Category: Nursing

HLT-308V Organizational Risk Management Interview

The risk of acquiring hospital-related infections is real. Approximately, one out of twenty patients in hospitals are likely to contact hospital-related infection (Saint, Krein, & Stock, 2014). This paper includes an interview with a hospital infection control chief in which he discusses the several challenges and measure taken by the XYZ hospital to control diseases resulting from the hospital environment. It also contains a reflective section of the effectiveness the steps adopted by this organization are in managing these diseases. HLT-308V Organizational Risk Management Interview

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Contracting a hospital-related infection goes against the fundamental concept of hospitals and health care facilities. Hospital’s primary goal is…

 

Course Code

Class Code

Assignment Title

Total Points

HLT-308V

HLT-308V-O500

Organizational Risk Management Interview

150.0

Criteria

Percentage

1: Unsatisfactory (0.00%)

2: Less Than Satisfactory (65.00%)

3: Satisfactory (75.00%)

4: Good (85.00%)

5: Excellent (100.00%)

% Scaling

100.0%

Risk Management Strategies Used in the Risk Control Program

10.0%

Risk management strategies used in the risk control program are not included.

Risk management strategies used in the risk control program are partially incorporated, but the information provided is incomplete, inaccurate, or otherwise deficient.

Risk management strategies used in the risk control program are present, but minimal detail or support is provided for one or more components.

Risk management strategies used in the risk control program are described in full. The submission encompasses essential details and provides appropriate support.

Risk management strategies used in the risk control program are comprehensive. The submission incorporates analysis of supporting evidence insightfully and provides specific examples with relevance. Level of detail is appropriate.

How the Risk Management Program Addresses Key Professional, Legal, and Ethical Issues

10.0%

A description of how the risk management program addresses key professional, legal, and ethical issues is not included.

A description of how the risk management program addresses key professional, legal, and ethical issues is partially incorporated, but the information provided is incomplete, inaccurate, or otherwise deficient.

A description of how the risk management program addresses key professional, legal, and ethical issues is present, but minimal detail or support is provided for one or more components.

A description of how the risk management program addresses key professional, legal, and ethical issues is complete. The submission encompasses essential details and provides appropriate support.

A description of how the risk management program addresses key professional, legal, and ethical issues is comprehensive, supported by detailed, relevant examples. Level of detail is appropriate.

Facility Policies for Managing Emergency Triage in High-Risk Areas of Health Care Service Delivery

10.0%

An explanation of the facility policies for managing emergency triage in high-risk areas of health care service delivery is not included.

An explanation of the facility policies for managing emergency triage in high-risk areas of health care service delivery is partially incorporated, but the information provided is incomplete, inaccurate, or otherwise deficient.

An explanation of the facility policies for managing emergency triage in high-risk areas of health care service delivery is present, but minimal detail or support is provided for one or more components.

An explanation of the facility policies for managing emergency triage in high-risk areas of health care service delivery is described in full. The submission encompasses essential details and provides appropriate support.

An explanation of the facility policies for managing emergency triage in high-risk areas of health care service delivery is present and comprehensive. The submission incorporates analysis of supporting evidence insightfully and provides specific examples with relevance. Level of detail is appropriate.

Challenges the Organization Faces in Managing and Controlling High-Risk Health Care

10.0%

A description of the challenges the organization faces in managing and controlling high-risk health care is not included.

A description of the challenges the organization faces in managing and controlling high-risk health care is partially incorporated, but the information provided is incomplete, inaccurate, or otherwise deficient.

A description of the challenges the organization faces in managing and controlling high-risk healthcare is present, but minimal detail or support is provided for one or more components.

A description of the challenges the organization faces in managing and controlling high-risk health care is complete. The submission encompasses essential details and provides appropriate support.

A comprehensive description of the challenges the organization faces in managing and controlling high-risk health care is provided. The submission incorporates analysis of supporting evidence insightfully and provides specific examples with relevance. Level of detail is appropriate.

Strategies the Facility Utilizes to Monitor and Maintain Its Risk Management Program

10.0%

A description of the strategies the facility utilizes to monitor and maintain its risk management program is not included.

A description of the strategies the facility utilizes to monitor and maintain its risk management program is partially incorporated, but the information provided is incomplete, inaccurate, or otherwise deficient.

A description of the strategies the facility utilizes to monitor and maintain its risk management program is present, but minimal detail or support is provided for one or more components.

A description of the strategies the facility utilizes to monitor and maintain its risk management program is complete. The submission encompasses essential details and provides appropriate support.

A description of the strategies the facility utilizes to monitor and maintain its risk management program is comprehensive. The submission incorporates analysis of supporting evidence insightfully and provides specific examples with relevance. Level of detail is appropriate.

Assessment of the Risk Management Program Inclusive of Health and Legal Concerns

15.0%

An assessment of the risk management program inclusive of high-risk health care and legal concerns is not included.

An assessment of the risk management program inclusive of high-risk health care and legal concerns is partially incorporated, but the information provided is incomplete, inaccurate, or otherwise deficient.

An assessment of the risk management program inclusive of high-risk health care and legal concerns is present, but minimal detail or support is provided for one or more components.

An assessment of the risk management program inclusive of high-risk health care and legal concerns is described in full. The submission encompasses essential details and provides appropriate support.

An assessment of the risk management program inclusive of high-risk health care and legal concerns is comprehensive. The submission incorporates analysis of supporting evidence insightfully and provides specific examples with relevance. Level of detail is appropriate.

Proposed Action Steps to Improve the Risk Management Program Inclusive of Rationale

10.0%

An inventory of the proposed action steps to improve the risk management program inclusive of rationale is not included.

An inventory of the proposed action steps to improve the risk management program inclusive of rationale is partially incorporated, but the information provided is incomplete, inaccurate, or otherwise deficient.

An inventory of the proposed action steps to improve the risk management program inclusive of rationale is present, but minimal detail or support is provided for one or more components.

An inventory of the proposed action steps to improve the risk management program inclusive of rationale is described in full. The submission encompasses essential details and provides appropriate support.

An inventory of the proposed action steps to improve the risk management program inclusive of rationale is comprehensive. The submission incorporates analysis of supporting evidence insightfully and provides specific examples with relevance. Level of detail is appropriate.

Thesis Development and Purpose

5.0%

Paper lacks any discernible overall purpose or organizing claim.

Thesis is insufficiently developed or vague. Purpose is not clear.

Thesis is apparent and appropriate to purpose.

Thesis is clear and forecasts the development of the paper. Thesis is descriptive and reflective of the arguments and appropriate to the purpose.

Thesis is comprehensive and contains the essence of the paper. Thesis statement makes the purpose of the paper clear.

Argument Logic and Construction

5.0%

Statement of purpose is not justified by the conclusion. The conclusion does not support the claim made. Argument is incoherent and uses noncredible sources.

Sufficient justification of claims is lacking. Argument lacks consistent unity. There are obvious flaws in the logic. Some sources have questionable credibility.

Argument is orderly but may have a few inconsistencies. The argument presents minimal justification of claims. Argument logically, but not thoroughly, supports the purpose. Sources used are credible. Introduction and conclusion bracket the thesis.

Argument shows logical progression. Techniques of argumentation are evident. There is a smooth progression of claims from introduction to conclusion. Most sources are authoritative.

Clear and convincing argument presents a persuasive claim in a distinctive and compelling manner. All sources are authoritative.

Mechanics of Writing (includes spelling, punctuation, grammar, language use)

5.0%

Surface errors are pervasive enough that they impede communication of meaning. Inappropriate word choice or sentence construction is used.

Frequent and repetitive mechanical errors distract the reader. Inconsistencies in language choice (register) or word choice are present. Sentence structure is correct but not varied.

Some mechanical errors or typos are present, but they are not overly distracting to the reader. Correct and varied sentence structure and audience-appropriate language are employed.

Prose is largely free of mechanical errors, although a few may be present. The writer uses a variety of effective sentence structures and figures of speech.

Writer is clearly in command of standard, written, academic English.

Paper Format (use of appropriate style for the major and assignment)

5.0%

Template is not used appropriately, or documentation format is rarely followed correctly.

Appropriate template is used, but some elements are missing or mistaken. A lack of control with formatting is apparent.

Appropriate template is used. Formatting is correct, although some minor errors may be present.

Appropriate template is fully used. There are virtually no errors in formatting style.

All format elements are correct.

Documentation of Sources (citations, footnotes, references, bibliography, etc., as appropriate to assignment and style

5.0%

Sources are not documented.

Documentation of sources is inconsistent or incorrect, as appropriate to assignment and style, with numerous formatting errors.

Sources are documented, as appropriate to assignment and style, although some formatting errors may be present.

Sources are documented, as appropriate to assignment and style, and format is mostly correct.

Sources are completely and correctly documented, as appropriate to assignment and style, and format is free of error.

Total Weightage

100%

 

Nursing Organizational Risk Management Interview

The risk of acquiring hospital-related infections is real. Approximately, one out of twenty patients in hospitals are likely to contact hospital-related infection (Saint, Krein, & Stock, 2014). This paper includes an interview with a hospital infection control chief in which he discusses the several challenges and measure taken by the XYZ hospital to control diseases resulting from the hospital environment. It also contains a reflective section of the effectiveness the steps adopted by this organization are in managing these diseases.

Contracting a hospital-related infection goes against the fundamental concept of hospitals and health care facilities. Hospital’s primary goal is providing and ensuring good health to patients, and the risk of the contracting diseases while at the facilities presents a significant problem. A lot of pressure is put on chiefs of hospital infections control to recommend and adopt measures to control the risks of patients and hospital staff contracting infections while in the hospital environment (Vincent, 2011). It is an enormous responsibility for the infection control chiefs as federal statistics show that one out of twenty people in the hospital environment is likely to be infected. On the other hand, hospitals incur approximately twenty-four to forty-eight billion dollars annually in the fight against this kind of infections.

The following is an interview with the chief of infection control in XYZ hospital.

Interviewer: Mr. Fredrick, welcome to the interview.

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Mr. Fredrick: Thank you.

Interview: Mr. Fredrick in your position as the chief of infections control in XYZ hospital, what are the common challenges in diseases control your institution faces?

Mr. Fredrick: A majority of the challenges the hospital experience are the common problems faced by hospitals around the country. One of them is hand washing and hand hygiene. Compliance with hand washing regulation in hospitals ranges from thirty percent to eighty percent of the hospital staff. Our hospital is not left out from these statistics. Bringing the hospital staff to comply with the hand hygiene regulation has been a challenge. The hospital staff rarely comply with these regulations without supervision. In most circumstances, they would maintain their hand hygiene only when they suspect they are being monitored. However, the problem of appointing hand hygiene monitors is that when their identities are discovered the staff will act accordingly only when they are in their vicinity. Maintaining hand hygiene in a medical institution is crucial in controlling hospital-related infections and should be observed by every hospital staff.

The second challenge is dealing with the Clostridium difficile bacteria. The bacterial infection has proved to be a significant problem in the hospital. The Clostridium difficile bacterial infection has a higher rate of occurrence than the case of catheter and central line blood stream infections and vector infections combined. It is a challenge to empower nurses to identify, test, isolate and treat patients suffering from diarrhea as they are most likely to harbor the C. difficile bacteria. Chances of a patient contracting this infection are as high as sixteen percent. The rise of antibiotic-resistant bacteria is also a major challenge in the hospital.

Another challenge is the lack of corporation among community hospitals. In communities where hospitals share patients, it is most likely for an infection outbreak in one facility be commuted to the other hospitals where the patients may visit later. Health care providers should be offered proper training on how to corporate with other medical institutions to control this kind of infection transmission. Additionally, funding has been a problem. The hospital lacks adequate funding to equip the hospital with protective gears and disinfection materials. Also, funds are required to carry out enlightenment campaigns within the hospital and other hospitals in the region on hospital-related infections.

Interviewer: what are some of the strategies used to manage the risk of contracting hospital-related infections?

Mr. Fredrick: The hospital has adopted a number of strategies in the management of hospital-related infections. One of these strategies is hiring highly skilled microbiologists. The role microbiologists play in the control of hospital-associated infections cannot and should not be underestimated. To achieve success, the hospital has invested in microbiology laboratories, equipment, and personnel. The personnel’s primary duty is to identify and issue timely reports on potentially infectious organisms in the hospital. Through this, infections can be avoided and responded to quickly. A solution for the increase of antibiotic-resistant bacteria is to advise nurses and doctors only to administer antibiotics to patients when it is entirely necessary. Also, the hospital reorganizes the need for early detection and intervention in dealing with these kind of bacterial infection and has put measures in place to ensure this is possible.

Another strategy is engaging in hand hygiene and hand washing campaigns within the hospital. Due to the high number of hospital staff neglecting their hand’s hygiene the hospital as adopted a regular hand disinfection programs in the hospital. The hospital staff is also educated on the importance of maintaining a high-level hand hygiene. In addition to the hand hygiene programs, the hospital provides protective equipment to safeguard the hospital staff from contracting infections.

Interviewer: Does your institution conduct monitoring and evaluation of its risk management programs?

Mr. Fredrick: Yes. The organization recognizes the importance of carrying out risk assessment and evaluations of its risk management programs. Regular evaluation of the risk management programs provides crucial information of the emerging risk factors in the hospital. It also gives an evaluation of on the effectiveness of the current risk control programs. On the occasion that one of the infection control program is found to be ineffective, thorough research on how to improve the strategy to suit the emerging issues in the hospital is conducted. The new measures are them communicated to all the hospital staff to ensure they are immediately put into action. HLT-308V Organizational Risk Management Interview.

