Comment 1

Qualitative research is used to record data that is not in the form of numbers such as opinions, feelings, and experiences; quantitative research is used to measure data in the form of numbers. Qualitative research uses observation as the data collection method (Clark & Veale, 2018). Qualitative research lacks standardization and some data might have been recorded as notes or on tapes. The researchers must use this data to formulate words. Because qualitative data are presented as words from participant observation field notes, interview transcripts, journals, documents, and literature, thematic analyses with coding and sorting techniques commonly are conducted. Qualitative analysis inevitably involves breaking the data up and coding different segments. Increasingly, researchers use software packages to assist in managing data (Gerrish & Lacey, 2013).

Comment 2

Qualitative research refers to a method of inquiry in which the researcher, acting as data collection instrument, seeks to answer questions about how or why a particular phenomenon occurs. Questions regarding of what a phenomenon is comprised may also guide qualitative research. The most fundamental assumption underlying qualitative research is that reality is something socially constructed on an individual basis. Varied methods of qualitative research exist. Examples of qualitative methods employed in nursing research include Qualitative research refers to a method of inquiry in which the researcher, acting as grounded theory, phenomenology, ethnography, and qualitative description (Miller, 2010). Each method has its own assumptions and purposes and an appropriate method is chosen based on the research question. An example would be, a researcher investigating the process involved in the occurrence of a phenomenon would likely choose grounded theory, while a researcher interested in the meaning of the phenomenon would utilize phenomenology (Miller, 2010). Regardless of method, participants are purposefully enrolled based on their familiarity with the phenomenon. Researchers can organize data by collecting the data through interviews, observations, or document/photograph review. Data can be organized in a manner which best answers the research question. Importantly, the objective of qualitative research is not the accumulation of information, but the growth of understanding about phenomena of concern to nursing.

 

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Comment 1

Continuous quality improvement (CQI) is taken very serious at my organization, as I am sure it is taken serious at my fellow classmates facilities. CQI is a quality management process that encourages the health care team members to continuous ask “how are we doing” and “can we get better” (Moran, 2012). CQI is for the safety and education of the patients and staff members. We report out each morning about 30-day readmissions in house or patients at high risk for a 30-day readmit. We have a team that identifies the trends of the readmission predictors in order to identified patients currently in house at high risk for 30-day readmission. After the identification of the high risk patients, a structured discharge plan is put in place. Education on the disease process and discharge instructions is immediately started with the patient and care givers. Outside resources are immediately identified, such as home health and hospice, and the patient is given the patient choice form to pick the company that they would like to use on discharge. On discharge, the patient will know their disease process and how to manage at home. The patient will state what medications they are taking and what they are taking them for.
The patient will also state what time of day the medication is due. The patient will receive a phone call within forty eight hours after discharge from the hospital to make sure the patient continues to understand all discharge instructions and medications.

Comment 2

Continuous quality improvement, CQI, is a viewpoint or attitude for evaluating processes and improving them to attain customer satisfaction (Huber, 2014). CQI focus in healthcare is usually related to improving patient outcomes (Conner, 2014).

There is no delaying that hospitals need to deal a brand in today’s medical world. I can speak for the organization where our brand is high-quality care at low cost. A part of growing a brand that delivers high-quality care consistently it is vital to continue to maintain an emphasis/focus on identified quality improvement initiatives. To create a hospital culture supportive of quality improvement, respondents stressed the importance of hospital leadership being in the vanguard to engage nurses and other staff. As a representative of an accrediting organization said, “For any quality improvement project to be successful, the literature shows that support has to trickle down from the top (Draper, Felland, Liebhaber, & Melichar, 2008).

The chief nursing officer, CNO, is passionate about the delivery of high-quality care, she talks about it each month at nursing leadership, and it is a constant in my staff meeting minutes. It is vital that we empower the nurses who are delivering the care at the front line to buy into initiatives. We have encouraged staff to participate in hospital-wide performance improvement and report out our progress as a healthcare system in unit councils.

