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Case study of hospital management
7. Principles of patient clinician communication
Case study of hospital management
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A hospital is a difficult place to run because there so many aspects to manage. There are many types of doctors and nurses, and so many departments in this type of facility. The patients come in a wide variety of different ailments, needs, colors, sizes, personalities, and beliefs. Not to mention, with all of the equipment, devices, and people coming and going a hospital can seem like a small town in itself. That is why it will take a group effort, open communication, and positive reinforcement to keep it running smoothly. I will address this case study by identifying each problem, advise an adequate solution for each problem, and give a reason for each solution. The first problem starts from the top where the stakeholder groups have different interpretations of the mission statement. This makes it difficult to determine how many of our stakeholders realize or understand the differences between ethics, laws, beliefs, oaths, etc. The American Heritage dictionary expounds on ethics as being the study of general nature of morals and of specific moral choices. In like manner, the definition of laws is rules of conduct established by custom, agreement, or authority. Beliefs are also explained to be a conviction or opinion. Lastly, oaths are formal promises to fulfill a pledge often calling on God as a witness. If they do understand, how many accept the fact that we draw our value lines at diverse junctures when it comes to applying these ground rules? This problem could be cleared up by having the CEO calling a meeting of the stakeholder groups and discuss the mission statement, distinguish the definitions of policy according what benefits the hospital, not one's own interpretation of how they apply as a commencement to getting everyone on the same page. It is important that everyone is working together respectfully and the CEO has their support. Some patients refuse to take certain medical services, and some staff members refuse to provide certain services. In both cases, they feel that medical intervention can go too far into conflict with their religious beliefs or personal moral convictions. The hospital can not make patients take medical services, but we can control the employees. The patients will be advised to take the recommended medical service and if they refuse it will be their choice. No employee should be allowed to act upon his or her own beliefs.
Patients are ultimately responsible for their own health and wellbeing and should be held responsible for the consequences of their decisions and actions. All people have the right to refuse treatment even where refusal may result in harm to themselves or in their own death and providers are legally bound to respect their decision. If patients cannot decide for themselves, but have previously decided to refuse treatment while still competent, their decision is legally binding. Where a patient's views are not known, the doctor has a responsibility to make a decision, but should consult other healthcare professionals and people close to the patient.
The ethical situation in question is a culmination of intolerance, ignorance, cultural insensitivity, and failure to follow hospital protocols and procedures. The location of the facility in which the ethical dilemma took place is a small, rural hospital in the Midwest of the United States of America. A new male patient has been admitted and he is currently a practicing Muslim. The facility does not have a large Muslim population and does not have any cultural protocols in place to accommodate the Muslim religion.
Hardwiring Excellence gives a general map for creating a culture focused on service, leadership, accountability, and employee and patient satisfaction. While Studer provides firm foundations and ideas, at points the reader is left wanting more in-depth explanation. Overall, Studer’s text emphasizes strategies to capitalize on a hospital’s most positive aspects, and how to motivate employees to use these strategies.
One notable example of an ethical dilemma presented within this report is the battle of belief referring to a situation where some patients tend to reject specific medical procedures attributed to the religious, cultural, or personal beliefs. Every patient has the right to decision based on his or her beliefs thereby meaning that patients may reject specific medical procedures based on what they believe (Guido, 2014). However, this conflicts with the position of the nurses who are mandated with providing their patients with the best quality of medical services as part of promoting positive health outcomes. The best remedy for this specific ethical dilemma would involve having to hold a discussion between the nurse and the patient where the nurse would accord the patient his or her clinical
Banner healthcare system has developed a plan to help front-line managers with staff planning, scheduling, and support decision to deal with staffing problem. Another plan to improve their staffing was through benchmarking (Dennis Dahlen, 2011). Banner healthcare has employee scores of care coordinators and also intensified effort to reorganize role and responsibilities, not only to increase efficiency but to coordinate the medical care of professionals who collaborate to take care of patients at risk of complication (Galloro, 2005). This will help the organization to work with qualified and highly trained employees who will provide excellent nursing care to the community they serve. An appropriate nurse staffing will help this organization to work in a good position to ensure that patients receive quality care. Banner health planned to stabilize their “staffing and use magnet status as a true draw” (Zigmond,
The focus of my term paper is the decision making process used by today's top-level managers. Top-level managers, such as Chief Executive Officers (CEOs), Chief Operations Officers (COOs), and Chief Financial Officers (CFOs), must make critical decisions on a daily basis. Their choices and the resulting outcomes affect the company, the employees, and the stakeholders. Due to the high importance of their decisions, the process they use to reach them merits a close examination.
