Nurse Managers Trial and Error Approach Patient Safety

Nurse Managers Trial and Error Approach Patient Safety ORDER NOW FOR CUSTOMIZED AND ORIGINAL ESSAY PAPERS ON Nurse Managers Trial and Error Approach Patient Safety I’m working on a nursing discussion question and need an explanation to help me learn. Hi! if you could please reply to each DQ within 150-200 words each. thank you. Nurse Managers Trial and Error Approach Patient Safety DQ 1 – Krystal : Thank you for your post Yonette. I think your example was a really good one because I remember my personal experience with going from paper MAR to the electronic MAR. I remember that the training was rushed, confusing and brought about a lot of questions that I don’t believe administration cared to address. For example, I was working at a SNF and the staff nurses had so many questions about monthly renewals, 24 hours chart checks and progress notes since we still had the binder charts. The vent unit where I was working had many issues because the paper documentation was respiratory system and ventilator specific yet the company didn’t consider incorporating a specialized charting for the vent dependent patients. The nurse managers weren’t really a resource as they learned everything the same time as we did. I do wish that IT would have been available like they were for you, but many of the mistakes were trial and error for many months. Also, I think it’s great that the pharmacy helped you by being supportive because during this change. During this time for me, the company I worked for was changing to a new pharmacy on top of bringing in a new EMR system for us to learn and I think it made the transition more complicated. Medication administration safety was the goal, but it took a long time to get there. DQ 1 – Annette: Organizational change has pros and cons, good and bad outcomes. What I have experienced back in 2020, the organization had to switch our Automated Medication Dispenser from Omnicell to Pyxis. The organization has utilized Omnicell for approximately 10 years; then during the pandemic, the stakeholders decided to switch the medication dispensers. This is one of the biggest challenges we experienced and with staffing shortages, working longer hours to provide high-quality care, and being over ratio, leadership had to sit down and have meetings with charge nurses on what, who, when, how to implement the big change. Charge nurses became the superusers for 3 weeks until everyone is acclimated to the system. And with this change, part of the training was scanning the patients and medications, making sure that nurses are using their Ten Rights of Medication Administration. Scanning medications in the isolation room did not go well because there were not enough scanners, not enough working station on wheels (WOW) and so medications and patients were 99% not being scanned. But with a different change model that leadership trying to practice safely, the leadership came up with a different bar code to scan the patient and scan the medications before entering the room. And it did well after all the trial and error. Many employees have difficulty adjusting to the new system. Leaders were very transparent with the purpose of the changes and in the end, it went well, and the leaders are monitoring the nurses’ scanning rates which is part of their own performance improvement. The organization must create a safe environment for patient safety and employee satisfaction. And for the employees to experience the kind of environment that they feel safe and be protected in delivering care. “Change should be considered only when patient safety is enhanced, new evidence is available, excellence is advanced, or costs are controlled.” (Porter-O’Grady, 2016). DQ 1 Seenamol: I have seen organizations try to implement change within and still not function well. I am working at VA hospital; our manager, educator, and clinical nurse coordinator all attempted to enforce that all healthcare providers renew the one-to-one order Suicidal Ideation patient because our predominant patient populations suffer from PTSD, depression, and anxiety. Some of the physician residents discontinue the order until discharge, which increases the burden for nurses because of no nursing assistance on the floor. Because all the patient care techs are sitting with just one patient, nurses are essentially doing everything. Some patients do not need a sitter. So, our stakeholders requested all healthcare providers assess and renew orders every day. In the beginning, it went well due to provider rotation because of lack of experience and confidence; they refused to take risk and d/c the order. In this scenario, there is a change within the organization that correlates with the stakeholders. According to Kurt Lewin, three-step models can be very effective in these changes. The first step model is Unfreezing: challenging the status where to get support to change the situation. The second step models are Freezing make a change. The third step model is Refreezing: setting the transition into the culture over time (Denisco&Barker, 2016). Nurse Managers Trial and Error Approach Patient Safety Organizational changes are very crucial for advancing health promotions. Theory models are explanatory, and it provides information for health promotion. The theory developed from previous experiential study settings to guide organizational changes for health is included (Batras et al., 2016). The unfreezing step model describes Identifying the cause spreading in the population, preventing problems, and then proper solutions and intervention by elimination. So that the problem won’t happen again, in this situation, health care providers need to evaluate if the patient is really suicidal or not? Does the patient need a sitter? Next, they need to change the status from unfrozen to quo state implementing changes. Health providers can make different options for safety precautions instead of the sitter. If the patient is not an actual suicidal resident, can order close observation, use a serial monitor device. So that nursing assistants can take care of patients. Organizational changes are especially multifaceted; therefore, implementing well-planned processes may not produce a good outcome. They prepare a variety of plans to change processes to trial and mistakes. With each attempt to evaluate which works and which not works, and where is the resistance. The final step is to Refreeze to sustain the changes that you have endorsed. If health care providers review the order and assess the patient well, they can reduce the sitting situation and reduce the nurses’ workload. Leaders should educate and provide orientation about policies and protocols to the new healthcare providers and educate the nursing staff on the latest guidelines they need to follow up. The purpose is that people need to know this is a new process, so they should not resist the implementation of changes. Nurse Managers Trial and Error Approach Patient Safety Batras, D., Duff, C., & Smith, B. J. (2016). Organizational change theory: Implications for health promotion practice . 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