One example of how we are applying CQI in our current practice is through our CAUTI initiative. We have developed an education package for the staff which was accompanied by a nurse-driven protocol for patients that have a foley. If we have a patient who comes through the emergency department, they need to meet specific criteria before a foley can be inserted. We have seen great successes in this project, and the results have been extremely positive.

 

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comment 1

When a new director makes a decision of reorganizing the department without consulting the nurses who have been operating there for some time develops a conflict issue. This director rules autocratically which a style which builds tension among the management as well as employees. Nurses are important in the execution of better health care in the community and their roles are undisputable (Huber, 2018). Thus, nurses are supposed to be involved in changes that an organization wants and in decision making. 

Conflict may be described as the perceived threat that can be external or internal, positive or negative and disruptive or competitive. Leaders are supposed to be attentive to negative and disruptive conflicts that impact people’s actions and feeling in an undesired way. In case a change is made without involving nurses lead to high turnover, resentment, frustration and negative patient results. Conflict resolution leads to the adoption of different strategies which include the following; defensive mode like avoiding the subject to prevent escalation as well as gain time. The other one is a compromise as well as meeting at halfway to ensure each party gains something and finally, creative problem solving which includes empathy with the involved parties, discussing in a constructive manner and developing an assertive dialogue which results in solution agreement (Huber, 2018). 

As a nurse leader, in case of conflict, I would employ creative problem solving as a method of conflict resolution. I would make sure am familiar with the changing scope initiated by the director and understand the concerns of the staff as well as how the changes may negatively affect patient care, influence staff feelings and emotion and disrupt the entire nursing process. I would talk to the management to meet with the nurse staff to address the problem. Communication is a safe way for the management to share changes to the staff. I would motivate the nurses to speak out their concerns, remain assertive and communicate their ideas. I would also encourage an external mediator who is trusted, objective and knowledgeable. 

comment 2

We have worked so hard to attain all of your nursing credentials, yes, now it’s time to put your skills to work in a professional setting and make your contribution to the healthcare profession, but you cannot just do it alone. Therefore, building a professional network is the opportunity you need so it can bring career advancement. In addition to helping grow your professional network and making lifelong friends, attending conferences can also give nurses a chance to break away from the stress of their everyday work and give your brain a break. Creating  a connection maybe able to offer direct help or put you in contact with someone who can directly help you, but you may be able to return the favor at some point by keeping the connection open for other people. Moreover, every professional connection should be based on interactions that involve knowledge sharing and mutual professional development

  In fact, networking may play an even larger role when it comes to nursing jobs.  Nurses must develop strong relationships with peers and managers at both their current and former jobs. This means maintaining some level of contact with former coworkers to ensure relationships stay fresh and relevant and open. It also means developing relationships that are strong enough to be able to ask for and receive a glowing professional reference when needed. Given that nurse’s central role in patient care is maintaining current knowledge of trends and advancements, teamwork is vital too.

  A situation in which I have networked for the health of a population or your community was when our facility lagged really behind in wound care, our new admissions from hospital always come with very bad wound and before we could start our own policy on wound care some are worse, I made my director of nursing hire a wound doctor I met when I was in school. The doctor created a wound tracking every Wednesday and sent some interested nurses to wound care training, since then we are one of the best if you ask me in our community.

 

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Comment 1

Change can be very scary and intimidating. It can be even more intimidating when change comes from someone who you are not familiar with or who is new. You do not know their intentions and what they stand for. Reorganization without no input from any employees can lead to conflict because the employees were not taken in to consideration and were not informed prior to the new changes taken place. Communication would be a great way to start managing any conflict. According to Huber, “usually the best place for a work group to clear the air is in a group meeting” (2014). Arranging a meeting to introduce the new director and allowing the employees to get to know the new director will be a great first step. Allowing the new director and the employees to build a rapport will help build a great foundation to their relationship. At this time the new director can explain his/her ideas to reorganize the department and the reason behind the changes. Creative problem solving is another way to manage conflict because “all parties work together collaboratively to arrive at a solution that satisfies everyone, and all parties feel that they win” (2014). Having an open dialogue and open communication lets both parties express their opinions and thoughts to find the best solution for the department. After all, they should both have the same vision and goal which is to have a successful and outstanding department.

