Care conferences are where care providers, families, and/or residents discuss and coordinate resident care needs and evaluate care goals” (Purveen et al., 2018). Hosting a care conference falls under the responsibilities of an LPN. These conferences allow multidisciplinary teams of healthcare experts to come together and discuss the appropriate actions to take to promote holistic care and update care plans. “Care Plans are also used and reviewed in Care Team Coordination Meetings and medical appointments to ensure clients are keeping up with their health goals.” (Care Plans | STEPS to Care | Treat | Effective Interventions | HIV/AIDS | CDC, 2020). This essay will discuss the responsibilities and difficulties of hosting a care conference from …show more content…
Plan updates during the care conference. The nurse can take the recommendations, such as medication changes or daily care changes, and can accurately note them down in the care plan to ensure the healthcare team is aware of the updates. The nurse is also responsible for organizing the dialogue. The LPN is responsible for making sure everyone communicates effectively. This includes facilitating communication, resolving disagreements, and encouraging interpersonal collaboration to create integrated care plans catering to the clients’ needs. The LPN ensures that the care plans developed during the conference align with the client and family standards, practices, and preferences. This involves advocating for the clients by prioritizing their safety, dignity, and quality of life. Throughout the conference, the LPN must carefully document any changes to the care plans and the Medication Administration Record. Accurate documentation will serve as a reference for future care practitioners and promote continuity of care. A “Conflict” is the disagreement or difference of opinions between or among individuals that can be potentially harmful to any organization. Conflict management seeks to resolve the disagreement or conflict with positive outcomes that satisfy all individuals involved, or is beneficial to the group. Conflict can promote team-building skills, critical thinking, new ideas, and alternative resolutions”(Ronquillo et al., 2023). The LPN can manage conflict by using active listening techniques to understand each party’s perspective without bias. By recognizing and validating concerns, the LPN has a chance to hear both sides of the story and can work towards a resolution that satisfies both parties. “Conflict may emerge as a result of several elements such as the complexity of an organization, varying role expectations, interdepartmental competition, constraints in the decisionmaking process, competition over limited resources, unclear job boundaries and
As our health care system continues to evolve and become more focused on a preventive and coordinated approach to patient care, we too must progress and create programs that follow such principles. The Patient-Centered Medical Home (PCMH) model follows similar ideologies and recently has gained increasing support. The patient’s primary care physician, who will provide preventive and continuing care for the patient, directs this medical model. The PCMH model of care is comprised of a health care team working together to serve their patient and provide quality care.1 The model works to empower the patient by promoting communication with not only the physician but with the nursing staff, specialists, and other health care providers. Every patient
In this event, the matter that is unusual can be the fact that I have experienced and witnessed the process for interprofessional collaboration between the community nurse and other professionals that I have never knew about before. This event made me realize that there are many aspects of community nursing that I have knew about before where in this situation it is the importance and accountability of interprofessional collaboration. From my nursing theory course I have learned that interprofessional collaboration is when the nurse forms relationships with other professionals that enable them to achieve a common goal to deliver care and strengthen the health system and clients involved in it. (Betker & Bewich, 2012, p.30) In this event, our mutual goal is to provide the appropriate care for the patients/residents so they can restore their health after their hip or knee surgery. In the nursing leadership and management textbook it stated “interprofessional practice removes the gatekeeper and allows client access to all caregivers based on expertise needed.” (Kelly & Crawford, 2013, p.35) In this event, my preceptor and I gained knowledge about Revera and will pass on this information to patients who are interested in staying at a retirement home after they discharge from the hospital. One literature talked about how according to the Institute of Medicine, it is critical to have the capacity to work together as part of the interdisciplinary team to assist in delivering high quality, patient-centered care. In addition, effective collaboration among health care professionals results in improved patient care and outcomes. (Wellmon, Gilin, Knauss & Linn, 2012) This indicates the importance of interprofessional collaboration to provide...
This approach is referred to as the Interprofessional Collaboration Practice (IPC). To become an effective leader and follower, each profession will need to work together for the same goal and purpose, which is the care of the patient. By negotiating, consulting, interacting, and discussing with other team members, we reach a common understanding of the decisions being made (2011). When there is a lack of communication, information can become misunderstood and mistakes and confrontations can arise. Dufrene (2012), has stated how graduate nursing students lack the confidence to communicate with other professionals, this in part with limited opportunities during their clinical experiences.
As an advanced practice nurse (APN), one must interact with other medical professionals cooperatively and collaboratively to ensure the best outcomes for his or her patient population. Interprofessional collaboration happens when providers, patients, families, and communities work together to produce optimal patient outcomes (Interprofessional Education Collaborative Expert Panel, 2011). This type of teamwork and cooperation ensures that all of the providers caring for a patient act in a cohesive manner in which everyone including the patient plays a role in the management of the individual’s health. The purpose of this discussion is to evaluate interprofessional practice and provide the view of a
As a future nurse practitioner, I have given immense thought to the selection of a clinical practice based on the primary care setting that utilizes the collaboration model. I have selected this type of clinical practice because it best suits my professional and personal goals. I value autonomy while having the ability to work within a healthcare team and enjoy teaching my patients. Nurse practitioners (NPs) are a valuable part of the healthcare team. In the 1960s, from a vision to improve primary healthcare to under-serviced communities, the development of the first NP program developed out of need as a public service and focused on the care of pediatrics and since then the care of other specific populations such as families, adults, geriatrics, and women health has emerged (Anderson & O’Grady, 2009, p. 380).
