IMproving Patient and Staff Satisfaction Through Nursing Discussion

IMproving Patient and Staff Satisfaction Through Nursing Discussion ORDER NOW FOR CUSTOMIZED AND ORIGINAL ESSAY PAPERS ON IMproving Patient and Staff Satisfaction Through Nursing Discussion Hello tuor, we are in the last part of the paper and i have a few things i am asking you to clear up for me. I have received my paper from tutor and per my professor, it needs to be condensed into 10 pages. with the instructions from tutor i am asking you to please edit it. thank you. This is what my professor wants. IMproving Patient and Staff Satisfaction Through Nursing Discussion Hi all! A couple points to reiterate regarding your Tutor.com submissions: 1. Prior to your final paper submission, you will need to submit to Tutor.com again. Papers should be around 10 pages in length (not including the title page, reference page[s], and appendices). With this being said, you may need to submit your paper in two or more separate Tutor.com submissions (due to the character limit per submission). attachment_1 Envisioning Implementation Strategies to Implement the Project To address the issue of increasing negative perceptions of continuing education among nursing professionals, the following strategies were implemented: The conduction of research to identify reputable primary and secondary articles, the identification of research articles that were relevant to the study, an evaluation survey was conducted to help spread the word and determine the opinions of nursing personnel on the study that was about to be conducted, the conduction of a pre-training survey, the development of a suitable training program, educating the participants of the study, implementation of the training program, a post-training survey, the evaluation of the effectiveness of the program, and the conduction of follow-up training programs were developed. Facilitators that made the Project Work The facilitators that contributed to this project were categorized as internal and external facilitators. The internal facilitators were the nursing professionals, the patients, and other healthcare professionals. The nursing professionals were directly involved in the research study because they were the demographic that was studied. Some nursing professionals also took part in the development and implementation of the training program for this research study. The patients were also involved directly because patient outcomes were used to determine an improvement in the services offered by nurses. Other healthcare professionals allowed the conduction of this research study by filling in for the nurses who participated in this study. The external facilitators for this research study were hospital management and other hospital staff. The hospital management granted permission for the conduction of the research study. This was an important part of the ethical section of the research. The other hospital staff accommodated the entire training program in the hospital. Actual or Perceived Barriers or Challenges during Project Implementation and Strategies to Overcome them The biggest challenge encountered during the implementation of the project was difficulty in finding nurses who were willing to participate in the research study. Another challenge was the dropout rate of the nurses during the training program. These challenges can be overcome by the inclusion of rewards or incentives e.g. credit hours, nurse recognitions, and promotions, when recruiting participants and during the program implementation. This strategy is effective because it will encourage nursing professionals to volunteer as participants. It will also come in handy when conducting other surveys because of the pleasant experience provided by the previous research study to be experienced by everyone. Evaluation The aims and measures of this project will be evaluated by the conduction of a post-training survey. Both nursing professionals and patients will take an active role in this survey. Additionally, some of the other healthcare professionals will be involved to help determine any positive changes in the experience of working with the nurses after they underwent the training program. The data collected during this survey will help determine the percentage of patients who experience improved satisfaction, the number of nursing professionals that are willing to participate in training and development processes, and increased motivation among the nursing professionals. The IHI Model of Improvement PDSA framework informed this project by guiding how to improve practice (IHI, n.d.). This change model provided sufficient theoretical background that helped implement change in the nursing professionals’ attitudes towards training and development programs. Through the IHI Model of Improvement, the goals for this project were set. This helped us determine what we wanted to accomplish. We also set outcome, performance, and