An Early Definition Of Clinical Governance Essay

Training is used to build knowledge and skills after employees have made the personal decision to support the change.

These changes are then reinforced to employees by the Charge Nurses in Morning Huddles and in special called Safety Huddles throughout the week. While management is very open to change, implementation of the changes must be carried out by the actual hands-on personnel, and this often times leads to fear of the unknown. As Yoder-Wise (2015) states, “All changes, whether perceived as positive or negative, large-scale or simply, are scary and generate fear” (p. 307). In the short time I have worked in the ED, I have seen both support and resistance among co-workers regarding change processes. While some embrace change, others resist, and are set in their ways viewing change as inconvenient and an addition of time-consuming steps to an already stressful environment. Most whom I work with, when presented with the facts and evidence behind the change, view it positively and have no problem implementing it.

Every health professional has a legal obligation to patients. Nurses as part of the health care team share an important role in the quality and safe delivery of patient care. They have the major responsibility for the development, implementation and continuous practice of policies and procedures of an organisation. It is therefore essential that every organization offer unwavering encouragement and resources to support their staff to perform their duty of care in every patient. On the other hand, high incidences of risk in the health care settings have created great concerns for healthcare organizations. Not only they have effects on patients, but also they project threat to the socioeconomic status. For this reason, it is expected that all health care professionals will engage with all elements of risk management to ensure quality and safe patient delivery. This paper will critically discuss three (3) episodes of care from the case study Health Care Complaints Commission [HCCC] v Jarrett [2013] Nursing and Midwifery Professional Standards Committee of New South Wales [NSWNMPSC] 3 in relation to Registered Nurse’s [RN] role as a leader in the health care team, application of clinical risk management [CRM] in health care domains, accountability in relation to clinical governance [CG], quality improvement and change management practices and the importance of continuing professional development in preparation for transition to the role of RN.

“ The ADKAR model of change includes Awareness of the need for change, the Desire to support the change campaign, Knowledge of how to make this successful, the Ability to implement new strategies, Reinforcement of change implementation, and periodic re-evaluation (Hait,2006). These four elements promote evidenced- based practice change and the commitment from nurses to participate in professional activities.”(Robert & Pape, 2011, p. 43) A APRN’s we will have to be agents of change to provide the best care for our patients. When we identify a issue or concern we must have the ability to address it

Implementing a change in practice within these environments can produce anxiety or fear of failure in nurses, leading to a resistance to change. Several studies (Bozak, 2003; Lehman, 2008; Spetz, Burgess & Phibbs, 2012) expounded the need for a concise plan and clear communication between nurses and management when implementing a change of this nature. The use of Lewin’s Change Management theory can support nurses through the transitions and identify areas of strengths and resistances prior to implementing change. Without a framework for guidance, it can be difficult to keep on track.

Change is a hard concept for most, but change in the hospital setting can be beneficial for both staff and patients. According to Mclean (2011), “Every change begins with an ending” (p.79). How people respond to change can make the process easy or hard depending on how the change is presented.

Implementing a change project is a challenging step of the Capstone Change Project. This paper focuses on steps that must be taken to implement a change, strategies to ensure the success, involved stakeholders and their roles, educational requirements, safety issues, ethical considerations, and external or internal regulations’ effects on the process. It also include the change theory, nursing theory, and evidence based practice influences on the implementation process.

A positive force for change centers on the nurse’s strong desire to change current practices. The combination of the turnover rate, low morale, and higher percentage of new nurses, is the driving

This report will evaluate the roles and responsibilities of a midwife. “Midwifery encompasses care of women during pregnancy, labour, and the postpartum period, as well as care of the new-born.”(WHO, 2015) This is a recent definition and clearly points out that a midwife has many roles and responsibilities. The NMC Codes of Conduct will be evaluated with specific emphasis on recent changes within healthcare. These changes took place as a result of the tragedies at Mid-Staffordshire Hospital in 2005-2009 and are the outcome of the Francis report in order to improve care given to patients.

The NMC has a code of professional conduct, standard for conduct, performance and ethics, the code clearly states the need for nurses, midwives as well as special community public health nurses to maintain their professional knowledge and competence in order to deliver care based on current evidence, best practice and where applicable (NMC 2004, p.10). Hence, nursing profession is regulated by the NMC which has

In this Assignment, we will be looking at and discussing how the Nursing Midwifery Council’s Code (NMC) can guide the provision of person centred nursing care. What is the NMC’s Code? NMC Code is a list of professional requirements that which the nurses and midwives needs to adhere in order to practice in United Kingdom. This Code also helps the nurses and midwives to maintain their professional standards throughout their career. The Code is divided into four important sections. The sections are Prioritise people, Practise effectively and Preserve safety and Promote professionalism and trust (NMC 2015).

In this assignment we will be discussing how the Nursing and Midwifery Council NMC (2015) guides nurses in the direction of good practice. Why we have the code? Who the code is for? How to implement the code in our daily lives as practitioners. The NMC (2015) is a set of guidelines which nurses and midwives must adhere to in order to provide the best care possible to their patients. The NMC (2015) is split into four main sections:

The NHS Operating Framework introduced by the coalition government sets out the planning and financial requirements for RUHB in 2012/13 and the basis of their accountability (DH, 2012). As a result, the 2013 certified that funding for health in England be frozen for up 2015/16 thereby requiring RUBH to underspend allocated funding from the government such as putting a 1% cap on pay award. Socially, this will include factors such as behavior of staff and service users, partnership working, quality of care, etc. These factors can drive change in diverse ways in the RUHB. For example, the NICE Guidelines on Behavior Change make recommendations on individual level behavior interventions that is aimed at changing the behavior that can be dangerous to the health of staff and service users such as smoking, alcohol abuse, lack of physical activity, safe sex, etc. (NICE, 2014). Technologically, the introduction of information communication technology has resulted in faster communication, appropriate storing and sharing of information and records of service users between health and social care professionals. As a result of the CQC inspection, the RUHB revises their health records management policy to more accurately reflect where information about service user such as fluid intake and output in each ward should be recorded (CQC Report, 2013)

NMC (2008) The Code: Standards of conduct, performance and ethics for nurses and midwives. London: Nursing and Midwifery Council

While some people are receptive to change, others may not be so forth coming. The concept of change in itself can be terrifying because people get used to doing things a particular way, therefore, any deviation from the norm poses difficulty. Within the context of this paper, I will examine two components related to my learning goal and my clinical placement at St. Michael’s hospital. First, the knowledge component will entail a critical review of five evidenced-based scholarly journals related to change and the Electronic Medical Record (EMR), incorporating the strengths and limitations of each study. Then, I will discuss the chosen framework and its use to guide my nursing practice and achieve my learning goal. Next, I will discuss the