According to the interview, hospital XYZ recognizes the problem of hospital-related infections and have taken measures to control it. Despite the challenges, the health facility has made significant steps in controlling the spread of infectious bacteria within the hospital premises. One of these strategies is the hand washing campaign. It has become a common trend for hospital staff around the country to neglect their responsibility of ensuring the keep their hand hygienic. There has been a low percentage of hospital staff complying to hand disinfection routines (Clark, 2011). The hospital’s campaign to educate its personnel of the importance of this will be useful in controlling infections. Bacterial mutations and resistance to antibiotics has been another major cause of hospital-related infections. Measures should be taken to ensure that the rate of bacteria becoming resistant to medication is not high (Jcr, 2009). Also programs like the XYZ’s that provide quick response to such cases are crucial in controlling infections within hospitals. Additionally, hospitals and other health facilities should be provided with funds for acquiring equipment and hire experts in infection control programs. HLT-308V Organizational Risk Management Interview.

In conclusion, hospital-related infections are a real menace to hospital and other medical institutions. As indicated from the interview this is a common challenge for all hospitals. Hospital administrators and other related personnel should adopt up to date measures to control this phenomenon.

References

Clark, C. (2011).
Top 10 Infection Control Challenges
.
Retrieved from:

http://www.healthleadersmedia.com/page-1/QUA-267851/Top-10-Infection-Control-Challenges
.

Jcr. (2009).
Patient Safety: Essentials for Health Care.
Illinois, U.S: Joint Commission of

Accreditation of Healthcare Organization.

Saint, S., Krein, S., & Stock, R. (2014).
Preventing Hospital Infections: Real-World Problems,

Realistic Solutions.
New York, U.S: Oxford University Press.

Vincent, C. (2011). Patient Safety. New York, U.S: Wiley-Blackwell.

 

Organizational Risk Management Interview

The purpose of this assignment is to gain real-world insight into how risk management programs operate within health care organizations.

Select a local health care organization where you can conduct an interview with an employee who is involved in risk management processes. This organization can be your current employer or a different health care facility in your community. HLT-308V Organizational Risk Management Interview. Acute care, urgent care, large multi‐provider private medical clinics, assisted living facilities, and community/public health clinical facilities are all ideal options to complete the requirements of this assignment. Select an individual who can provide sufficient information regarding how their organization manages risk within its facility to answer the questions below.

In your interview, address the following:

Risk management strategies used in the organization’s risk control program, along with specific examples.

How the facility’s educational risk management program addresses key professional, legal, and ethical issues, such as prevention of negligence, malpractice litigation, and vicarious liability.

Policies the facility has implemented that address how to manage emergency triage in high‐risk areas of health care service delivery (e.g., narcotics inventories, declared pregnancy policies, blood-borne disease sector, etc.).

Challenges the organization faces in managing and controlling high-risk health care (e.g., infectious diseases, nuclear medicine, abortion, class 4 narcotics/opioids, etc.) HLT-308V Organizational Risk Management Interview.

Strategies the facility utilizes to monitor, evaluate, and maintain compliance within its risk management program.

After conducting the interview, compose a 750‐1,000 word summary analysis of the interview that includes the questions above, in conjunction with the interviewee’s responses. In addition, include the following elements in your response:

An assessment of the organization’s risk management program, including how it attends to high-risk health care and legal concerns.

Action steps you would take to improve one area of the organization’s risk management program, along with your rationale for doing so.

Cite appropriate references as needed to support your statements and rationale.

Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

 

Nursing Organizational Risk Management Interview

The risk of acquiring hospital-related infections is real. Approximately, one out of twenty patients in hospitals are likely to contact hospital-related infection (Saint, Krein, & Stock, 2014). This paper includes an interview with a hospital infection control chief in which he discusses the several challenges and measure taken by the XYZ hospital to control diseases resulting from the hospital environment HLT-308V Organizational Risk Management Interview. It also contains a reflective section of the effectiveness the steps adopted by this organization are in managing these diseases.

Contracting a hospital-related infection goes against the fundamental concept of hospitals and health care facilities. Hospital’s primary goal is providing and ensuring good health to patients, and the risk of the contracting diseases while at the facilities presents a significant problem. A lot of pressure is put on chiefs of hospital infections control to recommend and adopt measures to control the risks of patients and hospital staff contracting infections while in the hospital environment (Vincent, 2011). It is an enormous responsibility for the infection control chiefs as federal statistics show that one out of twenty people in the hospital environment is likely to be infected. On the other hand, hospitals incur approximately twenty-four to forty-eight billion dollars annually in the fight against this kind of infections.

The following is an interview with the chief of infection control in XYZ hospital.

Interviewer: Mr. Fredrick, welcome to the interview.

Mr. Fredrick: Thank you.

Interview: Mr. Fredrick in your position as the chief of infections control in XYZ hospital, what are the common challenges in diseases control your institution faces?

Mr. Fredrick: A majority of the challenges the hospital experience are the common problems faced by hospitals around the country. One of them is hand washing and hand hygiene. Compliance with hand washing regulation in hospitals ranges from thirty percent to eighty percent of the hospital staff. Our hospital is not left out from these statistics. Bringing the hospital staff to comply with the hand hygiene regulation has been a challenge. The hospital staff rarely comply with these regulations without supervision. In most circumstances, they would maintain their hand hygiene only when they suspect they are being monitored HLT-308V Organizational Risk Management Interview. However, the problem of appointing hand hygiene monitors is that when their identities are discovered the staff will act accordingly only when they are in their vicinity. Maintaining hand hygiene in a medical institution is crucial in controlling hospital-related infections and should be observed by every hospital staff.

The second challenge is dealing with the Clostridium difficile bacteria. The bacterial infection has proved to be a significant problem in the hospital. The Clostridium difficile bacterial infection has a higher rate of occurrence than the case of catheter and central line blood stream infections and vector infections combined. It is a challenge to empower nurses to identify, test, isolate and treat patients suffering from diarrhea as they are most likely to harbor the C. difficile bacteria. Chances of a patient contracting this infection are as high as sixteen percent. The rise of antibiotic-resistant bacteria is also a major challenge in the hospital.

Another challenge is the lack of corporation among community hospitals. In communities where hospitals share patients, it is most likely for an infection outbreak in one facility be commuted to the other hospitals where the patients may visit later. Health care providers should be offered proper training on how to corporate with other medical institutions to control this kind of infection transmission. Additionally, funding has been a problem. The hospital lacks adequate funding to equip the hospital with protective gears and disinfection materials. Also, funds are required to carry out enlightenment campaigns within the hospital and other hospitals in the region on hospital-related infections.

Interviewer: what are some of the strategies used to manage the risk of contracting hospital-related infections?

Mr. Fredrick: The hospital has adopted a number of strategies in the management of hospital-related infections. One of these strategies is hiring highly skilled microbiologists. The role microbiologists play in the control of hospital-associated infections cannot and should not be underestimated. To achieve success, the hospital has invested in microbiology laboratories, equipment, and personnel. The personnel’s primary duty is to identify and issue timely reports on potentially infectious organisms in the hospital. Through this, infections can be avoided and responded to quickly. A solution for the increase of antibiotic-resistant bacteria is to advise nurses and doctors only to administer antibiotics to patients when it is entirely necessary. HLT-308V Organizational Risk Management Interview. Also, the hospital reorganizes the need for early detection and intervention in dealing with these kind of bacterial infection and has put measures in place to ensure this is possible.

Another strategy is engaging in hand hygiene and hand washing campaigns within the hospital. Due to the high number of hospital staff neglecting their hand’s hygiene the hospital as adopted a regular hand disinfection programs in the hospital. The hospital staff is also educated on the importance of maintaining a high-level hand hygiene. In addition to the hand hygiene programs, the hospital provides protective equipment to safeguard the hospital staff from contracting infections.

Interviewer: Does your institution conduct monitoring and evaluation of its risk management programs?

Mr. Fredrick: Yes. The organization recognizes the importance of carrying out risk assessment and evaluations of its risk management programs. Regular evaluation of the risk management programs provides crucial information of the emerging risk factors in the hospital. It also gives an evaluation of on the effectiveness of the current risk control programs. On the occasion that one of the infection control program is found to be ineffective, thorough research on how to improve the strategy to suit the emerging issues in the hospital is conducted. The new measures are them communicated to all the hospital staff to ensure they are immediately put into action HLT-308V Organizational Risk Management Interview.

According to the interview, hospital XYZ recognizes the problem of hospital-related infections and have taken measures to control it. Despite the challenges, the health facility has made significant steps in controlling the spread of infectious bacteria within the hospital premises. One of these strategies is the hand washing campaign. It has become a common trend for hospital staff around the country to neglect their responsibility of ensuring the keep their hand hygienic. There has been a low percentage of hospital staff complying to hand disinfection routines (Clark, 2011). The hospital’s campaign to educate its personnel of the importance of this will be useful in controlling infections. Bacterial mutations and resistance to antibiotics has been another major cause of hospital-related infections. Measures should be taken to ensure that the rate of bacteria becoming resistant to medication is not high (Jcr, 2009) HLT-308V Organizational Risk Management Interview. Also programs like the XYZ’s that provide quick response to such cases are crucial in controlling infections within hospitals. Additionally, hospitals and other health facilities should be provided with funds for acquiring equipment and hire experts in infection control programs.

In conclusion, hospital-related infections are a real menace to hospital and other medical institutions. As indicated from the interview this is a common challenge for all hospitals. Hospital administrators and other related personnel should adopt up to date measures to control this phenomenon. HLT-308V Organizational Risk Management Interview.

References

Clark, C. (2011).
Top 10 Infection Control Challenges
.
Retrieved from:

http://www.healthleadersmedia.com/page-1/QUA-267851/Top-10-Infection-Control-Challenges
.

Jcr. (2009).
Patient Safety: Essentials for Health Care.
Illinois, U.S: Joint Commission of

Accreditation of Healthcare Organization.

Saint, S., Krein, S., & Stock, R. (2014).
Preventing Hospital Infections: Real-World Problems,

Realistic Solutions.
New York, U.S: Oxford University Press.

Vincent, C. (2011). Patient Safety. New York, U.S: Wiley-Blackwell. HLT-308V Organizational Risk Management Interview

C158 Task #1 Project in Organizational Leadership and Interprofessional Team Development

Organizational Leadership and Interprofessional Team Development

Project in Organizational Leadership and

Interprofessional Team Development

Organizational Leadership and Interprofessional Team Development

Professional Presence

Business Practices and How They Impact Patient-Centered Care

Traditional business practices within established medical institutions vary widely from

organization to organization. Many modern facilities were born out of a desire to provide the

community with physical science-heavy, evidence based care and seem to have lost sight of the

whole person, including needs such as emotional and spiritual well-being, autonomy and

personal responsibility, finances, family and social network involvement. Typical business

practices of these organizations tend to lean toward favoring a more cerebral approach,

attempting to provide patients with correct and often very progressive procedures and

medications, but often struggling with patient comprehension and compliance. When there is a

reputation in the community for scientific advancement and top tier performance it may be even

more difficult to overhaul a culture and the old ways of thinking.

Some facilities were begun with a culture of patient centered care and successfully translate this

into new actions and policies as science and society progress. A few have managed to reinvent

themselves and have become excellent examples of patient-centered care. The culture in these

organizations from the administrative team to physicians and nursing staff to housekeepers and

Page 2

Organizational Leadership and Interprofessional Team Development

dietary workers, is one that seeks to put patient needs first. Business practices at all levels tend to

support open communication with each other and with patients and families. There are policies

and the necessary practices that not only seek to provide the best care possible, but support the

reporting of concerns and plans for evaluating and potentially taking action for continual

improvement based on needs and suggestions. C158 Task #1 Project in Organizational Leadership and Interprofessional Team Development.

There are many examples of how technology is used to keep care patent-centered. Portable

computers are used for scanning medications right at the bedside, which helps prevent errors and

keep patients informed about their medications. Smart phones are used for nurses and physicians

to communicate accurately and quickly as changes occur, improving safety and a creating a

clearer, more collaborative patient-specific care plan. There has also been a transition from

“paper charting” to electronic health records (EHRs). In 2003 only 31% of hospitals used EHRs

but by 2017, 99% of hospitals did (Landi, 2017). Pressure to implement this new, safer way of

caring for patients has improved medication and information safety, and increased the

consistency of patient education regarding their medications.

While staying at the forefront of scientific innovation is vital in today’s competitive industry, a

most important aspect of truly patient-centered care is when patients and families feel that they

are being heard. Medical institutions should create and live business practices with this actively

in mind.

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Organizational Leadership and Interprofessional Team Development

Regulatory Requirements and Reimbursement and How They Impact Patient-Centered

Care Within a Healthcare Organization

State and federal regulatory requirements and Medicare and Medicaid reimbursements have

come to have a significant impact on how a facility implements patient-centered care. “The

Hospital Value-Based Purchasing (VBP) Program is a Centers for Medicare & Medicaid Services

(CMS) initiative that rewards acute-care hospitals with incentive payments for the quality care

provided to Medicare beneficiaries (United States CMS, 2017).” These requirements for patient

care are intended to ensure that the safest, best, most evidence based care is given. These

financial incentives involve enforcement by penalties and fines, or in extreme cases by closing

down an institution. Improvement measures that are a work in progress for healthcare in general

involve more subtle but still very impactful incentives, as CMS covers care at different rates

based on how successfully the “best practice measures” are implemented. Organizations can also

earn (or loose) certifications in different areas that communicate to the community their status as

a center of excellence in the particular procedure or area of care and this is often used as a part of

a community marketing program. C158 Task #1 Project in Organizational Leadership and Interprofessional Team Development.

With the expanding healthcare cost as America ages, there is a general push for better

stewardship. For decades, voices have cried out to hold physicians and caregivers accountable to

keep patients well, rather than to just maintain them in illness. Quality improvement efforts are

being made to ensure that patients are not only cared for when acutely sick, but properly

educated to stay healthier to the best of their ability, which involves readmission rates, and to be

safe from infection or errors in the medical setting, which involves hospital infections or other

adverse events. The VBP program is intended to encourage quality improvement and is seen as

Page 4

Organizational Leadership and Interprofessional Team Development

having great potential in creating a patient-centered environment, encouraging a streamlining of

information management and consolidation of care measures.

