Implementing Change With Nursing Staff Essay

Implementing Fixed Patient-to-Nurse Ratios in High-Volume High-Acuity Settings Striving for excellent patient care is the cornerstone of nursing. However, delivery of innovative care requires nurses to take initiative in finding issues and concerns in current clinical practices to promote change that leads to optimal patient outcomes. One current issue in clinical practice is the varying patient-to-nurse ratios (PNRs) amongst different hospitals (Aiken et al., 2012). Having high PNRs may lead to

Change Proposal Paper: Getting a Certified Wound Care Nurse Abstract This paper is written from the perspective of a nurse-manager for a hospital floor and focuses on a proposed change to that floor: the addition of a certified wound care nurse. It begins by describing the benefits of a specialized wound care nurse, the existing conditions on the hospital floor, and how each of the stakeholders would be impacted by such a change. It utilizes Lippitt's phases of change theory to describe how

Using transformational leadership in nursing practice can increase morale, motivation, and enhance job performance, which can ultimately improve patient outcomes and quality of care. The purpose of this paper is to explain what exactly transformational leadership is, and how it can be used by nurse leaders within a health care setting to inspire positive change within the working environment to improve patient quality of patient care and improve job performance. Introduction As we know the healthcare

NOVICE TO EXPERT NURSE LEADER By Gwen Travis Gonzaga University NURS 553 The path to nursing leadership most often progresses from novice to expert nurse and then onto a novice nurse manager. The novice nurse manager is asked to lead and rarely given the tools or knowledge to be successful in this new role. The Dreyfus Model of Skill Acquisition discussed by Patricia Benner includes the following five levels of competency in the clinical nurse (Benner, 1982): * Level I – NOVICE –

Reducing Medication Errors in Long-Term Care Facility One of the critical core components of Skilled Nursing Facility is medication administration. As cited by Tenhunen, Tanner, and Dahlen (2014), they stated that 88% of the residents living in the nursing homes are aged 65 years old and older. They discussed that every five of administered medications in nursing home has one probability of error. This means that about half of the residents have the possibility of two or more medication errors daily

mandated password change every 90 days. There is employee badge swipe access that automatically enters the user log in ID but requires the password be entered. If a user has not accessed the system in a designated time period, which will be determined by the hospital (typically 90 days) then the system will automatically drop the

between the nursing staff, and multiple report out processes being practiced on the floor. Multiple processes are causing confusion and incidental overtime. With multiple processes, information is being missed between nursing staff, which is a safety concern due to the increased errors. Our organization is working on the creation of one standardized process used between all employees to ensure that all handoffs are efficient and safe. “We have implemented a group report out for nursing staff in conjunction

health system comprises of one large hospital campus and two small satellite hospitals which includes 556 bed hospital, cardiac care center, cancer center, and outpatient surgery center.Dr Trubelli is a warm hearted pediatrician and former chief of staff of the SCC and now hold the position of Medical director of Information systems. Throughout his career he has addressed many medical errors and wants to implement the new system of administration i.e. bar code medications. This system helps nurses

relates to change and patterns of resistance to change, the model encompasses three distinct phases known as unfreezing, moving and freezing or refreezing (Bozak, 2003). The purpose of the model is to distinguish factors that can impede change from happening; forces that are in opposition to change often called restraining or ‘static forces’ and forces that promote change, referred to as ‘driving forces’. When health care organizations fully understand what behaviors drive or oppose change, then work

ROOT CAUSE ANALYSIS Root cause analysis process will utilize a systematic step-by-step approach to help identify all causative factors leading to this sentinel event. The main purpose of the Root Cause Analysis is to understand how the event happened, why did it happen, and what can be done to prevent an event from happening again. The first step, collect all necessary data associated with this event such as: current policy and procedures, incident report, Mr. B’s health history, environmental