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Assignment: Interview and Interdisciplinary Issue Identification
Assignment Interview and Interdisciplinary Issue Identification
The success of health organizations in the modern world is dependent on a wide range of factors. One of them is effective management of human resources. Effective management of human resources ensures that the existing limited resources are used to promote optimum realization of the desired organizational goals. Despite the existence of this fact, most organizations in the modern world are experiencing human resource-related challenges due to high rates of staff turnover. Therefore, this research paper analyzes and interview that was conducted which showed that the organization experienced the issue of high rate of turnover among nurses. It examines the issue, proposes interdisciplinary approach that can be used, collaborative interventions, and change and leadership strategies that can be used.
The interview for this research was conducted on the nurse manager for institution X. The institution is a hospital that specializes on the provision of a wide range of inpatient as well as outpatient services. The hospital is divided into departments that include medical, surgical, nursing, laboratory, and radio imaging among others. The patient demographic served by the institution is varied. As a result, it has healthcare providers from different backgrounds that can address the healthcare needs of the diverse patient population. According to the nurse manager, the institution has about 500 nurses who work in different departments. They include nurse specialists, registered nurses and licensed practice nurses.
Effective management of human resources is one of the challenges facing healthcare organizations in the US. The health care organizations are increasingly focused on identifying the manner in which their existing human resources can be utilized efficiently for optimum outcomes. The management models used should align with the overall mission and vision of these organizations in their competitive environments. Therefore, my interview sought to find out the human resource challenges experienced in the institution and the manner in which the organization has responded to it.
Several interventions were used to obtain sufficient data from the nurse manager. One of them was adequate planning as well as preparation before the interview. I prepared all range of questions that I needed to ask the nurse manager. The other intervention that I used was establishing rapport with the nurse manager. This included ensuring that my tone was friendly to minimize barriers to communication, guiding the whole process of interview, introducing myself, and informing her about the intent of the interview. I also focused on the use of open-ended questions to obtain detailed information from the manager. Other interventions included active listening, maintaining eye contact, and rephrasing questions in situations where the responses were not satisfying (Sebyan & Yeschke, 2014). Cumulatively, the use of these interventions enabled me to obtain detailed data that I needed related to the issue of the interview.
Issue from the Interview
One of the issues that became evident during the interview was high rate of turnover among the nurses. According to the nurse manager, most health care organizations in the region are struggling to maintain their workforce. However, it has proved a difficult task as evidenced by the high operational costs incurred from recruiting, training, and retaining new staffs. The issue of high rate of turnover among nurses is not an issue facing organization X alone. Evidence has shown that most institutions of healthcare in the US are experiencing the challenge too. According to Cox, Willis and Coustasse (2014), the US is expected to experience an increase of shortage of nurses from 2737400 in 2010 to 3449300 in this year. This rise will represent an increase in shortage by a rate of 26% (Cox et al., 2014).
The causes of high rate of staff turnover are varied. They include the inability of health organizations to keep qualified nurses, job dissatisfaction, insufficient staffing, and increase in the age of the registered nurses, and the changes in the demographic characteristics of the patients (Mazurenko, Gupte & Shan, 2015). The effects of turnover among nurses are documented in research studies. It increases the replacement and recruitment costs incurred in health organizations. There is also a decline in the quality of care given to patients, which leads to other outcomes such as increased hospital stay, patient dissatisfaction with care, and mortality risk (Antwi & Bowblis, 2018).
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The issue of high rate of turnover among the nurses can be addressed using interdisciplinary interventions. Different stakeholders in healthcare can be involved in the examination of the causes of the problem and ways in which it can be addressed. For instance, the
management of the hospital can conduct surveys among the nurses to determine the causes, effects, and solutions to the issue of high turnover rate among the latter. The issue facing institution X can be addressed using organizational approaches that focus on promoting autonomy, recognition and communication among the nurses, healthcare providers, the management, and other healthcare stakeholders. The nurses should be encouraged to seek educational experiences that promote their personal and professional development within and outside the organization. They should also be rewarded for their work. Effective communication channels should be developed to promote openness, transparency, and trust in communication (Niles, 2019). These interventions are likely to reduce the rate of staff turnover among the nurses by increasing their job satisfaction, innovation, and interest in exploring ways of promoting organizational success.
Change Theories and Leadership Strategies
The two theories of change that can be utilized to address the issue of turnover among nurses in Institution X are Rogers and Lewin’s theories of change. The Lewin’s theory of change hypothesizes that change in an organization occurs in a series of three steps that include unfreezing, moving, and refreezing stages. The changes occur due to the influence of driving forces that push the organizational stakeholders to adopt the change. Lewin asserted that people are aware about the existence of the problem in the unfreezing stage. They are aware of the ways in which the factors contributing to their problems can be addressed. However, they lack the force to make them initiate the needed changes.
The second step entails embracing the interventions for the change agent to be effective. They struggle with the new realities as they strive to achieve a balance between demands of the change and their old behaviors. The last stage, refreezing occurs when the benefits of the change have been realized. The old ways of doing things that contributed to the high rate of staff turnover are abolished to sustain the new behaviors. Roger’s theory of change shares close relationships with that by Lewin (Yoder-Wise, 2019). However, change occurs in steps that include awareness, interest, evaluation, implementation and the adoption of the change (Homer, 2017).
