To: Dr. Brian Perryman From: Cari Woelich Date: September 14, 2014 Subject: Recommendations Regarding Lincoln Hospital: Third-Party Intervention 1. If you had been called by Lincoln’s president to help resolve the problems described in the case, how would you have carried out the contracting and diagnoses stage? If I would have been called by the president to help resolve the problems described in this case, I would have followed the basic outline for OD contract consultations. This case brought me back to chapter 4 in our textbook. Initially, I would have created mutual expectations for the client and myself. This would have included basic information such as the outcome that is expected by both parties. Next, I would have included the time …show more content…
It is within this stage that I would review the group level structure within the operating room department. It will be very important to look at the group structure between the nurses and doctors and to gauge team effectiveness along with goal clarity. The current environment is very hostile and understanding the root cause will help facilitate a solution. Another environmental issue in this case is that another local hospital is in need of a highly trained OR Director for which no one has been hired. It is important to look at the recent separations of skilled nurses and to understand why there has been such a quick turnaround. The new nurses are not as skilled as the previous ones, therefore causing the doctors to be 50% less productive. There has also been major equipment and schedule setbacks, which have escalated the underlying issue even more. The stress between Mary and Don is only rising, and others in the department are starting to feel the tension. Identifying a force-field analysis will be crucial before moving onto the next …show more content…
This will be an area where it will be hard to change. The fear of losing the status of respect for doctors in this case will be a difficult one. Don might push back as it will be seen to him as if he is failing to Mary. Mary on the other hand, may push back as she may fear her well-learned skills are not enough to overcome the status and level of education to Don. Group performance norms are a big reason for maintaining the status quo. Doctors are seen as the more powerful group, while nurses are only seen as help for them. Breaking down these stereo-types will be crucial if this department wants to move forward. 2. Is third-party intervention an appropriate intervention in this case? Other possible OD
General Practices Affiliates is considering an offer from Titus Lake Hospital to join under a provider leasing model. Under a provider leasing model, Titus Lake Hospital is purchasing General Practices Affiliates’ services. The practice will retain control of personnel, management, and practice policies. Titus Lake Hospital submitted financial reports to assure transparency during the lease agreement process. The following analysis will discuss whether Titus Lake hospital is a viable financial partner for General Practice Affiliates, possible implications of the lease, and recommendations.
The key stakeholders for this system change, and to help implement the strategy on providing new patient navigators would be the financial director, chief nursing officer, floor nurses, the hospitalists, and a group of patients and their family. Identifying the key stakeholders is important because with providing new services to a health care facility this group of people will be responsible for accepting the strategy to put in place which includes adding a new job title, approving the salary and the number of people to be hired, on down to how each navigator will be trained and oriented. Although the patients and their may not have much choice in the beginnings of the process of the system change, they can have a say and impact on helping in figuring out the role, and where there are gaps in the care during stays at the hospital, as well as helping in the interview process.
Grady Memorial Hospital, also simply known as Grady, is the public hospital for the city of Atlanta. It was found in 1892 and is one the largest hospitals in the state of Georgia. Grady has become known for its amazing trauma service. As the hospital website notes, they are the region’s premier level I trauma center (Grady, 2016). While Grady excels at taking care of the critically injured, it still has areas that need some work.
It is another extremely hectic Monday in the Emergency Department. The waiting room is building up fast with many new walk-in patients. Fire Rescue trucks are calling one after the next with several medical and trauma cases. The hospital supervisor is calling to inform the Charge Nurse of the Emergency Department that the Operating Room has several cases that need beds and will supersede the Emergency Department admits. Patient through put will now be further delayed. This is just one example of a typical Monday and why Teamwork and Collaboration are vital components to run an efficient nursing unit, especially in the Emergency Department. When a common goal is created to foster teamwork, health care professionals working cohesively together
Also, the hospital must continue to build trust and keep a clear open form of communication with each employee, the community, and the patients of whom we provide medical services to. This is not always an easy task, but you have to be determined and will-minded that there can be success through productivity if everyone participates as a team. Of course, you will have some employees who feel that they rather work alone, but once they see that teamwork consists of a group, then maybe their demeanor will change for the best and a change will take place within the
It is important for nurses to be well organized and if leaders are strong in organization, the team will be as well. “Nurse leaders at every level and position must develop organizational and management skills, whether they are managing human, fiscal, policy, time, material or other resources” (Canadian Nurse Association, 2008, p. 9). “Exerting good management skills is part of being a good leader – and leadership skills are necessary for good management” (Canadian Nurses Association, 2008, p. 9). When nurses are able to organize their time, they are able to assess their patients thoroughly. Following these assessments, nurses are able to organize and prioritize which patient is in most need of assistance or immediate attention. If a leader is not well organized themselves, patient care may be affected. Practical Nurses like any other nurses need to have strong organizational skills, especially, if a practical nurse is working on a demanding, fast paced unit. Patient’s health and well-being depends on their ability to manage information and multi-task. It is easy to become overwhelmed and make mistakes if a practical nurse lacks in good organizational skills. Being well organized is even more important when working short staffed. In this instance the practical nurse would have to be able to organize her patients in priority order and be able to divide her time accordingly to provide safe and competent
Sovie, M. D., & Jawad, A. F. (2001, December). Hospital restructuring and its impact on outcomes. nursing staff regulations are premature. Journal of Nursing Administration, 31(12), 588-600. Retrieved from http://journals.lww.com
Outside nurses can have negative impact on patient outcome due to unfamiliarity of unit culture and Hartland Memorial Hospital vision – regular nursing staff can mentor outside nurses giving them the confidence to provide safe and optimal patient care.