comment 2

An engaged and motivated workforce is vital to the success of any organization. Employees want to know that they are valued and appreciated. When decisions that affect their work were made without their input, employee morale takes a nose-dive.  The fastest way to lose employees is to make changes without any sort of warning, especially change that comes from an outsider with whom they have neither built trust nor gained support.  

 Unhappy employees are not likely to feel motivated and perform their best. The low morale that this creates leads to high employee turnover and can be costly for the company.  Companies invest billions of dollars in valuable time and resources hiring, orienting and training new employees. This causes disruptions in the normal flow of business. It is not conducive to team building and the overall success and profit margin of the company.

Sometimes change is necessary and it may be impossible to involve every employee in every issue but it is important to explain why change needs to happen and it is important to get their input before any drastic changes are made that affect their duties and performance. Change that is communicated with energy, enthusiasm and employee inclusion and in the context of grander vision will gain better acceptance and support. When employees are given the opportunity to share their feedback, they feel valued and appreciated. They see their place and their future within the organization. They take a more active role in the company and take ownership of their job.

 

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Comment 1

Research has found that intrinsic and extrinsic motivation can have effects on behaviors and how people pursue goals. Extrinsic motivation is performing or engaging in an activity to earn rewards or avoid unishment. Examples would be studying to get a good grade, cleaning your room to avoid being grounded, or participating in sports to win a trophy. Intrinsic motivation is engaging in a behavior because it’s personally rewarding. Examples would be participating in a sport because it’s enjoyable, solving a puzzle because it’s fun or playing a game because it’s exciting. Essentially, extrinsic motivation arises from outside an individual, while intrinsic motivation arises from within. An example would be a pizza party if employees complete a survey with group participation being greater than 90%.

Characteristics of a performance driven team are:

Sense of purpose-team members have a common and shared vision, goals, objectives and values. There’s a stron focus on results and solutions, a sense of priorities, and clarity about directions, decisions and how we act

Open communication-team members express thoughts and feelings openly, and conflict is surfaced and resloved routinely. People listen attentively and engage in dialogue.

Trust and mutual respect-team members value and support each other. They are truthful and provide honest and caring feedback.

Shared leadership-team members assume leadership roles depending on the task at hand and the needs of the group.

Effective working procedures-the team knows how to gather, organize, and evaluate information. They encourage creativity, innovation, risk-taking, and they plan appropriately.

Flexibility and adaptability-People see changes as opportunities, they share responsibility and they look for continuous improvement

Continuous learning-team members encourage difficult questions, learn from experiences and mistakes, and encourage growth and development of their team members.

Comment 2

Intrinsic motivation is defined as performing an activity for personal satisfaction rather for some consequence, a person who is intrinsically motivated acts For the Fun of a challenge rather than external pressures or rewards (Ryan, 2000). Extrinsic motivation is when an activity is performed to gain a separable outcome, an extrinsically motivated person acts in hopes of gaining an outside reward (Ryan, 2000). Motivation for the extrinsic person would be such as pay raises, bonuses, and benefits. Intrinsically motivated people perform an activity because they simply like the activity or the challenge, an extrinsically motivated person performs an activity for its instrumental value whether it be receiving a reward or avoiding punishment.

Characteristics of a performance-driven team is a team who works together and because of that a greater outcome is achieved. Eggenberger, Sherman, Keller (2014) stated that in any setting, “high-performance work teams rarely occur naturally. They must be created and managed. To instill effective teamwork into health care, leaders need to recognize and emphasize its importance”. Having a strong team with strong communication skills is a key characteristic to have. Our team at work is amazing and we work really well together. We are always helping each other out even if we are busy and behind with charting.

 

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