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Interview and Interdisciplinary Issue Identification 

Interview Summery

I conducted an interview with a registered nurse at Kaiser Permanente who has more than five years of experience managing patients getting home hospice care and 20 years of nursing experience. Her obligation, she claimed, is to determine the patients’ physical and mental needs. She supervises and manages LPNs and Home Health Aides, establishes a plan of care and goals, educates, trains, and supports the patient, the patient’s family, and caregivers, collaborates with the interdisciplinary team, and coordinates with other healthcare professionals involved in the patient’s care.

She asserted that a shortage of employees is the hospice department’s sole significant issue. She highlighted that the shortage of nurses on the job results in a variety of problems. Concerns about seeing too many patients each day have been raised by other nurses as well. Despite her urging, no one really wanted to speak up because the majority of the nurses were inexperienced nurses who were either frightened of losing their jobs or didn’t want to humiliate their manager or management team. She spoke with the management about the situation. Her supervisor encouraged her to put in extra hours or work extra shifts rather than suggesting that the director of nursing recruit more nurses. She was also aware that the supervisor was hard to reach because of her numerous obligations and regular meetings. The hospice department has had three full-time and one part-time RN employment position postings during the previous three months, but hasn’t been able to fill them. She thought that Kaiser hired nurses slowly and that, once employed, they didn’t stay on the job for very long because of burnout from seeing too many patients each day.

Issue Identification

Since staffing entails marketing, budgeting, hiring, making decisions about spending, and managing cases to give high-quality care to patients, an interdisciplinary, evidence-based approach to the staffing problem is required. If they don’t cooperate to find a staffing solution, patients can suffer. If employees are not happy at work, they will quit, which will cost the company more money to find and train new nurses. When there are too many patients on staff, nurses may rush assessments and procedures and give patients subpar care and instruction. Patients may elect to stop using their Kaiser insurance and seek care elsewhere if they are dissatisfied with their treatment.

.               Change Theories That Could Lead to an Interdisciplinary Solution

The Chang Theory describes the tactics, deeds, circumstances, and assets that encourage change and produce results. I can approach and set new habits as the norm for the organization using the Plan, Do, Study, Act (PDSA) change paradigm. Plan to discuss the pros and cons of the existing staffing situation as well as any potential changes that might be made. Do make arrangements for all healthcare professionals to participate and carry out the created plan. Learn what is changing and what still needs to be changed by comparing the objective and predictive before to the actual results. Act, make the modification that resolves the issue the standard, then keep using the PDSA cycle in your future practices. The staffing issue is relevant to change theory because it may be used to explain why and how behavior can be modified to address problems and gradually improve patient and organizational results.

( Utilizing this method can help with specific quality issues and have a good impact on corporate culture (Reed & Card, 2016).)???

Kurt Lewin’s Change Theory of Nursing can also be applied to the staffing problem. Lewin’s three stages of transformation are unfreezing, change, and refreezing. I can use his strategy to make the new behaviors the norm across the organization. The nurses must first discuss the drawbacks of an excessive patient load, such as missed appointments, deteriorating wound conditions, delaying intervention, prescription errors, the volume of complaints received from patients and their families, etc. The second is change: Management will modify its behavior and promptly fill open jobs once it realizes that adding more nurses would benefit patients and the organization. The third Refreezing entails keeping up this new staffing practice as the standard. Once the supervisor and management can see that the negative results are declining and the positive outcomes are rising, the organization can collaborate with an interdisciplinary team to alter financing in a way that is more successful. 

(I gained knowledge about Kurt Lewin’s The Change Theory of Nursing from the tools provided by Capella University. The essay claims that because the world is changing so quickly, organizations must adapt swiftly in order to grow and survive. Sveningsson & Alvesson (2008).

The creators of the materials I used are well recognized in the medical community and are informed about the nature of the medical sectors and the changes that are required. Additionally, they had credibility because the sources they used were reliable and backed up by data.)???

                 Leadership Strategies That Could Lead to an Interdisciplinary Solution

The behavioral strategy used by leaders to persuade, inspire, and instruct their followers to collaborate across disciplines is known as the leadership technique for multidisciplinary collaboration. A leader has the ability to listen to feedback, handle and allocate tasks, inspire her team, handle effective communication, and motivate others. To promote collaboration and jointly develop a solution to the staffing problem, effective leadership may foster teamwork among those involved in patient care. Effective leadership and interdisciplinary collaboration are important for resolving the staffing issue because they encourage team members from various disciplines to participate in problem solving, give their opinions a chance to be heard by higher authorities, give the organization the chance to change its behavior, make it easier to hire nurses quickly, and promote safer patient care through the use of more nurses and better staffing. 

(The quality of community-based palliative care is largely determined by interprofessional teamwork and effective communication, according to Zelko E, Ramsak Pajk J, and Kvar NK (2022 Jan 22).)???

                          Collaboration Approaches for Interdisciplinary Teams

Leadership approach for interdisciplinary collaboration is the behavioral approach employed by leaders to influence, motivate and direct their followers to work together. A leader can use effective communication, motivate her team, handle and delegate responsibilities, listen to feedback, and have the flexibility to solve problems. Effective leadership can create teamwork with others involved in patient care to improve collaboration and find a solution to resolve the staffing issue together. Effective leadership and interdisciplinary collaboration are relevant to resolve the staffing issue, because it motivates different disciplinary team members to get involve in the problem solving, voices are heard by the higher authorities, possibility to change the behavior of the organization, fill the vacant nurses’ position faster, those can help healthier practice and safer patient care by having more nurses and better staffing.  Interdisciplinary collaboration and effective communication are two decisive elements determining the quality of community-based palliative care Zelko E, Ramsak Pajk J, Å kvarč NK.(2022 Jan 22).

References

Zelko, E., Ramsak Pajk, J., & Škvarč, N. K. (2022). An Innovative Approach for Improving Information Exchange between Palliative Care Providers in Slovenian Primary Health-A Qualitative Analysis of Testing a New Tool. Healthcare (Basel, Switzerland), 10(2), 216. https://doi.org/10.3390/healthcare10020216

Lowell, K. R. (2016). An application of complexity theory for guiding organizational change. The Psychologist-Manager Journal, 19(3-4), 148-181. https://doi-org.library.capella.edu/10.1037/mgr0000044

Capella University. (n.d.). teamwork [Video]. Retrieved from 

https://careercenter.capella.edu/videos/teamwork

Giuliante, Greenberg, S. A., McDonald, M. V., Squires, A., Moore, R., & Cortes, T. A. (2018). Geriatric Interdisciplinary Team Training 2.0: A collaborative team-based approach to delivering care. Journal of Interprofessional Care., 32(5), 629-633. https://doi.org/10.1080/13561820.2018.1457630

Hussain, S. T., Lei, S., Akram, T., Haider, M. J., Hussain, S. H., & Ali, M. (2018). Kurt Lewin’s change model: A critical review of the role of leadership and employee involvement in organizational change. Journal of Innovation and Knowledge, 3(3), 123-127. https://doi.org/10.1016/j.jik.2016.07.002

Crowfoot D, Prasad V. Using the plan-do-study-act (PDSA) cycle to make change in general practice. InnovAiT. 2017;10(7):425-430. doi:10.1177/1755738017704472

 

 

 

SCIENCE
HEALTH SCIENCE
NURSING
NURSING NURS-FPX40