Patient-and Family-Centered Care Organizational Self-Assessment Tool” (PFCC) Image

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Organizational Leadership and Interprofessional Team Development

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Organizational Leadership and Interprofessional Team Development

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Organizational Leadership and Interprofessional Team Development

Patient-and Family-Centered Care Organizational Self-Assessment Tool”

A midsize acute care hospital in the Southeastern United States was chosen for evaluation. It is a

busy hospital with 12,000 yearly admissions, 42,000 yearly emergency room visits, over 1,000

staff members, and approximately 250 physicians. It serves primarily an adult population as a

hub of care in a more generally underserved rural area.

Discussion of Strengths and Weaknesses of Each Domain of the PFCC for the Assessed

Facility (AF)

Strengths and Weaknesses in the Leadership and Operations

AF appears to be quite strong when it comes to leadership and operations issues. Statements of

the commitment to patient and family centered care and patient and family partnerships are

available online. Explicit expectation of patient-centered care is taught in periodic training

courses and is spoken in orientation and town hall meetings from administrative staff. there is

some measurements of this in patient follow-up surveys, as well as claims of accountability

structure, though there is some room for improvement as not all voices appear to be heard

equally. There appears to be a good bit of patient and family involvement in deciding on new

policies and procedures, but this, too, should be encouraged to improve. C158 Task #1 Project in Organizational Leadership and Interprofessional Team Development.

Strengths and Weaknesses in the Mission, Vision and Values

AF’s Mission and values states that it is committed to putting the patient first, but the ways in

which that might happen are poorly delineated. This could use some improvement.

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Organizational Leadership and Interprofessional Team Development

The patient bill of rights which is easily available with a quick Internet search is very strongly

patient and family friendly, very patient/family-centered. It is given to each patient on arrival.

Strengths and Weaknesses in “Advisors”

There is some report of patients and family members serving on various hospital committees,

including some advisory councils. This is not an area of particular strength with AF.

There are no patients or family members that are involved in quality or safety rounds and this

would be perceived as a real weakness.

Strengths and Weaknesses in Quality Improvement

There is patient and family presence on at least one committee that helps to evaluate AF and its

goals directions. There is discussion of strategic and operational Ames and goals in this

committee, but lack of consistent implementation is a weakness, as is little recent activity. This is

currently under review to be revamped.

Patients and family members are not active participants on task forces or quality improvement

teams at all but there is some participation in quality, safety, and risk meetings. A great strength

in the quality improvement area is that patients and family members are both interviewed during

leadership walk around quite regularly. C158 Task #1 Project in Organizational Leadership and Interprofessional Team Development

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Organizational Leadership and Interprofessional Team Development

Strengths and Weaknesses in Personnel

With as advanced as AF is in many of these areas, it is surprising that there seems to be no

collaboration at all with patients and families in staffing processes. It appears that they have no

influence with job descriptions, policies, or performance appraisals. There is no patient or family

involvement in interviewing or search committees and definitely not any welcoming committee

for new employees or orientation. This is, in general, a very weak area for AF, with the exception

of one strength: staff and physicians are prepared for and fairly well supported in patient and

family centered care practice. C158 Task #1 Project in Organizational Leadership and Interprofessional Team Development

Strengths and Weaknesses in Environment and Design

At AF there has been some involvement of patients and families and participation of clinical

design projects, and the environment improvements have supported patient and family presence

in interdisciplinary collaboration measures. This is an area that could use growth, but there has

been recent strengthening, and with several upcoming environment projects, much progress

could be made.

Strengths and Weaknesses in Information and Education

It is unknown whether clinical email access for patients and family is readily accessible, but it is

likely, because staff are occasionally shown emails and communications from patients and

families who were satisfied. There are, however, many more communications through the

Facebook page.

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Organizational Leadership and Interprofessional Team Development

One strength in this area is that AF has a web portal where clients can access their medical

information from anywhere. Awareness on the availability of this is increasing, and patients

sometimes share that they utilize this source.

There are some resource rooms available, such as a cancer resource room where people can

access wigs or bras and a chapel where people can relax and restore or spend time with a

chaplain or other staff, but in general, this is a weakness, as it could be easily capitalized upon

much more with libraries or community resource information hubs.

Strengths and Weaknesses in Diversity and Disparities

AF measures race, ethnicity, and language in the registration process and there is a push toward

timely access to interpreter services, but this is still lacking and is evaluated by many clients as a

real weakness.

Another significant weakness in this area is that there are no navigator programs for minority or

underserved patients. This said, AF is well known in the community for caring for many patients

who are unable to pay for great links of time while waiting to arrange follow-up care or help

restore patients to functionality.

There are a large number of educational materials and resources for people who are able to read

at a little level, but many of his clients are illiterate, and there is not enough audio visual

materials and other things that would be appropriate.

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Organizational Leadership and Interprofessional Team Development

Strengths and Weaknesses in Charting and Documentation

Many patients and family members are interested in having more ready access to the electronic

medical record, but this is only partly provided. AF’s policy requires completion of the chart

account (after discharge) before patient or their other health care providers access to their record.

Many patients request a more current, realtime record of their care, but information is closely

guarded due to potential liability.

The patient and family are not able to chart at all, though most rooms have communication

boards and they are encouraged to write questions on this. It would be a strength if patients could

actual enter information into the charting system, such as intake and output, percentage of meals

eaten, or even their current pain number.

Strengths and Weaknesses in Care Support

There is a wide variety of patient and family involvement in the care support aspect of AF. On

the medical surgical floors and in the emergency room, family has access to the patients 24 hours

a day, seven days a week. In the intensive care unit, there are four schedule during times of a half

hour each, with stricter or more lenient adherence based on individual situations. While this is

perceived as very helpful to the nurses, and sometimes to the well-being of the patient, it is a

cause of nearly constant frustration with family members and patients.

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Organizational Leadership and Interprofessional Team Development

And some units family members are able to stay and join in rounds and shift report but there is

still great resistance to this. Still in some units, including intensive care units, at AF, this does not

happen at all.

Patients and families are given written information about activating a rapid response system, but

this is not well understood or consistently taught.

There has been a great deal of improvement in patients receiving updated medication history

with each visit, though there is still a little way to go.

One great weakness in this area is that patients and family are only sometimes made aware of

error or harm, though if they are made aware, they are provided with reasonable support.

The lowest score in this area would probably be that family presence is usually not allowed and

definitely not encourage or supported during rescue events. It is a general part of the culture at

AF that family presence is seen as a detriment to the safety of the patient. C158 Task #1 Project in Organizational Leadership and Interprofessional Team Development.

Strengths and Weaknesses in Care

Add AF, the patient and family engagement directly with clinicians in collaborative goal setting

is limited. Positions are more directly involved with this than our nurses, but much teaching is

being done to improve this.

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Organizational Leadership and Interprofessional Team Development

Patients and family members are feeling more listened to and treated as partners as these

measures are being taken. AF is well known for being quite respectful of his patients as a part of

it long term culture. This is one of its greatest strengths.

There is not as much active involvement of families in care planning and transitions as there

should be, but case managers do work directly with many families and seeing that the best care

plan is created and that follow up is made as reasonable as possible.

There has been an improvement in management of pain in partnership with the patient and

family. There is a big push by administration to improve this even more. Pain management is

probably best drinks at AF.

Area of Improvement

One area of weakness that could use improvement at AF is that, currently, patients and family

members are not able to chart information into the electronic system. Including them in the

charting process would increase patient-centeredness in the organization by encouraging more

timely and accurate monitoring of patient information and response to treatment.

Strategy to Increase Patient-Centeredness in the Organization C158 Task #1 Project in Organizational Leadership and Interprofessional Team Development

AF currently uses an iPhone system to keep staff members and physicians connected with the

latest patient information. One strategy for increasing patient-centeredness of the entire

organization would be to connect patients and families into this system. Each patient could be

provided with an account for accessing the bedside computers and/or an app on their own smart

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Organizational Leadership and Interprofessional Team Development

phones where they could enter information such as number and description of bowel movements,

amount of intake and output, personal care like hygiene. It could also be used for patients to text

needs directly to their nursing staff or even pictures to their physicians, or their diet preferences

for review by their nurse and then directly to the kitchen staff.

Discussion of the Application of System Theory in Addressing this Weakness

In the “system change theory,” an organization can be seen as an organism that interacts with its

environment. This method would be helpful to address the weakness of patients and families not

being able to document in the electronic system, as it encourages actively thinking about the

changes around the organization and striving to respond in ways that will maintain relevance.

Since each part of the “organism” is interconnected, any change that empowers the patient and

family will truly empower the whole system.

Medical care and patient expectations of it are changing. Patients and their families are

demanding more control in their care, and linking them into the entire communication system

would be beneficial and time saving for staff and empowering for patients and their families.

This very type of change, inviting patients and families to record their own documentation in the

system, that so directly connects clients into the process of their own care embodies system

change theory.

The system change theory could be applied to strengthen this weakness by asking for input from

various departments and patients on how exactly to implement patient and family charting. The

team would benefit from asking an applying answers to these questions: What departments and

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Organizational Leadership and Interprofessional Team Development

outside expertise might be helpful in this new direction and how? What is the ideal future picture

of communication and collaboration between patients and families and staff and what are steps to

getting there? How does this new way of charting contribute to that picture? What can patient

and families contribute to the charting system and how can they best be educated how to share

this information? How can computer systems be protected from risk of public access? How much

information should patients and families be able to access and when? How can stakeholders set

up a system that keeps them open to and pursuant of further growth?

Financial Implications of Implementation

Implementing methods for patient and family charting could be somewhat expensive initially,

including costs of programing or altering communication apps for personal devices to be able to

transmit information to the secure iPhone system and possibly extra licensing fees for patient

access to the bedside computers. C158 Task #1 Project in Organizational Leadership and Interprofessional Team Development The return on investment could be invaluable in patient

satisfaction and better rapport and trust, and, therefore, fewer lawsuits and a better relationship

with the community.

Strategy Effectiveness Evaluation

A PSDA Success of this could be measured and adjusted repeatedly at one week, one month,

three months and a year. The first method would be to initially request that all information be

documented by both patients/families and nursing staff, then the similarities and accuracy

discussed with committees that represent both groups. C158 Task #1 Project in Organizational Leadership and Interprofessional Team Development. In-house surveys can also be done with

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Organizational Leadership and Interprofessional Team Development

patients, families and staff members, evaluating satisfaction with this new practice and

adjustments can then be made with the information learned.

Another way to measure the success of this program is to monitor HCAHPS scores before and

after implementation. HCAHPS are “a survey instrument and data collection methodology for

measuring patients’ perceptions of their hospital experience…. a national standard for collecting

and publicly reporting information about patient experience. (HCAHPS 2017)” While these

scores are not as program specific as a local survey, they are consistent, scientifically based, and

already provided. Information gained from these will be beneficial. C158 Task #1 Project in Organizational Leadership and Interprofessional Team Development

A Multidisciplinary Team and Their Roles

There are a few stakeholders that will assist in key ways in implementing this strategy. Kandice

Lamar, the hospital nursing informatics director will research and manage the software and

programing portion of the project. Steven Wilson, the Chief Nursing Officer, will be “the face” to

the patient community and the staff for this project. His support will be vital as he introduces the

project to staff, physicians, patients and families for buy-in. Mandy Vasquez, the education

coordinator will work closely with Marilyn Easterman, the Assistant Chief Nursing officer to

educate both staff and patients in how best to utilize the system. Three charge nurses from

various units will also be chosen to act as liaisons and educators with both staff and patients.

Clint Minton, the Chief Financial officer, and Sarah Kim, the director of the IT department will

work to manage the financial aspect of the project and to maintain the system in working order.

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Organizational Leadership and Interprofessional Team Development

Sheila Prior, the risk management officer, will manage the legal aspect of the project and ensure

that it moves forward legally and ethically.

Cultural Diversity Within the Team

Ms. Lamar and Ms. Easterman are both Caucasian Americans in their thirties. Mr. Wilson is also

Caucasian American and is in his late sixties. Ms. Vasquez and Ms. Prior are both Latinas in

their fifties and Mr. Minton is 45 and African American. Ms. Kim, who is in her late thirties, has

an ambiguous ethnic heritage, but she is married into a first generation Korean family. The cross

section of cultures within this group should be helpful for the health of this project, as the

multiple perspectives may initiate conversation about varying patient and family needs through

this transition that might otherwise be overlooked. Cultural competency can be a major aspect of

patient centered care and the ability to better understand how needs or expression of those needs

may differ between patients and their support networks is important to creating an effective

initiative. C158 Task #1 Project in Organizational Leadership and Interprofessional Team Development.

Leadership Theories

Of the leadership theories transactional, transformational, emotional and traditional leadership,

an appropriate choice for building this team would be transformational theory.

“Transformational leaders inspire followers to achieve extraordinary outcomes and, in the

process, develop their own leadership capacity. They foster employees’ confidence to produce

creative outcomes and sustain a competitive edge in an ever-changing healthcare

environment.” (Clavelle & Prado-Inzerillo, 2018) C158 Task #1 Project in Organizational Leadership and Interprofessional Team Development

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Organizational Leadership and Interprofessional Team Development

Unlike more traditional types of leadership, transformational leadership creates a level of buy-in

and participation that gives a project a life of it’s own so that when the current leadership moves

on, the valuable changes will remain. Transformational leadership is the one type that calls for

both leaders and followers to work as a team to create change in a logical way and to take full

ownership, allowing for evolution as better methods become available. The very DNA of this

type of team attracts like minded participants, and once mature, repels the types of leaders that

take a movement with them to the grave.

