Tag: Clinical-Nursing

ADHD SOAP Note example

SOAP Note for Attention-Deficit/ Hyperactivity Disorder (ADHD) in an 8 Year-Old Caucasian Boy

Patient: A.F.                Age: 8             Gender: Male              Race: Caucasian

SUBJECTIVE

CC
: The mother to the eight-year old boy states that her son has been displaying abnormal behavior in that he is continually moving around and is unable to concentrate for long on any task. She has also received reports from school that the boy is excessively disruptive and cannot finish work given to him by the teachers.

HPI
: The patient is an 8 year-old Caucasian male child with hyperactivity, inattention, and impulsivity that started one month ago and is becoming more intense. It is not associated with a lack of understanding instructions on the part of the child. The mother reports that the child is also not really defiant. The symptoms occur at any time of the day and are only momentarily relieved by reprimanding. The mother rates the severity of the symptoms at 8/10 on a scale of 1-10 ADHD SOAP Note example.

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Current medications
: The child is not on any medications at the moment.

Allergies
: He is allergic to penicillin. Mother reports that he is not allergic to any other medication, foods, or environmental factors.

Past Medical History
: He had pneumonia at age 3 which was successfully treated as an in-patient. Given BCG, tetanus/ Diptheria/ Pertussis, and measles vaccines (2012-2013), influenza vaccine (2017), and pneumonia vaccine (2015). The mother reports that he has no history of malaria or meningitis. He also has not suffered any head injury in the past.

Social History
: The boy is the second born in a family of four. The elder sibling is a girl aged twelve and she has no medical or mental problems. The father is a computer engineer and the mother is a nurse. The father smokes but drinks only occasionally. The mother neither drinks nor smokes.

Family History
: There is no history of mental illness in the family, both from the father’s side and the mother’s side.

Review of Systems (ROS)

Constitutionals:
Patient denies feeling hot/ warm. Mother also denies any weight loss in the boy. She however reports excessive hyperactivity, impulsivity, and inattention not accompanied by lack of comprehension. He has no sleep difficulties.

HEENT:
The boy reports no dry eyes, itching, or pain. He has no photophobia. He reports no hearing loss, no tinnitus, and is not sneezing. He also has no runny nose and no sore throat.

Respiratory:
He has no difficulty in breathing, is not coughing, and has no phlegm.

Cardiovascular:
He has no chest discomfort, pain, or palpitations.

Gastrointestinal:
Mother reports no vomiting, lack of appetite, or diarrhea.

Genitourinary:
The boy denies any burning sensation on urination. No polyuria.

Musculoskeletal:
He denies any muscle pain or stiffness.

Neurologic:
He denies any headache, instability while walking, numbness, or a change in bladder and/ or bowel control.

Psychiatric:
Mother reports that the child has a history of abnormal lack of concentration and hyperactivity. She however denies noting any depressive or anxiety symptoms in him.

Hematologic/ Lymphatic:
Both mother and son deny any abnormal bleeding or fatigue. No enlarged nodes.

Endocrine:
Mother and son deny excessive urination (polyuria) or excessive water intake (polydipsia). They also deny excessive sweating or heat intolerance.

Allergic/ Immunologic:
Mother denies any history of eczema or asthma. Also denies any other seasonal allergies.

OBJECTIVE

Constitutional:
The boy is well-groomed and well-nourished. Vital signs: Heart rate: 90; Respiratory rate: 20; Temperature: 98.6°F; Blood pressure: 110/70; Height: 51 inches; Weight: 56 lb; BMI: 15.1 (BMI-for-age at the 33
rd
percentile). The child has healthy weight (CDC, 2018).

HEENT
: Head normocephalic and atraumatic with normal contours. Both pupils equal, round, and reactive to light and accommodation (PERRLA). Intact extraocular muscles. Nasal sinus passages non-tender on palpation. Intact tympanic membrane with no discharge or redness. No halitosis. No exudates in throat.

Neurologic
: Cranial nerves are intact with normal symmetric reflexes. Alert and oriented in time, space, person, and place. No motor, sensory, or focal deficit noted.

Psychiatric
: Mood congruent with content. Responses hasty but appropriate. Appropriately groomed. Fidgety and restless. Unable to maintain eye contact and concentrate for long.

Diagnostic Laboratory and other Tests
: (1) DSM-5 criteria for ADHD. The boy met criteria 1 and 2 for inattention together with hyperactivity and impulsivity (APA, 2013); (2) Blood lead metal levels to rule out lead poisoning which causes similar symptoms (Stahl, 2013); (3) Swanson, Nolan, and Pelham version IV scale teacher form or SNAP-IV to confirm ADHD (Swanson, 2013); (4) Full blood count to rule out any systemic infections (Hammer & McPhee, 2018; Huether & McCance, 2017).

ASSESSMENT

           
The differential diagnoses are:

ADHD with combined presentation (314.01[F90.2])
. This is the first and most likely diagnosis because the child meets the DSM-5 diagnostic criteria for ADHD (APA, 2013; Stahl, 2013).

Autism spectrum disorder (APA, 2013).

Oppositional defiant disorder (APA, 2013).

PLAN

Behavioral therapy for both the child and the mother, social skills training, cognitive behavioral therapy, and psycho-education (Corey, 2013).

Medication (stimulant). Start methylphenidate (Focalin) 2.5 mg twice a day (Katzung, 2018; Stahl, 2017).

Alternative therapies: (1) A healthy and balanced diet, and (2) Omega-3 vitamin supplements (NHS, 2018).

Health Promotion

The mother should join a support group of parents with children suffering from ADHD in order not to feel as an isolated case. She should also be familiar with the side effects of the Focalin so that she can report them promptly when they occur. Lastly, she should talk to the teachers at school and let them know what her son is suffering from and that he is on medication and therapy (NHS, 2018).

Follow-Up

This will be after four weeks to assess the response to medication and therapy instituted.

Reflection

This experience teaches that ADHD is a condition that can affect the life of a child with lasting implications. It may also be tricky to diagnose because there are other conditions that closely mimic it. Another lesson learnt is that behavioral therapy is an important part of the management of this condition. In this, both the parents and the child should undergo therapy for the best chance of success in remission.    
 

 

 

 

References

American Psychiatric Association [APA] (2013).
Diagnostic and Statistical Manual of Mental Disorders (DSM-5),
5
th
ed. Arlington, VA: Author.

Centres for Disease Control and Prevention [CDC] (October 22, 2018).
BMI percentile calculator for child and teen
. Retrieved 1 April 2020 from
https://www.cdc.gov/healthyweight/bmi/calculator.html

Corey, G. (2013).
Theory and practice of counseling and psychotherapy
, 9th ed. Belmont, CA: Cengage Learning.

Hammer, D.G., & McPhee, S.J. (Eds). (2018).
Pathophysiology of disease: An introduction to clinical medicine, 8
th
ed
. New York, NY: McGraw-Hill Education.

Huether, S.E. & McCance, K.L. (2017).
Understanding pathophysiology, 6
th
ed
. St. Louis, MO: Elsevier, Inc.

Katzung, B.G. (Ed) (2018).
Basic and clinical pharmacology, 14
th
ed
. New York, NY: McGraw-Hill Education.

NHS (May 30, 2018).
Attention-deficit/ hyperactivity disorder (ADHD)
. Retrieved 1 April 2020 from
https://www.nhs.uk/conditions/attention-deficit-hyperactivity-disorder-adhd/treatment/

Stahl, S.M. (2017).
Stahl’s essential psychopharmacology: Prescriber’s guide, 6th ed
. New York, NY: Cambridge University Press.

Stahl, S.M. (2013).
Stahl’s essential psychopharmacology: Neuroscientific basis and practical application, 4th ed
. New York, NY: Cambridge University Press.

Swanson, J.M. (2013).
Swanson, Nolan and Pelham Teacher and Parent Rating Scale (Snap-IV)
. Retrieved 1 April 2020 from
https://www.mcpap.com/pdf/SNAPIV.pdf

 

Assignment 1: Practicum – SOAP Note #2

Select a patient who you examined during the last 3 weeks. ( we can put 8 years old boy with attention deficit hyperactivity disorder). With this patient in mind, address the following in a SOAP Note:

Subjective: What details did the patient or parent provide regarding the personal and medical history? Include any discrepancies between the details provided by the child and details provided by the parent, as well as possible reasons for these discrepancies.

Objective: What observations did you make during the physical assessment? Include pertinent positive and negative physical exam findings. Describe whether the patient presented with any growth and development or psychosocial issues.

Assessment: What were your differential diagnoses? Provide a minimum of three possible diagnoses. List them from highest priority to lowest priority. What was your primary diagnosis and why?

Plan: What was your plan for diagnostics and primary diagnosis? What was your plan for treatment and management? Include pharmacologic and non-pharmacologic treatments, alternative therapies, and follow-up parameters, as well as a rationale for this treatment and management plan.

Reflection notes: What was your “aha” moment? What would you do differently in a similar patient evaluation?

 

Excellent

Good

Fair

Poor

Subjective: CC

(1 point)

1 (1%) – 1 (1%)

0 (0%) – 0 (0%)

NA

0 (0%) – 0 (0%)

NA

0 (0%) – 0 (0%)

Subjective: Pertinent positives LOCATES

(10 points)

9 (9%) – 10 (10%)

Includes thorough, accurate, and pertinent positives LOCATES ADHD SOAP Note example

8 (8%) – 8 (8%)

Includes accurate and pertinent positives LOCATES

7 (7%) – 7 (7%)

Includes positives LOCATES

0 (0%) – 6 (6%)

Does not include positives LOCATES or positives LOCATES are not pertinent

Subjective: Pertinent negatives (from ROS)

(10 points)

9 (9%) – 10 (10%)

Includes thorough, accurate, and pertinent negatives (from ROS)

8 (8%) – 8 (8%)

Includes accurate and pertinent negatives (from ROS)

7 (7%) – 7 (7%)

Includes negatives (from ROS)

0 (0%) – 6 (6%)

Does not include negatives (from ROS) or negatives (from ROS) are not pertinent

Subjective: Pertinent PMH, SH, and FH

(3 points)

0 (0%) – 3 (3%)

Includes thorough, accurate, and pertinent PMH, SH, and FH

0 (0%) – 0 (0%)

NA

2 (2%) – 2 (2%)

Includes PMH, SH, and FH

0 (0%) – 1 (1%)

Does not include PMH, SH, and FH or PMH, SH, and FH are not pertinent

Subjective: Medications and drug/food allergies are not included

(1 point)

1 (1%) – 1 (1%)

Does not include medications and drug/food allergies

0 (0%) – 0 (0%)

NA

0 (0%) – 0 (0%)

NA

0 (0%) – 0 (0%)

Includes medications and drug/food allergies

Objective: VS including BMI

(2 points)

2 (2%) – 2 (2%)

Includes VS including BMI

0 (0%) – 0 (0%)

NA ADHD SOAP Note example

0 (0%) – 0 (0%)

NA

0 (0%) – 1 (1%)

Does not include VS including BMI

Objective: Heart and lungs

(1 point)

0 (0%) – 1 (1%)

Includes heart and lungs

0 (0%) – 0 (0%)

NA

0 (0%) – 0 (0%)

NA

0 (0%) – 0 (0%)

Does not include heart and lungs

Objective: Systems or specialty exam techniques that are not necessary to arrive at a diagnosis are included.