I would implement this by being sure all nurses get the new hand off report, so they can review it a head of time, which will give them a chance to go over it and be able to ask any questions of concern. Then aim to get feedback from the nurses and patients about the new hand off report to get their opinion to see if its effective. As well as, to include surveys to see what area needs improvement, and to see if patient safety and satisfaction has improved. Will have the nurse managers do monthly observation to ensure all necessary steps are being following to ensure success to continue to increase patient safety and satisfaction. Just like Lee we must make changes to grow , “Don’t be afraid to change culture and practices. Be willing to make changes to the business organization whenever necessary and continually reevaluate organizational effectiveness.” (Cockerell,
Thousands of nurses throughout the nation are exhausted and overwhelmed due to their heavy workload. The administrators do not staff the units properly; therefore, they give each nurse more patients to care for to compensate for the lack of staff. There are several reasons to why
Several other causes have been attributed to the nursing shortage. An increase in the number of nurses is needed. Sadly, there is little increase in compensation for nurses. In addition to no growth in pay, the level of stress, responsibility, and demand nurses is increasing. Unfortunately, patients are the ones who suffer. When a hospital does not have the proper nursing staff to care for patients, it results in poor patient safety and patient outcomes (Buerhaus, Donelan, Ulrich, Norman, DesRoches, & Dittus, 2007). Nursing salaries compared to other professions has remained stagnant. For example, a registered
The first change leaders should make is including all units in the shared governance structure. Currently, outpatient units do not participate, so those nurses have no voice in decision-making on their units, and there’s no structure for communication between them and the shared governance councils. Secondly, organizational leaders should ensure that unit leadership chairs attend training classes that teach how to effectively function in their new role. Education should include how to lead the ULC meetings because the better prepared the chairperson is, the more effective and constructive the meetings will be. Lastly, all staff should be included in the shared governance structure. At this time, attendance at unit meetings is voluntary and not having access to those ideas and perspectives negatively impacts the
Nurses Joe and Sarah have been working in a medical surgical unit that has been experiencing a nursing shortage, which has led to an increase in the workload. Sarah has been feeling the physical effects of the stress and feels there is a lack of management support, while Joe experiences some feelings of being overwhelmed, but tries to use it as learning experiences. Joe has developed positive methods of coping, while Sarah is quickly heading towards burnout. Implications and Conclusions The information provided in the literature has great implications for practice in many units, including the writers. It is with great hopes that the research published can be presented to the committees on the unit in hopes that some of the workloads can be decreased to help with staffing and retention rates.
This paper’s brief intent is to identify the policies and procedures currently being developed at Midwest Hospital. It identifies how the company’s Management Committee was formed and how they problem solved and delegated responsibilities. This paper recognizes the hospital’s greatest attributes and their weakest link. Midwest Hospital hired Dr. Herb Davis to help facilitate the development and implementation of resolutions for each issue.
Knowing that these leaders work long hours, to the chagrin of their families, I began thinking it might include family pressure. Next, I considered one manager’s comment that a potential employer would pay for further education; could these additional benefits fill a professional goal? Were the role changes too difficult? Were poor staff attitudes insurmountable? My questions address the “unstructured” aspect of wicked problems: Causes and effects are difficult to apply. Additionally, there are multiple stakeholders (including residents, families, top administration, staff, and the nurse managers) and these management sources take on added importance, creating “cross-cutting” dimensions of the issue. Finally, these events are fairly recent, and, therefore, I wonder if they will become