Implementation of the Strategy to Address Weakness (Fast Forward Three Months)

Kandice Lamar was able to contact the iMobile company and found out that they already have

the ability to create accounts for patients and family to log in to for adding “I’s & O’s” and a few

other pieces of information, and the ability to enter notes. They hadn’t considered the possibility

of an app that can be downloaded on patient devices, but are now researching to create an app of

this nature. Steve Wilson, Marilyn Easterman and Mandy Vasquez have already begun to discuss

the project with stakeholders and have set up a schedule for education, rollout and reassessment.

Clint Minton has run the numbers and provided a general budget and the charge nurses have

worked closely with Ms. Vasquez to develop pamphlets and posters to place in each room to

teach users. Sarah Kim has prepared her IT team to begin preparing the computers and she will

also wok closely with Ms. Vasquez to ensure that staff know what to do. Sheila Prior is on hand

for counsel as the project rolls out over the next three weeks. Very shortly the patients and

families will be able to connect directly into the electronic charting system and the excitement is

palpable. C158 Task #1 Project in Organizational Leadership and Interprofessional Team Development

Organizational Leadership and Interprofessional Team Development

Communication of Strategy and Intended Outcomes for “AF”

An email letter will be sent to each employee, including ancillary staff, a few weeks before the

go-live date, and a more detailed one will be sent to nursing staff a couple of weeks before.

During this time “Health-Stream” assignments will be assigned to staff. The CNO and ACNO

will meet together with charge nurses and heads of departments, as well as a few chosen “superusers” from nursing staff to trial the use of the system and trouble shoot before “go-live.” Ms.

Lamar from education and Mr. Wilson, the CNO, will be featured in the next two town hall

meetings to promote, explain and instruct on the new process. One of the charge nurses is quite

skilled in public presentations and her skills will be utilized as well. The day of go-live, there

will be extra nursing staff available for bedside teaching and this will continually intermittently

for a period of two weeks to ensure a smooth introduction.

A Specific Tool for Development of the Team’s Self-Assessment Skills

One specific tool that the team will use to develop self-assessment skills is the Myers Briggs

Temperament Inventory. Each of the leaders within the team will be asked to complete this test to

help them understand their own strengths and weaknesses and their own place in the team, as

well as the strengths, contributions and needs of the others (MBTI® Basics, 2018). There are

distinct differences in how people experience the world around them and this test can help team

members work together in a way that will maximize productivity.

Another specific tool that the team will use to develop self-assessment skills as a team is the

PDSA or “Plan, Do, Study, Act” cycle. “The PDSA cycle is shorthand for testing a change by

Organizational Leadership and Interprofessional Team Development

developing a plan to test the change (Plan), carrying out the test (Do), observing and learning

from the consequences (Study), and determining what modifications should be made to the test

(Act)” (Institute for Healthcare Improvement, 2018) C158 Task #1 Project in Organizational Leadership and Interprofessional Team Development.

The “plan” stage has lasted for about two months up to this point and has involved research by

the nursing, education, IT and legal departments to find the best methods for including patients

and families in the documentation of their own information. The “do” portion is ready to begin,

as patient computer access rolls out. The “study” portion of the cycle begins shortly, too, as the

usability of the system in real-real-time and reliability of the information begin to show.

Shortcomings take the team back to the drawing board to evaluate and plan again. The “act” part

of the cycle is when this new understanding is brought back to the bedside to benefit the patients

and staff. C158 Task #1 Project in Organizational Leadership and Interprofessional Team Development

C158 Organizational leadership and Interprofessional team development

Organizational Leadership

A: Business Practices

There are many various elements to a healthcare system that can impact patient centered care including reimbursement, business practice, and regulatory requirements.  Many factors guide the way care is delivered and quality is measured.  Such factors are crucial in implementing quality patient-centered care within healthcare organizations.

A healthcare organization’s business practices are the backbone of the system, and not only include core values and its mission, but also policies and procedures.  These specific business practices are implemented to ensure safe, quality patient-centered care by helping do things like prevent infections, and decrease adverse occurrences such as medication errors and patient falls. C158 Organizational leadership and Interprofessional team development.

Regulatory requirements ensure patient safety and establish basic standards of care.  Healthcare organizations are required to comply with these to maintain licensure and certification.  Federal and state agencies, such as Centers for Medicaid and Medicare Services (CMS) and New York State Department of Health (DOH) establish and monitor these rules for compliance.  For outpatient dialysis facilities, there is also the End-Stage Renal Disease Network (IPRO) which works with CMS and the Department of Health and Human Services (HHS) to improve care for ESRD patients and prioritize national quality improvement goals.  Failure to comply with regulatory requirements can result in penalties and loss of licenses and certifications. C158 Organizational leadership and Interprofessional team development.

In order to receive reimbursement, a healthcare facility must maintain licensure and certifications by complying with regulatory requirements.  In addition, quality metrics must be met and maintained to receive full reimbursement.  CMS sends dialysis patient quality surveys twice a year, called Consumer Assessment of Healthcare Providers and Systems (CAHPS) surveys, to a facility’s patients to rate specific aspects of their care.  In addition to meeting clinical metrics, a facility must meet goal for these patient satisfaction surveys as well in order to obtain full reimbursement.  If not all goals are met, a facility will receive a penalty by having a calculated percentage of their reimbursement withheld.  This data is publically reported, and also is utilized in determining star ratings for facilities.  Therefore, if a dialysis center is providing optimal patient-centered care, they will have a higher star rating, either 4 or 5 stars, and will be reimbursed most, if not all by CMS. C158 Organizational leadership and Interprofessional team development.

B: Patient and Family Centered Care Tool (PFCC)

Please see separately attached document for completed PFCC Tool.

B1: Setting Description

           
DaVita Kidney Care is a Fortune 500 international company with over 2,900 clinics operating in 12 countries, including the United States (DaVita, Inc., 2019).  Northwell Health is New York State’s largest healthcare provider and employer, with over 23 hospitals, 750 outpatient facilities, and over 69,000 employees (Northwell Health, 2019). Oyster Bay Dialysis is one of the many outpatient dialysis centers located on Long Island that is a joint venture between these two healthcare providers, with over 30 employees and 130 patients.  The floor on the in-center side has 24 stations and one isolation room, and currently operates with 4 shifts on Mondays, Wednesdays, and Fridays; and 2 shifts on Tuesdays, Thursdays, and Saturdays.  There is also a Home Program, which has 5 training rooms to train patients for both home hemodialysis and peritoneal dialysis.  Due to its location, Oyster Bay Dialysis cares for a diverse patient population, with 57.7% Caucasian, 6.1% Black or African American, 23.1% Hispanic or Latino, and 13.1% Asian.

B2: Strengths and Weaknesses of the Organization

Domain

Strength

Weakness

Leadership/Operations

Oyster Bay Dialysis has a clear statement of commitment to patient/family centered care and partnerships.  Along with, explicit expectation, accountability, and measurement of patient family centered care.  Leadership shows this by living through DaVita’s mission and core values.

Oyster Bay Dialysis could improve upon the inclusion of patient and family in adoption of policies and procedure, program development, Facility Health Meetings and Governing Body activities.

Mission, Vision, Values

Oyster Bay Dialysis does an excellent job including patient/family centered care within their Mission and Core Values; including a patient/family friendly Patient Bill of Rights and Responsibilities located in their admission packet as well as posted in the lobby.

No weakness present in this domain. C158 Organizational leadership and Interprofessional team development

Advisors

Oyster Bay Dialysis does have a patient advisory committee that meets with leadership quarterly

 

Oyster Bay Dialysis does not have patient/family members that serve on hospital committees, or participate in quality and safety rounds. This could be improved upon greatly.

Quality Improvement

Patient and family members are included as part of the walk-rounds with physicians, nurses, and other Oyster Bay Dialysis staff.  Patient/Family voice informs strategic, operational aims, and goals with the care team.

Patients/Family are not active participants on task forces or quality improvement teams.  They are not included in IHI, NPSF, quality, safety, and risk, or other meetings held within Oyster Bay Dialysis.

Personnel

Oyster Bay Dialysis’ staff and physicians are prepared for and supported in patient-family-centered care practice by including them in their plans of care.  Patient/family welcome new staff during their orientation by staff wearing a special PPE coat and being introduced individually by leadership.

Oyster Bay Dialysis has no expectation for collaboration with patients and families in job descriptions and Policies in Performance Appraisal Processes, nor do they participate on interview teams or search committees.

Environment & Design

Oyster Bay Dialysis supports patient and family presence and participation, along with, interdisciplinary collaboration.

Patients and families do not participate in clinical design projects at Oyster Bay Dialysis.

Information/Education

Oyster Bay Dialysis has web portals through DaVita that provide specific resources and patients and their families.  The company’s website is patient/family friendly and easy to access with many resources available to all ESRD patients. Patient/family have access to/encouraged to use resource room located in the lobby.

 

Patients and families do not serve as educators or faculty for clinicians and other staff members at Oyster Bay Dialysis. Clinician email access from patients and families is not encouraged.

Diversity & Disparities

Oyster Bay Dialysis has careful collection and measurement of race, ethnicity, and language, as well as providing navigator programs for minority and underserved patients.  Our social workers are amazing with assisting the underserved, and we also have a patient fund created to help assist them.  In addition, we provide patient/family timely access to interpreter services with an interpreter phone available at all times, as well as provide educational materials at appropriate literacy levels.

No weakness present in this domain.

Charting & Documentation

Patients and families are able to request and have full and easy access to their paper and electronic records at Oyster Bay Dialysis.

Patients and families are not able to chart at Oyster Bay Dialysis

Care Support

Oyster Bay Dialysis encourages family members to stay, join in rounds, and change of shift report. Patient/Family find support, disclosure, and apology with error and harm, family members are allowed to activate the rapid response system, their presence allowed/supported during a rescue event.  Patients receive an updated medication history at each treatment.

At Oyster Bay Dialysis family members of the care team do not have 24/7 access.

Care

Oyster Bay Dialysis strives to provide the best care. Patients and families engage with clinicians within a collaborative setting.  They are listened to, respected, and treated as partners in care.  Oyster Bay Dialysis actively involves families in care planning and transitions, especially during plan of care meetings.  Pain is always respectively managed in partnership with patients and families.

No weakness present in this domain.

 

C: Area of Improvement

           
Oyster Bay Dialysis exhibits many strengths, but a marked need is seen in the quality improvement domain.  During evaluation, the area noted to require the most improvement is the inclusion of patients and families in quality, safety, and risk meetings.  By allowing patients and families to participate in the center’s monthly quality and safety committee meetings, and have the ability to provide their own ideas and perspective of things that could be improved upon, Oyster Bay Dialysis has the potential to greatly improve patient satisfaction.

C1: Improvement Strategy

           
To be able to effectively make an improvement, Careful planning and strategy is necessary.  First, during the weekly staff meeting the team should be made aware of the impending change to improve patient-centered care.  Next, letters detailing the center’s wish to have patient and family participation in the monthly meetings, as well as the meetings schedules should be provided to all patients and caregivers.  C158 Organizational leadership and Interprofessional team development This will ensure that they are also all made aware of the desire to improve the center’s quality improvement practices.  Ensuring that all members of the multidisciplinary are actively working to implement the change will be the only way to improve patient-centered care.  The multidisciplinary team will consist of the clinical nurse manager, floor nurses, patient care technicians, clinic safety leader, social worker, and patient/family representatives from each of the center’s shifts.  Inclusion of multiple departments will allow for different perspectives and ideas, and having a patient/family representative from each shift will help guarantee that all patient’s perspectives will be heard.

 

 

C1A: System or Change Theory

           
Lewin’s Change Theory describes behaviors as a balance between driving forces and opposing forces and incorporates a three-step process: unfreezing, moving, and refreezing (Roussel, 2016).  This theory will help execute the proposed improvement plan by providing the team with the proper steps to implementing patient/family involvement in the quality and safety committee of Oyster Bay Dialysis.  The first step of Lewin’s Change Theory, unfreezing, would involve the committee’s team obtaining approval from the governing body to include patients and families on the committee.  Moving, the second step of Lewin’s theory, would be the team finding supportive evidence to help encourage the governing body’s approval of their proposed implementation.  This evidence would include data or literature created and established by other quality and safety committees, whether from other DaVita or Northwell Health facilities, or even other committees outside of these entities.  This evidence would demonstrate that the proposed implementation has been successful in the past, and could lead to improve patient-centered care at Oyster Bay Dialysis as well.  Refreezing is the third and final step of Lewin’s theory.  This would involve the governing body approval, as well as the change and finalization of any policies and procedures for the new implementation of patients and families on the quality and safety committee. C158 Organizational leadership and Interprofessional team development.

C2: Financial Implications

           
Financial implications to include patients and families on this committee would be very minimal.  Since the committee has already been established previous to the proposed change, the cost of the wages of the team members and the office supplies needed for the monthly meetings would not be altered.  The only additional financial implication of wages would be for the team members while initially developing the policies and procedures to implement the change, as well as recruiting patient and family volunteers C158 Organizational leadership and Interprofessional team development.  The only additional money needed for office supplies would be for the initially letter of notification to the patients and family of the change to the committee, as well as distribution of any information to the additional members.  Money would also be needed to provide refreshments during the meetings to patients and family members.

C3: Methods

           
A helpful way to evaluate the effectiveness of the change in improving patient-centered care would be to routinely provide a survey to patients and families for insight. DaVita often uses Survey Monkey, an online survey system, to acquire feedback anonymously.  A survey could be created by the committee using this system, and then a link emailed to patients and families, both who participate in the committee and those who do not.  The survey could be sent out quarterly to ensure for continued effectiveness and improvement in patient-centered care.  A few examples of questions that could be included in the survey would be: how effective was the added involvement of patients and family to the quality and safety committee and what improvements could the committee make? Answers to these questions will help the committee determine if the involvement of patients and family members is effective in increasing patient satisfaction and patient-centered care. C158 Organizational leadership and Interprofessional team development.