(5 points)

5 (5%) – 5 (5%)

Includes thorough explanation of systems or specialty exam techniques that are not necessary to arrive at a diagnosis

4 (4%) – 4 (4%)

Includes systems or specialty exam techniques that are not necessary to arrive at a diagnosis

0 (0%) – 0 (0%)

NA

0 (0%) – 3 (3%)

Does not include systems or specialty exam techniques that are not necessary to arrive at a diagnosis

Objective: Systems or specialty exam techniques that are necessary to arrive at your diagnosis are omitted.

(10 points)

9 (9%) – 10 (10%)

Omits systems or specialty exam techniques that are necessary to arrive at your diagnosis

8 (8%) – 8 (8%)

Omits most systems or specialty exam techniques that are necessary to arrive at your diagnosis

7 (7%) – 7 (7%)

Omits some systems or specialty exam techniques that are necessary to arrive at your diagnosis

0 (0%) – 6 (6%)

Does not omit systems or specialty exam techniques that are necessary to arrive at your diagnosis

Objective: Diagnostic test results

(2 points)

2 (2%) – 2 (2%)

Includes diagnostic test results

0 (0%) – 0 (0%)

NA

0 (0%) – 0 (0%)

NA

0 (0%) – 1 (1%)

Does not include diagnostic test results

Assessment: Priority Diagnosis

(30 points – 10 points for each priority diagnosis. If less than 3 are appropriate to include – simply no other diagnoses to consider – you will receive all 30 points. Please do not “stretch” to find 3 if they are not actual possibilities.)

27 (27%) – 30 (30%)

Includes three appropriate priority diagnoses

24 (24%) – 26 (26%)

Includes three appropriate priority diagnoses but some are incorrect or missing

22 (22%) – 23 (23%)

Includes fewer than three priority diagnoses but some are incorrect or missing

0 (0%) – 21 (21%)

Does not include three appropriate diagnoses

Plan: Medications discontinued (“d/c lisinopril 10 mg daily”)

(1 point)

1 (1%) – 1 (1%)

Includes discontinued medications

0 (0%) – 0 (0%)

NA

0 (0%) – 0 (0%)

NA

0 (0%) – 0 (0%)

Does not include discontinued medications

Plan: Medications started (“start Avapro 150 mg daily”)

(2 points)

2 (2%) – 2 (2%)

Includes medications started

0 (0%) – 0 (0%)

NA

0 (0%) – 0 (0%)

NA

0 (0%) – 1 (1%)

Does not include medications started

Plan: Alternative therapies if appropriate (1 point)

0 (0%) – 1 (1%)

Includes alternative therapies if appropriate ADHD SOAP Note example

0 (0%) – 0 (0%)

NA

0 (0%) – 0 (0%)

NA

0 (0%) – 0 (0%)

Does not include alternative therapies if appropriate

Plan: Health Promotion strategies – patient/family education

(3 points)

0 (0%) – 3 (3%)

Includes health promotion strategies – patient/family education

0 (0%) – 0 (0%)

NA

2 (2%) – 2 (2%)

Includes health promotion strategies – patient/family education, but may not be entirely appropriate for the patient/family

0 (0%) – 1 (1%)

Does not include health promotion strategies – patient/family education

Plan: Disease Prevention strategies with timeframe if appropriate

(3 points)

3 (3%) – 3 (3%)

Includes disease prevention strategies with timeframe if appropriate

0 (0%) – 0 (0%)

NA

2 (2%) – 2 (2%)

Includes disease prevention strategies, but does not include timeframe or disease prevention strategies are not appropriate

0 (0%) – 1 (1%)

Does not include disease prevention strategies

Plan: Diagnostic tests ordered with timeframe (now, in 2 weeks, prior to f/u visit in 3 months)

(3 points)

3 (3%) – 3 (3%)

Includes appropriate diagnostic tests ordered with timeframe

0 (0%) – 0 (0%)

NA

2 (2%) – 2 (2%)

Includes diagnostic tests but they may not be appropriate, or the timeframe is incorrect or not included

0 (0%) – 1 (1%)

Does not include diagnostic tests

Plan: Referrals or consultations if appropriate

(1 point)

1 (1%) – 1 (1%)

Includes referrals or consultations if appropriate

0 (0%) – 0 (0%)

NA

0 (0%) – 0 (0%)

NA

0 (0%) – 0 (0%)

Does not include referrals or consultations if appropriate

Plan: Follow-up interval

(1 point)

1 (1%) – 1 (1%)

Includes follow-up interval

0 (0%) – 0 (0%)

NA

0 (0%) – 0 (0%)

NA

0 (0%) – 0 (0%)

Does not include follow-up interval

Reflection Notes: What did you learn from this experience? Any ah-ha’s?

(10 points)

0 (0%) – 10 (10%)

Response includes thoughtful and insightful explanation of significant learnings

8 (8%) – 8 (8%)

Response includes thoughtful and insightful explanation of learnings ADHD SOAP Note example

7 (7%) – 7 (7%)

Response includes explanation of learnings

0 (0%) – 6 (6%)

Response does not include explanation of learnings

Total Points: 100

Write a 3–4 page Leadership and Group collaboration Nursing essay letter in which you analyze your leadership skills and how you would use them to lead a project requiring group collaboration.

Assessments 1 and 2 are scenario-based, so you must complete them in the order in which they are presented.

Leadership is an integral element in any job, regardless of the work title. However, it is important to recognize that leadership is not just one single skill; instead, success in leadership depends on a broad range of skills, among them decision making, collaboration, and communication.

By successfully completing this Leadership and Group collaboration Nursing essay letter assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

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Competency 1: Apply qualities, skills and practices used by effective healthcare leaders.

Describe the leadership qualities desirable for the proposed project.

Compare one’s own leadership skills against those of a chosen health care leader.

Explain one’s role as project leader, using approaches from a selected leadership model.

Competency 2: Apply practices that facilitate effective interprofessional collaboration.

Describe an approach to effectively facilitate collaboration among a professional team.

Competency 4: Produce clear, coherent, and professional written work, in accordance with Capella’s writing standards.

Address assignment purpose in a well-organized text, incorporating appropriate evidence and tone in grammatically sound sentences.

Preparation

Read the Assessment 1 Scenario found in the Resources. Information in your assessment should be based on information from the scenario.

Instructions

Develop a professional response to the supervisor using the template provided. The letter will have two main components:

Identify the qualities of a successful leader and compare them to your own leadership characteristics.

Make recommendations on how to lead and foster teamwork. Leadership and Group collaboration Nursing essay letter

Please refer to the scoring guide for details on how you your assessment will be evaluated.

Submission Requirements

Your letter should be 3–4 double-spaced pages in length.

Apply correct APA formatting to all in-text citations and references.

Use Times New Roman, 12-point font.

Express your main points, arguments, and conclusions coherently.

Use correct grammar and mechanics.

Support your claims, arguments, and conclusions with credible evidence from 2–3 current, scholarly or professional sources.

Proofread your writing.

Please refer to the scoring guide for details on how you your assessment will be evaluated.

Notes:

You are encouraged to review the performance level descriptions for each criterion to see how your work will be assessed. Leadership and Group collaboration Nursing essay letter

Your instructor may use the Writing Feedback Tool when grading this assignment. The Writing Feedback Tool is designed to provide you with guidance and resources to develop your writing based on five core skills. You will find writing feedback in the Scoring Guide for the assessment, once your work has been evaluated.

 

” CAPELLA UNIVERSITY

NHS-FP5004 – Collaboration, Communication, and

Case Analysisfor Master’sLearners

Assessment 1 Scenario

Use the following scenario as a basis to complete Assessment 1.

Imagine that you work in a health care facility and your boss has just stopped by your office and

says the following:

Hi, I just have a couple of minutes – please forgive me for stopping in without advanced notice. One

of the results of a recent employee survey at Lakeland Clinic indicates we have some issues to

address. The data show 75% of the employees have concerns about at least one of the following:

diversity issues, workplace incivility, and poor work-life balance.

Senior leadership has asked me how I plan to respond, and my first inclination is to put you in

charge of assembling a team to address one of the issues. You have demonstrated effective

organizational and communication on other projects and I think you will be a great asset as we

move forward. Leadership and Group collaboration Nursing essay letter

I have to run right now, but I’ll send you an email with more information before I leave today. See

you later!

Subsequent Email:

Thanks for talking with me this morning. I just want you to know that this is really a great

opportunity for you. I know you have been interested in taking steps to becoming a leader in this

organization and now it’s time to realize your potential.

As you know we opened the Lakeland Medical Clinic to serve area residents who were unable or

unwilling to use the services offered at the main hospital. The first two months of operation saw

strong patient volume. Since then, the numbers have dropped off dramatically. This prompted

leadership to start asking some questions, which lead to the internal survey that I mentioned

yesterday.

I just met with leadership and they determined that the priority right now is the diversity issue

because we have the opportunity to improve outcomes for both employees and the community.

This is part of an e-mail I got from the clinic director last week:

“…after careful examination of all aspects of the organization and talking with some

neighborhood leaders we have concluded that residents in the community do not feel

comfortable coming to the clinic. It seems the staff are lacking the ability to develop a trusting

relationship with the residents primarily because they do not understand the cultural values

and norms. The neighborhood residents, which you know are predominantly Haitian, often feel

their beliefs, values, and health practices are notunderstood.

1

” CAPELLA UNIVERSITY

When staff members were hired, we only considered their past work experiences, education

and potential. We may have failed to fully consider their ability to work with diverse

populations.“ Leadership and Group collaboration Nursing essay letter

Hopefully the information gives you a better understanding of the issues to be addressed. Time to

get started as things need to move quickly.

I want you to assemble a committee to clearly define the problem and ultimately provide guidance

on solutions. Before introducing you to the clinic director and executive team, I want to review your

approach specific to leadership style and collaboration.

I want two things from you in a written document. The first part is just for me, but the second part I

intend to share with the clinic director.

First, identify and describe a leader you would choose to lead a project like this and explain why. It

can be anyone that is qualified, even someone famous. Your choice will tell me a lot about your

leadership approach and priorities. Next, select one of the characteristics that make them

successful and compare it against your leadership skills.

The second item is related to leading and fostering teamwork and collaboration among a group of

interdisciplinary professionals. We are looking for 4–6 members to serve on a committee who will

be considering the diversity issue and ultimately making a recommendation on how to address it.

I want you to:

• Describe your role and approach to leading the group. How will you lead and communicate? Will

you be an authoritative, collaborative, democratic, servant, or transformational type of

leader? Analyze the strengths and weaknesses of your approach in the context of this project. Leadership and Group collaboration Nursing essay letter

• Describe how you would facilitate collaboration to maximize team effectiveness. You might

consider:

o Communication technologies.

o Practices (accountability, decision making, delegating).

o Techniques for sharing information and ideas.

o Any others ideas you might have.

Remember this information will be shared with the clinic director so keep it clear, focused,

and professional. Creativity is important; however, we want to be sure that your ideas and

approaches align with current health care organization trends and practices, so include

references from current academic or professional resources to support your points.

I have confidence in you!

