Personnel Management
Recruitment and Retention
The PCMH model is rooted in a positive practice environment and therefore has many powerful retention and recruitment features. Upholding the highest standard of clinical excellence is at the epicenter of Belvoir Primary Care clinic’s vision. To achieve its vision, the clinic will aim to establish a positive practice environment. Positive practice environments safeguard staff well-being, promote a culture of patient safety, improve job satisfaction, and enhance the productivity and efficiency of individuals, departments, and organizations alike. Positive practice environments have been shown to directly enhance professional practice and contribute to improved delivery of care (Twigg & McCullogh,
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First, the practice can improve operational efficiency and enhance job satisfaction by allowing staff to collaborate in troubleshooting workflow issues. Second, the clinic can build interdisciplinary collegiality and cultivate work center cohesiveness by fostering open communication between leadership and subordinates, physicians and nurses, and between peers. (Twigg & McCullogh, 2014). Third, the clinic can ensure that nurse managers and members in executive positions have strong leadership skills by providing professional development opportunities for managers and staff (Twigg & McCullough, 2014). Effective leaders promote staff retention and recruitment by facilitating change and growth, solving complex problems, building staff morale, and instilling a positive organizational culture (Twigg & McCullough, 2014). Fourth, the clinic can encourage staff autonomy by allowing staff the opportunity to participate in continuing education programs and evidence based practice activities. Through these activities staff develops the self-assurance necessary to make appropriate clinical practice decisions that improve patient outcomes and support organizational …show more content…
When an organization runs smoothly both patients and staff experience improved satisfaction. To promote a safe work environment the Belvoir Primary Care Clinic will focus first on clearly outlining staff roles so that there is less duplication of effort and less probability of errors or oversights. Second, to ensure that all staff members are fully aware and committed to the organizations mission and vision, the organization will build team cohesiveness through active leadership and staff engagement. Third, the clinic will ensure that each team has the right number of staff with the right skills to safely delivery care. Forth, the clinic will provide education and training to support expanding roles and will reevaluate staffing needs as the PCMH program becomes more established and the need for services grows. Lastly, the clinic will maintain a culture of safety by fostering a non-punitive reporting environment, reviewing adverse events and correcting process failures, conducting continuous risk assessments, and implementing patient safety
The most important aspect of this shift to analyze is the health aspect how effective and safe are outpatient...
Some critics have stated that there is not yet any quantifiable improvement in patient outcomes in comparison to the traditional model. Additionally some critics have voiced that some “practices may receive recognition without making fundamental change”.4 Another prominent flaw is the lack of funding to convert practices into PCMH. The cost to cut down patient flow, reconfiguring medical record systems, and get approval from insurers is more than many sites can handle financially. For the PCMH model to be accessible to some practices with the hopes of implementing such a program, capital funding would need to be made available from federal, state, and local entities. This limits many providers because many practices are not able to provide the necessary capital to start such a program. In addition to medical practices not having the necessary capital, providers must then work with a decreased patient load with the anticipation of possible reimbursement in the future.3 These points make it clear that the transition to a PCMH model would require hard work and commitment from the involved providers to make it
The authors in this article aimed to discover nurse manager leadership styles and their outcomes. Nurses from hospitals in the Northeastern part of the United States were asked questions. The data was collected in a locked room, alone, so no one would influence the answers of someone else. The results were put into a software program and displayed for analysis. Results showed when choosing a nurse for a managerial leadership role, one should choose someone if they have the basic components of transformational leadership, not transactional leadership. The authors show that transformational leadership had revealed positive patient outcomes, retention, and satisfaction in the nursing staff. Those nurse leaders who have qualities of transformational leadership are encouraged to build on those skills constantly.
The most appropriate leadership style for Jenny’s situation is one that is fluid and ever changing based on the situation and/or needs of the individuals being lead. In path-goal theory, the intensity of interactions and the type of interactions are adjusted based on the goals of the outcome and the needs of the followers (Kelly, 2012). Because the skill level of nurses vary, the flow of the environment is disorganized, there are high turnover rates of staff, and the needs of the patients are complex it is best to implement actions based on the varying needs of the department and its nurses. Path-goal theory utilizes four leadership styles that are dependent on the needs of the follower in an attempt to build a cohesive team that are motivated by feeling they are capable of doing the work, knowing what they contribute to the organization will help to accomplish its goals, and by believing their efforts are appreciated and meaningful (Kelly,
Essential II basic organizational and system leadership for quality care and patient safety is also an essential that all nurses deal with on a daily basis. “Leadership skills are needed that emphasize ethical and critical decision-making, initiating and maintaining effective working relationships, using mutually respectful communication and collaboration within inter-professional teams, care coordination, delegation, and developing conflict resolution strategies.”(American Association of Colleges of Nursing, 2008, p. 13) This essential begins on the first day of orientation and ends on the day a nurse retires. One cannot stress the importance of ethical decisions, critical decisions, and respectful communication enough. Whether speaking with an aggrieved family member or fellow staff member one should always look to quality
The United States offers some of the most established and advanced health care in the world. Practitioners and administers are constantly trying to improve the quality of care received by patients in the US. Data has consistently shown that the presence of a registered nurse contributes directly to positive patient outcomes (Cho et al., 2016). The debate across the country, however, concerns the precise number of staff required to provide safe, high-quality care. The issue of safe staffing is one that is of great importance to all involved in the delivery of health care across the country.