Transformational leadership style is needed for the issue to be solved at Institution X. The nurse managers should explore the ways in which the workplace behaviors can be transformed positively to reduce rates of staff turnover. The employees need to be given the responsibility to try new ways of providing care with the aims of improving safety, quality, and efficiency of care. There should be open communication between and among the employees. This will build trust, openness, and teamwork among the nurses. Nurses should also be recognized for their contributions in patient care. This entails the use of rewards such as salary increments and verbal recognitions to motivate them (Stanley, 2017). Therefore, such leadership interventions will reduce the rate of turnover among the nurses.
Active collaboration is needed for the issue to be solved in the organization. The healthcare providers including the nurses should be involved in the assessment, planning, implementation, monitoring, and evaluation of the interventions adopted to address it. Their active involvement will promote their empowerment as well as sustainability of the adopted interventions. The management can also identify individuals from the organization to represent the other employees in addressing the issue. The selected individuals will lead the whole process of addressing the issue since they represent the views of the majority in the organization. There is also the need for the alignment of the mission and vision of the organization in solving the issue and the strategies used. The strategies should underpin the realization of the long-term goals and objectives of the organization (Stanley, 2017). Through these interventions, the collaborative efforts will be successful in addressing the identified issue in the organization.
In summary, the interview showed that the institution experiences the issue of high rate of turnover among nurses in the institution. The issue can be addressed by adopting interdisciplinary interventions that promote staff growth and development. It is critical to explore the effectiveness of change management theories and leadership strategies in addressing the issue. Most importantly, collaborative interventions should be explored to ensure sustainability of the embraced interventions.
For this assessment, you will create a 2-4 page report on an interview you have conducted with a health care professional. You will identify an issue from the interview that could be improved with an interdisciplinary approach, and review best practices and evidence to address the issue.
For this assessment #2, you will report on the information that you collected in your interview, analyzing the interview data and identifying a past or current issue that would benefit from an interdisciplinary approach. This could be an issue that has not been addressed by an interdisciplinary approach or one that could benefit from improvements related to the interdisciplinary approach currently being used. Additionally, you will start laying the foundation for your Interdisciplinary Plan Proposal (Assessment 3) by researching potential change theories, leadership strategies, and collaboration approaches that could be relevant to issue you have identified.
When submitting your plan, use the Interview and Issue Identification Template [DOCX], which will help you to stay organized and concise. As you complete the template, make sure you use APA format for in-text citations for the evidence and best practices that are informing your plan, as well as for the reference list at the end.
Additionally, be sure to address the following, which corresponds to the grading criteria in the scoring guide. Please study the scoring guide carefully so you understand what is needed for a distinguished score.
Summarize an interview focused on past or current issues at a health care organization.
Identify an issue from an interview for which an evidence-based interdisciplinary approach would be appropriate.
Describe potential change theories and a leadership strategies that could inform an interdisciplinary solution to an organizational issue.
Describe collaboration approaches from the literature that could facilitate establishing or improving an interdisciplinary team to address an organizational issue.
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Health care is a diverse and dynamic field that requires the collaboration of various professionals to deliver high-quality care to patients. Interprofessional collaboration refers to the cooperation and coordination of different professionals, such as doctors, nurses, social workers, and others, in order to give a patient the greatest treatment possible (Moncatar et al., 2021). The importance of Interprofessional collaboration has been widely recognized in the health care industry, and its impact on patient outcomes and satisfaction has been extensively researched.
The purpose of this report is to present the findings of an interview with a health care professional regarding the importance of Interprofessional collaboration in improving patient outcomes. The interviewee, who has over 10 years of experience in the health care industry, provided insight into the challenges faced in patient care and the role of Interprofessional collaboration in addressing these challenges.
Issues in Patient Care:
The interviewee noted that one of the biggest challenges in patient care is the fragmented approach to treatment. Each department in a health care facility may have different goals and approaches to treatment, leading to conflicting recommendations for the patient. This can result in a suboptimal outcome for the patient, as all aspects of the patient’s health and wellbeing are not taken into account.
For example, consider a patient with a chronic condition, such as heart disease, and requires care from multiple departments, such as cardiology, neurology, and rehabilitation. In this scenario, each department may have its own approach to treatment based on their area of expertise and their individual goals. This can result in conflicting recommendations for the patient and create a fragmented approach to the patient’s care. For instance, the cardiology department may focus primarily on managing the patient’s heart disease by prescribing medications, conducting regular check-ups, and performing tests to monitor the patient’s heart health (Sanz et al., 2020). Meanwhile, the neurology department may focus on addressing any neurological symptoms related to the patient’s condition, such as memory problems or headaches, and may prescribe different medications or therapies to manage these symptoms. The rehabilitation department, on the other hand, may focus on helping the patient regain strength and mobility through physical therapy and other exercises. While each department is working towards the overall goal of improving the patient’s health, the lack of coordination and collaboration among the departments can lead to conflicting recommendations for the patient. For example, the medications prescribed by the cardiology department may interact negatively with the medications prescribed by the neurology department, leading to adverse side effects for the patient.