Lynnette

2

f CAPELLA UNIVERSITY

3

 

Assessment 1 Response Letter

Dear….,

Effective leadership is important in setting a clear vision and effective communication for the team. With effective leadership, a team easily achieves its objective and delivers its roles. Therefore, the team will require effective leadership to ensure the team members understand their role and objectives of the team and thus ensure the team achieves its objectives (Rosen et al., 2018). The project involves addressing diversity issues and thus the team needs a leader who will forge the team towards addressing diversity. Leadership and Group collaboration Nursing essay letter

The leader I would select to lead such a project is Martin Luther King. Martin Luther King’s leadership to end racism within the US, inspired and continue to inspire so many people globally. He depicted leadership styles and skills such as transformational leadership style, confidence, collaborative leader, effective communication, ability to influence change, passionate and persistence. Using these leadership skills, Martin Luther King was able to garner support worldwide and inspire people to join his cause.

One characteristic that made Martin Luther King a successful leader is the ability to inspire and influence followers using a transformational leadership style. According to Afzal et al (2018), transformational leaders can envision the required changes and influence other people to own and support the change. Similarly, I also believe in supporting and inspiring my team members and followers towards achieving the targeted change and objectives.

To lead the team, I would ensure there is open communication and foster transparency in the team. This can foster trust, teamwork, and collaboration in the team. I would thus ensure that I keep all communication channels open and treat all team members equally without favoring any team member. Active listening is part of effective communication and therefore I would listen to all members of the team and ensure they express themselves freely. This would promote and encourage team members to explore new ideas and freely share their innovative ideas (Rosen et al., 2018).

The leadership style I would adopt to lead the team is transformational. Transformational leaders work with teams to identify the required change, creates a vision that guides the change by inspiring and motivating the team members, and then the leader implements the change collaboratively with the team members (Boamah, 2018). By using the transformation leadership style, I would collaboratively work and inspire the team members to address the issue of diversity in the organization. For example, staff members at Lakeland Medical Clinic are not culturally competent and therefore together with the team members, we would identify what needs to be addressed to ensure that the staff members are culturally competent. Leadership and Group collaboration Nursing essay letter

Additionally, through an inspirational leadership style, I would inspire the team members and model the appropriate behaviors and actions necessary in handling diversity issues in the organization. The team members would then look up to how I handle the issue of diversity and then copy the same actions. Motivation is also used by transformational leaders. I would hence motivate the team members while creating a supportive environment that facilitates achieving the set team objectives (Afzal et al., 2018).

Strengths associated with the transformational leadership style are that it fosters collaboration and therefore the team works towards accomplishing a common cause. Transformational leaders are passionate and can influence others by inspiring and motivating team members to achieve their goals. Team members are highly motivated to perform their roles since the leader creates a supportive environment, motivates and inspires them to work collaboratively towards attaining a common cause (Alzahrani & Hasan, 2019). Moreover, there are reduced conflicts among team members and this accelerates goal achievement.  However, the leader can lose control when followers do not agree with the vision for the leader.

To maximize collaboration in the team, I would focus on the use of technologies that allow open communication for all. For example, all the team members would communicate about the issues allied to the project using the same platform such as a WhatsApp group. Such a common communication platform would promote open communication and transparency and foster trust within the team (Bosch & Mansell, 2015). Further, all information about the project should be shared openly with all team members.

Another strategy that would promote collaboration in the team is ensuring that there is shared decision-making in the team. This will make each team member feel valued and own the project. Delegating duties to every team member will also promote collaboration in the team because each team will feel that they are making important contributions to the project (Bosch & Mansell, 2015).

Finally, the set rules governing the group should be uniform for all members to avoid some members feeling favored while others feeling discriminated. All members should be heard and given a listening ear to air their ideas and perspectives. Interdisciplinary teams consist of members with diverse views and competency and all team members should be able to share their diverse views and ideas in the team. Leadership and Group collaboration Nursing essay letter

 

References

Afzal, M., Waqas, A., Farooq, A. and Hussain, M. (2016). The Impact of Transformational Leadership Style on Nurse’s Self-Esteem of Public Hospitals of Lahore Pakistan. 
International Journal of Social Sciences and Management
, 3(4), pp.287-293.

Alzahrani, S. and Hasan, A. (2019). Transformational Leadership Style on Nursing Job Satisfaction Amongst Nurses in Hospital Settings: Findings from Systematic Review. 
Global Journal of Health Science
, 11(6), pp.25-52.

Bosch, B., & Mansell, H. (2015). Interprofessional collaboration in health care: Lessons to be learned from competitive sports.
Canadian pharmacists journal: CPJ = Revue des pharmaciens du Canada: RPC
,
148
(4), 176–179.
https://doi.org/10.1177/1715163515588106
.

Boamah, S., (2018). Linking nurses’ clinical leadership to patient care quality: The role of transformational leadership and workplace empowerment. 
Canadian Journal of Nursing Research
, 50(1), pp.9-19.

Rosen, M. A., DiazGranados, D., Dietz, A. S., Benishek, L. E., Thompson, D., Pronovost, P. J., & Weaver, S. J. (2018). Teamwork in healthcare: Key discoveries enabling safer, high-quality care.
The American psychologist
,
73
(4), 433–
https://doi.org/10.1037/amp0000298
.  Leadership and Group collaboration Nursing essay letter

Expense, Revenue, ROI Ration Analysis in healthcare essay assignment

An Opportunity for Business in the Healthcare Industry: The Budget and Estimated expenses for the Proposed Venture

Part 1: Expense/ Revenue/ ROI Analysis

Weight Monitoring Business Opportunity for an Established Telehealth

Healthcare Business Venture

A. EXPENSES

Estimated start-up costs (expenses) for equipment purchase

Equipment

Cost in USD

Smart digital scale

75

80

Smart digital scales

6000

Estimated operating costs (digital scale servicing & maintenance)

Maintaining 1 scale in a year

30

40

Maintaining 40 scales in 2020

1200

50

Maintaining 50 scales in 2021

1500

60

Maintaining 60 scales in 2022

1800

70

Maintaining 70 scales in 2023

2100

80

Maintaining 80 scales in 2024

2400

Transportation & miscellaneous costs for 5 years

3000

Total estimated operating costs for 5 years

12000

Total estimated expenses for the venture in 5 years

18000

B. REVENUES

Cost of leasing one smart weighing scale for I year

150

Service (consultation) charges

2880

Total revenue per machine per year

3030

40

Revenue from 40 scales in 2020

121200

50

Revenue from 50 scales in 2021

151500

60

Revenue from 60 scales in 2022

181800

70

Revenue from 70 scales in 2023

212100

80

Revenue from 80 scales in 2024

242400

Total estimated revenues from the venture in 5 years

909000

C. RETURN ON INVESTMENT (ROI)

ROI = Net profit/ Cost of investment

Gross profit =

909000

Net profit = (909000-180000)

891000

ROI =

49.5

ROI (%) =

4950

 

Part 2: Summary of Analysis and Interpretation of the Results

This is a healthcare business opportunity that will be implemented within an existing telehealth healthcare operation. Patients who need constant weight and body mass index monitoring within the telehealth program are to be given leased smart digital scales that will relay this information to the clinician whenever they take their weight. The equipment is to be bought (PCMAG Digital Group, 2020) by the business (at USD 75 per piece) and leased to the patients at a cost of USD 150 per year. The consultation or service fee charges per machine per year will be USD 2880 (USD 60 per week). Each machine will be maintained or serviced at an estimated cost of USD 30 per year. The patients that this venture will benefit are those currently being treated on the telehealth program and include those with overweight and obesity, heart disease, renal failure, and diabetes (Hammer & McPhee, 2018). The smart digital scale has Bluetooth capability. When the patient takes the weight, the machine uses it to calculate the BMI through an in-built application. The weight and the BMI are then relayed by Bluetooth to the patient’s smartphone, which then automatically sends this information to the clinician’s computer through the telehealth platform. Expense, Revenue, ROI Ration Analysis in healthcare essay assignment

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Currently (2020), these patients (who require the smart digital weighing scale) number just about forty. This is the figure that is used to estimate the revenue for the first year (2020). It is then estimated or assumed that at least 10 patients will be added to these numbers in every subsequent year. That means 2020 will have 40 patients, 2021 will have 50 patients, 2022 will have 60 patients, 2023 will have 70 patients, and 2024 which will be the fifth year will have 80 patients.

The return on investment (ROI) is then calculated by dividing the net profit by the cost of investment (InvestingAnswers, Inc., 2019). The net profit comes from the total five year revenues minus the initial start-up costs and operating costs. Dividing USD 891000 by USD 18000 gives a ratio of 49.5 as the ROI. As a percentage (multiplied by 100), therefore, the ROI for this venture will be 4,950%. This is a very high ROI and therefore this healthcare business opportunity is worth investing in.

References

Hammer, D.G., & McPhee, S.J. (Eds). (2018).
Pathophysiology of disease: An introduction to clinical medicine, 8
th
ed
. New York, NY: McGraw-Hill Education.

InvestingAnswers, Inc. (October 1, 2019).
ROI –return on investment
. Retrieved 22 March 2020 from
https://investinganswers.com/dictionary/r/return-investment-roi

PCMAG Digital Group (2020).
The best smart bathroom scales for 2020
. Retrieved 22 March 2020 from
https://www.pcmag.com/picks/the-best-smart-bathroom-scales
  Expense, Revenue, ROI Ration Analysis in healthcare essay assignment

 

 

Weight Monitoring Business Opportunity for an Established Telehealth

Healthcare Business Venture

A. EXPENSES

Estimated start-up costs (expenses) for equipment purchase

Equipment

Cost in USD

Smart digital scale

75

80

Smart digital scales

6000

Estimated operating costs (digital scale servicing & maintenance)

Maintaining 1 scale in a year

30

40

Maintaining 40 scales in 2020

1200

50

Maintaining 50 scales in 2021

1500

60

Maintaining 60 scales in 2022

1800

70

Maintaining 70 scales in 2023

2100

80

Maintaining 80 scales in 2024

2400

Transportation & miscellaneous costs for 5 years

3000

Total estimated operating costs for 5 years

12000

Total estimated expenses for the venture in 5 years

18000

B. REVENUES

Cost of leasing one smart weighing scale for I year

150

Service (consultation) charges

2880

Total revenue per machine per year

3030

40

Revenue from 40 scales in 2020

121200

50

Revenue from 50 scales in 2021

151500

60

Revenue from 60 scales in 2022

181800

70

Revenue from 70 scales in 2023

212100

80

Revenue from 80 scales in 2024

242400

Total estimated revenues from the venture in 5 years

909000

C. RETURN ON INVESTMENT (ROI)

ROI = Net profit/ Cost of investment

Gross profit =

909000

Net profit = (909000-180000)

891000

ROI =

49.5

ROI (%) =

4950

A ratio analysis involves one or more calculations to gain insight into a project, an investment, or an organization. For example, ratios can be used to assess companies by comparing calculated values with those of other companies, or with certain benchmark values.

There are numerous ratios that have been developed, each with a different purpose. For example, a company’s profit margin is a ratio value calculated by dividing its net income by its sales. The result is a value that suggests how much of a company’s total sales become profit. Higher profit margins are typically desirable. Expense, Revenue, ROI Ration Analysis in healthcare essay assignment

This week, you will forecast expenses, revenues, and financing needs for a proposed new healthcare product or service. You will also calculate some ratios to gain insight into the financial health of an organization and the feasibility of implementing the proposed product or service.

