Leadership and Success of Nurses Association


Week 6 Assignment 1: Leadership and Success of the California Nurses Association

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Over a century ago, 96 like-minded nurses came together and formed theCalifornia Nurses Association (CNA). The association quickly gained popularity and by 1927 it had more than 6,000 members. Since then, it has continued to expand its membership. CNA has made numerous efforts to improve the health care system. The association has been at the forefront in fighting for the welfare of its members. And there are several instances that vindicate CANs efforts to serve the interest of the nurses. During the initial stages of its establishment, CNA began by advocating for a minimum salary for all nurses, in addition to other benefits. It drafted an economic security program that captured the nurses demands. However, the program did not receive endorsement from health care facilities. CNA remained relentless in its pursuit of better pay and working conditions for the nurses. And in 1946, it took a major step of progress, where it bargained with six hospitals in San Francisco on behalf of the nurses. The bargaining agreement stated that nurses would be working 40 hours per week and their health insurance would be paid by the employer. The minimum salary for every nurse was set at $200 per month. Unfortunately, the collective bargaining agreement was not respected but continued with the struggle. And it has made some achievements for its nurses over the years. CNA has also been in the frontline to fight for better patient care. It has organized various strikes to push the betterment of service delivery. One of the remarkable strikes took place in 1974, where nurses protested their exclusion from patient care committees. Over 4,000 nurses took part in the strike and after three weeks of protests, there was a ceasefire and nurses were finally included in the committees. Still, in pursuit of enhancing service delivery to patients, CNA has proposed variouslegislations. One of the legislation is where it proposed legislation a standard ratio, would ensure in every two patients, there is a nurse to address their needs. This measure would ensure patients do not have to wait for long to get served. Additionally, nurses would not be overwhelmed by work or face burnout; hence, they would remain efficient. They succeeded in this quest and this legislation was effected.


Empowerment is an approach where workers are granted the liberty to make autonomous decisions and facilitated to be responsible individuals, who can undertake various responsibilitieswithout unnecessary supervision from their leaders. When workers are empowered, they can make appropriate decisions that they deem necessary to address the situation at hand. Through empowerment, workers are not controlled to take certain actions. They act independently and take the initiatives they consider necessary. Subsequently, CNA has been keen to empower nurses in the U.S. For long, nurses were undermined while doctors were given privilege and authority. The latter considered the former as an insignificant entity at health care facilities. CNA spearheaded the recognition of nurses, as a significant party in the provision of health. Over the years, nurses have been successfully empowered and have gained the respect they deserve.

In the U.S, there are two main levels of government, which comprise the 50 state governments and the Federal government. The state governments run public health care facilities, within their respective jurisdictions. Apart from the public facilities, there are also private facilities run by individuals and private organizations. Each state has its rules and regulations that govern both private and public facilities. It is worth noting that the rules and regulations vary from state to state by they adhere to the minimum standard of healthcare. On the other hand, the federal government, through theDepartment of Healthand Human Services (HHS), is the main regulator and financier of healthcare. It supports Medicareand Medicaid programs, which offer health insurance cover to the elderly and those with poor financial backgrounds. Subsequently, both state and federal governments did not offer much support to CNA. They did not put in place regulations to ensure nurses welfare was adequately catered to. Health facilities operated with iron fist and workers would be laid off without concrete reasons or following due process. It is in the 21st century that things have gotten a bit better.

Cultural competency refers to understanding and respecting each others culture during social interactions (Gopalkrishnan, 2019). When people come together in a workplace they carry along diverse cultures. It is not possible to make the culture of workers homogenous. It is, therefore, necessary to acknowledge that different people have unique cultures. Once individuals embrace cultural diversity, it becomes easier to culturally competent. This ensures workers can work together productively, with minima conflicts. Subsequently, the majority of nurses under the CNA umbrella have proven to be culturally competent since there have no major cases of cultural conflict. Through cultural competency, they have been able to work harmoniously as they pursue their common objectives.


There are various variables that have contributed to the success of groups efforts put forth by CNA. First, there has been a collaboration among members. When they set to achieve a certain goal, they have been working as a team. When it comes to strikes, they have been coming out in large numbers to push their agenda. Second, members of CNA have been resilient. The journey to success has not been a walk in the park. Rather it has been characterized by numerous challenges and setbacks but a majority of members have remained relentless and this has contributed to the success stories of CNA. Third, CNA leadership has been very effective. Members have been actively involved in the decision-making process. The leaders have been keen to consider concerns and suggestions raised by the nurses. And this has been for the common good of nurses and the health care system.


The efforts of CNA can be used as a model to enhance APRN practice in various ways. First, the welfare of APRNs should be prioritized just like how CNA has made numerous efforts for the sake of nurses. Their working conditions should be looked up to and this will ensure their productivity is enhanced (Edem, 2017). They should also be involved in the decision-making process to ensure their concerns are addressed. Second, APRNs should focus more on service delivery to patients since that is their primary duty in health care. Nurses under CNA have exhibited their desire to offer quality care even as they fight for the improvement of their own welfare. Therefore, the same analogy can be replicated in APRN practice.



Gopalkrishnan, N. (2019). Cultural competence and beyond: Working across cultures in culturally dynamic partnerships.The International Journal of Community and Social Development,1(1), 28-41.

Edem, M. J., Akpan, E. U., & Pepple, N. M. (2017). Impact of workplace environment on health workers.Occup Med Health Aff,5(2), 1-5.

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