Developing a Shared Vision

Developing a Shared Vision

Developing a Shared Vision

In the delivery of healthcare, it is critical to driving all the personal energy in meeting the personal objectives that are always in line with our departmental objectives and mission (Ginter, Duncan & Swayne, 2018). In so doing, we shall all be working towards the vision of the hospital which aims at providing a world-class patient-centered and specialized care. This vision applies to all the care providers within the hospital and for this case our department which is vital not only in building the name of the facility but also turn to be the reference point where patient care is given the value it deserves. The belief in these sentiments prompted this briefing so that as a team we can be able to determine various problems within the department that need to be addressed. In the long haul, we will have a shared vision which can be worked on appropriately to improve patient care and the wellbeing of the staff members within this department.

Information to the staff concerning the challenges the organization is facing

It is critical to appreciate everyone who part and parcel of the excellent job that is going on within this unit since the association between various disciplinary areas have made the patient outcome successful. It is also key to pint put some of the issues that we are facing so that we ought to provide possible recommendations and solutions that will see as progressing in service provision.  One of the challenges that we are facing right now is the staff shortage that cuts across various fields such as amongst physicians, nurses and allied healthcare providers. This shortage of staff can be associated with the steadily increasing workload from the ever growing population and subsequently the number of patients. At the same time, the shortfall can be attributed to the relatively lower numbers of training personnel due to the stressful and non-lucrative nature of the field of healthcare provision. The result is a lower number enrolling in the healthcare programs.

Another problem of concern to us as leaders within the healthcare system is poor job satisfaction rates which have in turn lead to the high turnover. This challenge can be associated to the fact that majority experience burnout and stress due to the high workload that continues to exist in nursing (Dyrbye et al., 2017).  Besides, the poor working environment within the healthcare system due to the stressful environment, poor patient outcome and the overall financial loss to the hospital also demoralizes the staffs are they can’t withstand being part of relatively low-quality service. For a reasonable period, the value and emphasis placed on the healthcare staffs are ever low making the teams to feel less valued until instances of critical events and shortages where their concerns are looked into.

Impact of these Issues on the Department

The staff shortage within this department has relatively reduced the patient outcomes in the recent past which is evident due to the increased occurrences of medical errors and as well as other critical events(Hall et al., 2016). You will bare as witnesses of the increased workload due to the reduced supply of service providers and the constant or rather the increasing healthcare demand. The result is burnout which the staff members of this unit are going through. If one asks any patient at random, their satisfaction with the services we offer will definitely be low, and this has a direct relationship with the shortage. The negative responses from the patient have significantly reduced the reimbursement amount for the facility and this unit in particular.

In conjunction with the staff shortage, the dissatisfaction from the staff members has led to many healthcare providers to leave their jobs. This high turnover rate is due to the unfavorable environment of operation concerning burnout and poor patient outcomes. The job dissatisfaction has also impacted the health of the majority of the staff members forcing many to battle depression and stress. The result has been either poor service output from such providers or resignation which impacts our department by increasing the staff shortage, and the cycle continues.

The high nurse turnover has proved to be disruptive to this department. This disruption is created by the need to recruit and indoctrinate a new staff member to fit the positions left. In addition to the disruption, the process is costly hence leading to financial loss from the allocated finances for this department. All these issues prompted this briefing so that we can come up with a common vision that can see this department come out of the ditch that we are deeply placed.

Impact of Communication, Collaboration, and Teamwork on the Conditions in the Department

The above challenges are not only administrative but can be achieved via proper contribution by all the concerned parties right from the staff members. Through communication from the patients, to the staffs and the leadership of the department, genuine concerns pertaining the workload and areas that need reinforcement can be determined and catered for. It is through communication also that the existing staff can come up with various ways to make the workplace better and reduce the turnover rate which leads to staff shortage.

Teamwork and communication among the staff members and the leadership team are critical in the development of strategies such as remunerations and recognition to make the staff duties valuable and reduce their turnover (Foronda, MacWilliams & McArthur, 2016). It is through the collaboration that insufficient equipment can be identified and purchased leading to a favorable work environment hence high satisfaction among the staff members. In the long run, the staff retention will be achieved. It is clear that there have been insufficient funding to the healthcare system which does not match the demands. In countering this, collaboration with other sectors and organizations that are of interest in the health of individuals can provide additional funds that can lead to increased remunerations to improve job satisfaction as well as employing additional staff. The result will be a conducive environment for operation hence increased staff retention.

Techniques to Foster Inclusion and Improve Communication and Collaboration

It is critical for all the staff members to be part of all the decisions and the strategies that are meant to guide operations within this department. The very fast persons that feel any change or areas that need to be worked on are the patients and the staffs. For inclusion purposes, it is therefore crucial that the crews are given an opportunity to be part of the decision-making team. Through our meetings, the views on various issues will be taken and given priority while coming up with the decision.

To foster this communication and collaboration among all the staff members, we need to embrace the new technology that is vital in improving connectivity and facilitating the flow of information within the department as well as putting in place other forms of communication (Deland, Gordon & Kelly, 2018). By having a communication structure serving all the points of care delivery within the department is critical to allow passage of information.

Conclusion

Achieving the objectives of any department or unit of service provision is not for the leadership team but the service providers in its various sectors. By putting that in consideration, a shared vision can be developed to overcome the challenges that any unit faces. With our department experiencing and staff shortage and job dissatisfaction from the members, it is vital that we improve on teamwork, collaboration, and communication to avert the situation. This change of events can be achieved only through a structured system of communication as well as being inclusive in decision making.

 

 

References:

Deland, E., Gordon, J. E., & Kelly, R. E. (2018). Let’s talk about improving communication in

healthcare. Columbia Medical Review1(1).

Dyrbye, L. N., Shanafelt, T. D., Sinsky, C. A., Cipriano, P. F., Bhatt, J., Ommaya, A., … &

Meyers, D. (2017). Burnout among health care professionals: A call to explore and

address this underrecognized threat to safe, high-quality care. NAM (National Academy of

            Medicine) Perspective.

Foronda, C., MacWilliams, B., & McArthur, E. (2016). Interprofessional communication in

healthcare: An integrative review. Nurse education in practice19, 36-40.

Ginter, P. M., Duncan, J., & Swayne, L. E. (2018). The Strategic Management of Healthcare

            Organizations. John Wiley & Sons.

Hall, L. H., Johnson, J., Watt, I., Tsipa, A., & O’Connor, D. B. (2016). Healthcare staff

wellbeing, burnout, and patient safety: a systematic review. PLoS One11(7), e0159015.

(Visited 6 times, 1 visits today)