Learning Objectives

Students will:

Calculate estimated expenses for healthcare products and service solutions

Calculate estimated revenues for healthcare products and service solutions

Calculate return on investment for healthcare products and service solutions

Analyze financial impacts of healthcare products and services solutions for healthcare organizations

Learning Resources

Required Readings (click to expand/reduce)

American Nurses Association. (2015). Code of ethics for nurses with interpretive statements. Retrieved from https://www.nursingworld.org/coe-view-only

Note: Review all, with special attention on “Provision 6” (pp. 23–26).

Kelly, P., & Porr, C., (2018). Ethical nursing care versus cost containment: Considerations to enhance RN practice. OJIN: The Online Journal of Issues in Nursing, 23(1), Manuscript 6. doi:10.3912/OJIN.Vol23No01Man06. Retrieved from http://ojin.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Vol-23-2018/No1-Jan-2018/Ethical-Nursing-Cost-Containment.html Expense, Revenue, ROI Ration Analysis in healthcare essay assignment

Milliken, A., (2018). Ethical awareness: What it is and why It matters. OJIN: The Online Journal of Issues in Nursing, 23(1). doi:10.3912/OJIN.Vol23No01Man01. Retrieved from http://ojin.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Vol-23-2018/No1-Jan-2018/Ethical-Awareness.html

Document: Healthcare Budget Request Template (Word document)

Document: Healthcare Budget Request Workbook Step-by-Step Guide (Word document)

Required Media (click to expand/reduce)

Expense Forecasting

Understanding the numbers behind effective nuring practice is a critical skill for the nurse executive. Consider how forecasting expenses in day-to-day operations might impact patient care and healthcare delivery approaches as you prepare to estimate expenses for your own proposal. (5m)

Accessible player

Assignment: Healthcare Budget Request – Estimating Expenses

It can be tempting to think of “dreams” and “finance” as opposite ends of a spectrum. You may dream of things you want, such as new cars, vacations, or retirement. But a quick analysis of your current finances may awaken you to find that your dream is not yet financially feasible. Expense, Revenue, ROI Ration Analysis in healthcare essay assignment

Dreams and finance are, in fact, not at all in opposition. If your dream is a new automobile, you soon come to realize that you’ll need a plan to make your purchase. Part of this planning is based on an understanding of your current financial position.

Photo Credit: Getty Images

Saving money will help you, and whatever cost is not covered by savings can possibly be made up for by securing financing. You’ll likely need a personal budget that accounts for any new expenses you incur, including your new car payment.

Like you, healthcare organizations have dreams, manifested as corporate objectives. Proposals for new healthcare products or services must support these objectives, typically demonstrated via a business case. To become reality, these ideas almost always require resources. By understanding current financial position, accurately estimating revenue streams and expenses, and creating budgets, strategies can be developed that bring objectives to life.

For this Assignment you will calculate estimated expenses associated with a proposed new healthcare product or service. You will also estimate revenues and calculate a return on the proposed investment.

To Prepare

Reflect on the healthcare product or service solution you have proposed for your healthcare organization. Consider expenses (including any capital expenditures) that will be required to implement your product or service.

Reflect on the estimated revenues (if any) that your proposed solution will generate.

Reflect on the need for financing to meet the estimated expenses associated with your idea.

For each of the above, consult with your internal financial counselor as needed. Expense, Revenue, ROI Ration Analysis in healthcare essay assignment

The Assignment: Estimating Expenses

Conduct an analysis of estimated expenses and revenues associated with your product or service idea by completing the following:

Part 1: Expense/Revenue/ROI Analysis:

Open your Healthcare Budget Request workbook that you created in Week 2, and navigate to the “Estimated Expenses” worksheet. Using the Healthcare Budget Request Workbook Step-by-Step Guide for guidance, create a worksheet that records the following:

Each of the estimated expenses associated with your proposed idea, including startup expenses. Be sure to label each appropriately, with enough description to make it clear what the item is and what the estimated cost involves.

Each of the estimated revenues associated with your proposed idea. Be sure to label each appropriately, with enough description to make it clear what the item is and any necessary details regarding sources of revenues (including reimbursements).

Calculate the total estimated expenses and revenues for the next 5-year period.

Calculate the Return on Investment (ROI) for your proposed idea.

NOTE: You will copy your worksheet and analysis onto the Healthcare Budget Request Template (Word document) for submission.

Part 2: Summary of Analysis and Interpretation of Results:

Create a brief (1- to 2-page) description of your analysis that clearly describes the estimated financial impact of your proposed idea. Interpret the results by explaining what your ROI calculation means to the organization. Expense, Revenue, ROI Ration Analysis in healthcare essay assignment

Improvement vs. Fear Through Performance Reviews in healthcare essay

Improvement vs. Fear Through Performance Reviews

Factors that contribute to generating fear in employee performance reviews in a healthcare setting

Biased rating and poor feedbacks are factors that contribute to generating fear in employee performance reviews in a healthcare setting.  Appraisal systems hardly lack bias. Managerial biases like dislikes and likes, disloyalty and loyalty as well as interpersonal relationships taint performance appraisals (Hess, 2012).   For example, I once received negative performance reviews from my manager. My manager gave me low-performance ratings in several practice areas. The repetitive themes were that I had poor working relationships with others, I was rude to patients and staff and my desk was messy.  Apart from the comment about the messy desk, the manager had never received any guidance concerning my work

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Poor feedback occurs because managers are not comfortable communicating the outcomes of the evaluation which they feel are adverse to the affected staff. When managers withhold unfavorable evaluation outcomes from affected staff, they unconsciously create panic, fear, and anxiety among their staff (Hess, 2012).  For example, when I asked the manager why there were only negative marks on my performance review, and what I could do to improve, he declined to talk about my questions concerning the evaluation. This left me feeling very nervous and wondering why the manager refused to discuss my questions. Improvement vs. Fear Through Performance Reviews in healthcare essay

Strategies to eliminate fear

Regular evaluation of employees is regularly evaluating employees is a strategy that can eliminate fear and to develop and implement constructive reviews that improve performance. Nikpeyma et al (2015) indicate that when nurses are evaluated monthly, rather than yearly, they can become aware of their weaknesses and attempt to eradicate them on their own or with the assistance of their coworkers.  Another strategy is providing feedback after performing a performance review.  Murray (2017) asserts that nurses might view performance reviews as intimidation due to previous negative experiences.  Offering feedback regularly through the review period can minimize fear of the process. The manager can review the achievements of the employee and enquire if he or she has attained goals set in the preceding performance review.   A nurse manager can reduce a biased rating by seeking input from the staff and try to reach an agreement.

 

References

Hess, M. (2012).  
Shine! Healthcare Leadership Distilled: Increase Your Bottom-line Through Improved Leadership
. Bloomington: AuthorHouse.

Murray, E. (2017).  
Nursing Leadership and Management: For Patient and Safety and Quality Care.
 Philadelphia: F.A. Davis.

Nikpeyma, N., Abed-Saeedi, Z., Azargashb, E., & Alavi-Majd. (2014). Problems of Clinical Nurse Performance Appraisal System: A Qualitative Study.
Asian Nursing Research, 8
(1), 15-22.

 

The face-to-face performance review is one part of performance management. Observing an employee, and then sitting down to discuss areas of strength and need is intended to produce constructive outcomes. Yet, too frequently, the reality falls far short.

Photo Credit: Getty Images/iStockphoto

When considering performance reviews, “positive” or “negative” does not refer to the substantive evaluation but to how the information is presented and discussed. For example, in a “positive” performance review, negative information is not avoided and, significantly, not communicated in a punitive way or as a reflection on employee character. Rather, negative information is detailed as an opportunity for improvement.

For this Discussion, you will reflect on circumstances and behaviors that can lead performance reviews awry, and how to support a review process with constructive outcomes. Improvement vs. Fear Through Performance Reviews in healthcare essay

To Prepare:

Review the Learning Resources on performance reviews and appraisals. Pay particular attention to the media programs for potential problems and solutions to consider.

Consider the benefits and drawbacks of performance reviews and appraisals.

What are the characteristics of a positive and effective performance review? What factors create a performance evaluation that contributes to improved performance, rather than injecting fear and self-protection in the workplace? In what ways can performance reviews impact the effectiveness of employees and the healthcare organization?

Draw on the Learning Resources, as well as your own experiences with performance reviews in healthcare settings, to consider how to avoid performance reviews that provoke fear and how to ensure a process that supports performance improvement through openness, honesty, and collaborative problem solving.

Consider insights from your Module 3 Assignment interview to apply to the Discussion, such as examples of criteria used to evaluate employee performance, and if and how that criteria is communicated to employees.

By Day 3 of Week 6

Post the following:

A brief description of factors that contribute to generating fear in employee performance reviews in a healthcare setting. Include examples from your own experience, and/or those of colleagues and other acquaintances, of positive or negative performance reviews. Explain strategies to eliminate fear and to develop and implement constructive reviews that improve performance. Support your post with the Learning Resources or current literature. Improvement vs. Fear Through Performance Reviews in healthcare essay

Resources

Fried, B. J., & Fottler, M. D. (Eds.). (2018). Fundamentals of human resources in healthcare (2nd ed.). Chicago, IL: Health Administration Press.

Chapter 6, “Organizational Development and Training” (pp. 150–173)

Chapter 7, “Performance Management” (pp. 174–204)

(Previously read in Week 5)

Bingham, J. B., & Beer, M. (2012, July). HBS case collection: Performance management at Vitality Health Enterprises, Inc. Brighton, MA: Harvard Business Publishing.

Culbert, S. A. (2008, October 20). Get rid of the performance review! The Wall Street Journal. Retrieved from https://www.wsj.com/articles/SB122426318874844933

Simons, R. L., & Kindred, N. (2017, February). HBS case collection: Doverent. Brighton, MA: Harvard Business Publishing. Improvement vs. Fear Through Performance Reviews in healthcare essay

NUR 550-Translational Research Graphic Organizer Template

Translational Research Graphic Organizer Template
 

Observations (Similarities/Differences)

Methodology

 

 

 

 

 

Goals

 

 

 

 

 

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Data Collection

 

 

 

 

 

NUR 550-Translational Research Graphic Organizer Template

Our experienced nursing essay writers will handle all your writing needs including

Note: You will begin this Evaluating Performance Management Systems Essay Assignment in Week 5 and it will be due by Day 7 of Week 7. Plan your time accordingly.

Depending on your experience in healthcare, and other fields as well, you may be familiar with a performance management system or primarily with one aspect of assessing performance, the annual performance review. As a critical distinction from the annual review, performance management goes beyond a list of skills to rate or expected behaviors to check off, to a larger consideration of goals to reach and specific improvement strategies to implement.

Photo Credit: Getty Images/iStockphoto

Gaining understanding and perspective on a nurse executive’s role in performance management is the purpose of this Module 3 Assignment. To help inform your thinking and both the opportunities and challenges of performance management, you will gain firsthand information through an interview with a nursing professional whose responsibilities include those you will assume as a nurse executive.

