Wait a second!
More handpicked essays just for you.
More handpicked essays just for you.
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Recommended: Professional relationship friendship
Summary and Critique of the Article The purpose of this study was to see how the Studer Group’s Evidence Based Leadership worked in a real situation, as well as finding out what the positives and negatives of this approach are in the healthcare system. This study was done on a large hospital that planned to implement a three year system change to improve care, effectiveness, and profitability. After interviewing 30 managers and leaders within in this hospital they found four themes that helped or hindered the success of EBL, they are Leadership, Organizational Processes, People & Culture, and EBL Tools (2013, Schuller et al.). They then looked at how these four factors play out at three different times in the transition, those times were initiation, implementation management, and maintenance (2013, Schuller et al.).
Research Questions They asked the interviewees six open ended questions so that they were able to respond in any way they felt applicable. They were asked these questions towards the end of the EBL implication. I think the researchers did a good job of picking questions to ask the interviewees so that it was structured, but not too much as to limit the variety of the responses. The questions were not skewed to a more positive or negative outcome. This is a good
…show more content…
The hospital was one of the top 10 in cardiology as well as many other specialties. Using an interview to collect data is more suited to this situation when compared to a survey or questionnaire. It allows the interviewees to go into detail about their experiences and to explain why they may or may not have liked a certain part of the process. One thing that would have made the study more encompassing would to interview employees in a non-managerial position. This would allow the researchers to see how followers feel about this style of leadership and its
Emory University Hospital is a teaching facility that embodies an “organizational culture that encourages critical thinking and acknowledges the inevitability of change” (Rubenfeld & Scheffer, 2015). By embracing a culture of change, Emory strives to fulfill its mission of “serving humanity by improving health.” This mission is being fostered, on my unit in particular, by the implementation of the evidence-based practice of an Accountable Care Unit (ACU). This transformational care model empowers nurses as leaders by giving them a voice and platform to advocate on their patient’s behalf. On my unit, these nurse leaders implement an ACU by offering and collecting information through their interaction with an interdisciplinary team, the patient,
Systematic research on leadership began in the early 1930s (House & Aditya, 1997). Researchers were interested in identifying leadership traits that might differentiate leaders from non-leaders. Despite of devoting so much effort to this area, only a few leader traits were found to be positively related to leadership effectiveness such as intelligence and Self-confidence.(Mann, 1959).After this leadership researchers turned their attention to leaders’ behavior. Two types of leadership behavior were identified in different studies (1) Initiating structure that includes task related behaviors such as organizing work, defining role responsibilities, and setting up work activities. (2) Consideration includes relationship oriented behaviors such as building trust, respect, and liking between leaders and followers. The University of Michigan group also identified two types of leadership behaviours. (1)Production orientation means that how much leader is concerned with achieving organizational goals and tasks and (2) employee orientation means that how much followers’ needs are important to leader (House & Aditya, 1997). (Song Heyi and Mao Na Guo Dan, 2007) inspect the relationship between the traits and the performance of the leader in different organizational cultures and found that in today’s dynamic world the negative traits are directly related to the performance, leaders play significant role in every organization. As the competition between the service oriented organizations is very high and continuous change is needed here and growth of these organizations where the only possibility to survive successfully is due to the effective and productive leadership. Leadership is process of social interaction where leaders try...
The concept of evidence based practice is an ongoing guide to the bettering of practice that also contains the dreaded word change. Even though change is not always looked at as a positive thing, it is a way in which professionals continue to grow. The reality is that EBP is a life long learning process in which managers, innovators, and leaders ensure their staff are continually aiming towards professional
Quint Studer’s Hardwiring Excellence: Purpose, Worthwhile Work, and Making a Difference is a Business Week National Bestseller and is highly regarded by healthcare professionals across the country. The following document describes Studer’s key points, including the Five Pillars and Nine Principles that motivate and direct transformation in an organization. It also provides a critique of Studer’s text and analyzes appropriate applications for summer residency positions.
