Effective Communication In Nursing

Factors that Impact Quality Communication is an essential component of providing quality care. When proper communication is lost, so is quality care and safety for the patient. The frustrations that are brought about by this communication gap has led to many nursing becoming easily burnt out and frustrated. This causes them to desire to find other forms of employment which in turn leaves the department short on nursing staff. When nurses work short, the patients are the first to suffer do to the added stress and time constraints. Ineffective communication often causes orders to be missed and treatment to be delayed. In the facility in question, our core measure bundles are often not completed when communication is not handled properly.

An attainable goal would be to reach 80% with proper utilization of SBAR communications. This is up from the estimated 47% that the facility currently has. Proper utilization of SBAR will provide a work environment that is happier and less frustrating for all. This will invigorate and retain employees so that the outrageously high turnover rate is something of the past. This will only be successful when old habits are replaced with new and improved habits. In the end, this will promote the effective communication that is necessary for successful patient and employee

These barriers that they described include: lack of support, lack of resources, lack of communication and pressures to get the day to day work done. All of these barriers can be found in the given situation, in the facility in question. Grossman also advocated that leaders are essential in bringing about change. There must be recognition of the need for change, and willingness to try to change. The leaders will need to set goals, and create a culture that is primed for change. Lewin’s change theory assists us in understanding the processes needed to go through to bring about change. His theory explains that we must begin with the unfreezing period where we gather the information to call for the change. This is when leaders do what they can to get their followers to “buy in” and become a part of the change that will occur. The second phase of change is moving. This occurs after the need for change has been identified and a plan is not only put in place to make the necessary changes. The next and final phase of change is the refreezing phase when change is brought about and new practices are established (Wojciechowski, Pearsall, Murphy & French, 2016). To understand and implementation of this change theory, will assist all those involved to make the changes necessary to see the improvement that all wish to