Nurse of the Future

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tskantze

Health & Medicine

Nurse of the Future

Teamwork and Collaboration

Terri Skantze
Professional Nursing
January 14, 2012

Teamwork and Collaboration
Competency
“The Nurse of the Future will function
effectively within nursing and
interdisciplinary teams, fostering open
communication, mutual respect, shared
decision making, team learning, and
development (Adapted from QSEN,
2007).”

(Massachusetts Department of Higher
Education Nursing Initiative, 2010)

• Self
• Team
• Team Communication
• Effect of Team on Safety and Quality
• Impact of Systems on Team Functioning

How does this competency
fit with the other
competencies?

Integration and Identification

Congruent or Not?

Bibliography
Chitty, K.K. & Black, B.P. (2011). Professional nursing: Concepts & challenges (6th ed.).
Maryland Heights, MO: Saunders/Elsevier

Massachusetts Department of Higher Education Nursing Initiative. (2010). Nurse of
the Future Core Competencies.

New Hampshire Nursing Association. (2010, January ). New Hampshire Board of
Nursing Newsletter Online Volume 1, Number 1 . Retrieved from
http://www.nhnurses.org/Homepage-Announcements/2011-AnnualReport.pdf

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Discussion: Diversity in the Workplace Creating and managing a diverse workforce is a process, not a destination. —R. Roosevelt Thomas, Jr. What concepts come to mind when you think of diversity? What kinds of diversity exist in your workplace? How does diversity impact communication, working relationships, productivity, and patient care? In the workplace, focusing on differences can create divisiveness. Nurse managers should approach diversity as a way to highlight, communicate, and build on the commonalities of their workforce. Modeling this behavior can encourage appreciation for diversity and create a more positive workplace environment. When managing a diverse workforce, nurse managers should never make assumptions about an individual’s motivations, goals, or work ethic based upon personal traits such as age, gender, race, or culture. Nurse managers should strive to facilitate an inclusive environment for all. To prepare Review the article, “Diversity within Nursing: Effects on Nurse-Nurse Interaction, Job Satisfaction, and Turnover.” Examine Figure 1 on p. 218. Determine how these and other diversity issues might impact the interaction of nurses in the workplace. Consider situations in your current organization or one with which you are familiar in which obvious diversity exists. How do these types of diversity issues affect the daily work environment? Examine this week’s Learning Resources to identify strategies for finding commonalities among workers. How might these strategies also help to increase appreciation of diversity within the workplace? Post an explanation of how diversity-related issues impact your current organization or one with which you are familiar. If you do not believe there are any issues related to diversity, explain how this workplace instills a culture of acceptance and positivity. Conclude your posting by describing at least two commonalties everyone in this workplace shares and at least one new strategy you could implement to increase appreciation of both differences and similarities. Read a selection of your colleagues’ responses. Respond to at least two of your colleagues on two different days using one or more of the following approaches: Appraise a colleague’s strategy by providing insight into whether or not this strategy could effectively mitigate diversity issues. Support your comments by using authentic examples and references to this week’s Learning Resources. Suggest an additional strategy a colleague could use to mitigate diversity issues. Required Readings Beheri, W. H. (2009). Diversity within nursing: Effects on nurse-nurse interaction, job satisfaction, and turnover. Nursing Administration Quarterly, 33(3), 216–226. Retrieved from the Walden Library databases. Beheri’s article examines the effects of diversity in nursing. The study found that nurses who are satisfied with their jobs and have a higher level of education are more likely to tap into the potential offered by cultural dive.