In closing, as the healthcare climate consistently changes across the United States, it is imperative that registered nurses understand the demand for superior knowledge and lifelong commitment to nursing. As nursing theory and practice expand, our role as leaders is to place a high priority on our commitment to educate and guide nurses, thus improving the lives of their patients through the support of transformational leadership. The Institute of Medicine’s recent report, The Future of Nursing – Leading Change, Advancing Health, specifically calls for nurses to advance and embrace leadership roles on all levels and fronts – from collaborative improvement to positive identification of areas facing challenges within the healthcare setting.
Murphy J, Quillinan B, Carolan M. "Role of clinical nurse leadership in improving patient care." Nurs Manage 16, no. 8 (2012): 26-28.
Patient safety is the basis of quality health care in the hospital. Works applied to patient safety and practices that have not prevented hazard have focused on negative outcomes of care, such as mortality and morbidity. Healthcare employees are important to the surveillance and coordination that will reduce such adverse effects.
Therefore, I strive every day to be that professional, that health care provider that has a positive and long lasting impact on patient’s health and wellbeing. I always strive to be that professional that my patients and colleagues trust, respect and admire. As a registered nurse, I have accomplished that. I know it because I am asked to precept new nurses and students, because my colleagues come to me frequently to ask me questions when they are in doubt, because when there is a difficult or complicated patient, my supervisor trust me with his care, because at the end of a long busy shift with seven to eight patients under my care, my patients praise me and thank me for the great and unique care I provided them.
Support of a decentralized organizational philosophy can transform organizations, staff, and patients because it affects the culture, improves staff outlook, promotes personal involvement and encourages staff to reach higher levels of quality care. In my organization, nursing leaders should strive to involve all patient care units and staff in shared governance, educate unit leadership council chairs, and build on the positive aspects by empowering, motivating and developing staff members. These actions will increase creativity, responsibility, intellectual stimulation, and well-being.
Healthcare professionals in the medical office should be friendly and open. Patients entering the medical office should be greeted immediately with a smile and having a gentle touch also let the patient know you care. “Healthcare professionals in a medical office are held to a higher standard than most professions because they are dealing with the dignity of patients and the ability to be healed” (Wolff). Educating the staff to be professional in the medical office represents the office as being excellent in patient care. Patient-centered care success is required by the whole office which is treatment and patient experience, from the time they enter the office until they leave.
It is right of a patient to be safe at health care organization. Patient comes to the hospital for the treatment not to get another disease. Patient safety is the most important issue for health care organizations. Patient safety events cost of thousands of deaths and millions of dollars an-nually. Even though the awareness of patient safety is spreading worldwide but still we have to accomplish many things to achieve safe environment for patients in the hospitals. Proper admin-istrative changes are required to keep health care organization safe. We need organizational changes, effective leadership, strong health care policies and effective health care laws to make patients safer.
There has been sufficient evidence shown over the past few years that teamwork, especially within leadership, directly affects the health care system in a positive way (Miller, Walmsley, & Williams, 2007). The Health Foundation, “made a decision to invest in a Shared Leadership for Change initiative – leadership development for teams rather than individuals – as a component of its strategic aim ‘Developing leaders to improve health and health care services’” (Miller, Walmsley, & Williams, 2007, p. 24). In most instances, when a group of people with the same set of goals come together to work towards that goal the results are usually better than individual work. The same concept is true for those with leadership roles in the nursing or any health care department. Shared leadership utilized in health care will have enhanced clinical team and
In today’s society, leadership is a common yet useful trait used in every aspect of life and how we use this trait depends on our role. What defines leadership is when someone has the capability to lead an organization or a group of people. There are many examples that display a great sense of leadership such being an educator in health, a parent to their child, or even a nurse. In the medical field, leadership is highly used among nurses, doctors, nurse managers, director of nursing, and even the vice president of patient care services. Among the many positions in the nursing field, one who is a nurse manager shows great leadership. The reason why nurse manager plays an important role in patient care is because it is known to be the most difficult position. As a nurse manager, one must deal with many patient care issues, relationships with medical staff, staff concerns, supplies, as well as maintaining work-life balance. Also, a nurse manager represents leadership by being accountable for the many responsibilities he or she holds. Furthermore, this position is a collaborative yet vital role because they provide the connection between nursing staff and higher level superiors, as well as giving direction and organization to accomplish tasks and goals. In addition, nurse managers provide nurse-patient ratios and the amount of workload nursing staff has. It is their responsibility to make sure that nursing staff is productive and well balanced between their work and personal lives.