 

 

D: Multidisciplinary Team

Team Member

Role on the Team

Clinical Nurse Manager

As a member of the center’s governing body, the nurse manager would provide guidance for the development of policies and procedures for the involvement of patients and families in the committee, as well as oversees the committee to ensure compliance with all policies and procedures.

Floor Nurses

Patient and family advocate and liaison. Helps to ensure patient safety policies and procedures are followed.

Clinical Safety Leaders

Conducts monthly OSHA/safety audits to ensure team compliance with safety regulations, as well as advised committee of any discrepancies. Helps with promoting the inclusion of patient and family members on the safety committee.  Act of committee representative during monthly Facility Health Meeting.

Patient Care Technicians

Will assist with the recruiting patients and family members to the committee.

Social Worker

Offers patient/family support, as well as can advise committee of HIPAA issues and have patients/family members complete and sign HIPAA compliance forms ensuring they understand its importance and acknowledging they will insure there will be no HIPAA violations.

Patient/Family Representative

Represents the patient population from their respective shifts and brings patient and family members concerns and ideas to committee. C158 Organizational leadership and Interprofessional team development

 

D1: Team Diversity

           
New York is such a melting pot, every healthcare facility and their staff have to ensure they are providing safe, patient-centered, culturally competent care.  At Oyster Bay Dialysis, with such a diverse patient population, similar diversity amongst the team is imperative to ensuring this level of care is maintained.  This diversity within the team allows for different perspectives and an assortment of cultural knowledge to provide optimal patient care.  Oyster Bay Dialysis has team members from a multitude of cultural backgrounds in various roles.  This diversity allows for greater patient satisfaction and centered care, as the team can more easily connect and establish relationships, and therefore trust, with patients and their families. C158 Organizational leadership and Interprofessional team development.

D2: Leadership Theories

One of the most productive of the leadership theories, the transformational leadership model would be the most effective in implementing the appointment of patients and families to the quality and safety committee.  Transformational leaders share their power, which motivates staff to work harder and excel, as they feel they are all part of a team, working towards the same vision.  Sullivan (2017) describes it as “the goal is change in which the purpose of the leader and that of the constituent become enmeshed, creating a collective purpose”.  This style cultivates relationships between all team members, as they are all working towards one main purpose, ensuring safe, quality patient-centered care.  C158 Organizational leadership and Interprofessional team development Transformational leaders not only inspire others to excel, but, according to Sullivan (2017) “empowerment can result in improved patient care”.

D3: Implementation of Strategy

There can be no improvement without change.  Including patients and family members as active participants in the quality and safety committee will improve patient-centered care by increasing patient satisfaction, as they will feel their voices are being heard; as well as improve patient outcomes, as it will allow for a more diverse panel of perspectives and ideas.  The multidisciplinary team will work together to obtain governing body approval for the implementation; with the whole team collecting supportive evidence and data to promote the change, the nurse manager bringing the proposal to fellow members of the governing body, and then, once approved, all members help implement the change.  The nurse manager will provide guidance for the development of policies and procedure, as well as provide oversight to guarantee compliance with them are maintained. The floor nurses will advocate for the patients and their families.  The clinical safety leader will conduct monthly audits and advise committee of any noted areas for improvement. C158 Organizational leadership and Interprofessional team development The patient care technicians will help recruit family members and patients to the committee, as well as assist in ensuring all patient shifts are represented.  The social worker will work to ensure all members understand the importance of HIPAA and provide consent forms to sign. The patient and family member representatives will provide insights from their own experiences, as well as those shared with them by their assigned patient shift census, to improve patient-centered care.  After results of quarterly survey are obtained, all members of the team will review and discuss any further actions, if necessary.

D4: Communication to Organization

           
Monthly, during the Facility Health Meeting, in which members of DaVita as well as Northwell Health review the facility’s monthly performance, the clinical safety leader will share the committee’s findings, outcomes, and goals, as well as its proposed strategy in achieving those goals.  The committee’s minutes will also be provided and reviewed on a monthly basis by the director of nursing services and facility administrator so they can provide operational oversight, address any questions or concerns, and escalate to the governing body if necessary.

D5: Tools for the Team

Today, there are a multitude of tools available to self-assess your personality.  The Keirsey Temperament Sorter is utilized by many large companies for their employees to see where they are, as well as areas for opportunities in developing their relationships with other.  According to Keirsey (n.d.) the tool helps “brings clarity on who you are, what you do, who you love, and what difference you make. Keirsey offers an integrated system of solutions for your most important people opportunities and challenges”.  The tool will not only allow the committee to assess themselves by determining what type of personality they are, but will also lend insight into ways to improve their relationships and work with the other personality types. C158 Organizational leadership and Interprofessional team development.

According to Keirsey, there are four different temperaments: artisan, guardian, idealist, and rational.  These four temperaments can further be subdivided four more times, for a total of sixteen different character types.  The Keirsey temperament assessment is seventy-one questions long, and takes approximately ten minutes to complete.  Once the questions are completed, the person will receive a report via email about their temperament.  They can also purchase focus reports in regards to different aspects such as leadership, workplace, and career. These focus report can lend even greater insight for member of the committee in developing themselves as well as their relationships.

References

 

DaVita, Inc. (2019). Corporate profile. Retrieved from http://investors.davita.com/corporate-profileC158 Organizational leadership and Interprofessional team development

IPRO. (2016). Network goals. Retrieved from https://network2.esrd.ipro.org/home/about/network-goals/

Keirsey. (n.d.). Keirsey temperament assessment. Retrieved from https://www.keirsey.com/

Northwell Health. (2019). About us. Retrieved from https://jobs.northwell.edu/about_us/

Roussel, L. (2016). Management and leadership for nurse administrators (7th ed.). Burlington, MA: Jones and Bartlett Learning. ISBN:  9781284104677

Sullivan, E. (2017). Effective leadership and management in nursing (9th ed.). Upper Saddle River, New Jersey: Prentice Hall. ISBN:  9780134153209 C158 Organizational leadership and Interprofessional team development

Nurse Leader and Organizational Culture of Caring Essay

NSG 6620 Week 7 Assignment 1 Discussion

Discussion Question 1: Nurse Leader and Organizational Culture of Caring

Caring is the primary reason nurses enter the field of nursing, and the concept of caring is often thought of as the essence of nursing.Not only do nurses care for patients but they also have to care for each other.Sometimes, nurses tend to focus so much on patients and their families that they forget to care for themselves and one another.This is a major source of compassion fatigue causing nurses to leave the healthcare organization or, worse yet, to totally leave the nursing profession.

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Compassion fatigue is the cumulative impact of physical, emotional, and psychological exposure to trauma, stressful events, and the care for patients or nursing colleagues who face many challenges.Compassion fatigue can sabotage nurses in healthcare organizations as it is challenging, and nurses may be harmed by the very work to which they are so devoted.Nurses must be aware of what it means to create a community within the workplace and to offer support and resources to retain nurses the organization has worked so diligently to recruit. Nurse Leader and Organizational Culture of Caring Essay

Using the readings for the week, the South University Online Library, and the Internet, respond to the following:

Describe the role of the nursing leader in building a community and creating joy in the workplace.

How does an effective leader create an organizational culture of caring, respect, and dignity for all? Identify one strategy you would use in your own healthcare organization.

Describe two negative outcomes on recruitment and retention of nurses when a culture of community does not exist in the healthcare workplace.

Comment on the postings of at least two peers.

Evaluation Criteria:

Described the role of the nursing leader in building a community and creating joy in the workplace.

Explained how an effective leader creates an organizational culture of caring, respect, and dignity for all, and identified one strategy you would use in your own healthcare organization.

Described two negative outcomes on recruitment and retention of nurses when a culture of community does not exist in the healthcare workplace.

Justified your answers with appropriate research and reasoning.

Commented on the postings of at least two peers.

NSG 6620 Week 7 Discussion 2

Discussion Question 2: Performance Appraisals and the Nursing Leader

Performance appraisal is a mechanism or strategy for sharing performance feedback with all employees based on a defined set of performance criteria.Nurses need feedback to flourish and grow as well as develop career goals and a career trajectory.Typically, there are organizational policies guiding time for and methods of performance appraisal.Performance appraisals must be conducted on a regular basis applying the organizational policy and performance appraisal guidelines.They should not be conducted as a punitive process but as a formative process to assist employees in learning and growing to become even more valuable to the healthcare organization.There are a variety of formal and informal processes for performance appraisal.The key purpose of a performance appraisal is to support and assist in professional growth. Nurse Leader and Organizational Culture of Caring Essay

Using the readings for the week, the South University Online Library, and the Internet, respond to the following:

Describe the role of the nursing leader related to coaching and guiding of staff during a performance appraisal.

Describe the role of the nursing leader in determining performance appraisal criteria.

Examine the need of the nursing leader to be a role model in giving performance improvement data for novice and experienced nurses.

Comment on the postings of at least two peers.

Evaluation Criteria:

Described the role of the nursing leader related to coaching and guiding of staff during a performance appraisal.

Described the role of the nursing leader in determining performance appraisal criteria.

Examined the need of the nursing leader to be a role model in giving performance improvement data for novice and experienced nurses.

Justified your answers with appropriate research and reasoning.

Commented on the postings of at least two peers.

NSG 6620 Week 8 Assignment 1 Discussion

Discussion Question 1: Key Attributes for Successful Communication

One of the major challenges in nursing and healthcare is learning to communicate effectively and safely with other nurses, staff, the interprofessional healthcare teams, patients, and patients’ families.Nurses and other healthcare workers are often stressed and overworked as they deal with major complexities moment-to-moment during their work hours.Nurses and nurse leaders need to have difficult conversations with staff and patients.For example, part of being an accountable nurse or leader is being a good communicator and having critical conversations even when the conversations involve giving bad news or feedback for improvement.Communication is a powerful skill and a competency that is an integral part of every nurse leader’s role.It is not enough just to communicate; the challenge in a twenty-first-century healthcare organization is to communicate effectively in written words, through body language, and by being mentally and emotionally present during every conversation.

Using the readings for the week, the South University Online Library, and the Internet, respond to the following:

Describe the key attributes of successful communication and relationship management strategies.

Describe the role of the nurse leader in improving communication to enhance nursing professionalism.

Identify two challenges you face when communicating during a conflict. Nurse Leader and Organizational Culture of Caring Essay

Discuss communication strategies you would use as a nurse leader to terminate an employee who has violated the organizational policy.

Describe how being emotional during a communication involving conflict can be ineffective and compromise successful communication.

Comment on the postings of at least two peers.

Evaluation Criteria:

Described the key attributes of successful communication and relationship management strategies.

Described the role of the nurse leader in improving communication to enhance nursing professionalism.

Identified two challenges you face when communicating during a conflict.

Discussed communication strategies you would use as a nurse leader to terminate an employee who has violated the organizational policy.

Described how being emotional during a communication involving conflict can be ineffective and compromise successful communication.

Justified your answers with appropriate research and reasoning.

Commented on the postings of at least two peers.

NSG 6620 Week 8 Discussion 2

Discussion Question 2: Decision Making

Decision making is a skill and a competency nurse leaders must use in every act, word, and deed.A decision involves making a choice between alternatives, and it really is an act of choosing the best plan of action given the information at hand at the time the decision is made.Nurse leaders must be decisive as a decision leads to a definitive plan of action.Some decisions must be taken immediately and others may allow a bit more time.An important concept to remember with respect to decision making is that not making a decision or taking any action is also a decision.

Considering this, nurse leaders must be attentive to every detail.For example, if there is no decision to honor the organizational policy regarding unacceptable behavior or action of an employee, the unacceptable behavior or action is then condoned or perceived as acceptable and may occur again.Nurse leaders’ decisions drive actions!

Using the readings for the week, the South University Online Library, and the Internet, respond to the following:

Describe the importance of making data-driven decisions.

Explain a decision your current or former nurse leader made and how this decision impacted the healthcare organization.

As a nurse leader, you have received information about an executive administrative decision from the board of trustees that you believe is likely to be unpopular.Formulate a plan to share this decision with the nursing staff.

Comment on the postings of at least two peers. Nurse Leader and Organizational Culture of Caring Essay

PHI 413V Personal Worldview Inventory/ spirituality in nursing Essay

Based on the required topic study materials, write a reflection about worldview and respond to following:

In 250-300 words, explain the Christian perspective of the nature of spirituality and ethics in contrast to the perspective of postmodern relativism within health care.

In 250-300 words, explain what scientism is and describe two of the main arguments against it.

In 750-1,000 words, answer each of the worldview questions according to your own personal perspective and worldview:

What is ultimate reality?

What is the nature of the universe?

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What is a human being?

What is knowledge?

What is your basis of ethics?

What is the purpose of your existence?

Remember to support your reflection with the topic study materials.

While APA style is not required for the body of this assignment, solid academic writing is expected, and documentation of sources should be presented using APA formatting guidelines, which can be found in the APA Style Guide, located in the Student Success Center. PHI 413V Personal Worldview Inventory/ spirituality in nursing Essay.

 

Personal Worldview Inventory

Introduction

The first paragraph of your paper is your introduction paragraph. Per APA 6
th
ed, paragraphs must be a minimum of three sentences long. In addition, think of your introduction paragraph as a funnel. The beginning of the paragraph starts out broad and then funnels down into something more specific with regards to content. The first or the last sentence in your introduction paragraph is usually your thesis sentence. This sentence describes for your audience what your paper will include. PHI 413V Personal Worldview Inventory/ spirituality in nursing Essay.

Meanings of Spirituality

In this area you will discuss in 5-7 sentences the various meanings of spirituality. You want 5-7 separate sentences or a separate paragraph from the subheadings provided below.

