May 30, | nursing, med, NURS, Paper
Florida Fake Nursing Degree Scandal
Florida Fake Nursing Degree Scandal
Three Florida nursing schools sold over 7600 nursing degrees and transcripts worth millions in a scheme. It enabled aspiring nurses to become licensed nurses without going through professional training. The plan risks patient safety as nursing training aims to protect the public by setting minimum qualifications and consequences.
In this blog, you will learn about the nursing degree scandal, the nurses involved, and what schools have fake nursing degrees.
What is the fl nursing degree scandal?
Three schools in Florida are charged for selling over 7600 fake diplomas in the Florida Fake Nursing Degree Scandal. The people who purchase counterfeit degrees and transcripts sat for the national nursing board exam and attained a license without taking the required nursing training.
More than 24 people, including school directors, are accused of taking part in that illegal licensing and employment shortcut. An operation was carried out led by the justice department and the Health and Human Services Office of Inspector General (HHS-OIG).
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The purchasing and selling degrees and transcripts to unqualified individuals is a crime, and it endangers the health and safety of patients and insults the honourable nursing profession. Such fraud disintegrates public trust in the healthcare system.
The scandal enabled people to obtain licenses and jobs in various states as registered nurses and vocational nurses. The schools in Florida which were involved in selling fake diplomas were closed, and the defendant was imprisoned. The department of justice and the inspector general’s health and human services office did an investigation called “Operation Nightingale.”
How many nurses have fake degrees?
Over 7600 people from the US acquired fake transcripts and degrees for which they paid an average of $15000. About 2400 nurses passed licensing exams as practical and registered nurses in several states. A nursing license aims to protect people from harm by placing minimum qualifications and competencies.
A special agent, Omar Perez, said, “Purchasing and selling nursing diplomas to unqualified and willing nurses is a crime that puts the safety and health of patients in danger.” The HHS-OIG continue investigating bad actors who ignore the well-being of others to enrich themselves.
The increased expenses of education tempted people to advance their careers by engaging in illegal activities instead of facing financial challenges and struggling to become nurses. The nurses’ names were not realised, but it was reported that many immigrants live in South Florida.
The fake nurses are not being charged, and the state nursing board is finding and annulling the licences. Delaware has annulled 26 licenses and Georgia 22, while 77 licenses are being reviewed in Washington. The affected states’ regulatory board is investigating the cases and acting according to the law.
Are the 7600 nursing degrees fake?
Yes, over 7600 aspiring nurses bought fraudulent diplomas and transcripts from the three nursing schools in Florida. Many of the nurses had been working in healthcare as certified nurse assistants or other positions, according to special agent Omar Perez Aybar.
The nurses paid between $10000 to $15000 for the fake degrees and transcripts, which made them qualify to sit for the NCLEX exam. About a third of the aspiring nurses, passed the exam, gained a license in different states, and later secured jobs at healthcare facilities. The scandal calls for state nursing board practices that could not detect fake licenses for many years.
The nurses with fake credentials work in pediatric homes, veteran’s hospitals, and assisted living centres in various states, which include Texas, Ohio, New Jersey, New York, Maryland, and Georgia.
What are the three fake nursing schools in Florida?
Three nursing schools sold fake nursing diplomas to more than 7600 aspiring nurses, allowing them to avoid the required training of becoming licensed nurses. Twenty-five defendants, including diploma recipients and school directors, were charged and imprisoned for 20 years if convicted.
Three schools in Florida sold 7600 diplomas worth $100 million. Schools involved are Siena college, Palm beach school of nursing, and Sacred Heart international institute, which are now all closed.
Siena college in Broward country
Siena college is in Broward country, licensed by the state board of nursing to offer a bachelor of science in nursing programs and practices. Eugene Sanon, who runs the college, and three other people were charged with recruiting aspiring nurses.
According to the criminal complaint, Sanon sold 2016 fake diplomas and transcripts, claiming that the students had completed the required training at the college, but they had not. Siena and others sold credentials to aspiring nurses who used them to obtain LPN/VN licenses in different states and secure jobs.
Palm beach school of nursing in palm beach country
Seven nurses obtained fake diplomas from the sunshine academy, Florida college of health, Quisqeya, and Palm Beach School of nursing, all owned by Johanah Napoleon. The seven nurses were licensed in New York, Ohio, Massachusetts, and New Jersey using fake diplomas.
