more accessible to citizens.

Most Americans assume that the growing population of nurse businesses and nurse entrepreneurs will privatize health services that will only deteriorate the quality of the health system. With this possibility of degradation, National Nurse’s Association is founded to oversee nurse entrepreneurs, and nurses on practice. Particularly, NNA performs the following tasks:

 Analyze the relevance of nursing business in the healthcare system
 Act as leaders of nurse entrepreneurs
 Identify and determine the demanded healthcare services of the community and its members

While performing its function, the National Nurses Association must consider the rights and obligations of the following people.

 NNA’s members who are nurse entrepreneurs
 NNA’s members who are nurses employed by nurse entrepreneurs
 The consumers of health services.

There are various areas of nursing profession and the National Nurse’s Association takes part in each aspect surrounding nursing businesses, nursing entrepreneurs and all nurses. NNA is actively involved in defining the competencies of nurses and nurse entrepreneurs to be able to guarantee strict compliance with statues and the quality standard of healthcare delegated to consumers.

Scope of Practice

NNAs are present in the determination of nurse’s scope of practice. Through their representation, the professional interests of nurse entrepreneurs and nurses are being considered in the definition process and in the creation of regulating body of all nurses and entrepreneurs.

Legal legitimacy

The NNA has the role of protecting the public and safeguard the rights and obligations of nurse entrepreneurs and nurses during the legislative process of statues regulating nurses and entrepreneurs.

Social credibility

NNA must protect the credibility of nurse entrepreneurs and nurses in general through correct information dissemination to the public. Nursing services would be more in demand to consumers if trust and confidence is built on the public.

Work conditions

It is the task of NNA to monitor work settings of its members with equal focus on the compensation of its members and prices of healthcare services. In other words, NNA sees to it that the work conditions of the nurses, nurse entrepreneurs and consumers are not deterrent to their welfare.

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Professional structures for nurse entrepreneurs

NNA is responsible in the propagation of professional competencies of its members by maintaining an open communication with them through forums and programs.

“Awful,” “dreary,” and “miserable” are adjectives that many people use to describe their jobs at one time or another. Dissatisfaction on the job is common and often temporary. But not many people take time to analyze what makes a job miserable, and how to fix it.

Fortunately Patrick Lencioni has done much of that work in his book “The Three Signs of a Miserable Job.”

Job Misery Is Universal

The author notes that a “miserable” job differs from a “bad” job, as one person’s dream job may not appeal to another worker. A miserable job, however, has some universal traits.

“A miserable job makes a person cynical and frustrated and demoralized when they go home at night,” Lencioni says. “It drains them of their energy, their enthusiasm, and self-esteem. Miserable jobs can be found in every industry and at every level.”

Lencioni blames much of the problem on managers, who are a key factor in the job satisfaction (or dissatisfaction) of their employees. A recent Yahoo! HotJobs survey points to a similar conclusion: 43% of workers said discontent with their boss was the main reason they planned to look for a new job in 2008.

The Three Signs

Lencioni identifies the three signs of job misery as anonymity, irrelevance, and “immeasurement.”

Anonymity: Employees feel anonymous when their manager has little interest in them as people with unique lives, aspirations, and interests.

Irrelevance: This condition occurs when workers cannot see how their job makes a difference. “Every employee needs to know that the work they do impacts someone’s life — a customer, a coworker, even a supervisor — in one way or another.”

Immeasurement: This term describes the inability of employees to assess for themselves their contributions or success. As a result they often rely on the opinions of others — usually the manager — to measure their success.

Three Remedies for Job Misery

For workers who may be experiencing the signs of job misery, Lencioni recommends three steps to improve the boss-employee dynamic and enhance job satisfaction.

1. Assess your manager. Is the boss interested in and capable of addressing the three factors mentioned above? “Most managers really do want to improve, in spite of the fact that they may seem disinterested or too busy,” Lencioni says.

2. Help your manager understand what you need. This could mean reviewing with your manager what the key measurements for success are for your job. Lencioni also suggests asking your boss, “Can you help me understand why this work I’m doing makes a difference to someone?”

3. Act more like the manager you want. “Employees who take a greater interest in the lives of their managers are bound to infect them with the same kind of human interest they seek,” the author says. Or find ways to let your manager know how his or her performance makes a positive difference for you.

Be Realistic

Richard Phillips, founder of Career Advantage Solutions, agrees that “managing up” is a good way to improve job satisfaction, but he cautions employees to be realistic in their expectations.

“Managers are not mind readers,” he says. “Take the responsibility to communicate upon yourself, and remember there has to be an ongoing dialogue, or change is unlikely to happen.”