Tension Due to Changes at Sound Shore Medical Center

According to Porter-O’Grady, 2016 et al p 324, our healthcare systems today are at the center of what is considered major change. Much of the change today is directly related to the foundational principles, concepts and associated with complexity in systems and relationships, and an understanding by nurse leader and follower; of what it takes to make meaningful change. Nurse Leaders, registered nurses, advance practice nurses, and other followers, at every level of our organizations must be increasingly aware of meaningful and sustainable changes that improves our healthcare systems (Porter-O’Grady, 2016 et al p 324).

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.

changes in the nature of running a healthcare business. Lastly, they were able to realize the

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.

A common goal all healthcare providers share, is the desire to provide excellent patient care. The delivery of care is constantly changing in healthcare, however, the patient will continue to remain the focus of care. The success of nursing care thrives off the ability to fulfill patient needs and to maintain patient safety and satisfaction. When patients are admitted to the hospital, their need for an increase in their level of care and attention, due to the decline in their health status, and inability to preform normal daily activities of daily living. The loss of independence places the patient in a vulnerable state of mind, causing the individual to rely on members of the healthcare team to assist with basic self-care needs while in a stable and well-organized environment. A structured environment can be accomplished through the practice of hourly rounding on all patients.

The profession of nursing is usually described as high-demand job, as well as stressful. The American Association of Critical-Care Nurses believes that nurses can empower their work environments and truly make a difference (AACN, 2016). Although nurses have the ability to join committees and help make changes slowly, there are many factors in the nursing that cannot be changed by nurses. “The global increase in the aged population, the intensity of health care problems, the incidence of chronic illnesses and advanced technology, nurses are faced with a variety of work-related stressors” (Lambert & Lambert, 2008, p. 38). Regardless of nursing communication and social aspects of units, nurses need to accept some stressors as they are and

The health care environment is constantly changing, new systems arise every day with terminology of

Gaps and issues in this stability threaten a patient’s condition and introduce possible risk factors. The key role of health care providers is to sustain an environment that optimizes a safe, effective and secure environment for patients. This safe environment can easily be jeopardized by common risk factors. The already demanding level of the job, death of a patient/friend/family, financial problems, abuse, chaotic work-life balance and mental instability are all examples of possible risk factors that can easily affect a health care workers ability to complete their job at a high standard. If a person is dominated by ‘risk factors’ it can be easy for the nurse or doctor to ‘burn out’. A Masten (1989) argues “maladaptation is more likely to occur when risk factors outweigh protective factors in any given context”. The lack of social and psychological support has affect on one’s ability to perform their job at the highest quality. Thus the level of care for a patient would decrease, breaking the vital communication and trust between patient and

The environment part could affect the health of the person, the process of adjustment results complicated when ecological, real physical environment, cultural and monetary parts surrounding the patient cannot be change. This component is related to everything that impacts the patient’s wellbeing. The adaptation model, it has three levels which are compensatory, integrated, and the comprised life forms. The three adaptation models don’t stay consistent as change is unavoidable every once in a while (Marchuk, 2014). When the practitioner notify the patient of the diagnoses and provide a plan of care, assuring patient’s environment is not only supportive, but accepting is key for compliance. Understanding the surroundings around the patient’s and make the pertinent changes will avoid a futile impact on outcomes and recuperation will be accomplished.

Meanwhile, the minute of the need as identified was reviewed. In attendance was the hospital improvement committee, Clinical Nurse managers, Administrative nurse managers, staff nurse leadership representatives, and representatives from the unit’s joint Commission. During the proceedings, the focus

In a world where there is constant change, and individuals are constantly attempting to adapt and cope with these changes, the human experiences and responses to this process is central to nursing interest, (Meleis, 2012). Today’s global health problems in addition to the politically volatile health care system, and the rising cost of health care seem insurmountable. As nurses,

Porter-O’Grady & Malloch (2018) discussed that value-driven healthcare leaders can aid in the healthcare team by mourning their loss of practice and routines that are no longer relevant. The healthcare team needs a safe environment to facilitate communication regarding the struggles perceived with the changing practice and service. I feel this is important for all members of the organization as this could engage members of the organization in adapting to value-driven healthcare.

changes that have taken place in the company. Devising a strategy within health care can be local

I would advise continuous staff engagement and pilot testing for all change processes that will be placed. Clinicians, leadership team members, stakeholders, nurses, and staff from all other ancillary teams should be engaged in this process (Melnyk & Fineout-Overholt, 2015). Educational content and strategies about any practice changes or strategic goals should be given to all affected. Nurse leaders should discuss with those directly affected about their attitudes or additional thoughts about the strategic goals. Additional discussions can take place by other influential leaders on the unit that have a good working relationship with their colleagues (Melnyk & Fineout-Overholt, 2015).

Spearheaded divisional change, establishing new strategic direction, improving reporting metrics and decreasing hospital outlays together with an increase in fraud detection.