Christian Perspective on the Nature of Spirituality and Ethics within Healthcare

The subheading above would be used if there are several sections within the topic labeled in a heading. The subheading is flush left and bolded, with each word of four letters or more capitalized.  In this area you want to explain sociological perspectives and its relevance to spirituality in the context of managed care.  This area should be about 5-7 sentences in length.

Postmodern Relativism Views of Spirituality and Ethics within Healthcare

APA dictates that you should avoid having only one subsection heading and subsection within a section. In other words, use at least two subheadings under a main heading, or do not use any at all.  In this area make sure that you explain the philosophical perspectives and its relevance to spirituality in the context of managed care.  This section should be a minimum of 5-7 sentences. PHI 413V Personal Worldview Inventory/ spirituality in nursing Essay.

Religious and Cultural Context of Modern Health Care and Medicine

REMEMBER to cite AND reference all sources used for this paper. If you paraphrase information, cite and reference and if you use direct quotes cite and reference also. In this area please explain the areas such as pluralism, scientism, and postmodernism and how they impact modern health care and medicine.  Use the subheadings below that I provide (or any others that you can think of that relate to this topic).  Each subheading should have at least 3-5 sentences to meet APA formatting.

Pluralism

In this area please briefly explain the concept of pluralism.  Give brief arguments against this concept. Make sure you have at least 3-5 sentences in this area.

Scientism

           
In this area please briefly explain the concept of scientism. Give brief arguments against this concept. Make sure you have at least 3-5 sentences in this area.

Postmodernism

           
In this area please briefly explain the concept of postmodernism. Give brief arguments against this concept. Make sure you have at least 3-5 sentences in this area. PHI 413V Personal Worldview Inventory/ spirituality in nursing Essay.

Seven Basic Worldview Questions

In this area you will address each of the questions with a 3-5 sentence response.  You will use the subheadings that are provided below.

What is prime reality?

In this area you will answer this question in 3-5 sentences.  You will want to explain what you think gives a person a sense of what is real or what reality is in your own life. Who or what defines what is real for you personally?

What is the nature of the world around us?

In this area you will answer this question with a 3-5 sentence response.  You will explain if you think the world is chaotic and senseless or if it has meaning and order created by God. Does the universe have order and significance or does it just simply exist? PHI 413V Personal Worldview Inventory/ spirituality in nursing Essay.

What is a human being?

In this area you will answer this question with a 3-5 sentence response.  You will explain what makes a person a human being.  Things like is a person created with value in the image of God or is a person just made from scientific matter with not much purpose and value in life.

What happens to a person at death?

In this area you will answer this question with a 3-5 sentence response.  You will explain exactly what you think happens to a person when they die.  What happens to their body and soul?

Why is it possible to know anything at all?

In this area you will answer this question with a 3-5 sentence response.  You will explain how a person gains knowledge and insight in this world.  In other words does it come from God or does it come from within?  What is the authority and source of all knowledge?  How does our understanding of these things help obtain knowledge in life and how does this impact what we know in life? PHI 413V Personal Worldview Inventory/ spirituality in nursing Essay.

How do we know what is right and wrong?

In this area you will answer this question with a 3-5 sentence response.  You will explain how you know what is right and wrong in life.  Is there ultimate truth that helps decide what is right and wrong or are things relative and everyone decides what is right and wrong for their self?

What is the meaning of human history?

In this area you will answer this question with a 3-5 sentence response.  You will explain what the significance of human history is in our lives.  Does our history and our past influence our future and how we live our lives today?  Can we find meaning in this life?  Can we find purpose?

When you are ready to write, and after having read these instructions completely, you can delete these directions and start typing. The formatting should stay the same. However, one item that you will have to change is the page header, which is placed at the top of each page along with the page number. The words included in the page header should be reflective of the title of your paper, so that if the pages are intermixed with other papers they will be identifiable. I have done this for you in this sample. PHI 413V Personal Worldview Inventory/ spirituality in nursing Essay.

Conclusion

The conclusion reviews and wraps up what you have discussed in your paper. This area needs to be 3-5 sentences in length. The conclusion also kind of restates your thesis for your paper. The conclusion is not a place to bring up new information that has not been previously discussed in the body of the paper. The conclusion should bring a feeling of completion to the audience. All paragraphs of your paper should also be about the same uniform length. One mistake that I frequently see in academic papers is that of nice robust paragraphs in the body of the paper and then the conclusion is much shorter. This adds to the audience feeling of the paper being unfinished. Therefore aim to look at your paragraphs and make sure that they are at least similar in length.

References

For most assignments, you are required to have a minimum of 3 references. Of these three references, at least one of these must be a scholarly, peer reviewed journal article from the GCU library with a working permalink

In addition, remember that you are going to have to have a biblical verse present in this paper. For APA writing, the bible is considered a “Classical work”. This means that the bible is cited with the verse & translation in the body of the paper; the bible does not appear as a reference on your reference page PHI 413V Personal Worldview Inventory/ spirituality in nursing Essay

NURS 6003 Academic and Professional Success Development Plan Template

 
Prepared by

xxxx

This document is to be used for
NURS 6003 Transition to Graduate Study for Nursing
to complete Assessments 1-6. Just as importantly the document serves to organize your thoughts about planning for your academic and professional success. NURS 6003 Academic and Professional Success Development Plan Template

For specific instructions see the weekly assessment details in the course, or ask your instructor for further guidance.

 

Week 1 | Part 1: My Academic and Professional Network

I have identified and secured the participation of the following academic (at least two) and professional (at least two) individuals and/or teams to form the basis of my network. This network will help me to clarify my vision for success and will help guide me now and in the future.

 

Directions: Complete the information below for each member of your network. For more than four entries repeat the items below with details of your additional network member(s) in the ‘ADDITIONAL NETWORK MEMBERS’ section.

 

 

NETWORK MEMBER 1

 

Name:
xxxxx

 

 

Title:
Psychiatric Mental  Health Nurse Practitioner

 

 

Organization:
xxxx

 

 

Academic or Professional:
Professional

 

 

Why I selected this individual and/or team and how they will support my success in the MSN program and as a practicing nurse:
I choose Beatrice because she is very passionate about mentoring and providing knowledgeable information to other. she has help me along my journey as BSN student, and is willing to continue her support academically as my preceptor in time to come.

 

Notes:
Reliable and efficient in her field

 

 

 

 

 

NETWORK MEMBER 2

 

Name:
xxxx

 

 

Title:
Director of Nursing

 

 

Organization:
xxxx

 

 

Academic or Professional:
Professional

 

 

Why I selected this individual and/or team and how they will support my success in the MSN program and as a practicing nurse:
I worked as a nursing supervisor with Elaine as the DON for many years. she has encouraged   me to further their education, providing educational information resources, and networking strategies throughout our time working together.

 

Notes:

 

 

 

NETWORK MEMBER 3

 

Name:
xxx and xxxx

 

 

Title
:  Registered Nurses

 

Organization:

 

 

Academic or Professional
: professional

 

 

Why I selected this individual and/or team and how they will support my success in the MSN program and as a practicing nurse:

 

Notes:

 

 

NETWORK MEMBER 4

 

Name:

 

 

Title:

 

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Organization:

 

 

Academic or Professional:

 

 

Why I selected this individual and/or team and how they will support my success in the MSN program and as a practicing nurse:

 

Notes:

 

 

 

ADDITIONAL NETWORK MEMBERS

 

 

Week 2 | Part 2: Academic Resources and Strategies

 

I have identified the following academic resources and/or strategies that can be applied to success in the nursing practice in general or my specialty in particular.

 

Directions: In the space below Identify and describe
at least three academic resources
or strategies that can be applied to the MSN program, and
at least three

professional resources
that can be applied to success in the nursing practice in general or your specialty in particular. For each, explain how you intend to use these resources, and how they might benefit you academically and professionally.

 

 

Academic Resource/Strategy
1

 

 

 

 

Academic Resource/Strategy
2

 

 

 

 

Academic Resource/Strategy
3

 

 

 

 

Professional Resource/Strategy
1

 

 

 

Professional Resource/Strategy
2

 

 

 

Professional Resource/Strategy
3

 

 

 

 

ADDITIONAL RESOURCES/STRATEGIES

 

 

 

 

 

Week 3 | Part 3:
Strategies to Promote Academic Integrity and Professional Ethics

 

I have analyzed the relationship between academic integrity and writing, as well as the relationship between professional practices and scholarly ethics. I have also identified strategies I intend to pursue to maintain integrity and ethics of my academic work while a student of the MSN program, as well as my professional work as a nurse throughout my career. The results of these efforts are shared below.

 

Directions: In the space below craft your analysis/writing sample, including Part 1 (The Connection Between
Academic and Professional Integrity) and Part 2 (Strategies for Maintaining Integrity of Work).

 

 

Part 1: Writing Sample: The Connection Between Academic and Professional Integrity

 

In the space below write a 2- 3-paragraph analysis that includes the following:

 

Explanation for the relationship between academic integrity and writing

Explanation for the relationship between professional practices and scholarly ethics

Cite at least 2 resources that support your arguments, being sure to use proper APA formatting.

Use Grammarly and SafeAssign to improve the product.

Explain how Grammarly, Safe Assign, and paraphrasing contributes to academic integrity

 

 

 

 

PART 2: Strategies for Maintaining Integrity of Work

 

Expand on your thoughts from Part 1 by:

 

Identifying and describing strategies you intend to pursue to maintain integrity and ethics of your 1) academic work while a student of the MSN program, and 2) professional work as a nurse throughout your career. Include a review of resources and approaches you propose to use as a student and a professional.

 

 

Week 4 | Part 4:
Research Analysis

 

I have identified one topic of interest for further study. I have researched and identified one peer-reviewed research article focused on this topic and have analyzed this article.  The results of these efforts are shared below.

 

Directions: Complete Step 1 by using the table and subsequent space below identify and analyze the research article you have selected. Complete Step 2 by summarizing in 2-3 paragraphs the results of your analysis using the space identified.

 

 

 

 

 

 

Step 1: Research Analysis

Complete the table below

Topic of Interest:

 

Research Article:

Include full citation in APA format, as well as link or search details (such as DOI)

Professional Practice Use:

One or more professional practice uses of the theories/concepts presented in the article

Research Analysis Matrix

Add more rows if necessary

Strengths of the Research

Limitations of the Research

Relevancy to Topic of Interest

Notes

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Step 2: Summary of Analysis

Craft a summary (2-3 paragraph) below that includes the following:

Describe your approach to identifying and analyzing peer-reviewed research

Identify at least two strategies that you would use that you found to be effective in finding peer-reviewed research

Identify at least one resource you intend to use in the future to find peer-reviewed research

 

 

Week 5 | Part 5:
Professional Development

 

I have developed a curriculum vitae to capture my academic and professional accomplishments to date. I have also developed a statement identifying one or more professional development goals, and a statement proposing how I might align one or more of these professional development goals with the University’s emphasis on social change.

 

The results of my efforts are below.

 

Directions: Complete Step 1 by developing (or copying and pasting) a curriculum vitae (CV) in the space provided. Complete Step 2 by completing a statement identifying your professional development goals space identified. Complete Step 3 by writing a statement proposing how you might align one or more of your professional development goals with the University’s emphasis on social change.

 

 

 

 

Step 1: Curriculum Vitae (CV)

Use the space below to write your CV based on your current education and professional background. Alternatively, you may write this in a separate document and copy/paste the results below.

NOTE: If needed there are a variety of online resources available with tips and samples of graduate nurse CVs.

Step 2: Professional Development Goals

Use the space below to write a statement identifying your professional development goals.

 

 

 

 

Step 3: Alignment with Social Change

Use the space below to write a statement proposing how you might align one or more of your professional development goals with the University’s emphasis on social change.

 

 

Week 6 | Part 6:
Finalizing the Plan

 

I have considered various options for my nursing specialty, including a close look at my selected (or currently preferred) specialty and second-preferred specialty.  I have also developed a justification of my selected (or preferred) specialty. Lastly, I have examined one professional organization related to my selected or preferred specialty and considered how I can become a member of this organization.

 

The results of my efforts are below.

 

Directions: Complete Step 1 by writing 2-3 paragraphs in the space below comparing the nursing specialty you have selected – or the one you prefer if your choice is still under consideration –  to your second preference. Identify each specialty and describe the focus and the role that graduates are prepared for. Identify any other differentiators you feel are significant, especially those that helped or may help you reach a decision.

 

Complete Step 2 by writing a paragraph identifying and justifying your reasons for choosing your MSN specialization. Be sure to incorporate any feedback you received from colleagues in this week’s Discussion Forum.

 

Complete Step 3 by examining and identifying one professional organization related to your selected or preferred specialty. Explain how you can become a member of this organization.

 

 

Step 1: Comparison of Nursing Specialties

Use the space below to write 2-3 paragraphs comparing the nursing specialty you have selected – or the one you prefer if your choice is still under consideration –  to your second preference. Identify each specialty and describe the focus and the role that graduates are prepared for. Identify any other differentiators you feel are significant, especially those that helped or may help you reach a decision.

 

 

Step 2: Justification of Nursing Specialty

Use the space below to write a paragraph identifying and justifying your reasons for choosing your MSN specialization. Be sure to incorporate any feedback you received from colleagues in this week’s Discussion Forum.

 

 

 

Step 3: Professional Organizations

Use the space below to identify and examine one professional organization related to your selected or preferred specialty. Explain how you can become a member of this organization.

 

 

 

Week 2 | Part 2: Academic Resources and Strategies

I have identified the following academic resources and/or strategies that can be applied to success in the nursing practice in general or my specialty in particular.

Directions: In the space below Identify and describe at least three academic resources or strategies that can be applied to the MSN program, and at least three professional resources that can be applied to success in the nursing practice in general or your specialty in particular. For each, explain how you intend to use these resources, and how they might benefit you academically and professionally.