Follow the guidelines for this Evaluating Performance Management Systems Essay Assignment as provided in the overview documents. You are encouraged to give yourself adequate time to reflect on your interviewee’s responses, the better to support you in assuming this aspect of the work of a nurse executive.

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To Prepare:

Review the Learning Resources on performance management for support in preparing for your interview with the human resources nurse manager.

Access and review the Performance Management System Interview Guidelines and Questions document for guidance on selecting a nurse executive to interview, and on planning, conducting, and analyzing the interview responses.

Note: You are required to complete and submit Page 2 of this Guidelines document in a Word file identified as “Interviewee Profile and Confirmation Signature.” Be sure to obtain the full signature of your nurse executive interviewee to confirm the individual’s participation. Initials and/or only first or last name are not sufficient.

Access and review the Performance Management System Interview Matrix Summary Template. Consider how you can use this matrix to help organize information and conclusions from your interview.

When you have completed the interview, reflect on the results, including background information on the professional, the healthcare organization, and performance management system. As needed, follow up with your interviewee by phone or e-mail to clarify answers and conclusions Evaluating Performance Management Systems Essay.

Assignment:

Part 1: Interview Matrix Summary

Complete the Performance Management System Interview Matrix Summary, provided with the Assessment materials, to create a visual summary of the information gathered through your interview with the nurse executive.

Part 2: Interview Reflection

In a separate Word document, write 2–3 pages that reflect on the interview and your overall impressions. Include the following points in your reflection:

Briefly describe the professional you interviewed, including title, years of experience, and his/her healthcare organization (e.g., size, location, special services). Note: Be mindful of your interviewee’s privacy in the details you provide. Evaluating Performance Management Systems Essay

Explain the concept of “performance management” that guided your interview and the interviewee’s responses.

Evaluate the healthcare organization’s performance management system for effectiveness, drawing on the interviewee’s assessment and your own observations and conclusions.

Describe characteristics and/or factors that stand out to you as contributing to the system’s strengths and weaknesses.

Describe actions, strategies, or approaches that you would recommend to address weaknesses in the system.

By Day 7 of Week 5

Note: There is no Assignment due in Week 5.

Reminder: The School of Nursing requires that all papers submitted include a title page, introduction, summary, and references. The Sample Paper provided at the Walden Writing Center provides an example of those required elements (available at http://writingcenter.waldenu.edu/57.htm). All papers submitted must use this formatting.

Learning Resources

Required Readings (click to expand/reduce)

Fried, B. J., & Fottler, M. D. (Eds.). (2018). Fundamentals of human resources in healthcare (2nd ed.). Chicago, IL: Health Administration Press.

Chapter 6, “Organizational Development and Training” (pp. 150–173)

ChaNote: You began this Assignment in Week 5 and it will be due by Day 7 of Week 7. Plan your time accordingly.

Depending on how you have planned and organized your interview tasks, you may be well into summarizing your conversation with your nurse executive interviewee or beginning that process. Keep in mind the goal of understanding performance management as a system as you reflect on the information you have gathered. As needed, follow up by phone or e-mail to clarify answers and conclusions Evaluating Performance Management Systems Essay. If time allows, you may ask the interviewee to review a rough draft of your interview summary, to ensure that you captured the individual’s intent.

Photo Credit: Getty Images/iStockphoto

To Prepare:

Consider how you would summarize the interview to provide a thorough description of the performance management system.

Consider strengths and weaknesses of the system, as described by the interviewee, and from your own analysis.

Review the Learning Resources for support in evaluating this performance management system and strategies for addressing its weaknesses.

Assignment:

Finalize the Module 3 Assignment Part 1,
Interview Matrix Summary
, and Part 2,
Interview Reflection
.

By Day 7 of Week 7

Submit your Assignment Parts 1 and 2, plus the Interviewee Profile and Confirmation Signature page, in three separate Word files. pter 7, “Performance Management” (pp. 174–204) Evaluating Performance Management Systems Essay

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Part 1: Interview Matrix Summary

Characteristics/Factors

 

Performance Management System for Maternity and Delivery ward

System Features

Employee Evaluation

Criteria

The executive nurse worked in the Maternity and Delivery ward.

Sources of

Evaluation Criteria
 

 

The sources of evaluation criteria included the rate of patient

Satisfaction.

How Criteria

Communicated to

Employees

The criteria were communicated to the employee through the issuance

of the expected code of ethics and conduct. Evaluating Performance Management Systems Essay

How Components of

Performance Management

Are Interconnected in the

System

 

The connectivity between the performance management concepts was

based on the criteria that a high performance was associated with high patient satisfaction.

How Information Collected,

Maintained, Consolidated,

and Summarized on

Employee Performance

and Retention
 

The information was collected through the nurse assessment forms given

to the patients at the time of discharge. The forms were submitted

electronically whereby the patients were required to rate the nurses

from their PADs/ tablets. The forms were compiled and analyzed

depending on the scale formulated to assign the satisfaction scores.

The employee performance and retention reflected the rate of satisfaction.

The employees with the highest patient satisfaction scores

were regarded as top performance and had higher chances of being retained. Evaluating Performance Management Systems Essay

Technology Integration

in the System
 

The technology included use of the electronic medical records to

assess the rates of care such as workloads per employee.

The EHRs were also used to assess the number of successful cases

per employee.

Privacy Protections

 

The employee assessment platform was only accessible to the patient

via use of the biometrics. The nurses could not rate themselves since

their biometric data was not saved under the patient’s database.

Again, the rates could not be deleted, altered, or accessed by anybody

except the head of human resource management.

System Analysis

How System Supports

Employee Development

 

 

The system used by the hospital was important in enhancing the development of an organization culture that aims at satisfying the patients.

The nurses were encouraged to practice the best nursing protocols that

enhance the healing, safety, and quality care. Evaluating Performance Management Systems Essay

How System Supports

Employee Retention

 

The system was crucial in identifying the nurses with the highest performance on the nurses of patient satisfaction. Such employees would be retained.

Use of Peer Reviews/

Multisource (360 degree)

Feedback and

Effectiveness

 

The hospital uses the 360-degree feedback. The 360-degree feedback has

been effective in creating a community with well connected health professionals joined by the interest to fulfil the patient’s needs of care. However, the 360-degree

feedback system has contributed to nurse burnout as the nurses overwork to

meet the expectations of the employer.

How Training Used to

Enhance Employee

Performance

and Retention

 

The training included workshops, seminars as well as talks and presentations

by people in the hospitality as well as medical professionals.

Such training has been productive in shifting the minds of the nurses to

assume the business understanding of the hospital alongside the provision

of quality care.

How Training Used to

Support Managers That

Evaluate Performance

 

The training has been used as a tool of assessing the efficiency of the

performance before and after training to analyze the effect of nursing

training on the patient satisfaction. The training has been used as a way

of collecting evidence-based management strategies that enhance the quality

of care.

Mechanisms for Employee

Input on the System

 

The employee is also given the employee-employee appraisal platforms

whereby they vote amongst themselves on the basis of different criteria

to rates of employee-employee relationships and performance. Evaluating Performance Management Systems Essay

System Evaluation

How Well System

Supports Employee
Performance Growth and

Development
 

The system is essential in promoting competitiveness among the nurses on

the basis of meeting the patient’s needs. The employee performance is

enhanced as the nurses struggle to satisfy the patients. The system supports

the growth since the employees are encouraged to satisfy more patients by

giving excellent services.

How Well System

Supports Employee

Retention
 

The system supports employee retention by emphasizing that the high

rates of patient satisfaction promote employability.

Performance Management

System Strengths

 

The strengths of the performance management system include encouragement of provision of quality care. The system also encourages following the right protocols

of the hospital. The performance of the nurses is enhanced and promote

the provision of quality care.

Performance Management

System Weaknesses

 

The performance management system encourages nurses to work harder

since satisfaction of the patient influences employee retention.

Therefore, the system promotes nurse-burnout as well as employee

dissatisfaction from work. Evaluating Performance Management Systems Essay

Overall Conclusions

 

The performance management system based on the patient satisfaction

enhances performance and quality of care.

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Part 2: Interview Reflection

The executive nurse worked in a 150-bed capacity maternity and delivery ward of a teaching and referral hospital in the UK. The interviewee was a female with a vast experience in bedside nursing and an MSc in nursing. The significance of choosing the M & D ward set-up was due to the complexity of the environment on the bases of the employee requirements. The M & D ward was characterized by the unique demand for nursing care and a large task force. Therefore, the critical nursing environment in such set-ups is associated with the quality of care and nurse-patient relationships.

As stated by Fried & Fottler (2018), human resource management in healthcare units influence performance. The creation of organizational culture in the hospital entails the relationships between the workers as well as their rights. The safety of the environment, cooperation, the relationship between the employees as well as their performance assessment/ appraisal influence the quality of care. In this context, the human resources management of healthcare is essential in the creation of the working environment that promotes growth and development. For this case, training and educational approaches for the nursing employees enhance their skills, performance, confidence levels as well as patient satisfaction.

The performance management concept that guided the interview included the effect of patient satisfaction as a tool for assessing the performance of the nurses. Furthermore, the rate of patient satisfaction was linked to employee performance and retention. The healthcare facility used patient satisfaction scores as a method of rating the performance of the nurses. The hospital used software for assessing the nurses, whereby the patients were requested to rate their satisfaction on the computer devices used by the nurses (PADs and Tablets). The hospital used the data to assess the performance of the nurses as well as make informed decisions on employee retention. In this manner, the hospital emphasized that high patient satisfaction scores translated to better performance and increased chances of job retention. The hospital used a patient-centered approach whereby electronic medical records were essential in the collection and management of patient data. The computer devices were used and indicated better management of patient data for easier retrieval (Gomes, Hash, Orsolini, Watkins, & Mazzoccoli, 2016).

An evaluation of the performance of the management system illustrated high effectiveness. The nurses had high competence levels due to the urge to meet the patient’s satisfaction. The relationships between the nurse and the patients as well as amongst the nurse indicated top qualities. The nurses treat each other with respect and camaraderie. The teamwork spirit of the nurses enhanced the performance of the hospital as well as the satisfaction of the patients. The nurses were well informed about their responsibilities and expressed themselves professionally. The hospital had the nursing community that exhibited a high level of confidence in communication as well as reliability to provide quality care. The performance management system enhanced confidentiality such that the identity of the patient or peer-peer reviewer was not revealed to the employee being reviewed. The protection of the patient’s privacy contributed to increased confidence among the patients and the reliability of the performance assessment (Swathi, Krishna, & Somu, 2019).

The strengths of the performance management system include encouragement of the provision of quality care. The system also encourages following the right protocols of the hospital. The performance of the nurses is enhanced and promotes the provision of quality care. Although the performance management system helps nurses to work harder, there are also some disadvantages to the system. Evaluating Performance Management Systems Essay. For instance, since the satisfaction of the patient influences employee retention, there was a high pressure on the employees to satisfy the patients. Therefore, the system promotes nurse-burnout as well as employee dissatisfaction from work. Nurse-burnout and job dissatisfaction are liked to demotivation and poor performance of the nurses. Therefore, there should be ways of encouraging and motivating the nurses, such as recognition of excellent performance by salary increments, promotion as well as paid work leaves (Abdullah & Nusari, 2019).