Quality of care and patient outcomes rely heavily on practice based on evidence found in systematic reviews of randomized-control trials. While administration often-times implements core measures that involve EBP in their regulations, it is ultimately the nurse’s responsibility to include EBP into their care of patients. Nurses have an obligation to include EBP into their care because “it leads to the highest quality of care and the best patient outcomes” (Melnyk & Overholt, 2015). The nurse leaders really have a responsibility here because it is their responsibility to stress the importance of EBP as well as reviewing research to determine the best possible findings to implement into their unit’s care. Careful monitoring must be performed to assure compliance because “despite the multitude of positive outcomes associated with EBP and the strong desire of clinicians to be the recipient of evidence-based care, an alarming number of healthcare providers do not consistently implement EBP” (Melnyk & Overholt, 2015). Often times, I find seasoned nurses act putout with anything that changes their methods of care. The important thing to remember is that seasoned nurses, while often-times set in their ways, are great nurses and presenting EBP findings and their success during implementation will keep them involved with EBP because they ultimately want to do what’s best
The research is not without its limitations. One of the challenges that would be faced would be establishing the accuracy and bias in the various answers given by respondents. Some of the information may be dishonest, biased and unclear. This would render the report unreliable.
The Ottawa Model of Research Use (OMRU) offers a “comprehensive, interdisciplinary framework of elements that affect the process of health-care knowledge transfer, and is derived from theories of change, from the literature, and from a process of reflection” (Graham & Logan, 2004, p. 93). It promotes research use, and could be used by policymakers and researchers (Logan & Graham, 1998). The OMRU is an example of a planned change theory, which helps “administrators control factors that will influence the likelihood of changes occurring at the organizational level and how these changes occur” (Graham & Logan, 2004, p. 2).
Ubbink, DT, et al. Implementation of evidence-based practice: outside the box, throughout the hospital. Netherlands Journal of Medicine [serial online]. 2011;69(2):87-89
Cozen, F., & Mowbray, D. (2001). Leadership and the quality of care. BMJ Quality & Safety, 10(2). doi:10.1136/qhc.0100003
Leadership is often described as the behavior of an individual when directing the activities of a group of people with a shared goal (Al-Sawai, 2013). It can be difficult to examine leadership in the context of health care, because research and theories of leadership were created in a business environment. These leadership styles are then applied in a health care framework, which has its own unique complexities (Al-Sawai, 2013).
Planning and leading the change: Vision leads to change. Unless there is adequate planning with clear delegation of task, change fails. According to Kotter’s 8-step change model, the leader needs to be aware and define the urgency of the change project and disseminate the urgency to recruit a team that is convenience of the need for the change. The vision of the change project needs to be clear to be understood making effective communication imperative. In any leadership there is always some kind of obstacle that is faced, there will be someone that will try to resist the change; it is the duty of the leader to find ways to check for barriers and remove the obstacle by empowering the team. It is always beneficial to have a short-term vision where the company can see the progress of the change as team build on to the long-term vision. And finally, it is imperative that the change in noticed by others in the day-to-day activity. A leader that plans in leading change will be successful if these steps are followed especially in a hospital setting where there is diverse group of people working towards a common
In summary, transformational leaders through their behaviors of compassion and selflessness encourage followers to emulate them. Through persuasive communication and confidence building, leaders advocate the adoption of new values and endorse the goals of organizational to their followers. Accepting of change, they focus upon coaching, communication, and mentoring to promote organizational success. Leaders challenge the process by encouraging others to challenge themselves to a higher performance. They create an open environment in which followers can create and innovate to meet the increasing challenges of tomorrow. Transformation leadership provides a model for impacting employee empowerment, developing an innovative culture and fostering organizational success in the ever-changing healthcare arena
Why now? Why are we focusing on transformational leadership? Healthcare costs are continuing to rise. Some of the critical problems and active debates prevalent in many hospital organizations include the rapidly intensifying healthcare costs, funding and reimbursement cutbacks, and concern regarding the overall quality and safety of health care. “Healthcare systems have come under pressure to improve performance and manage productivity” (Botting, 2011). To be successful in the 21st century, there is a demand on healthcare systems to have a vision and executive and clinical leadership to inspire the change process and make the difference between success and failure in change.
With the introduction of a hands-on implementation of EBP, the nurses honed in on several different skills. Critical thinking was sharpened, change was implemented without rebuttal, nurses could speak up and be heard, and their self-confidence was bolstered in their area of expertise. Steps (by nursing) to develop & implement EBP: An inpatient oncology unit was chosen for the environment in which this case study was completed. A group of four staff nurses, a unit nurse manager, clinical nurse specialist, nurse researcher, and an infection control nurse were selected to put the project into action....
Walshe,K. & Rundall,T. 2001, Evidence based management:From theory to practice in health care ,Milbank Quarterly, Vol.79, PP.429-457