Academic Resource/Strategy 1

Academic Resource/Strategy 2

Academic Resource/Strategy 3

Professional Resource/Strategy 1

Professional Resource/Strategy 2

Professional Resource/Strategy 3

ADDITIONAL RESOURCES/STRATEGIES

Week 3 | Part 3: Strategies to Promote Academic Integrity and Professional Ethics

I have analyzed the relationship between academic integrity and writing, as well as the relationship between professional practices and scholarly ethics. I have also identified strategies I intend to pursue to maintain integrity and ethics of my academic work while a student of the MSN program, as well as my professional work as a nurse throughout my career. The results of these efforts are shared below.

Directions: In the space below craft your analysis/writing sample, including Part 1 (The Connection Between Academic and Professional Integrity) and Part 2 (Strategies for Maintaining Integrity of Work).

Part 1: Writing Sample: The Connection Between Academic and Professional Integrity

In the space below write a 2- 3-paragraph analysis that includes the following:

· Explanation for the relationship between academic integrity and writing

· Explanation for the relationship between professional practices and scholarly ethics

· Cite at least 2 resources that support your arguments, being sure to use proper APA formatting.

· Use Grammarly and SafeAssign to improve the product.

· Explain how Grammarly, Safe Assign, and paraphrasing contributes to academic integrity

PART 2: Strategies for Maintaining Integrity of Work

Expand on your thoughts from Part 1 by:

Identifying and describing strategies you intend to pursue to maintain integrity and ethics of your 1) academic work while a student of the MSN program, and 2) professional work as a nurse throughout your career. Include a review of resources and approaches you propose to use as a student and a professional.

Week 4 | Part 4: Research Analysis

I have identified one topic of interest for further study. I have researched and identified one peer-reviewed research article focused on this topic and have analyzed this article. The results of these efforts are shared below.

Directions: Complete Step 1 by using the table and subsequent space below identify and analyze the research article you have selected. Complete Step 2 by summarizing in 2-3 paragraphs the results of your analysis using the space identified.

Step 1: Research Analysis

Complete the table below

Topic of Interest:

Research Article: Include full citation in APA format, as well as link or search details (such as DOI)

Professional Practice Use:

One or more professional practice uses of the theories/concepts presented in the article

Research Analysis Matrix

Add more rows if necessary

Strengths of the Research

Limitations of the Research

Relevancy to Topic of Interest

Notes

Step 2: Summary of Analysis

Craft a summary (2-3 paragraph) below that includes the following:

· Describe your approach to identifying and analyzing peer-reviewed research

· Identify at least two strategies that you would use that you found to be effective in finding peer-reviewed research

· Identify at least one resource you intend to use in the future to find peer-reviewed research

. My approach in identifying and analyzing peer-reviewed reach is to assess the quality of articles submitted for publication in the scholarly journal. The author of an article must submit it to the journal editor, who will then forward the article to experts in the field which is consider the “peer review”. The peer review are charged with careful evaluate the quality of the submit manuscript. After which they now check the manuscript for accuracy and assess the validity of the research methodology and procedures, if appropriate and accurate, they will suggest revisions. A peer reviewed journal will not be published articles that fail to meet the standards established for a given discipline, peer reviewed that are accepted articles that are accepted for publication exemplify the best research practices in a field.

. Two strategies that you I would use that I found to be effective in the finding peer-reviewed research are 1. Does the article have been published in a scholarly journal and 2. Is the journal in which I found the article published or sponsored by professional scholarly society; professional association or university academic department. Does it describe itself as a peer-reviewed?

. One research I intended to use in the future to find peer-reviewed research; is to search the online library databases. Many of which include peer-reviewed journals, read the databases description to determine if it features peer-reviewed articles. When search for articles, choose the advanced search option on the search screen to look for a checkbox that allows you to limit results to peer-reviewed only.

Week 5 | Part 5: Professional Development

I have developed a curriculum vitae to capture my academic and professional accomplishments to date. I have also developed a statement identifying one or more professional development goals, and a statement proposing how I might align one or more of these professional development goals with the University’s emphasis on social change.

The results of my efforts are below.

Directions: Complete Step 1 by developing (or copying and pasting) a curriculum vitae (CV) in the space provided. Complete Step 2 by completing a statement identifying your professional development goals space identified. Complete Step 3 by writing a statement proposing how you might align one or more of your professional development goals with the University’s emphasis on social change.

Step 1: Curriculum Vitae (CV)

Use the space below to write your CV based on your current education and professional background. Alternatively, you may write this in a separate document and copy/paste the results below.

NOTE: If needed there are a variety of online resources available with tips and samples of graduate nurse CVs.

xxx RN, BSN

xxx Avenue• xxx

xxx@gmail.com • xxx.093.2381

Curriculum Vitae

EDUCATION AND CREDENTIALS

Psychiatric Nurse Practitioner, 2019 to Present – Walden University

Bachelor of Science in Nursing, 2018 – Chamberlain University

Associate Degree in Nursing, 2018-Indiana Dabney University

Illinois Registered Nurse License

Basic Life Support Provider (BLS)

Crisis Prevention Intervention Certification (CPI)

PROGRAM DEVELOPMENT

Founder, HELPING HAND FOUNDATION (2014– Present) A non-profit organization that total relies on donation from our family and friends in African countries. Continuous goal is to provide support, share experiences and donates foods and clothes to non-privileged parents and children. Collaborate with health care and community organizations with interests in developing similar programs. Serve as program Spokesperson for public and media relations.

▪ Facilitated funding needs to support operational requirements and program objectives.

▪ Implement services that will make charitable giving simple and efficient.

▪ managing donations on behalf of an organization, family or individual.

PROFESSIONAL EXPERIENCE

CHICAGO LAKESHORE HOSPITAL, Chicago, Illinois 2016 – Present

Charge Nurse

ATTUNED CARE COMFORT HOSPICE, Rosemont, Illinois 2014 – 2016

Triage Nurse

ST BENEDICT HOSPITAL, Chicago, Illinois 2010 – 2014

Staff Nurse

· Teaching, Assessment, Evaluation, Wound Care, Administering Medication, Admission, Transferring Patient Care, Documented all elements of nursing assessment, treatments, medications, discharge instructions, follow-up care, and pain management

· Assisted nursing staff in the care of all patients including bathing, dressing, feeding, repositioning and ambulation

· Provides Foley and stoma care, provides quality patient care and maintain patient confidentiality

PROFESSIONAL ASSOCIATIONS

American Nurses Association, 2013 – Present

American Psychiatric Nurses Association, 2016 – Present

AWARDS

American Nurses Association National Award, 2018

American Psychiatric Nurses Association National Award, 2017

PRESENTATIONS

Speaker, Indiana Dabney University, Hammond, Indiana, 2010

Presenter & Planner, Helping Hand Foundation – Abuja, Nigeria Chapter, 2nd Annual Conference, Abuja, Nigeria 2014

Speaker, National Association of Nigerian Nurses – Chicago Chapel, Annual Conference, Chicago, Illinois 2013

Presenter & Speaker, Federal Government High School, Abuja, Nigeria – 1997

COMMUNITY SERVICE

Church Fundraisers, 2018 – Present

Christian Community Clinic, 2017– 2018

Health Adventure – 2016

Serena Hill Elementary Clinic – 2014

Step 2: Professional Development Goals

Use the space below to write a statement identifying your professional development goals.

Professional statement

 Academic and Professional Success Plan Template

Core competencies

· Holistic nursing care

· Patient centered healthcare

· Resource Allocation

· Compliance

· Patient management

· Quality Management

· Quality healthcare Evaluation

· Assessment

Professional experience

Trauma Counsellor

· Provide crisis caller advocacy.

· Rendered outsource counseling information and referrals.

· Provided advocacy/counseling to victims.

· Law enforcement accompaniment.

· Hospital accompaniment for S.A.R.T exams.

· Managed Records

· Drafted Reports

Technical skills

· Computer applications

· Electronic Health Records Operations

· Information systems management

Professional goals

Maintaining a unique engagement within my professional development will be guided by my professional goals which provide a strong emphasis on necessary changes which help attain improved outcomes within my professional wellbeing. My interests include promoting positive and quality healthcare among patients as well as ensuring that they can receive and lead normal lives. NURS 6003 Academic and Professional Success Development Plan Template

My professional goals include

1. Provide excellent patient-centered care

2. Increase technology skills

3. focus on continuing education

4. Develop interpersonal skills

5. Become an expert

Attaining these goals requires strong commitment within my work and focus on defining the improved understanding of basic concepts which help create a highly engaged professional development. Attaining my professional goals is a systematic process which will provide a unique emphasis on crucial changes which help maintain an improved level of personal satisfaction.

Self-satisfaction is an important thing that defines my engagement in the helping profession because it provides a strong focus on my personal needs and development goals. My personal goals revolve around having a strong influence on the lives of many people. NURS 6003 Academic and Professional Success Development Plan Template. Having such consideration provides a strong focus on positive values which define a greater emphasis on critical elements that can improve individual development. My values have also formed a significant role in determining my attention to helping others.

I have a strong passion for serving others. Being a servant even when in high positions shows that I share the feeling and experiences of people who need my help. Being available when they need me is integral to achieving a higher level of commitment. Passion helps in determining elements, which represent the decisions that are made regarding the best approach to counter specific problems. It is fulfilling to have a positive influence on the wellbeing of another person especially when the perceived control might be instrumental in shaping his or her future success. NURS 6003 Academic and Professional Success Development Plan Template.

Step 3: Alignment with Social Change

Use the space below to write a statement proposing how you might align one or more of your professional development goals with the University’s emphasis on social change.

Alignment with social change

Social changes are based on the ability to understand the underlying factors which provide a greater emphasis on essential elements which help attain more significant outcomes. My professional goals are committed to creating meaningful social change especially considering the need to provide a unique focus on crucial elements which help define improved outcomes within the healthcare setting. NURS 6003 Academic and Professional Success Development Plan Template. As a psychiatric mental health nurse practitioner, I have an obligation towards my clients who will be positively engaged based on excellent patient-centered care. Technology skills will help in managing patient medical information which is private and confidential.

Working in a culturally diverse healthcare organization has been essential in building a healthy level of commitment where it is possible to achieve the underlying goals. Analytical skills that define my wellbeing include communication skills. Communication skills integrate many concepts which include the complete package. Every individual has needs which are essential in creating a highly diverse understanding of necessary measures that can ensure that I am positively influenced within my work engagement. The development of this plan is aimed at improving my experience across different workplace settings. NURS 6003 Academic and Professional Success Development Plan Template.

Crafting a strong personal, coherent, public identity or brand will be based on my personal and professional development to ensure that there is no conflict between these elements. Therefore, in providing that I develop a strong professional identity communication plan, I will develop an e-portfolio through the institution, which I will use to integrate critical information about myself and my perspective. An e-portfolio is essential considering that employers can access it can assess my quality and ability to improve on my skills and professional development.

Week 6 | Part 6: Finalizing the Plan

I have considered various options for my nursing specialty, including a close look at my selected (or currently preferred) specialty and second-preferred specialty. I have also developed a justification of my selected (or preferred) specialty. Lastly, I have examined one professional organization related to my selected or preferred specialty and considered how I can become a member of this organization. NURS 6003 Academic and Professional Success Development Plan Template.

The results of my efforts are below.

Directions: Complete Step 1 by writing 2-3 paragraphs in the space below comparing the nursing specialty you have selected – or the one you prefer if your choice is still under consideration – to your second preference. Identify each specialty and describe the focus and the role that graduates are prepared for. Identify any other differentiators you feel are significant, especially those that helped or may help you reach a decision.

Complete Step 2 by writing a paragraph identifying and justifying your reasons for choosing your MSN specialization. Be sure to incorporate any feedback you received from colleagues in this week’s Discussion Forum.

Complete Step 3 by examining and identifying one professional organization related to your selected or preferred specialty. Explain how you can become a member of this organization.

Step 1: Comparison of Nursing Specialties

Use the space below to write 2-3 paragraphs comparing the nursing specialty you have selected – or the one you prefer if your choice is still under consideration – to your second preference. Identify each specialty and describe the focus and the role that graduates are prepared for. Identify any other differentiators you feel are significant, especially those that helped or may help you reach a decision. NURS 6003 Academic and Professional Success Development Plan Template.

Step 2: Justification of Nursing Specialty

Use the space below to write a paragraph identifying and justifying your reasons for choosing your MSN specialization. Be sure to incorporate any feedback you received from colleagues in this week’s Discussion Forum.

Step 3: Professional Organizations

Use the space below to identify and examine one professional organization related to your selected or preferred specialty. Explain how you can become a member of this organization.

 

NURS 6003:
Foundations of Graduate Study

 

 

Academic and Professional Success Plan Template

 

Prepared by:

 
xx

This document is to be used for
NURS 6003 Foundations of Graduate Study
to complete Assessments 1-6. Just as importantly the document serves to organize your thoughts about planning for your academic and professional success.

For specific instructions see the weekly assessment details in the course, or ask your instructor for further guidance.

 

Week 1 | Part 1: My Academic and Professional Network

 

I have identified and secured the participation of the following academic (at least two) and professional (at least two) individuals and/or teams to form the basis of my network. This network will help me to clarify my vision for success and will help guide me now and in the future. NURS 6003 Academic and Professional Success Development Plan Template.

 

Directions: Complete the information below for each member of your network. For more than four entries repeat the items below with details of your additional network member(s) in the ‘ADDITIONAL NETWORK MEMBERS’ section.