balance measures that helped determine the changes in the attitudes of the nursing professionals (IHI, n.d.). The PDSA cycle helped implement changes and measure their effectiveness. In the event no improvement will be detected, the PDSA cycle will come in handy in making changes to the change cycle that will help achieve the expected goals. Reflection The project was implemented sufficiently. However, the recruitment of participants will be done differently next time. Since the nursing professionals already had a negative attitude towards such training programs, the best thing to do was to make use of incentives that will encourage them to take part in the program. IMproving Patient and Staff Satisfaction Through Nursing Discussion According to Balevre et al. (2018) and Butterworth et al. (2017), well-planned and implemented training and professional development programs are effective in the successful implementation of change. The strengths of the project include the organization and the use of evidence-based sources to support the entire process. The entire project was implemented well since the program and project proposal was followed to the latter. The project went better than expected. It was not an easy process because of the challenges of recruitment at the beginning and the high dropout rate. However, the project was completed successfully. The use of evidence-based sources was a plus because it helped increase the credibility of the research study. It also helped provide sufficient information on the strategies and frameworks that should be applied to such projects. Conclusion At the beginning of the development of this project, we found that one of the reasons why nursing professionals developed a negative attitude towards continuous education was that their employers did not provide sufficient exposure to such programs. This was something that was also observed at our place of work. The development and implementation processes of this project aimed at changing the negative attitudes of nursing professionals towards training and professional development programs. A review of different sources of literature reiterated one thing: he importance of continuous education in the nurses’ performance, motivation, and patients’ outcomes. This project was implemented in the form of a training program that aimed to measure both the pre-test and post-test attitudes of the nurses. Ethical (ANA, 2015) and cultural considerations were considered during the development and implementation process of the program. This was an important step in ensuring that the entire program is unbiased and is sensitive to all groups. The QSEN Competency that was relevant to the implementation of this program was a quality improvement (QSEN Institute, 2013). The outcome was the performance of the nurses and how it influenced the satisfaction of the patients and other healthcare workers. There was a significant improvement in the attitudes of the nurses towards training programs. This project achieved its aims and was able to make a noticeable change in terms of patient and healthcare professionals’ satisfaction (Fukada, 2018), patient outcomes (Jankowska?Pola?ska & Krówczy?ska, 2020), communication, documentation, and reporting processes by nursing professionals. IMproving Patient and Staff Satisfaction Through Nursing Discussion References Ameryoun, A., Chaghari, M., Ebadi, A., & Saffari, M. (2017). Empowering Education: A New Model for In-service Training of Nursing Staff. J Adv Med Educ Prof., 5(1), 26-32. Retrieved from https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5238493/ Ashurst, A. (2017). Continuing professional development: undertaking CPD. NRC, 19(7), 414-415. Retrieved from https://www.magonlinelibrary.com/doi/pdf/10.12968/nrec.2017.19.7.414 Balevre, S. M., Balevre, P. S., & Chesire, D. (2018). Nursing Professional Development Anti-Bullying Project. Nurses in Professional Development, 34(5), 277-282. DOI: 10.1097/NND.0000000000000470 Berry, L., & Smith, P. (2018). Education and training: A general practice nurse team review. Practice Nursing, 29(1), 442-445. Retrieved from https://www.magonlinelibrary.com/doi/pdfplus/10.12968/pnur.2018.29.9.442 Blood, A., & LaFond, C. A. (2016). Targeted Simulation Instructor Course for Nursing Professional Development Specialists. J. Nurses Prof. Dev. 32(6), 284-293. DOI: 10.1097/NND.0000000000000306 Butterworth, T., Cooper, E., Hanratty, B., McCaughan, D., Spilsburry, K., & Thompson, C. (2017). Priorities for the professional development of registered nurses in nursing homes: a Delphi study. Age and Ageing, 46(1), 39-45. DOI: https://doi.org/10.1093/ageing/afw160 Cheng, J., Huang, S., & Liu, X. (2019). Mobile Phone Training Platform for the Nursing Staff in the Emergency Department. Telemedicine and E-Health, 25(1). https://doi.org/10.1089/tmj.2017.0317 Fukada, M. (2018). Nursing Competency: Definition, Structure, and Development. Yonago