 

References

Abdullah, W., & Nusari, M. (2019). THE RELATIONSHIP BETWEEN NURSES’JOB

SATISFACTION AND NURSES’PERFORMANCE IN THE PUBLIC HEALTH CARE SECTOR IN YEMEN. International Journal Of Management And Human Science, 3(2), 23-43.

Fried, B. J., & Fottler, M. D. (Eds.). (2018). Fundamentals of human resources in healthcare (2nd

ed.). Chicago, IL: Health Administration Press. Evaluating Performance Management Systems Essay

Gomes, M., Hash, P., Orsolini, L., Watkins, A., & Mazzoccoli, A. (2016). Connecting

professional practice and technology at the bedside: nurses’ beliefs about using an electronic health record and their ability to incorporate professional and patient-centered nursing activities in patient care. Computers, Informatics, Nursing, 34(12), 578.

Swathi, K. S., Krishna, B. G., & Somu, G. (2019). Assessment of In-Patient Satisfaction Using

Importance-Performance Map Analysis. Indian Journal of Public Health Research & Development, 10(6), 267-271. Evaluating Performance Management Systems Essay

Performance Management System Nurse Executive Interview

Performance Management Interview Guidelines & Questions

 

Module 3 Assignment

Performance Management System Nurse Executive Interview

 

 

Planning and Arranging the Interview

Plan for 45–60 minutes to conduct the interview. You may speak in person, by phone, via Skype, or another means that is convenient for you and the interviewee. If you record the interview, obtain the person’s permission in advance. Performance Management System Nurse Executive Interview

Confirm to your interviewee that all information obtained in the interview will be confidential. If preferred by the individual, you may identify the nurse executive and his/her healthcare organization using pseudonyms in the Assignment materials you submit.

Interview questions to guide your conversation begin on Page 3 of this document.

Note:
You are required to request the individual’s signature to confirm the interview. Fill in the information on Page 2, print out the page, and obtain the nurse executive’s full signature. Scan and submit the signed Page 2 as a separate Word file with your completed Assignment.

 

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Interviewee Profile and Confirmation Signature

 

Name

 

Healthcare Organization

 

Unit/Department

 

Job Title

 

Years in Position

 

HR-Related Responsibilities

 

Relationship to You/How Identified for Interview Performance Management System Nurse Executive Interview

 

 

 

Interviewee’s Signature:

 

 

 

Conducting the Interview

There are 10 sets of question that follow for examining the performance management system in your interview subject’s healthcare organization. Keep the interview focus on the nurse executive’s unit (i.e., neonatal, critical care) to obtain as detailed information as possible: Performance Management System Nurse Executive Interview

 

Take notes on the responses in the spaces on the right. If you record the interview, you are still encouraged to take notes on the person’s responses, as a safeguard in case there is any problem with the recording.

 

Questions

 

Responses

1.
What criteria are used to evaluate employee performance within your specific unit (i.e., neonatal, critical care) in the healthcare organization?

 

What are the sources of information (e.g., observation, patient satisfaction) that inform the criteria?

 

How are the criteria communicated to employees? Performance Management System Nurse Executive Interview

 

1.
Notes/verbatim quotes:

2.
Basically, “performance management” refers to all activities carried out to manage and improve employee performance. This includes obtaining performance information and communicating this information to the employee; supervision; coaching; rewards; training; discipline; and at times, career development.

 

Thinking about the performance management system for nurses in your specific unit, how does the system support development and retention of desired employee characteristics and behaviors? Performance Management System Nurse Executive Interview

 

Note:
Ask for both specific examples and comments on how well the system works.

 

 

2.
Notes/verbatim quotes:

3.
To what extent are the various components of performance management interconnected?

 

For example, is performance appraisal information used to help identify training needs for employees?

 

 

3.
Notes/verbatim quotes:

4.
What types of training are provided to enhance employee performance and retention?

 

4.
Notes/verbatim quotes:

5.
How is information collected, maintained, consolidated, and summarized on employee performance and retention?

 

What is the role of technology in this process, including ensuring privacy of employee information?

Performance Management System Nurse Executive Interview

 

5.
Notes/verbatim quotes:

6.
Are peer reviews or multisource feedback (i.e., 360-degree feedback) used?

 

If it is/has been used, what are/were its strengths and drawbacks?

 

If it was tried and abandoned, why was it discontinued?

 

What is your overall assessment of the multisource feedback, and circumstances (if any) when it might be useful?

 

6.
Notes/verbatim quotes:

7.
What are two types of training you would recommend to help prepare managers to discuss performance with employees?

 

7.
Notes/verbatim quotes:

8.
What are strengths of your performance management system to recommend as exemplars?

 

 

 

8.
Notes/verbatim quotes:

9.
What weaknesses in the performance management system need to be addressed?

 

How do you know the nature of the weaknesses?

 

 

 

9.
Notes/verbatim quotes:

10.
What mechanisms are available, if any, for your employees to provide input on the performance management system?

 

10.
Notes/verbatim quotes:

Analyzing and Reflecting on the Interview

·      Reflect on the results of the interview, including background information on the professional, the healthcare organization, and performance management system. Performance Management System Nurse Executive Interview

 

·      Consider how you would summarize information gained in the interview using the Performance Management System Interview Matrix Template and your Reflection paper to provide a thorough description of the performance management system.

 

·      Consider strengths and weaknesses of the system, as described by the nurse executive and from your own analysis, and strategies and approaches you would recommend for addressing the weaknesses. Performance Management System Nurse Executive Interview

 

·      As needed, follow up with your interviewee by phone or e-mail to clarify answers and conclusions. You may ask the nurse executive to review a draft of your interview summary to ensure that you captured the individual’s intent.

 

Completing the Module 3 Assignment

 

Part 1: Interview Matrix Summary

Complete the Performance Management System Interview Matrix Summary Template, provided in the Module 3 Learning Resources, to create a visual summary of the information gathered through your interview with a nurse manager.

 

Part 2: Interview Reflection

In a separate Word document, write 2–3 pages that reflect on the interview and your overall impressions and that include the following: Performance Management System Nurse Executive Interview

 

·   Briefly describe the professional you interviewed, including title, years of experience, and his/her healthcare organization (e.g., size, location, special services).
Note:
Be mindful of your interviewee’s privacy in the details you provide.

·   Explain the concept of “performance management” that guided your interview and the interviewee’s responses.

·   Evaluate the healthcare organization’s performance management system for effectiveness, drawing on the nurse executive’s assessment and your own observations and conclusions.

 

·   Describe characteristics and/or factors that stand out to you as contributing to the system’s strengths and weaknesses.

 

·   Describe actions, strategies, or approaches you would recommend to address weaknesses in the system.

Final Submission

Submit in three separate files:

·         Performance Management System Interview Matrix Summary

·         Interview Reflection

·         Interviewee Profile and Confirmation Signature (Page 2 from this document)

Performance Management System Nurse Executive Interview

Performance Management System Interview Matrix Summary

Performance Management Interview Matrix Summary

 

Module 3 Assignment

 

Performance Management System Interview Matrix Summary

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Complete this matrix to summarize information from your interview with a nurse executive on the performance management system for the individual’s healthcare organization. Identify the nurse executive’s unit/department that is the specific focus of your evaluation. Performance Management System Interview Matrix Summary

 

Characteristics/Factors

 

Performance Management System for [specify nursing unit]

System Features

Employee Evaluation

Criteria

Sources of

Evaluation Criteria
 

 

 

How Criteria

Communicated to

Employees

How Components of

Performance Management

Are Interconnected in the

System

 

How Information Collected,

Maintained, Consolidated,

and Summarized on

Employee Performance

and Retention
 

Technology Integration

in the System
 

Privacy Protections

 

System Analysis

How System Supports

Employee Development

 

 

Performance Management System Interview Matrix Summary

 

 

How System Supports

Employee Retention

 

Use of Peer Reviews/

Multisource (360 degree)

Feedback and

Effectiveness

 

How Training Used to

Enhance Employee

Performance

and Retention

 

How Training Used to

Support Managers That

Evaluate Performance

 

Mechanisms for Employee

Input on the System

 

System Evaluation

How Well System

Supports Employee
Performance Growth and

Development
 

How Well System

Supports Employee

Retention
 

Performance Management

System Strengths

 

Performance Management

System Weaknesses

 

Overall Conclusions

 

Performance Management System Interview Matrix Summary

Impacts of Employee Empowerment and Psychological Safety Essay

A Comparative Look at Empowerment of Employees and Workplace Psychological Safety: Interviews with Employees in Healthcare, Automobile, and Finance Industries

The three employees that were interviewed are from the healthcare industry, the finance industry, and the automobile industry. Alisonia who is a registered nurse is a best friend who has been a nurse for the last two years since her graduation. She works in a large healthcare organization with several hospitals across the state. Marx is my maternal uncle and has been an automobile salesperson for the last four years. Lastly, Marion is a family friend who is a teller at a local bank and has been at the job in the same position for the past three years. All the three interviews were conducted separately (but in-person) with each of the three participants Impacts of Employee Empowerment and Psychological Safety Essay.

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The concept of employee empowerment, by definition, means that every employee in the organization is allowed to actively contribute to the organization’s processes and procedures. Literally speaking, the employee is given the power to suggest how things should be done, how improvements can be made to processes, and what measures can be taken to curtail problems within the organization. It also means that the employee is given the freedom to point out what is not right within the organization without fear of victimisation and/ or retribution (Lee et al., 2018; Asiri et al., 2016; Choi et al., 2016; Laschinger et al., 2013) Impacts of Employee Empowerment and Psychological Safety Essay. Employee engagement, on the other hand, is closely related to employee empowerment. It means that the leadership of the organization in which employees are empowered frequently seeks the input of the same employees when important decisions about procedures and processes are to be made. Engaging employees means that their suggestions about important issues within the organization are taken into account. They are made to feel that their views are important and that they themselves are important in the realisation of the goals of the organization.

A Summary of the Views and Perceptions of the Interviewees

Alisonia is a bedside registered nurse in the surgical unit of one of the chain of hospitals in the state. Having worked for two years in the same organization, she had a clear perspective of the state of employee empowerment and engagement within that healthcare organization. She clearly understood what empowerment meant and stated that she didn’t feel sufficiently empowered at her place of work. For instance, she felt that she lacked autonomy in the work that she does as a professional nurse. In her hospital, she feels that the work of the nurse manager seems to be to monitor the nurses under her to find out if they have made any mistake in the course of their work. This makes her tense and stressed every time the nurse manager is around her Impacts of Employee Empowerment and Psychological Safety Essay. She would have preferred to be left to do her duties without undue supervision because, as she states herself, she is a well-trained and qualified nurse. For instance, when doing a drug round, the nurse manager has the habit of exercising direct supervision by being physically behind her. She would have preferred that the manager be doing indirect supervision by letting them do the task and later report their result/ progress. Alisonia also felt that she is not sufficiently engaged at her work place. They are never asked what they think before major decisions affecting them as nurses are made. The management adopts a top-down approach to all issues. Because of this, she says that she may never even report a problem she has noticed at the workplace. This is because she will either be blamed for the problem or ignored altogether (A.N. Morales, personal communication, March 15, 2020).

