The Importance Of Effective Communication Patterns For A Healthy Work Environment

New study finds U.S. hospitals must improve workplace communication to reduce medical errors, enhance quality of care. (2005, Jan 26).U.S.Newswire. Retrieved 3/8/12 from, http://search.proquest.com/docview/450869420?accountid=458

The communication cycle is a commonly used theory of communication. It was first developed by Charles Berner in 1965; it was then modified by Michael Argyle, who was a social psychologist, in 1972. The concept of a ‘communication cycle’ makes it clear that, in order to have effective communication, it must be a two way process. As well as transferring messages to others in a definite, clear way, health care professionals must be able to respond to the verbal feedback as well as the non-verbal feedback. So, effective communication has to involve effort from both participators (both the sender as well as the receiver) in the communication.

The ‘Communication cycle’ is a frequently used theory of communication. It was originally established by Charles Berners in 1965. In 1967, a man named Michael Argyle claimed that human communication is essentially a two-way process that involves people sending, and responding to each other’s verbal and non-verbal messages. It was then improved in 1972 by Argyle’s. The model of the ‘communication cycle’ makes it apparent that to ensure effective communication, it has to be a two-way process. As well as transmitting messages to others in a precise way, health care professions must be able to react to both verbal and non-verbal feedback. Therefore, operational communication has to involve determination from both sides in the communication cycle.

Healthcare environments are often plagued with dysfunctional behaviors that create antisocial, self-defeating behaviors (Porter-O’Grady & Malloch, 2014). Traditionally, healthcare providers were males that dominated the profession which created a sense of personal entitlement and resistance to change (Porter-O’Grady & Malloch, 2014). With the advent of the Affordable Care Act (ACA), healthcare is in the midst of a paradigm shift that embraces change, efficiency and collaboration, a foreign concept to some traditional providers. Traditionally, prior to the implementation of the ACA, physicians felt empowered and in control (Porter-O’Grady & Malloch, 2014). Under the ACA, healthcare organizations fervently transformed their facilities to accommodate the mandates of the ACA, such as CPOE. With this loss of control, physicians are angry and passively transfer that anger to the supportive nursing staff. Because hospital leadership traditionally did not challenge the physician behavior, this anti-social behavior is tolerated. Consequently, nurses develop fear, distrust and discouragement, which compromises the collaboration that is necessary to produce quality patient outcomes. Porter-O’Grady and Malloch (2014) outline ten principles to minimize this type of organizational toxicity that manipulates progress and collaboration. These principles are tools that work to transform the dysfunctional, toxic environment into a healthier,

Communication promotes knowledge within a health care organization and is necessary for the organization to thrive. Communication is not only important to the staff but also to the patients within a health care facility who depend on staff communication to receive quality medical care. Without complete communication between staff member’s clinical errors can occur and the patient’s health could be at risk. In this paper the subject will explain how a health care organization shares knowledge through communication and examine, which are the most effective techniques and which techniques are ineffective. This

Communication is a process of passing or receiving messages, through individual or group of people. Lack of communication can minimize how people interaction with each other, sharing ideas, building a relation and understanding each other can only be achieve through communication. Also, in the care setting, employee, employer and the care user’s are able to deliver care provision and achieve their objection through communication. Communication enables understanding between people.

As mentioned by Imhof & Kaskie (2008), communication is very important in the health care organizations that have complex organizational structures. Most of the employees are not able to communicate clearly and this can lead to conflicts which block the employees from providing the quality care the patients need.

In nursing profession, communication is one of the vital interprofessional collaboration competencies. A slack in communication gap will affect effective teamwork in providing efficient patient care delivery. Without integrated cooperation and effective communication, there will be a delinquency in the healthcare system, resulting in

Communication between groups is important for patient care and wellbeing. There are three regions that add to communication and support dissatisfaction. They are part concentrations, motivating forces that strengthen people as opposed to group accomplishment, and instructive projects that don 't educate interdisciplinary cooperation. A particular miscommunication effect into hospital clinical laboratory with the patient’s blood

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

Professional health care communication generates positive outcomes when participants establish relationships using the fundamental elements of respect, honesty, and mutual control to create open lines of communication. Establishing a symmetrical level of control between health care professionals allows everyone to share equal control of the relationship. In this setting members are vital participants on the health care team allowing members to share thoughts, concerns, and suggestions freely in the effort to accomplish goals to improve patient care, and produce healthy outcomes. Effective communication is necessary when collaborating in groups with other health care professionals. To reach positive outcomes participants need to participate actively with the other members sharing insight, concerns, and solutions assertively. On the floor health care professionals use effective communication to delegate assignments to other health care professionals, provide feedback, and establish relationships with management. Proficiency in these areas facilitates the proper functioning of the unit, competency of the employees, and maintains an open communication network with the leaders of the floor.

A working relationship is different to a personal relationship as in a working relationship there are specific rules and guidelines which are to be adhered to at all times. There are no emotional attachments.Different working relationships in social care settings can vary from housekeeping through to general manger. The housekeeping staff interact with the residents minimally but interact greatly with the carers. The carers interact greatly with the residents but infrequently with the laundry team. The senior would interact frequently with the unit Nurse but infrequently with the unit manager.It is important to adhere to the agreed scope of the job role as there are plans set out for each individual person according to their abilities, religion,

Long term care Facility A, managed by an autocratic individual that closely monitored employees, made all organizational decisions, and lead through intimidation and fear. Facility A nursing home administrator targeted and fired individuals that challenged authority resulting in exceptionally high employee turnover rates. Drastically different, resident-centered Facility B’s NHA demonstrated a democratic leadership style that fostered teamwork, collaboration, and encouraged group problem-solving, emphasizing cooperation and employee participation. Notified of a state inspection, Facility A assigned employees to specific areas throughout the facility to ensure state standards were met and devised temporary, short-term changes to improve processes and the appearance of the facility. Also notified of the state inspection, Facility B, known for previously-established high standards, prepared employees, engaged residents, and required no last minute changes to prepare for the surveyors since all patient records and standards were up-to-date and in place. Facility B incorporated strong leadership principles, employee engagement, and elevated standards into the culture of the organization to promote patient safety and remain resident-focused. In creating a culture which concentrated on patient care, employees are empowered to meet the goals, mission, and vision of the organization, there is low turnover rates, happy

It is expected that complications must be accounted for while building a strong relationship between healthcare managers and staff. Problems are expected to occur. This is the reason why proper planning is important to healthcare organizations. Healthcare leaders might be concerned with cultural differences that exist in their organization. The problem might be caused by a manager not being involved with the immediate department or working environment. Another reason might be inequality issues that boost poor morale, downgrade associations, and devalue legal rights for healthcare systems operations. Equity guarantees that quality care would be provided to all people from various cultural backgrounds (Croxton, 2011). Addressing problems through communication, such as a staff meeting or off duty activities to improve morale within the organization, can minimize problems.

Communication is an essential component in any relationship, including how it affects organizational behaviors. Too much, or lack thereof, can determine if the message was properly sent, understood, and received. According to Popovic and Hocenski (2009), leaders need to be able to communicate to their subordinates in language they can understand regardless of their level within the organization (Popovic & Hocenski, 2009, pp. 15-16). Because communication is a vital part of organizational structure, leaders need to have a thorough understanding of communication. “To determine which verbal communication behaviors are commonly used, one needs to first establish the relationship between