Acta Medica, 61, 1-7. Retrieved from https://www.jstage.jst.go.jp/article/yam/61/1/61_2018.03.001/_pdf Glasper, A. (2018). Problems affecting the continuing professional development of nurses. British Journal of Nursing, 27(12). DOI: https://doi.org/10.12968/bjon.2018.27.12.714 Hayward, R., & Wilkinson, S. (2017). Band 5 nurses’ perceptions and experiences of professional development and support: effect on job satisfaction and retention. Nursing Management, 24(2), 30-37. DOI: 10.778/nm.2017.e1537 IHI – Institute for healthcare improvement. (2020). Professional development: Improving health and health care worldwide. IHI – Institute for Healthcare Improvement. Retrieved from https://www.ihi.org/education/IHIOpenSchool/Chapters/Groups/Faculty/Pages/ProfessionalDevelopment.aspx Jankowska?Pola?ska, B., & Krówczy?ska, D. (2020). Nurses as educators in the comprehensive heart failure care program—Are we ready for it? Nursing Open, 7(5), 1354–1366. https://doi.org/10.1002/nop2.507 Julian, J. F. L. E., & Ruiz, F. B. (2020). Continuing professional development (CPD) among educators in selected Colleges of Nursing: Perceived importance, impact, and challenges. Enfermería Clínica, 30(1), 60-64. DOI: https://doi.org/10.1016/j.enfcli.2019.09.025 Nursing World. (2010). Code of Ethics for Nurses with Interpretive Statements. Retrieved from https://www.princetonhcs.org/-/media/princeton/documentrepository/documentrepository/nurses/code-of-ethics.pdf Rørtveit, K., Saetre Hansen, B., Joa, I., Lode, K., & Severinsson, E. (2020). Qualitative evaluation in nursing interventions—A review of the literature. Nursing Open, 7(5), 1285–1298. https://doi.org/10.1002/nop2.519 Scerri, A., & Scerri, C. (2019). Outcomes in knowledge, attitudes, and confidence of nursing staff working in nursing and residential care homes following a dementia training program. Aging and Mental Health, 23(8), 919-928. DOI: https://doi.org/10.1080/13607863.2017.1399342 Quality and Safety Education for Nurses (QSEN). (2013). Graduate QSEN Competencies. Retrieved from https://qsen.org/competencies/graduate-ksas/ IMproving Patient and Staff Satisfaction Through Nursing Discussion Appendices Appendix A: Project Proposal Key Red color-assignment instructions Black Bold-Instruction titles Black italic-Responses Janes N. Mose Nursing 473: Professional Pathways Template for Project Proposal with PDSA worksheet Assessment and Identification of the Problem/Need Pathways Proposal Topic In one paragraph, discuss the issue(s) or problem(s) that led to the identification of your project topic or focus. Continuing education enables nurses from diverse educational backgrounds to effectively be able to apply skills and knowledge for appropriate nursing practice. Continuing education provides safe and up to date patient care. Unfortunately, there are several barriers that stand in the way, and so even nurse educators are not able to change staff perceptions to view the idea of continuing education and professional development in a more positive way. The biggest barrier is lack of time. While protected education time is invaluable, it is unrealistic to think that this will always be available as healthcare costs continue to rise. Extra paid training time is expensive for health systems, and administrators do not always see it as a useful investment. The other barrier to continuing education and professional development are staff shortages, inconvenient places/times, fatigue/inability to concentrate after working, family/personal commitments, patient safety issues due to lack of proper trainings, staff burnout, lack of interest in topics, past experiences of negative/inadequate programs, and lack of manager/administration support. Based on this, what is the main purpose of your project? The main purpose of my project is to address need of staff’s negative perceptions of continuing education in order to make the education accessible, fun, and interesting to nurses In your assessment is the current practice informed by current evidence? Most nurse managers in hospitals (e.g., Mayo Clinic) have taken a vital role to mentor new and old nurses in developing evidence-based practice skills by accessing research products and participating in research projects. I can that for some facilities, current practice is informed by current evidence, but still more innovative teaching approaches that promote active participation from staff, creativity and critical thinking in students, such as online teaching and learning, accessing electronic resources, video conferencing and research-based teaching and learning, are required in many facilities. Planning The Institute for Healthcare Improvement (IHI) Plan-Do-Study Act (PDSA) will be used as a framework to guide your project, please review: http://www.ihi.org/resources/Pages/HowtoImprove/default.aspx Choose ONE key QSEN competency/competencies which will be addressed by this project http://qsen.org/competencies/pre-licensure-ksas/: Quality Improvement YOUR Name: Janes N. Mose Mentor(s) name and credentials: Reed, Amber L. Mentor e-mail and phone: Site(s) for project implementation (include unit if applicable): Online Platform Project Title: Improving Patient and Staff Satisfaction through Nursing Staff Professional Development and Training Personal Opportunity Statement: I would like to become a competent nursing professional who can help others improve the quality of their service and their perception of training programs. Aim and Measures For further guidance on how to develop your aim statement and the family of measures, please reference the IHI open school module: QI 102: How to Improve with a Model of Improvement AND Model of Improvement: Measures Science of Improvement: Establishing Measures Aim Statement(s) In the next 2 months, I would like to become a competent nursing professional who is involved in different professional development and training programs so that I can deliver quality services to my clients. I would also like to inspire other nurses to better themselves by developing a nursing professional development and training program by December 2020. This program will help improve patient and staff satisfaction significantly. State what you are trying to accomplish, including: How good? By when? For whom? Example: 5 weeks from today, I will be able to run 5.3 miles in 50 minutes. Measures For the family of measures, please include the unit of measurement (e.g. The number of nurses that implement the proposed plan) Example: The percent of nurses that attend the educational training Outcome Measure List the measure(s) you ultimately want to affect and should directly relate to the above aim statement. The percentage of patients stating improved satisfaction with their care. The number of nursing professionals participating in the new staff development and training process. Examples: The number of miles I can run in 50 minutes The percent of patients educated using the new protocol Process Measures List the measures that will tell you if the parts or steps in the system are performing as planned to affect the outcome measure. 1. Percentage of improved feedback from clients. 2. Number of nurses participating in the new staff development and training process. 3. Number of fellow nursing professionals stating improved motivation in a survey. Example: 1) Minutes runs per week 2) Minutes of strength training per week Balancing Measures List the measures you will track to determine whether you are introducing problems in other parts of the system. 1. Hours needed to complete continuing education. 2. Time needed to survey clients and staff. 3. Daily job satisfaction of fellow nursing professionals on scale of 1-5. Example: 1) Hours slept per night 2) Daily productivity at work on a scale of 1–5 Change to Test State how you will achieve your aim; i.e., what changes do you believe will lead to the improvement? What is at least ONE change you will implement to impact the aim and positively impact your outcome measure. 1. Create a new professional development and training process. 2. Create a staff survey to evaluate the development and training process. 3. Create a client satisfaction survey to evaluate cares provided. Example: Leave work by 5:30 PM. Example: Modify the standard bedside report form. Specify activities/strategies to MEET you goal and aims (what are the steps)? What is your timeline for each of these strategies? Activity (what) Site (where) Participants (who) Date Conduct research to identify relevant and reputable research articles to help create a base for the project. Online library My colleagues and I 14/9/2020 Gather relevant evidence-based information on ways to improve staff and patient satisfaction. At home My colleagues and I 21/9/2020 Develop an evaluation survey. Online platform My colleagues and I 30/9/2020 Conduct a pre-training survey. Online platform All nursing professionals 5/10/2020 Development of the training program that address the issues identified in the survey to help improve the quality of services offered by the nurses and one that will change their negative attitudes towards training and development programs. Online platform My colleagues and I 14/10/2020 Educating parties involved about the program. At work All nursing professionals 14/11/2020 Implementing the training program that addresses the following issues: Communication Reporting and documentation Online platform All nursing professionals 21/11/2020 Conduct a post-training survey. Online platform All nursing professionals 14/12/2020 Evaluation of the effectiveness of the program. Online platform My colleagues and I 21/12/2020 Development of follow-up training programs such as infection control, evidence-based practice and patient-centered approaches. Online platform My colleagues and I 14/1/2021 Get a 10 % discount on an order above $ 100 Use the following coupon code : NURSING10