Marion has been a bank teller for the past three years. She says that her work is pretty much routine from day to day. Even though she has her immediate superior at the workplace, she says that it is not common to find him following her around. She feels that for the three years she has worked at the bank, she has been empowered to make decisions on her own and only report to her supervisor if she is not sure of what to do. She therefore feels quite empowered in her job. Furthermore, she states that there are weekly meetings in which the section manager sits down with them and they discuss how the past week has been. During these meetings, everyone of the employees is free to contribute and their views are included in the minutes of the meeting. On countless occasions, she has made suggestions that have ended up being implemented for the betterment of the work environment. Because of this, her opinion and feeling is that the management of the bank adequately engages its employees and takes their feelings and views seriously (M.A. Jeanice, personal communication, March 16, 2020)Impacts of Employee Empowerment and Psychological Safety Essay.

Marx is my maternal uncle. Since he graduated from college, he has been working as a salesperson for the Ford Motor Corporation. This is his fourth year in the job and he is greatly satisfied with his job. Of the three interviewees, he is the one who appeared to feel the most empowered in his workplace. He stated that in his work, the only thing that he discusses with his immediate superior are the targets that he needs to achieve within a given period of time. After that, he has the autonomy to do his work as he deems fit. In doing so, also, he is provided with all the resources that he needs for his work. For him, he has more say in how he does his work as the company is only interested in results and the meeting of objectives. This, according to him, is testament enough that he is empowered in his work. Concerning employee engagement, Marx says that this has always gone hand in hand with the empowerment. In every sales meeting, it is what he has to say that is important as the managers realise that he is the one that talks directly with the customers and knows what they want. In all, he feels he is empowered, has the autonomy, and is engaged as much as he would wish for (M.J. Nelson, personal communication, March 18, 2020) Impacts of Employee Empowerment and Psychological Safety Essay

Industry Comparison of Employee Empowerment and Engagement

From the interviews, it is clear that employee empowerment and engagement within the healthcare industry is not exactly the same as that in other industries. In my opinion, this could be due to the difference in the nature of work that employees in these industries do. In healthcare, many organizations tend to prefer close supervision and monitoring of employees such as nurses because even small mistakes can be costly (malpractice litigation and vicarious liability). However, this is not to say that this is good practice. It has been shown that empowered employees are highly motivated and are more productive (Lee et al., 2018) Impacts of Employee Empowerment and Psychological Safety Essay. Not all healthcare industry organizations, however, give limited empowerment and engagement to their employees. That said, even those that have empowered their employees well cannot reach the levels of empowerment and engagement seen in other industries. As stated, the reason is that the healthcare industry is sensitive and highly regulated professionally.

A Working Definition of Psychological Safety

The concept of psychological safety at the workplace is related to the state of mind of the employee when they are at their workplace. It is how the employee feels as they carry out their day-to-day duties. For instance, does the employee feel free when they are carrying out their duties? Do they fear what might happen to them in the event that they made a small mistake in the course of their duties? Are they free to report any mistakes they may make without any fear of victimisation? These are the kinds of questions that define psychological safety in the workplace. An employee who cannot answer these questions favorably does not experience psychological safety at their workplace. This may affect their morale and workplace productivity (O’Donovan et al., 2019).

Going by Alisonia’s account in the interview; she does not have psychological safety in the hospital in which she works. She is afraid of the nurse manager who seems to be exercising authoritarian leadership style. A lack of psychological safety is therefore evident in her workplace. Marion the bank teller has a high degree of psychological safety in her workplace. She feels valued and secure. Her opinion counts and she is not afraid of her supervisors and managers like Alisonia. Lastly, Marx has demonstrated that his workplace gives him the highest degree of psychological safety. He is extremely autonomous and decides how he does his work, as long as he meets the company’s sales projections. Compared to the other two, a possible reason for Marx’s high degree of psychological safety could be because his work does not involve staying in one location at the company. He moves around to where customers are and pitches for their car products outside the company’s premises. Impacts of Employee Empowerment and Psychological Safety Essay.

Traditionally, psychological safety within healthcare organizations has not been as it should be. Authoritarian supervision and strict standard operating procedures have been the hallmark of professional work in healthcare, especially for nurses. The only health worker category that has been enjoying the greatest autonomy and psychological safety are the physicians. However, this is rapidly changing with the realisation that creating a conducive work environment motivates nurse employees and improves the quality of care given to patients. The manufacturing and financial industries enjoy a high degree of psychological safety. Only the hospitality industry is comparable to the healthcare industry as the waiters are analogous to the nurses in the healthcare industry. The tribulations waiters go through from customers and management are similar to the tribulations nurses go through from patients and nurse managers.

From the foregoing, it goes without saying that a high degree of psychological safety, employee empowerment, and employee engagement in healthcare is a positive thing. This is because the presence of these factors motivates health workers, making them feel energised to work and deliver the highest quality of care. High psychological safety, empowerment, and engagement of employees are therefore directly correlated with patient safety.

Leadership Strategies for Ensuring Psychological Safety, Empowerment, and Engagement

The two tried and tested leadership strategies that are known to create a conducive work environment for employees and hence psychological safety are transformational leadership and consultation (Choi et al., 2016). Transformational leadership motivates, guides, appreciates, and values employees. A good example, generally, is my current healthcare organization in which there is only transformational leadership and a high level of empowerment, engagement, and psychological safety.

References

Asiri, S.A., Rohrer, W.W., Al-Surimi, K., Da’ar, O.O., & Ahmed, A. (2016). The association of leadership styles and empowerment with nurses’ organizational commitment in an acute health care setting: A cross-sectional study.
BMC Nursing, 15
(38), 1–10. Doi:10.1186/s12912-016-0161-7 Impacts of Employee Empowerment and Psychological Safety Essay

Choi, S.L., Goh, C.F., Adam, M.B.H., & Tan, O.K. (2016). Transformational leadership, empowerment, and job satisfaction: The mediating role of employee empowerment.
Human Resources for Health, 14
(1), 73. Doi:10.1186/s12960-016-0171-2

Laschinger, H.K.S., Wong, C.A., & Grau, A.L. (2013). Authentic leadership, empowerment and burnout: A comparison in new graduates and experienced nurses.
Journal of Nursing Management, 21
(3), 541–552. Doi:10.1111/j.1365-2834.2012.01375.x

Lee, A., Willis, S., & Tian, A.W. (2018). When empowering employees works, and when it doesn’t.
Harvard Business Review
. Retrieved 19 March 2020 from
https://hbr.org/2018/03/when-empowering-employees-works-and-when-it-doesnt

O’Donovan, R., Ward, M., De Brún, A., & McAuliffe, E. (2019). Safety culture in health care teams: A narrative review of the literature.
Journal of Nursing Management, 27
(5), 871–883. Doi:10.1111/jonm.12740

 

Note: You will begin this Assignment in Week 3, and it will be due by Day 7 of Week 4. Plan your time accordingly.

How does healthcare compare with other fields in markers, such as employee empowerment and engagement? Investigating that question is one purpose of your Module 2 Assignment, for which you will interview three employees in different fields, with one individual in healthcare. You will also consider the theme of psychological safety, which you will explore in more detail in Week 4. Impacts of Employee Empowerment and Psychological Safety Essay

Photo Credit: Getty Images/iStockphoto

As you begin your Assignment, reflect on your own experiences and perceptions of a typical work environment within a healthcare setting. As a nurse executive, you will have greater influence over how the nurses you lead function within that environment. Recall examples from the Learning Resources of benefits when nurses are empowered and engaged. Consider how you can use the information you gain through this Assignment to develop your leadership skills, with the goal of providing support that is constructively impactful for nurses, patients, and a healthcare organization.

To Prepare:

Choose and secure the agreement of three individuals you know well (i.e., family and friends) to be interviewed on the topics of employee empowerment, engagement, and psychological safety in the workplace. One person you interview must work in a healthcare setting.

Review the Learning Resources on employee empowerment, engagement, and psychological safety in the workplace. Consider definitions that clarify these concepts and which you can explain to your interview subjects in enlisting their participation and guiding responses.

Access and review the document Employee Interviews: Guidelines and Questions, located in the Learning Resources, for guidance on planning, conducting, analyzing, and comparing the interview responses.

Note: You are required to submit the signature of each person you interview to confirm the individual’s agreement to participate. Fill in Page 1 of the Employee Interviews: Guidelines and Questions document, print the page, and obtain the signatures. (There is a place for all three signatures on Page 1.) Scan and submit Page 1 as a separate Word file with your completed Assessment.

Conduct a brief (20–30 minutes) phone or in-person interview with each individual. Speak with each person separately so that you have three sets of independent views to compare. Questions to ask are provided in the Guidelines document. Note the questions are repeated in a section for each interviewee. Take notes in the document, or record the interviews with each person’s permission.

When you have completed all three interviews, review each individual’s experiences and sense of empowerment, engagement, and psychological safety at work. Compare and contrast the responses with the goal of arriving at clear conclusions on how the degree of employee empowerment, engagement, and psychological safety influences job performance, satisfaction, and morale. v

Compare the responses of the individual who works in healthcare and your own experiences in professional practice in healthcare to the responses of your interviewees working in other areas. Consider conclusions you can make about employee empowerment, engagement, and psychological safety in healthcare compared with other professions.

Consider quality care and safety issues in healthcare and the relationship among psychological safety, employee empowerment, and engagement as positive or negative factors.

Consider strategies nurse executives can apply to improve or enhance employee empowerment, engagement, and psychological safety within healthcare settings.

Assignment:

Based on your
three interviews
and drawing on current literature, and from the perspective of a nurse executive’s role in supporting employee job performance and satisfaction, write an analysis that addresses, in 4–5 pages, the following points:

Describe the three employees you interviewed, including their industries and job titles.

Explain your working definitions of “employee empowerment” and “employee engagement” that are the basis of the interviews. Impacts of Employee Empowerment and Psychological Safety Essay

Summarize how the interviewees characterized the culture of employee empowerment and engagement within their organizations.

Analyze how employee empowerment and employee engagement within healthcare organizations compare with other industries.

Explain your working definition of “psychological safety” that is the basis of the interviews.

Summarize how the interviewees characterized the presence, absence, and/or degree of psychological safety within their organizations.

Analyze how psychological safety within healthcare compares with other industries.

Analyze how degree of psychological safety, employee empowerment, and engagement are positive or negative factors for quality care and safety issues within healthcare.

From the position of a nurse executive, explain at least two leadership strategies you would recommend for actions to improve or sustain psychological safety, employee empowerment, and engagement within healthcare organizations. Speak generally, or specifically, to your current healthcare organization or one where you have worked in the past.

Note: You began this Assignment in Week 3 and it will be due by Day 7 of Week 4. Plan your time accordingly.

As you wrap up your analysis of the three interviews you completed, draw on the information and perspectives gained through the Learning Resources and Discussion, this week, to assess psychological safety in each workplace. As a nurse executive, you will have new avenues for making a difference for staff and patients. With those opportunities in mind, consider how to apply the insights you gain regarding psychological safety in healthcare settings.

Photo Credit: Getty Images/iStockphoto

To Prepare:

Review Learning Resources that will guide your analysis of employee empowerment, engagement, and psychological safety.

Use the Guidelines & Questions document, from the Learning Resources, to help you in completing your Assignment, including providing the signature sheet to confirm your three interviews.