The nurses acquired jobs in nursing homes that took in Medicaid and Medicare patients, where one of them worked at a Veterans Affairs-run home. Ten were involved in recruiting people to obtain fake degrees. Napoleon received large amounts for selling fake degrees and pleaded guilty to wire health care fraud.
The objectives of Palm Beach school of nursing were to prepare students to meet the licensing nursing board requirements to take the exam to work as registered nurses. The applicants used the credentials they purchased to look for nursing jobs throughout the country. Napoleon has pled guilty to committing health care fraud and wire fraud.
Sacred heart international institute in Broward country
Sacred heart international institute is a Broward county school licensed by the Florida board of nursing. The school offered a nursing program to prepare students for employment as practical nurses. The candidates used the fake diplomas they purchased to obtain licenses in different states and obtained jobs as healthcare providers.
According to court filings, Charles Etienne, the owner of sacred heart international school, sold 588 fake diplomas and transcripts with two others. The two other defendants, Gerald Adrien and Woosvelt Predestin completed online classes on behalf of purchasers. Adrien and Predestin are also named in the Siena college case.
How did they find out about fake nursing degrees?
The HHS-OIG, FBI, and the department of justice carried out a multistate operation named “Operation Nightingale” to get the people involved in an alleged scheme of selling nursing diplomas and transcripts. The operation was named after the founder of modern nursing, who developed the first science-based training.
The law enforcement and HHS-OIG executed search warrants across several states, including New York, Texas, Delaware, New Jersey, and Florida. More than 7600 registered and licensed practical nurses looked for jobs with fake diplomas in several states. The certification indicated that the individuals completed nursing training and coursework and acquired licensure. Yet they did not attend classroom or practicals.
Selling nursing degrees and transcripts to unqualified individuals is a crime, and it endangers the patient’s life and insults the honourable nursing profession. The alleged scheme aimed to provide a shortcut for many people to become nurses. The fraudulent credentials were first noted when an audit in Florida found out that the schools involved in the alleged scheme had poor passing rates.
What will happen to the nurses with fake degrees?
Many nurses with fake credentials find jobs in different states, which risks patients’ health. The investigation found no evidence of patient harm due to fake nurses. However, almost a third of the nurses still provide patient care. This fraud scheme was said to tarnish the reputation of nurses who complete the demanding coursework and clinical to obtain licenses and employment.
According to Delaware Nurses Association, some fake nurses are suspected of being affiliated with Delaware and may practice in the state. Delaware was the first state to announce that licenses had been cancelled. Investigators have identified some facilities where the fake nurses might be working and sharing the information with the state board of nursing.
The board of nursing is supposed to act against counterfeit nurses and ensure they are not practising. Forty-six nurses are discounted from working in New Jersey. The division of consumer Affairs cancelled the license of 20 nurses and temporarily revoked 26 others indicated in the “operation nightingale” database.
The nurses will make their cases to the board of nursing to reinstitute their licenses by proving they have acquired appropriate training and education. Participants are being persecuted in five separate cases. In each case, defendants face wired fraud-connected charges, which are imposed when a defendant communicates fraud using interstate electronics. The alleged scheme work in three parts;
The recruiters assisted aspiring nurses in acquiring fake transcripts and degrees
The qualified fraudulent recipient sits for the national nursing exam to acquire the license
After passing exams, the nurses become licensed in several states and get employed as licensed nurses.
Bottom line
The fraudulent nursing degree scandal demonstrates the attitude of healthcare systems. Charges were brought not for patient concern of safety but to protect the nursing reputation and profit interest. Some aspiring nurses with fake credentials work in healthcare systems, risking patients’ lives.
Nursing is an honourable profession that deals with human life and well-being, so you must undergo the required training and education without shortcuts and avoid issues similar to the Florida Fake Nursing Degree Scandal.
May 30, | nursing, med, NURS, Paper
WORKPLACE ENVIRONMENT ASSESSMENT
Work Environment Assessment
NURS 6053: Interprofessional Organization and System Leadership
Introduction
Civility in the workplace is crucial for maintaining a positive and productive work environment. Incivility in the workplace is a serious issue that directly impacts operations and performance, making it essential to measure and assess (Griffin & Clark, 2014). One way to do this is through the Work Environment Assessment, a tool used to evaluate the level of civility in an organization. In this paper, I discuss and analyze the meaning of my assessment which returned a score of 88. This paper highlights the strategies the organization could use to promote civility by capitalizing on the identified strengths and working on the areas of weakness.
