Team and Team Processess

A sense of purpose leads employees to feel motivated and committed to the organisation. Employees in organisations with a strong sense of shared purpose find their work to be absorbing and meaningful. They are also more satisfied with their pay and want to stay with the organisation. Developing a shared sense of purpose drives employee engagement.

effectiveness (Cioffi & Ferguson, 2009). Therefore, it is important to ensure that nurses who assume leader roles have the skills to manage and delegate tasks as required. There must be clearly defined roles and responsibilities for each team member that take into account the levels of expertise among the members. It can be troublesome when team members do not carry their share of the work. When this occurs, other team members take on an additional work burden to address the shortfalls in patient care. If the team leader is unable to provide clarity and direction for the team, the model will not be effective.

The intention is not about gaining independence and rejects patient care provider’s hierarchy, but rather to develop a collegial and shared patient advocacy. Clearing the blurred lines and respecting boundaries cultivates confidence and unanimity that would resonates into an exceptional performance from the surgical technologist and the perioperative nurses

Good Afternoon team players! After coming from a seminar for the health care industry, it is intriguing that the team as a whole must come together and have communication. The important thing is communication; this will help each and every person to communicate more successfully. Every person works in the same workplace and must have an understanding amongst one another as a team. However, having communication each person must have define, organization, and implement. Nevertheless, when going to the conference, it is known that a person should not just focus on working in the healthcare environment, but instead, he or she as individuals should concentrate on the patients. The conference taught not just numerous but others how active listening

Communication skills throughout the simulation were advantageous. This included communication with other participants, other medical staff such as Dr. Black and communication with the patient. Specifically, when communicting with the patient, if this communication is poor it can increase the patients feelings of stress and fear, thus overall leading to increased anxiety and a loss of confidence in the medical team (Razera & Braga, 2011, p. 635). This leads the to mistrust of the medical staff from both patients and their families, possibly resulting in a decline of the patients condition. Therefore it is vital, especially in a post-operative situation that the patient is spoken to clearly and throughly whilst answeing any questions or

For most companies, identifying what a learning organization should be and actually becoming one is tricky at best, impossible at worst. One way that manager's and companies can promote the concept of being a learning organization is to assess whether the company is in need of a short-term fix or whether it is more focused on long-term results. Organizational learning is a long-term activity that will build competitive advantage over time and requires sustained management attention, commitment, and effort. Learning organizations maximize their competitive positions during strong economic times and they prudently train their employees and prepare for change even in turbulent times. As a result, learning organizations and learning

Open communication is essential part to a successful healthcare team that directly impacts patient’s lives. In the video “Just a Routine Operation, ” by Laedal Medical Human Factors in Patient Safety, physicians and nurses demonstrates how different human factors contribute to the overall outcome of the patient. Elaine, the patient in the video came into the hospital for a reconstruction surgery. However, during the surgery Elaine had a complication and because the lack of communication, assertiveness, self-awareness, decision-making, teamwork, and prioritization, Elaine did not survive the surgery. This situation shows how important these characteristics are when dealing with emergency care. Even the health care professional with the years

A major concept that we have learned about in our nursing 182 class is Teamwork. In this concept analysis we will see the conceptualization of teamwork, and critical attributes, related concepts and various cases, and illegitimate uses of team work. Teamwork is essential in the nursing field and this analysis will show just how important it is.

Surgery has four most danger variables: infection, bleeding, anesthesia, and unexpected complications. If one knows their colleagues or group members, which leads to proper understanding, teamwork and communication. Brian Sexton clearly tells about the harms of no proper communication, as its kind of separation from the activity and brings absence of responsibility among colleagues performing a task for a single result which is a success of surgery here. Gawande had a troublesome circumstance with a patient with a terrible coagulation. The surgery had un-elucidated entanglements, yet all together they worked firmly to bring the patient through. Some of the time groups simply work like that. Some similar checklists have a stage where colleagues converse with one another researchers called it “activation phenomenon”, so theirs a check where everyone has to introduce themselves by their name and roles. This stride may build general group correspondence and individual responsibility, which increases the feel of accountability and

I see evidence of communication incorporated in the scrub role in “coordinate and cooperate with other departments,” and “count out with circulating nurse” and “assist surgical team during operation” (Leifso et al., 2012, p. 2-5). The accomplishment of each of these tasks requires the communication with another health care professional.

Throughout our final semester of study at Maryville, our cohort has studied Peter Senge’s, The Fifth Discipline: The Art and Practice of the Learning Organization. Rather than set of management practices, the book describes how organizations, especially those that are sustainably competitive, know how to learn. These “learning organizations” are continuously learning how to work together, where the norm is producing their best. In the book, Senge identifies five essential elements, that when practiced together, create perfect conditions for an effective learning organization. These five practices are Personal Mastery, Mental Models, Shared Vision,

After further review of the case study, conflict management among team members needs to be addressed. Resolving conflict can often be like a constant balancing act among the opposing needs and interests; conflict can be unpleasant and stressful (Haraway & Haraway III, 2005). Conflict manage is essential for the success of healthcare organizations. Learning, as an organization, to constructively manage and succeed in conflict situations is a foundational construct of leadership and management (Ledlow, 2009). There are six different conflict styles: (1) accommodating, (2) avoiding, (3) collaborating, (4) competing, (5) compromising and (6) problem solving. After reading the case study, the surgical team is displaying conflict style of avoiding “potential disruption outweighs the benefits of resolution, gathering information supersedes immediate decision making, others can resolve the conflict more effectively and issues seem a result of other issues,” (Ledlow, 2009). Instead of going to the Physician Assistant, Nurse B should feel comfortable speaking to the surgeon with her questions and concerns.

Learning organizations are successful in all aspects of the business. A learning organization provide staff with the opportunities to gain knowledge, they accelerate learning curves and adopt new technologies more quickly. By creating a learning environment, employees become empowered, which leads to innovation. Innovation is what drives the business to

A learning organization is one that is able to transform its culture and behaviors from an occurred situation. This includes the organization realizing a repeated pattern of behaviors that is not growing or helping the organization in the right direction. When organizations admit to certain truths or facts and acknowledge flawed behaviors, then change can start. Organizations attempt to change by restructuring and reorganizing the company. Organizations learn only through individuals who learn. Individual learning does not guarantee organizational learning but, without it no organizational learning occurs’ (Senge 1990).

Organizations must be able to learn in order to be successful (Colorado State University - Global Campus, 2015).