Besides assertive communication, the nurse should take a collaborative approach to conflict management. Both strategies empower individuals to work together and accomplish goals successfully (Cherry & Jacob, 2011). Considering the healthcare community is composed of such a large and diverse population, a nurse must realize that conflicts will arise, but more importantly the nurse must effectively manage those conflicts. Having an understanding of the differences which exists between varied cultures, generations, and disciplines will guide the nurse in resolving conflicts. This foundation allows the nurse to better understand how people perceive and respond to others and the environment during a time which resolution is needed. Establishing trust with ones colleagues is another step toward resolving conflicts. Team members are much more likely to be open and motivated to come to a resolution when they trus...
Mindful communication is one of the most powerful tools a nurse can use when delegating responsibility to an unlicensed assistive personnel (UAP). In order to effectively delegate patient care to the UAP, the nurse must use the right communication. The right communication provides safe, quality outcomes for the nurse, the UAP, the patient, and the facility. The processes at the core of communication that are suggested to improve synchronization of a care team are effective, patient-centered, timely, and equitable care (Anthony & Vidal, 2010, p. 1). The registered nurse (RN) must assume responsibility for delegation, as well as client outcome. This makes it important for the RN to foster an open, truthful, and trusting environment with coworkers. Even the smallest piece of information left out of, or misinterpreted in
Nurses are always exposed to situations or often interact with others where their values or belief might contradict with others. Conflict can often lead to distress and increases stress in the workplace environment, however if handled appropriately it can promote growth and understanding amongst the staff.
In an interview with a staff nurse (S.N), the main problem within patient communication included lack of patient’s (and family) involvement/willingness in planning cares. The staff nurse emphasized how “Patients often feel overwhelmed and do not want to participate. But, it is important for patients to be involved in their care for better outcomes” (S.N., personal communication, February 5, 2014). The staff nurse’s statement is supported by Evans (2013) whom remarked “better-informed patients avoid unnecessary care and frustration”.
College of Nurses of Ontario,(2009).Practice Guidelines: Conflict prevention and management. Retrieved April 3, 2014 from http://www.cno.org/Global/docs/prac/47004_conflict_prev.pdf
The chronic care model calls for an organizational change in the way individuals with illnesses are cared for, and the involvement of nurses, social workers and patients themselves. The challenge is moving in an effective way of improving quality from research carried out predominantly in health maintenance organizations to the mainstream of health care practice (Wielawski, 2006). Wagner’s explanation is to substitute the customary physician-centric office structure with one that supports clinical teamwork in association with the patient. The notion spreads outside the health care organization to collaborative associations in the community. Wagner et al. (2001) termed this approach the “chronic care model.” With this model, physicians, nurses, case managers, dieticians, and patient educators
Conflict has been an issue for man since the dawn of civilization. In today’s fast paced world conflict, especially in the workplace, is a frequent occurrence. When that workplace is a health care environment where lives are at stake, emotions run high and collaboration with many different disciplines is required conflict often becomes a prevalent part of everyday life. Conflicts in the workplace can lead to reduced morale, lowered productivity resulting in decreased patient care and can cause large scale confrontations (Whitworth 2008). In the field of nursing whether a conflict is with a peer, supervisor, physician, or a patient and their family, conflict management is a necessary skill.
Patient and Family Centered Care (PFCC) is one of the Quality and Safety Education for Nurses (QSEN) core competencies. The mission of QSEN is to adopt the challenge of ensuring that nurses have the knowledge, skills, and attitudes (KSA) necessary to continuously improve the quality and safety of the healthcare systems (Dolansky & Moore, 2013). The Institute for Patient and Family Centered Care outlines PFCC as an approach to the planning, delivery, and assessment of healthcare that is supported in mutually beneficial partnerships among health care providers, patients, and families. This is a thoughtful change in the delivery of care from one of doing for patients and their families to partnering with patients their families. The main characteristics
Patient and caregiver participation Practitioner team members must treat patients and caregivers as active members of the team—eg, in the following ways: •Patients and caregivers should be included in team meetings when appropriate. Interdisciplinary teams aim to ensure the following: •That patients move safely and easily from one care setting to another and from one practitioner to another •That the most qualified practitioner provides care for each problem •That care is not duplicated To create, monitor, or revise the care plan, interdisciplinary teams must communicate openly, freely, and regularly. The physician must write medical orders agreed on through the team process and discusses team decisions with the patient, family members, and caregivers. In general, team leadership should rotate, depending on the needs of the patient; the key provider of care reports on the patient’s progress.
Assessment 2 nursing-communication and conflict resolution Team Charter Recommendations One way of establishing ground rules and set expectations for the team is to prepare a draft and presenting it to the team during the first meeting. The draft will include guidelines on how meetings will be conducted, how decisions in the team will be made, and how information will be shared. The following ground rules will be presented to the team: - Meetings to follow set agenda - Respect every viewpoint - Everyone participates - Everyone is expected to attend all group meetings - Every idea counts as long as it is for the best interest of the set objections - Everyone has the duty of following the ground rules As the group facilitator, it will be necessary