NSG 7220 Week 4 Discussion SU

Sample Answer for NSG 7220 Week 4 Discussion SU Included After Question

The discussion assignment provides a forum for discussing relevant topics for this week based on the course competencies covered.

For this assignment, make sure you post your initial response to the Discussion Area by the due date assigned.

To support your work, use your course and text readings and also use the South University Online Library. As in all assignments, cite your sources in your work and provide references for the citations in APA format.

Start reviewing and responding to the postings of your classmates as early in the week as possible. Respond to at least two of your classmates’ initial postings. Participate in the discussion by asking a question, providing a statement of clarification, providing a point of view with a rationale, challenging an aspect of the discussion, or indicating a relationship between two or more lines of reasoning in the discussion. Cite sources in your responses to other classmates. Complete your participation for this assignment by the end of the week.

Organization Evidence and Application

In this assignment, we will discuss organizational evidence as it pertains to your topic. Everything we do in nursing should be supported by evidence. Whether we are looking to understand the organizational barriers that exist to change a policy or conducting a root-cause analysis to understand organizational failure, we know all too well that there are types of organizations that are more prone to success and those that are more prone to failure. Visit the South University Online Library and retrieve two peer-reviewed articles pertaining to organizational research and your topic of interest. Critique each article, highlighting the strengths and the weaknesses of each article. Interpret the statistical analysis and significance of results. Lastly, analyze the feasibility of applying this evidence to your topic of interest in your current practicum setting. Both articles should support nursing standards and patient safety within your chosen topic.

A Sample Answer For the Assignment: NSG 7220 Week 4 Discussion SU

Title: NSG 7220 Week 4 Discussion SU

I hope you are all doing well. The general idea I have for the Doctorate of Nursing (DNP) program project is to create and implement a training program to help acute care hospital staff de-escalate patients with non-physical interventions. The interventions will emphasize the use of therapeutic communication and therapeutic interventions to help staff be able to improve communication methods with patients having mental health crises, which hopefully will help prevent injury and having to use restraints that can cause physical and emotional trauma.

I believe that the organizational culture can shape how easy or difficult it may be to implement a training course to help staff learn de-escalation techniques or increase their knowledge and competency in using de-escalation techniques to help patients in crisis in different ways. Personally, I have felt discouraged when I did not believe my managers were listening to my feedback or input when it came to workplace procedures or policies. Most recently, I have given feedback on how to strengthen our curriculum by increasing the passing percentage within the program and decreasing the points allocated to the homework part of grades. I will continue to give input and feedback, but not feeling heard can be challenging to overcome.

The first article I chose to review involved researchers who were aiming to examine how hospital staff was affected by organizational transformation (Ellis et al., 2023). The researchers conducted a survey to evaluate the staff’s feelings toward the change occurring within the organization and if that change made them feel positive or negative (Ellis et al., 2023). The surveys from the study demonstrated a statistically significant relationship between a positive organizational culture and whether the workers feel supported and encouraged to participate in the change (Ellis et al., 2023). The use of surveys in my project would be a good idea to examine how hospital staff feel about their present understanding of de-escalation techniques and to evaluate the culture of the hospital staff during and after the training program. It would be essential to review and identify what went well and what needs improvements.

Ellis et al. (2023) noted that they conducted the survey on over 150 individuals who worked in the hospital in Australia, and they forecasted that the change occurring in the hospital would be influenced by the type of attitude staff has towards change. Ellis et al. (2023) also said that the study confirmed the importance of the organization communicating regularly and supporting their staff during the change to increase the adoption of change. Group cohesiveness and a positive work environment with solid teamwork help decrease the turnover and distress expressed by staff (Sangal et al., 2021). I agree because people I have worked with tend to stay at organizations that support and care for their employees. Not feeling accepted or heard can lead to negative and apathetic feelings toward a job, and employees will only put up with a negative organizational culture for so long.

Beyond having an organizational culture that believes in open communication, the organization should also have leadership and administration that embraces change. Healthcare organizations need to be innovative and adaptable. At the practice site, the leadership I have interacted with is supportive, and they are open to implementing change that increases patient safety but is still cost-conscious. Either way, they have expressed empathy and created an environment that is patient-centered and supportive to staff, according to my preceptor. Therefore, implementing the projected training program to help the staff increase their ability to de-escalate mental health crises should be supported. Ideally, the training would help decrease adverse effects that can harm patients, preventing extra care costs while improving optimal care outcomes.

Among other articles I reviewed for this discussion was an article exploring what motivates and increases a psychiatric nurse’s happiness in the workplace. Hendel et al. (2020) reported that organizations must strive to have a supportive, innovative workplace environment and encouraging culture to decrease turnover and increase the career enjoyment of nursing staff by creating a transformative workplace environment. The researchers disseminated surveys to evaluate almost a hundred (the majority being female) nurses in a psychiatric hospital in Israel to determine their motivational interests, to describe how they enjoyed their workplace environment, and also to discover how their organizational culture may alter their job satisfaction (Hendel et al., 2020).

The researchers concluded that a relationship was established that connected high work motivation to a work climate that is more supportive and values working well with others and being transformative (Hendel et al., 2020). I found this research to match what I have experienced in my workplace. Being open to change and being more adaptable to organizational changes is a more constructive experience when I have had a positive organizational culture workplace. The motivating and positive organizational culture also helps when there is proposed and actual change that is taking place. When implementing a change during the project implementation period, it will be essential to support the staff and unit so that the change is more accepting.

References

Ellis, L. A., Tran, Y., Pomare, C., Long, J. C., Churruca, K., Saba, M., & Braithwaite, J. (2023).

Hospital organizational change: The importance of teamwork culture, communication,

and change readiness. Frontiers in Public Health, 11, 1089252.

https://doi.org/10.3389/fpubh.2023.1089252

Hendel, T., Chor, R., Kigli, S. R., & Kagan, I. (2020). Personal and organizational factors related

to initiative behavior among psychiatric nurses. Perspectives in Psychiatric Care, 56(3),

574–580. https://doi.org/10.1111/ppc.12471

Sangal, R. S., Wrzesniewski, A., DiBenigno, J., Reid, E., Ulrich, A., Liebhardt, B., Bray, A.,

Yang, E., Eun, E., Venkatesh, A. K., & King, M. (2021). Work team identification with

less stress and burnout among front-line emergency department staff amid the COVID-19

pandemic. BMJ Leader, 5(1), 51-54. http://doi.org/10.1136/leader-2020-000331