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Discuss how your preceptor demonstrated proficiency with this competency during your clinical practice and what you have gained from that experience. If you have not worked with a preceptor yet, you may choose an example of an NP who you have worked with, or an NP who you have observed. If you are having difficulty identifying a personal story, please feel free to demonstrate your understanding of a second competency through an evidence-based essay that adds depth to a peer’s initial post. In this discussion you are asked to provide exemplars that are personal experiences. 2 references APA format Respond to the below write up: Among on the National Core Competencies for Nurse Practitioners I choose to elaborate on Leadership competency. As highlighted in the Nurse Practitioner Core Competencies by (NONPF), the Nurse Practitioner Provides leadership to foster collaboration with multiple stakeholders (e.g. patients, community, integrated health care teams, and policy makers) to improve health care (NONPF, 2012) Leadership qualities was displayed in working through previous DNP course NU 740, by collaborating with various disciplines while gathering data to support my SPP. As a clinical nurse leader with experience in overseeing an interdisciplinary team, collaboration is key to successfully running a team to improve healthcare outcomes. In my role as a clinical Nurse Manager, I displayed effective leadership by fostering collaboration with multiple stakeholders while working on a self-scheduling project for the team. Stakeholders included nurses, therapists, social workers, nurse practitioners and clinical schedulers. Advanced Practice Nurses (APNs) and Clinical Nurse Leaders (CNLs), are in a unique position to take a leadership role, in collaboration with other healthcare professionals, to shape healthcare reform, as they use extended and expanded skills and are trained to focus on improved patient outcomes. (Heinen et al., (2019). As an NP Student, the development of leadership qualities can be harnessed through learning and collaboration among peers to improve the overall patient experience and outcomes. Nurse practitioners are advanced practice nurses possessing expert knowledge and leadership skills that can be optimized to narrow disparities and ensure access to high‐quality health care globally. (Rosa et al., 2020) .

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Discussion 1 George Introduction Teamwork is a significant aspect of health care delivery. With the increasing complexity and specialization of clinical care, healthcare workers have to learn more complicated methods and procedures to achieve the desired patient outcomes. Teamwork is associated with reduced medical errors and improve patient safety. Additionally, teamwork reduces staff burnout since a healthcare professional team is responsible for patient welfare (Zajac et al., 2021). Various strategies are key to ensuring effective teamwork for better patient outcomes. Strategies for effective teamwork during patient care Effective communication across staff members of a clinical team increases teamwork efficacy, leading to improved patient outcomes. Working towards a common goal, effective communication expands the traditional roles of each member to make decisions as a team (Zajac et al., 2021). One particular strategy that worked for my clinical team is goal setting at the beginning of the scheduled activities so that each member has a clear purpose for their roles for the day. Several studies also agree that goal setting provides the direction for implementing procedures and coordinated care. Organizing regular meetings and using digital communication platforms such as emails and WhatsApp groups to convey information relating to patient care to team members and debate suggestion is key to improving performance and, ultimately, patient outcomes. Another effective team strategy is collaboration. By definition, health care involves multiple disciplines- nurses, doctors, and health care specialists in different fields, working together, communicating often, and sharing resources (Zajac et al., 2021). A clinical team is made up of professionals of different health specialities and responsibilities. Cumulatively, these differences contribute to the overall patient well-being and safety. The different teams contribute to patient outcomes by understanding the patient presenting illness, asking them probing questions regarding their situation, making an initial evaluation, discussing, and providing a recommendation based on their findings. Strategies for ineffective teamwork during patient care It is common for challenges to arise during teamwork. According to Hendrick et al. (2017), some of the most common challenges that impede a team’s efforts to improve patient care include a lack of commitment of team members, different individual team members’ goals, and conflict about how the team members individually relate to the patient. The input of individual members is vital to realizing the overall team’s goal. Therefore, each member must demonstrate full commitment to the course of the team. Also, if the goals of the individual members do not align with the team’s goal, then they might be less committed to achieving the team’s goal (Rawlinson et al., 2021). The healthcare team should help the patient understand that their care is multidisci ...