Part 1: Work Environment Assessment
My Work Environment Assessment score was 88, indicating that my workplace has many positive aspects, but there may be room for improvement. This score suggests that the workplace is moderately healthy (Clark, 2015). Based on the results of the assessment, there are three areas that I need to put more effort in because they performed below average. These specific areas include communication among employees, employee engagement, and workload and stress management. Engaging in the work environment assessment was insightful because it underscored the importance of organizations regularly conducting these assessments. Doing this enables these organizations to monitor the evolution of the work environment and make changes as necessary.
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Two things that surprised me about the results were that the workplace’s physical environment was rated highly, and the workplace’s psychological aspects were also good. One idea confirmed before conducting the assessment was that the organization’s policies and procedures effectively promote a healthy and safe work environment. The work environment assessment later confirmed this idea about the organization’s policies and procedures. The assessment showed that the organization’s policies and procedures were effectively implemented to create a healthy and safe work environment for employees.
The work environment assessment suggests that the workplace is generally safe, healthy, and conducive to productivity. The physical space is free from hazardous materials, and the psychological environment is favorable. The organization’s policies and procedures are also effective in protecting employees from discrimination or unfair treatment. This indicates a generally positive work environment. However, there may be opportunities for improvement in areas such as providing more resources for employees, improving communication systems, and fostering a sense of community among staff to enhance the workplace even further.
Part 2: Reviewing the Literature
Clark (2015) highlights vital concepts to foster effective communication in the workplace. The first concept discussed is engaging in constructively challenging conversations by asking questions, listening actively, and reflecting on the conversation. The second concept is committing to the conversation and finding a resolution by expressing empathy and understanding while maintaining respect for the other person. The third concept is preparing for the conversation by understanding the purpose and gathering relevant facts and information. Finally, the fourth concept entails using contemporary communication models like the DESC model, which involves describing the situation, expressing feelings, stating the consequences and desired outcome, and asking for a resolution.
These theories and concepts discussed in Clark (2015) help encourage and promote meaningful conversations in the workplace. Newnam and Goode (2019) argued that by engaging in challenging conversations, reflecting, probing, and committing to the conversation, and applying contemporary communication models, employees could build relationships, trust, and respect with one another. Ultimately, doing this leads to improved morale and better communication, which improves the level of civility in the workplace.
By encouraging employees to reflect on conversations, probe for more information, and commit to finding a resolution, organizations can improve communication and understanding among team members. Newnam and Goode (2019) suggested that organizations can realize more effective collaboration and problem-solving models by practicing this. For example, when a team is facing a challenging project, the team leader could facilitate a conversation where team members reflect on their challenges, probe for more information about each other’s perspectives, and commit to finding a solution together. Such a process would help build trust and cohesion among team members and lead to better outcomes for the project (Lake et al., 2020). Using the DESC model would be helpful to organizations as it would provide effective feedback and improve communication among team members. For instance, when a team member fails to meet expectations, a manager could use the DESC model to provide feedback. Using the model, the manager would effectively describe the specific behavior causing concern, express its effect on the team, specify the desired behavior, and state the potential consequences of not making the change.
Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams
A strategy that could be implemented to improve communication among employees is to establish regular team meetings or check-ins. Arguably, this would be an effective way to promote open and transparent communication and ensure everyone is on the same page (Clark, 2015). Creating a culture of open communication and encouraging employees to speak up when they have concerns or ideas can also be beneficial. Another strategy, but this time focused on improving employee engagement, is to provide opportunities for professional development and growth. This would involve offering training and development programs, mentoring opportunities, and cross-functional projects. Additionally, involving employees in decision-making and giving them a sense of ownership in their work can increase engagement.
Creating a healthy and productive work environment is essential for success in any organization (Havaei et al., 2020). The key to achieving this is implementing strategies that support and bolster successful practices. Two such strategies can be implemented in this regard: establishing a formal feedback system and increasing recognition and reward practices. Implementing a formal feedback system is an effective way to gather employee feedback, understand their perspectives, and identify successful practices (Erum et al., 2020). An approach like this would help managers create an effective communication and collaboration process within the organization. This process also helps managers identify and address issues hindering the organization’s success. Another essential strategy is to increase recognition and reward practices within the organization. Recognizing and rewarding employees for their successful behaviors and practices can create a positive and productive workplace culture. According to Newnam and Goode (2019), this would encourage employees to continue their success, which fosters a work environment conducive to achieving success.