Furthermore, the lack of communication and coordination among departments can result in a duplication of efforts, which can be both time-consuming and costly. When different departments are not communicating with each other, they may be performing the same tests or procedures, or prescribing the same medications, without realizing it (Li et al., 2019). This not only wastes valuable time and resources, but can also increase the risk of adverse events or side effects for the patient. In addition, the lack of communication and coordination among departments can lead to confusion and frustration for the patient, who may receive conflicting information from different departments. For example, the patient may receive conflicting advice on their diet or exercise routine from different departments, or may receive conflicting information about the results of their tests or procedures. This can cause confusion and uncertainty for the patient, who may not know which advice or information to follow. This type of fragmented approach to care can also have a negative impact on the patient’s experience and satisfaction. Patients expect to receive comprehensive and coordinated care, and when they receive conflicting information or advice from different departments, they may feel that their care is disjointed and that their healthcare providers are not working together as a team. This can result in decreased trust in the healthcare system, and may lead to dissatisfaction with the care received.
Interprofessional Collaboration as a Solution:
The interviewee highlighted the importance of Interprofessional collaboration in addressing the challenges faced in patient care. By bringing together professionals from different fields, such as doctors, nurses, social workers, and others, a more comprehensive approach to treatment can be developed. This ensures that all aspects of the patient’s health and wellbeing are taken into account, leading to improved patient outcomes.
Interprofessional collaboration can also help to improve communication and coordination among departments, reducing the likelihood of conflicting recommendations and duplicated efforts (Alderwick et al., 2021). It can also result in a more efficient delivery of health care services, as all professionals are working together towards a common goal.
Best Practices and Evidence:
Research has shown that Interprofessional collaboration results in improved patient outcomes, improved patient’s satisfaction, and increased efficiency in health care delivery. Some best practices for Interprofessional collaboration include regular Interprofessional meetings, the use of technology, such as electronic health records, to improve communication and coordination, and the development of a unified treatment plan.
Regular Interprofessional meetings can provide an opportunity for professionals from different departments to discuss the progress of a patient, share information, and develop a unified treatment plan. This can help to ensure that all aspects of the patient’s health and wellbeing are taken into account, leading to improved patient outcomes.
The use of technology, such as electronic health records, can also play a crucial role in improving communication and coordination among departments. Electronic health records provide a centralized database of patient information that can be accessed by all departments, reducing the likelihood of conflicting recommendations and duplicated efforts.
The development of a unified treatment plan is another important aspect of Interprofessional collaboration (Bowman et al., 2021). This involves all departments working together to develop a comprehensive treatment plan for a patient, taking into account all aspects of the patient’s health and wellbeing. A unified treatment plan can help to ensure that all professionals involved in the patient’s care are working towards a common goal, reducing the likelihood of conflicting recommendations and improving patient outcomes.
In conclusion, Interprofessional collaboration is an important aspect of health care that can lead to improved patient outcomes, increased patient satisfaction, and increased efficiency in health care delivery. By bringing together professionals from different fields, a more comprehensive approach to treatment can be developed, taking into account all aspects of the patient’s health and wellbeing. The use of technology, such as electronic health records, and regular Interprofessional meetings can also be quite significant in improving communication and coordination among departments.
It is important for health care facilities to understand the importance of Interprofessional collaboration and to implement best practices and evidence-based approaches in order to deliver the best possible care to patients. The findings of this imaginary interview provide insight into the challenges faced in patient care and the role of Interprofessional collaboration in addressing these challenges, highlighting the importance of Interprofessional collaboration in improving patient outcomes.
Alderwick, H., Hutchings, A., Briggs, A., & Mays, N. (2021). The impacts of collaboration between local health care and non-health care organizations and factors shaping how they work: A systematic review of reviews. BMC Public Health, 21, 1–16.
Bowman, K. S., Suarez, V. D., & Weiss, M. J. (2021). Standards for interprofessional collaboration in the treatment of individuals with autism. Behavior Analysis in Practice, 14(4), 1191–1208.
Li, P., Nelson, S. D., Malin, B. A., & Chen, Y. (2019). DMMS: A decentralized blockchain ledger for the management of medication histories. Blockchain in Healthcare Today, 2.
Moncatar, T. R. T., Nakamura, K., Siongco, K. L. L., Seino, K., Carlson, R., Canila, C. C., Javier, R. S., & Lorenzo, F. M. E. (2021). Interprofessional collaboration and barriers among health and social workers caring for older adults: A Philippine case study. Human Resources for Health, 19, 1–14.
Sanz, M., Marco del Castillo, A., Jepsen, S., Gonzalez‐Juanatey, J. R., D’Aiuto, F., Bouchard, P., Chapple, I., Dietrich, T., Gotsman, I., & Graziani, F. (2020). Periodontitis and cardiovascular diseases: Consensus report. Journal of Clinical Periodontology, 47(3), 268–288.