The Effects Of Change And Re Evaluation Of The Process And The Expected Outcomes

Through things such as incident reporting, generic occurrence screening, consumer and staff complaints and satisfaction surveys, and formal and informal discussion between managers and staff can evaluate and identify final changes to best benefit staff, management, and the organization as a whole.

Directive types of feedback are used to provide clues that the quality assurance staff can use to device the best possible course of action. It is helpful in creating a non-confrontational and non-threatening environment from which to create positive change. Developmental types of feedback are similar to directive types, in that they empower the internal assessment and quality assurance staff to make decisions. Likewise, guidance is a good way to help steer quality assurance staff in the right direction. When it is strategic, signposting can also be helpful for improving quality outcomes.

When utilizing feedback as a way of measuring effectiveness of the organizational change it can be by way of surveys from staff, meetings, questionnaires and so on. Feedback helps to communicate ideas better to management so that quality care can continue to improve and goals can continue to be reached. Feedback is used by managers as a tool to respond to and to anticipate changes (Spector, 2010).

Martin’s journals stated that adequate staffing levels have been shown to reduce mortality rate by more than fifty percent. Staffing levels in nursing care are attributed to poor quality of care, more adverse reactions and leads to higher rates of job dissatisfaction and burn out rates. Inadequate staffing make it harder for the nurse to ethically abide by their requirements of providing patients with nonmaleficence and beneficence. There is an umbrella of people that are affected in different ways due to the understaffing. Patients and their loved ones are affected due to less quality of care as there is less amount of time allotted for everyone, with research showing that an increase in different medical emergencies such as Shock, Cardiac arrest, and Urinary tract infection are

As one of the successful example intervention programs that targeting health care workers is the Virginia Mason Medical Center intervention. This program started 2005 until 2010 and has being done in different locations at Virginia Mason Medical Center, a tertiary care, and multispecialty medical center in Seattle,

Nursing burnout is serious and in order to ensure that nurses are taken care of, the administration must implement incentives and policies that will provide nurses with the resources to maintain a healthy work life balance. Burnout accounts for many of the medication errors and patient injuries in healthcare facilities. Most nurses are overwhelmed because of the caseload and longer workdays necessary to complete charting. Many nurses are also disgruntled because of denied vacation requests that cannot be approved because of non-coverage. Research has shown that when employees are happy then there are less errors and injuries in

The review process should have the same result as the above and should ensure that changes are monitored, progress mapped and new goals and targets are set, it is imperative that the care plan gives a true and current reflection of the individual in order for them to receive the correct support.

In the evaluation process the feedback plays an important role. The Danielson Framework explains and defines the importance of collaboration.

Low back pain (LBP) is a common condition worldwide; approximately 50-80% of adults suffer from LBP at least once during their lives [1, 2]. LBP represents a major health problem because of its prevalence, high probability of recurrence, consequences, and healthcare cost [3-6]. LBP has physical, psychological, and economic impacts on individuals. Furthermore, LBP is still the primary cause of absenteeism and disability in every industrialized society [226].

However, when the low back pain was calculated by using logistic regression model (Table 5) psychosocial factors such as high job demand, low job control and being harassed at work increase the prevalence of low back pain among nurses and transportation workers. This corroborates the findings of the study conducted by Mozafari et al. [6] which indicate that truck drivers have the high prevalence of MSD due to prolonged sitting and psychosocial work

Interpretation of Results: Data from the study suggests that ambulation with the PBWS is a valid means for pain relief and functional improvement. Testing of larger groups with similar complaints of low back and leg pain is justified based on the positive results of the six patients who completed the study.

Low back pain is a highly prevalent socioeconomic health issue in the world we live in today and one of the top causes of disability - affecting work performance and the overall quality of life for many. The 2010 Global Burden of Disease Study estimated that out of 289 health conditions, low back pain ranked number one in terms of disability (YLDs - Years Lived with Disability), and sixth in terms of overall burden (DALYs - Disability-Adjusted Life Years) (Lancet, 2012). It is estimated that 60% to 70% of the industrialized population will experience non-specific (most common type) low back pain in their lifetimes with a one-year prevalence of 15% to 45%, adults occurring 5% per year (Taimela, Kujala, Salminen, Viljanen, 1997, 1132-1136). Children and adolescents have a lower prevalence rate than adults, but is rapidly on the rise (Balague, Troussier, Salminen, 1999, 429-438).

Instead of providing the care they thought they would be providing, they were reigning in members to a program with the promise of improved health while they felt their own health was being neglected or jeopardized due to added stress, no time for breaks or guaranteed family time. Corporate compliance was called anonymously with complaints of working conditions and a state wide meeting was held with the RN case managers to gather information. Staff was assured that their concerns were being heard and efforts would be made to improve the current state of affairs.

Burke (2014) stated that organizations change from day to day. The changes that take place in organizations can be intentional or unintentional. Generally, the changes that occur is accidental. It is important to have a broader and deeper knowledge of understanding organization change. Understanding what is currently happening as well as trends in which the organization is functioning can provide such awareness.

Organizational change is usually triggered by relevant environment shift, either internal or external, that sensed by companies and leads to intentionally generated response (French, Bell & Zawacki, 2006). This paper will discuss several organization development models..