Conclusion
In the final analysis, the score of 88 from the Work Environment Assessment conducted shows that the workplace is relatively healthy but with a few areas that need improvement. The results had a few surprising elements, but the key among them was the positivity expressed by the participants. Areas that need improvement include communication, employee engagement, and stress management. Strategies for these three were, nonetheless, identified from proposed approaches from reviewed literature and insights from the assessment.
References
Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18-23. https://www.americannursetoday.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf
Erum, H., Abid, G., Contreras, F., & Islam, T. (2020). Role of family motivation, workplace civility and self-efficacy in developing affective commitment and organizational citizenship behavior. European Journal of Investigation in Health, Psychology and Education, 10(1), 358-374. https://doi.org/10.3390/ejihpe10010027
Griffin, M., & Clark, C. M. (2014). Revisiting Cognitive Rehearsal as an Intervention Against Incivility and Lateral Violence in Nursing: 10 Years Later. The Journal of Continuing Education in Nursing, 45(12), 535-542. https://doi.org/10.3928/00220124-20141122-02
Havaei, F., Astivia, O. L. O., & MacPhee, M. (2020). The impact of workplace violence on medical-surgical nurses’ health outcome: A moderated mediation model of work environment conditions and burnout using secondary data. International Journal of Nursing Studies, 109, 103666. https://doi.org/10.1016/j.ijnurstu.2020.103666
Lake, E. T., Sanders, J., Duan, R., Riman, K. A., Schoenauer, K. M., & Chen, Y. (2019). A meta-analysis of the associations between the nurse work environment in hospitals and 4 sets of outcomes. Medical Care, 57(5), 353. https://doi.org/10.1097/MLR.0000000000001109
Newnam, S., & Goode, N. (2019). Communication in the workplace: Defining the conversations of supervisors. Journal of Safety Research, 70, 19-23. https://doi.org/10.1016/j.jsr.2019.04.009
WORKPLACE ENVIRONMENT ASSESSMENT
Clearly, diagnosis is a critical aspect of healthcare. However, the ultimate purpose of a diagnosis is the development and application of a series of treatments or protocols. Isolated recognition of a health issue does little to resolve it.
In this module’s Discussion, you applied the Clark Healthy Workplace Inventory to diagnose potential problems with the civility of your organization. In this Portfolio Assignment, you will continue to analyze the results and apply published research to the development of a proposed treatment for any issues uncovered by the assessment.
RESOURCES
Be sure to review the Learning Resources before completing this activity.
Click the weekly resources link to access the resources.
WEEKLY RESOURCES
To Prepare:
Review the Resources and examine the Clark Healthy Workplace Inventory, found on page 20 of Clark (2015).
Review the Work Environment Assessment Template*.
Reflect on the output of your Discussion post regarding your evaluation of workplace civility and the feedback received from colleagues.
Select and review one or more of the following articles found in the Resources:
Clark, Olender, Cardoni, and Kenski (2011)
Clark (2018)
Clark (2015)
Griffin and Clark (2014)
*Template completed in the Week 7 discussion should not be submitted with this assignment.
The Assignment (3-6 pages total):
Part 1: Work Environment Assessment (1-2 pages)
Review the Work Environment Assessment Template you completed for this Module’s Discussion.
Describe the results of the Work Environment Assessment you completed on your workplace.
Identify two things that surprised you about the results and one idea you believed prior to conducting the Assessment that was confirmed.
Explain what the results of the Assessment suggest about the health and civility of your workplace.
Part 2: Reviewing the Literature (1-2 pages)
Briefly describe the theory or concept presented in the article(s) you selected.
Explain how the theory or concept presented in the article(s) relates to the results of your Work Environment Assessment.
Explain how your organization could apply the theory highlighted in your selected article(s) to improve organizational health and/or create stronger work teams. Be specific and provide examples.
Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams (1–2 pages)
Recommend at least two strategies, supported in the literature, that can be implemented to address any shortcomings revealed in your Work Environment Assessment.
Recommend at least two strategies that can be implemented to bolster successful practices revealed in your Work Environment Assessment.