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Chapter 13 Collaboration The American Nurses Association (ANA) defines collaboration as “recognition of the expertise of others within and outside the profession, and referral to those other providers when appropriate. Collaboration involves some shared functions and a common focus on the same overall mission” (2010b, p. 40). This is a critical competency required to practice in any healthcare setting today or to participate in any aspect of healthcare delivery—critical for effective patient-centered, quality care. The increased emphasis on using interprofessional teams to meet the patient’s needs across the continuum of care requires collaboration. Team members and different healthcare providers must be able to work together; recognize strengths and limitations; respect individual responsibilities and expertise; and maintain open, effective communication. Nurses who have long worked on teams should be familiar with teamwork. Despite this, there continues to be a separation between physicians and nurses, who often work in silos. Nurses and physicians need to work together to ensure that the patient receives the care that is required when it is required. Collaboration involves cooperative effort among all healthcare providers offering care for a patient. This will result in more effective decision making with healthcare professionals working together to accomplish identified outcomes. This is not easy to do. There are professional issues, territory issues, conflicting goals, inadequate communication, and multiple differences; however, despite all of this, effective and efficient care requires collaboration. The system is just too complex to function well without collaboration. The nurse is often the person who must lead the effort to ensure collaboration occurs. Key Definitions Related to Collaboration Collaboration is a cooperative effort that focuses on a win-win strategy. To collaborate effectively, each individual needs to recognize the perspective of others who are involved and eventually reach a consensus of a common goal(s). The ANA notes that collaboration involves recognition of expertise and some shared functions (2010a, 2010b). The ANA’s Nursing: Scope and Standards of Practice(2010b) and the Nursing Administration Scope and Standards of Practice (2009) also identify the need for collaboration, emphasizing that all nurses are expected to collaborate. The American Organization of Nurse Executives (AONE) also includes the need for collaboration in its descriptions of leadership competencies, as described in Appendix A. Key concepts related to collaboration are partnership, interdependence, and collective ownership and responsibility. Considering these concepts helps in understanding the impact of collaboration. Collaboration is also a process. It is not stagnant but rather changes, which requires staff to make adjustments to collaborate with others as situations change. The American Association of Critical-Care Nurses’ nurse competenc.

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Leadership is defined as the process through which an individual attempts to intentionally influence another individual or a group to accomplish goal . Building and sustaining oral health services that reveal the aspirations of the communities they provide has proved a most important confront all over the world. There is increasing demands on Dental professionals to identify and measure their individual impact on the outcome of patients as cost-cutting strategies have raised the thresholds for Dental hospitals to focus on patient satisfaction. This has increased the average acuity of Dental hospital patients, along with the increase in demand for Dentist leadership and patient outcomes. Dental Hospitals across the world have begun to see appropriate leadership of Dental professionals as an intervention for improving communication; collaboration skills to reduce Dental errors that direct to undesirable patient outcomes, hence Dental leaders are conscientious for creating a vision of where the Dental Hospital should go by implementing initiatives to achieve the vision of better patient outcomes. They create passion for goal accomplishment and converse employees’ roles in contributing to the Dental Hospital strategy. Leadership practices of Dentist can positively or negatively influence outcomes for patients. Understanding the factors that contribute to leadership is fundamental to outcomes for patients. Important domains of association between Dentist leadership and patient outcomes. These are Dentist-patient relationships, Dentist-colleague relationships, Dentist-community relationships, and Dentists’ relationships to self. Relationship-centered oral health care recognizes the significance and exclusivity of each Dental staff relationship with every other, and considers these interaction to be central in sustaining high-quality care, a high-quality work environment, and better-quality organizational performance and improved patient outcomes. Dentist leadership in the Genaral Dental practice setting is significant to ensure both best possible patient outcomes and consecutive generations of motivated and passionate Dental staff, but significant barriers to clinical leadership exist in Dental Hospital structures that preclude health care managers from clinical decision making and better patient outcomes. Dental Hospitals and other healthcare organizations have flattened their structures with wide spans of control in an ongoing effort to reduce costs. When resources are limited, Dentist is required to share their attention across their patients, with their clinical decision to prioritize assessments and interventions. When understaffed units exist, Dentists are apparently required to reduce or skip over certain tasks, thereby rising the risk of harmful patient outcomes. The leadership relationship to patient outcomes in the work context has influence on Dentist behavior, which facilitates patient care and improved outcomes, hence strong re

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