Resources

Learning Objectives

Students will:

Explain concepts of employee empowerment and psychological safety*

Analyze factors associated with high-performance teams*

Analyze impact of psychological safety and employee empowerment on team decision making and performance *

Explain leadership strategies to improve psychological safety and empowerment of employees in healthcare settings*

* Objective is introduced this week and assessed in Week 4.

Learning Resources

Required Readings (click to expand/reduce)

Asiri, S. A., Rohrer, W. W., Al-Surimi, K., Da’ar, O. O., & Ahmed, A. (2016). The association of leadership styles and empowerment with nurses’ organizational commitment in an acute health care setting: A cross-sectional study. BMC Nursing, 15(38), 1–10. doi:10.1186/s12912-016-0161-7

Choi, S. L., Goh, C. F., Adam, M. B. H., & Tan, O. K. (2016). Transformational leadership, empowerment, and job satisfaction: The mediating role of employee empowerment. Human Resources for Health, 14(1), 73. doi:10.1186/s12960-016-0171-2

Laschinger, H. K. S., Wong, C. A., & Grau, A. L. (2013). Authentic leadership, empowerment and burnout: A comparison in new graduates and experienced nurses. Journal of Nursing Management, 21(3), 541–552. doi:10.1111/j.1365-2834.2012.01375.x

Lee, A., Willis, S., & Tian, A. W. (2018, March). When empowering employees works, and when it doesn’t. Harvard Business Review. Retrieved from https://hbr.org/2018/03/when-empowering-employees-works-and-when-it-doesnt

O’Donovan, R., Ward, M., De Brún, A., & McAuliffe, E. (2019). Safety culture in health care teams: A narrative review of the literature. Journal of Nursing Management, 27(5), 871–883. doi:10.1111/jonm.12740

Society for Human Resource Management (SHRM). (2017). 2017 Employee job satisfaction and engagement: The doors of opportunity are open [Executive summary]. Retrieved from https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/Documents/2017-Employee-Job-Satisfaction-and-Engagement-Executive-Summary.pdf Impacts of Employee Empowerment and Psychological Safety Essay

Document: Employee Interviews on Empowerment and Psychological Safety: Guidelines & Questions (Word document)

Required Media (click to expand/reduce)

benedictineCVDL. (2018, July 6). Creating psychological safety at work in a knowledge economy – Amy Edmondson, Harvard [Video file]. Retrieved from https://www.youtube.com/watch?v=KUo1QwVcCv0

Note: The approximate length of this media piece is 3 minutes.

Fostering a Positive Workplace

This video addresses defining qualities of a positive work environment and the decisive role of nurse executives and other leaders in developing that environment. Pay particular attention to the discussion of employee engagement and its connection to job satisfaction—and how nurse executives can troubleshoot to encourage deeper engagement. (11m)

Accessible player

Creating a Culture of Engagement

Multiple experts offer advice and dynamic models of how to create an exemplary nursing staff through strategies that enhance engagement and empower nurses in healthcare settings. You may choose to skip the first section on hiring to go directly to the more relevant information for this module. (19m) Impacts of Employee Empowerment and Psychological Safety Essay

Interviews on Employee Empowerment and Psychological Safety

Employee Interviews: Guidelines & Questions

Module 2 Assignment

Interviews on Employee Empowerment and Psychological Safety

 

Planning and Arranging the Interviews

Identify three individuals to interview: one in healthcare and two from other fields or industries (e.g., state/local government; business). Choose family members and friends you know well that will be comfortable answering honestly. Interview each person separately, and plan for 20–30 minutes per interview. Confirm that all answers will be confidential, and each person will be identified by a pseudonym in the Assignment you submit.
Note:
You must request each person’s signature to confirm the interview. Fill in the information below, print out Page 1, and obtain the signatures Interviews on Employee Empowerment and Psychological Safety.
Scan and submit Page 1 with your completed Assignment.

Interviewee #1 Healthcare

Name xxx

Job Title Nurse

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Years in Position Three

Relationship to You Close friend

Signature:

Interviewee #2 (Industry) Automobile

Name xx

Job Title 

Years in Position two

Relationship to You Aunt

Signature:

Interviewee #3 (Industy) Finance

Name xx

Job Title Teller

Years in Position Three

Relationship to You Family friend

Signature:

Conducting the Interviews

There are five sets of questions, which are repeated below for each interview. Also develop a working definition of “employee empowerment” and “psychological safety,” based on your own understanding, to anchor the interviews for you and to explain to your interviewees, as needed. Take notes on each person’s responses in the spaces on the right. If you record the interviews, be sure to get each person’s permission before you begin. You are still encouraged to take notes on the person’s responses as a safeguard in case there is a problem with the recording.

 

Questions

 

Interview #1 Healthcare

1. What does “empowerment” mean to you as an employee?

Note:
Share your definition, as needed, and compare perspectives.

Interviews on Employee Empowerment and Psychological Safety

1: Responses

2.
Is autonomy in your job important to you? Why, or why not?

Can you provide examples of how you are able to exercise autonomy in your job?

 

Can you provide examples of areas where you would like to have additional autonomy but are constrained at this time?

 

 

2: Responses

3.
Thinking about your organization (or department, unit):

Have you been asked for input/advice on organizational (or department/unit) goals or processes?

–
If yes, is it important to you to give your opinion on organization-wide (department/unit) issues? Why, or why not?

– Can you give examples of how you have provided input, and to what extent you felt your views were taken seriously, valued, and acted upon? (Probe as needed to uncover meaning in the answers.)

 

– If no, would you like to be consulted? Why, or why not?

– (For both yes/no): Can you provide examples of input that you would like to provide but feel constrained or inhibited to do so? Why do you feel constrained
?

 

3: Responses

4.
How would you describe decision- making authority in your organization:

Is it limited mainly to individuals at senior levels? Or are decisions made at multiple organizational levels? Interviews on Employee Empowerment and Psychological Safety
 

4: Responses

5.
Do you feel comfortable making suggestions about:

 

– How work is done in your organization (department/unit)?

– The direction of the organization (department/unit)? 

 

If you see a problem, are you comfortable pointing it out?

 

– 
If yes, what accounts for your comfort?

 

– 
If no, what accounts for your reluctance or holding back?

 

5: Responses

 

Questions

Interview #2 (Industry)

1. What does “empowerment” mean to you as an employee?

 Note:
Share your definition, as needed, and compare perspectives.

 

1: Responses

2.
Is autonomy in your job important to you? Why, or why not?

Can you provide examples of how you are able to exercise autonomy in your job?

 

Can you provide examples of areas where you would like to have additional autonomy but are constrained at this time?

 

2: Responses

3.
Thinking about your organization (or department, unit):

 

Have you been asked for input/advice on organizational (or department/unit) goals or processes?

Interviews on Employee Empowerment and Psychological Safety

–
If yes, is it important to you to give your opinion on organization-wide (department/unit) issues? Why, or why not?

 

– Can you give examples of how you have provided input, and to what extent you felt your views were taken seriously, valued, and acted upon? (Probe as needed to uncover meaning in the answers.)

 

– If no, would you like to be consulted? Why, or why not?

– (For both yes/no): Can you provide examples of input that you would like to provide but feel constrained or inhibited to do so?

 

Why do you feel constrained
?

 

 

3: Responses

4.
How would you describe decision- making authority in your organization?

Is it limited mainly to individuals at senior levels?

 

Or are decisions made at multiple organizational levels?

 

 

4: Responses

5.
Do you feel comfortable making suggestions about:

 

– How work is done in your organization (department/unit)?

– The direction of the organization (department/unit)?

 

If you see a problem, are you comfortable pointing it out?

 

– 
If yes, what accounts for your comfort?

– 
If no, what accounts for your reluctance or holding back?

 

 

 

 

 

5: Responses

 

Questions

 

Interview #3 (Industry)

1. What does “empowerment” mean to you as an employee?

Note:
Share your definition, as needed, and compare perspectives.

 

 

 

1: Responses

2. Is autonomy in your job important to you? Why or why not?

 

Can you provide examples of how you are able to exercise autonomy in your job?

 

Can you provide examples of areas where you would like to have additional autonomy but are constrained at this time?

 

 

2: Responses

3.
Thinking about your organization (or department, unit):

Have you been asked for input/advice on organizational (or department/unit) goals or processes?

–
If yes, is it important to you to give your opinion on organization-wide (department/unit) issues? Why, or why not?

 

– Can you give examples of how you have provided input, and to what extent you felt your views were taken seriously, valued, and acted upon? (Probe as needed to uncover meaning in the answers.)

 

– If no, would you like to be consulted? Why, or why not? Interviews on Employee Empowerment and Psychological Safety

– (For both yes/no): Can you provide examples of input that you would like to provide but feel constrained or inhibited to do so? Why do you feel constrained
?

 

3: Responses

4.
How would you describe decision- making authority in your organization?

Is it limited mainly to individuals at senior levels?

 

Or are decisions made at multiple organizational levels?

4: Responses

5.
Do you feel comfortable making suggestions about:

 

– How work is done in your organization (department/unit)?

– The direction of the organization (department/unit)?

 

If you see a problem, are you comfortable pointing it out?

 

– 
If yes, what accounts for your comfort?

– 
If no, what accounts for your reluctance or holding back?

 

 

 

5: Responses

Comparing and Analyzing the Interviews

When you have completed all three interviews, review each individual’s responses and experiences, focusing particularly on each interviewee’s sense of empowerment, engagement, and psychological safety at work. Compare and contrast the responses, with the goal of arriving at clear conclusions on how degree of employee empowerment, engagement, and psychological safety influences job performance, satisfaction, and morale.

 

Compare and contrast the responses of the individual who works in healthcare and your own experiences in professional practice in healthcare to the responses of your interviewees working in other areas. Interviews on Employee Empowerment and Psychological Safety Consider conclusions you can make about employee empowerment, engagement, and psychological safety in healthcare compared with other professions.

 

Completing the Module 2 Assignment

In a separate Word document, write 4–5 pages to produce an Interviews Summary and Analysis that includes the following:

 

·         Describe the three employees you interviewed, including their industries and job titles.

·         Explain your working definitions of “employee empowerment” and “employee engagement” that are the basis of the interviews.

·         Summarize how the interviewees characterized the culture of employee empowerment and engagement within their organizations.

·         Analyze how employee empowerment and employee engagement within healthcare organizations compare with other industries.

 

·         Explain your working definition of “psychological safety” that is the basis of the interviews.

·         Summarize how the interviewees characterized the presence, absence, and/or degree of psychological safety within their organizations.

·         Analyze how psychological safety within healthcare compares with other industries.

·         Analyze how degree of psychological safety, employee empowerment, and engagement are positive or negative factors for quality care and safety issues within healthcare. Interviews on Employee Empowerment and Psychological Safety

 

·         From the position of a nurse executive, explain at least two leadership strategies you would recommend for actions to improve or sustain psychological safety, employee empowerment, and engagement within healthcare organizations. Speak generally, or specifically, to your current healthcare organization or one where you have worked in the past.

Final Submission

   In two separate Word files:

·         Interviews Summary and Analysis

·         Interviewees Information and Confirmation Signatures (Page 1 from this document) Interviews on Employee Empowerment and Psychological Safety