This critical cognitive work has to cross boundaries which are established either from historical factor or current structure system. It is necessary to set up an interprofessional working system to prevent information breakdown in a fast-pacing patient care unit. Practice-based training will help nurses and other professionals to realize the importance and working forward together to aim a deep understanding of team association. All the professionals need the skills of coordination and collaboration with clinical competencies to successfully support each others for the heavy workflow (Gilardi, Guglielmetti, & Pravettoni, 2013). History excuses is not enough for real nurses to give up their active role in patient care. Nightingale made great comments on communication in teamwork. Nurses are generally expected to be a careful observer and a clear reporter to communicate accurately within whole health care team linked to patient’s safety and positive outcomes. Many researches also indicate nurses are seeking more opportunities for decision making involvement about patient care. All these powerful forth will drive the change at personal and organizational levels (MacMillan, 2012). Research studies suggest that organizational structure of nursing work can affect nurses’ perceptions of power, emotions, and behavioral responses greatly, and then has excessive impacts for their
A hospital is a complex structure supported by an intricate web of connections. The interactions and relationships between staff members and patient are essential to the practice of healthcare and the diagnosis and treatment of disease. A hospital’s staff includes doctors, nurses, interns, residents, aides, receptionists, janitors, and more—many people are needed to run a hospital smoothly. The doctor-patient relationship remains an integral part of care—without a connection of trust and comfort, the most basic tasks such as gathering information, diagnosing, and guiding patients to recovery can become difficult which in turn adversely affects the wellbeing of the patient and the reputation of the hospital. A satisfied patient with a healthy relationship to his or her doctor will remain with that hospital and consequently improve that hospital’s reputation.
The healthcare system has seen significant change over the past decade. This is due to improved technology, healthcare reform, and the economic crisis (Hendren, 2010). With the changes that are occurring, both, the bedside nurse and nurse leader need to be aware and compliant in order to provide quality care to our patients. Nurse leaders will need to find ways to encourage staff members to take an active role in policy changes. In order to accomplish such task, nurse leader must be able to inspire their staff, and also be open to staff input (Finkelman, 2012). Nurse leader will have a greater responsibility to implement and deliver changes within the healthcare organizations (Finkelman, 2012). Therefore, nurse leaders must take an active role to be both an advocate and role model. Technology has improved the way in which we deliver patient care. It has improved patient safety by implementing safe medication administration, contributed to patient identification improvements, as well as improved surgical technologies. Healthcare reform and the economic crisis have caused the healthcare industry to make significant changes in order to become more cost effective. Nurse leader must be effective...
...ctors? Besides, if a hospital works like this , doctors should equip with medical ethics such as, doctor should equip with autonomy of the individual, professional justice ,beneficence to everyone and non maleficent. Otherwise, it loss of meaning of this jobs. It is believed that most of the healthcare staff are enthusiastic. However, there are so many annoying social activities staff should attend but that is not include in their working scope.(醫者心) Therefore, even healthcare staff full of conscientious however it scattered the attention or energy by the social activities. Thus the quality of health care gradually decrease.(irrational non humanized)
Based on the events, I can say that all this happens because there are no planning before starting the job, other than that I also do not know how to manage time according to the circumstances and needs of patients. Similarly, the less communicate with other staff makes teamwork is not effective. I think while there are to load in necessity and patient safety must come first. Making something in the real procedures is essential in maintaining safety patients mainly from the get infected nosocomial.
Nurses are faced with ethical dilemmas in their practices often. Respecting a patient’s belief or choice, whether we think it is right or wrong, is a must. Jehovah Witness (JW) patients refuse blood transfusions and their life can be in danger, but that is their right to choose and nurses must respect that. Patients decide not to have a lifesaving surgery or chemotherapy, which is their personal decisions. We, as nurses, can educate and inform, but eventually it is the patient’s right to refuse or accept treatment. This writer feels that when good morals and character are in place, the best possible ethical decisions can be made. These decisions are not necessarily right or wrong, but the best choices for the patient and their care based on the patient’s right to
In this case study the staff was interviewed in depth to identify the common tread between the eleven hospitals. All were found to work in harmony together. From the administration down to the support staff, everyone worked together to treat the patients in the suggested period of time for heart attack patients. It is crucial for the transport team to work with the treatment team to ensure that the patient has as least damage as possible to the heart muscle. When the habits of the transport team coincide with the treatment team, they all worked more efficiently as treated the patient much faster than other hospitals. By each member of the network having the same habits, it made these eleven hospitals out preform the other hospitals dramatically. In a life or death situation, a team harmonizing can mean a life saved. The importance of these staff members’ habits matching their culture around them means that lives will be saved. Many factors could disrupt this harmony and could also have an effect of the patients that are being
For instance, taking care of a patient who refuses any form of treatment poses legal dilemma on the part of the nurse. It is true because ANMC (2006) competency standards direct nurses to acknowledge and accept the rights of others. On one side, the professional desire of the nose to help the patient by initiating treatment, and, on the other hand, legal ethics dictate that the patient has rights to refuse treatment. For a nurse, taking care of patients whose religion does not allow blood transfusion is a real dilemma. The nurse has to decide between educating the patient to have treatment or just respect the refusal of treatment and relate to the patient the possible effect of such
How can health care professionals make the patient’s experience better in a hospital? There are numerous answers to this question, and in this area, there is always room for improvement. The responsibility falls onto the employees at the hospital, and the biggest way they can tackle this goal is to have efficient teamwork. This is a broad topic, so how might it be achieved? The first step in great teamwork is communication.