 

 

NETWORK MEMBER 1

 

Name: xx

 

 

Title: Senior Enrollment Advisor

 

 

Organization: Walden University

 

 

Academic or Professional: Academic

 

 

Why I selected this individual and/or team and how they will support my success in the MSN program and as a practicing nurse:

 

Notes:

Mr. xxx was a very encouraging factor for me to start the program at Walden. I had no intension in applying for school at the time that I decided to enroll into Walden. Mr. Schneider encouraged me to stop procrastinating and to go ahead and get started with the program. He made sure that I had everything that I needed in on time and also helped me to transfer classes that I did not think were transferable. Without Mr. Schneider I think that I would be continuing contemplating a start date. NURS 6003 Academic and Professional Success Development Plan Template

 

 

 

 

NETWORK MEMBER 2

 

Name: Phillis Chambers  

 

 

Title: Emergency Department Director, DNP, nurse educator

 

 

Organization: Baptist Desoto

 

 

Academic or Professional: Academic

 

 

Why I selected this individual and/or team and how they will support my success in the MSN program and as a practicing nurse:

 

Notes:

Phillis Chambers currently plays many different roles in the field of nursing. She is a director over a major emergency department in North, Mississippi, and she also is a clinical nursing instructor at two different schools. She is a very busy woman, but she took the time out to speak to me about my goals. She encouraged me to continue my education and pursue my dreams of becoming a family nurse practitioner. Seeing all the things that she has accomplished encouraged me to enrolled into Walden to continue my education.

 

 

 

NETWORK MEMBER 3

 

Name: Clyde Brown

 

 

Title: Physician

 

 

Organization: Emergency Medicine

 

 

Academic or Professional: Professional

 

 

Why I selected this individual and/or team and how they will support my success in the MSN program and as a practicing nurse:

 

Notes:

Dr. Brown is a physician in Memphis, TN. Dr. Brown is one of the doctors that I admired while working in the emergency department. He has extraordinary bedside manner and does not mind teaching and helping others whether it be patients, family members, or others in the healthcare field. While working as a registered nurse he provided me with a wealth of knowledge that I currently use today as a student and registered nurse. As a practing nurse, I plan to continue learning from him in hopes to increase my knowledge in the field of medicine.

NETWORK MEMBER 4

 

Name: Charles Lapsley

 

 

Title: Emergency Department Nursing Director

 

 

Organization: Regional One Hospital

 

 

Academic or Professional: Professional

 

 

Why I selected this individual and/or team and how they will support my success in the MSN program and as a practicing nurse:

 

Notes:

Mr. Lapsley is a very smart and hard-working man. When first starting my nursing career, he made sure that I understood the importance of being professional and thinking outside the box as a registered nurse. He has always made sure I understood the importance of hard work and setting myself up to experience different things. This in turn has increased my knowledge base and has exposed me to different outlooks in bedside nursing and patient care. This exposure has given me opportunities to exercise my critical thinking skills that will give me an added bonus in helping me excel in the MSN program and as a practicing nurse. NURS 6003 Academic and Professional Success Development Plan Template

 

 

 

ADDITIONAL NETWORK MEMBERS

 

 

Week 2 | Part 2: Academic Resources and Strategies

 

I have identified the following academic resources and/or strategies that can be applied to success in the nursing practice in general or my specialty in particular. NURS 6003 Academic and Professional Success Development Plan Template

 

Directions: In the space below Identify and describe
at least three academic resources
or strategies that can be applied to the MSN program, and
at least three

professional resources
that can be applied to success in the nursing practice in general or your specialty in particular. For each, explain how you intend to use these resources, and how they might benefit you academically and professionally.

 

 

Academic Resource/Strategy 1

Writing is not one of my strong points. With the help of Walden’s writing center, I plan to become a better APA writer. Without Walden’s writing center, I would probably struggle as a masters nursing student. Walden’s writing center provides students with one on one paper reviews, live chats, webinars, and much more (Walden, 2019). Walden’s writing center provides students like myself with resources that can help make masters level writing much more manageable. Becoming a better writer will help me as a practicing nurse because it will help me to be able to think critically. Knowing how to write academically is very important because it allows you to communicate your thoughts without speaking as a student and a professional. NURS 6003 Academic and Professional Success Development Plan Template

 

Walden University. (2019). Writing center. Retrieved March 17, 2019, from

https://academicguides.waldenu.edu/writingcenter

 

 

 

 

 

Academic Resource/Strategy 2

Having a team or individual to keep you on track with required courses is very important. Having a specific schedule and timeline helps motivate me to continue on with my education. Academic advising helps me by informing me of the classes that I am required to take and by giving me specifics on when they will start and finish. They can also help me to make a schedule that can go along with my life and responsibilities. With the help of Academic advising, I will complete my goal of getting my master’s degree in a timely manner. NURS 6003 Academic and Professional Success Development Plan Template

 

Academic Resource/Strategy 3

Walden’s Library is an important academic resource. This library allows me to find articles needed for the many paper assignments and discussion boards that have to be completed during my course of study. Walden’s Library allows me to find free resources that I would otherwise have to purchase through other sites. Webinars and tutorials are also offered that help students learn how to navigate through the library to find the best resources needed to produce the best academic work. Walden’s Library also provides me with the tools needed to do the research needed to be successful academically and professionally. My plan is to use the library’s webinars and tutorials to teach me new skills to find the best resources to produce the best work academically NURS 6003 Academic and Professional Success Development Plan Template. I also plan to use the library’s data base to find scholarly articles that will help me when doing assignments.

 

 

 

Professional Resource/Strategy 1

The ANA is an organization that was organized to protect and advance the nursing profession. The ANA is a voice for all nurses. The ANA has a code of ethics that I currently follow as a nurse and will continue to follow as a future nurse practitioner. The code of ethics was produced to assure that all nurses including myself follow rules and regulations that protects not only the nurse but also has the best interest for the patient. My goal as a nurse practitioner is to continue to use the code of ethics that the ANA provided to provide the best primary health care to my future patients.

 

 

 

 

 

Professional Resource/Strategy 2

My state nursing organization is the Mississippi Nurses Association. The vision of the Mississippi Nurses’ Association (MNA) is to be one strong voice for Mississippi Nurses (MS Nurses Association, 2019). The mission of MNA is to promote registered professional nursing practice through advocacy, education, research and partnership (MS Nurses Association, 2019). The Mississippi Nurses Association can help me by supporting my goals in becoming a nurse advocate for the people of rural Mississippi. My plan is to create new policies in my specific state that helps bring affordable and reliable health care to the people in rural Mississippi. The MNA will also help me to be able to network as a student and professional and learn from other nurses in my area. NURS 6003 Academic and Professional Success Development Plan Template Meeting new people and observing new point of views will help me with my goal of becoming a successful student and future nurse practitioner.

MS Nurses Association. (2019). Retrieved March 18, 2019, from

https://www.msnurses.org/about-us/

 

 

Professional Resource/Strategy 3

Currently in the state of Mississippi, there are a lot of people who have uncontrolled Type 2 diabetes. As a student this organization will expand my knowledge of Type 2 diabetes. My plan as a nurse practitioner is to increase awareness about the disease. To achieve my goal of increasing awareness my plan is to join the American Association of Diabetes Educators. This organization will teach me to elevate my role as an expert at the clinical and behavioral aspects of diabetes care (American Diabetic Association, 2019). I also would like to improve patient outcomes after they have been diagnosed with diabetes. I feel that with the American Association of Diabetes Educators I will be able to achieve my goals.

 

American Diabetic Association. (2019). Retrieved. March 18, 2019,

from https://www.diabeteseducator.org/

 

 

ADDITIONAL RESOURCES/STRATEGIES

 

Week 3 | Part 3:
Strategies to Promote Academic Integrity and Professional Ethics

 

I have analyzed the relationship between academic integrity and writing, as well as the relationship between professional practices and scholarly ethics. I have also identified strategies I intend to pursue to maintain integrity and ethics of my academic work while a student of the MSN program, as well as my professional work as a nurse throughout my career. The results of these efforts are shared below. NURS 6003 Academic and Professional Success Development Plan Template.

 

Directions: In the space below craft your analysis/writing sample, including Part 1 (The Connection Between
Academic and Professional Integrity) and Part 2 (Strategies for Maintaining Integrity of Work).

 

 

Part 1: Writing Sample: The Connection Between Academic and Professional Integrity

 

In the space below write a 2- 3-paragraph analysis that includes the following:

 

Explanation for the relationship between academic integrity and writing

Explanation for the relationship between professional practices and scholarly ethics

Cite at least 2 resources that support your arguments, being sure to use proper APA formatting.

Use Grammarly and SafeAssign to improve the product.

Explain how Grammarly, Safe Assign, and paraphrasing contributes to academic integrity

NURS 6003 Academic and Professional Success Development Plan Template

 

 

PART 2: Strategies for Maintaining Integrity of Work

 

Expand on your thoughts from Part 1 by:

 

Identifying and describing strategies you intend to pursue to maintain integrity and ethics of your 1) academic work while a student of the MSN program, and 2) professional work as a nurse throughout your career. Include a review of resources and approaches you propose to use as a student and a professional.

 

 

Week 4 | Part 4:
Research Analysis

 

I have identified one topic of interest for further study. I have researched and identified one peer-reviewed research article focused on this topic and have analyzed this article.  The results of these efforts are shared below. NURS 6003 Academic and Professional Success Development Plan Template

 

Directions: Complete Step 1 by using the table and subsequent space below identify and analyze the research article you have selected. Complete Step 2 by summarizing in 2-3 paragraphs the results of your analysis using the space identified.

 

 

 

 

 

 

Step 1: Research Analysis

Complete the table below

Topic of Interest:

 

Research Article:

Include full citation in APA format, as well as link or search details (such as DOI)

NURS 6003 Academic and Professional Success Development Plan Template

Professional Practice Use:

One or more professional practice uses of the theories/concepts presented in the article

Research Analysis Matrix

Add more rows if necessary

NURS 6003 Academic and Professional Success Development Plan Template

Strengths of the Research

Limitations of the Research

Relevancy to Topic of Interest

Notes

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Step 2: Summary of Analysis

Craft a summary (2-3 paragraph) below that includes the following:

Describe your approach to identifying and analyzing peer-reviewed research

Identify at least two strategies that you would use that you found to be effective in finding peer-reviewed research

Identify at least one resource you intend to use in the future to find peer-reviewed research

 

Week 5 | Part 5:
Professional Development

 

I have developed a curriculum vitae to capture my academic and professional accomplishments to date. I have also developed a statement identifying one or more professional development goals, and a statement proposing how I might align one or more of these professional development goals with the University’s emphasis on social change.

 

The results of my efforts are below.

 

Directions: Complete Step 1 by developing (or copying and pasting) a curriculum vitae (CV) in the space provided. Complete Step 2 by completing a statement identifying your professional development goals space identified. Complete Step 3 by writing a statement proposing how you might align one or more of your professional development goals with the University’s emphasis on social change. NURS 6003 Academic and Professional Success Development Plan Template

 

 

 

 

Step 1: Curriculum Vitae (CV)

Use the space below to write your CV based on your current education and professional background. Alternatively, you may write this in a separate document and copy/paste the results below.

NOTE: If needed there are a variety of online resources available with tips and samples of graduate nurse CVs.

Step 2: Professional Development Goals

Use the space below to write a statement identifying your professional development goals.

 

 

Step 3: Alignment with Social Change

Use the space below to write a statement proposing how you might align one or more of your professional development goals with the University’s emphasis on social change. NURS 6003 Academic and Professional Success Development Plan Template

 

 

Week 6 | Part 6:
Finalizing the Plan

 

I have considered various options for my nursing specialty, including a close look at my selected (or currently preferred) specialty and second-preferred specialty.  I have also developed a justification of my selected (or preferred) specialty. Lastly, I have examined one professional organization related to my selected or preferred specialty and considered how I can become a member of this organization.

 

The results of my efforts are below.

 

Directions: Complete Step 1 by writing 2-3 paragraphs in the space below comparing the nursing specialty you have selected – or the one you prefer if your choice is still under consideration –  to your second preference. Identify each specialty and describe the focus and the role that graduates are prepared for. Identify any other differentiators you feel are significant, especially those that helped or may help you reach a decision.

 

Complete Step 2 by writing a paragraph identifying and justifying your reasons for choosing your MSN specialization. Be sure to incorporate any feedback you received from colleagues in this week’s Discussion Forum.

 

Complete Step 3 by examining and identifying one professional organization related to your selected or preferred specialty. Explain how you can become a member of this organization.

 

 

Step 1: Comparison of Nursing Specialties

Use the space below to write 2-3 paragraphs comparing the nursing specialty you have selected – or the one you prefer if your choice is still under consideration –  to your second preference. Identify each specialty and describe the focus and the role that graduates are prepared for. Identify any other differentiators you feel are significant, especially those that helped or may help you reach a decision.

 

 

Step 2: Justification of Nursing Specialty

Use the space below to write a paragraph identifying and justifying your reasons for choosing your MSN specialization. Be sure to incorporate any feedback you received from colleagues in this week’s Discussion Forum.

 

Step 3: Professional Organizations

Use the space below to identify and examine one professional organization related to your selected or preferred specialty. Explain how you can become a member of this organization. NURS 6003 Academic and Professional Success Development Plan Template

NSG 6620 Week 5 Assignment 1 Discussion

Discussion Question 1: The Average Daily Census (ADC) and the Target Budget

One of the greatest challenges unit managers and CNOs face is predicting and working with the average daily census (ADC), particularly as it relates to the target budget.

The average daily inpatient census refers to the number of patients present at the official census-taking time each day.For example, a patient admitted to the coronary care unit at 1:00 pm and who dies at 4:00 pm the same day is a patient admitted and discharged the same day.The ADC is typically calculated each night at midnight.It is a challenge to predict what the ADC will be on any given day.

The target budget is targeted or predicted in the zero-based operating budget based on the previous years’ ADC.The target budget is typically projected at least one year in advance.A lot of information goes into the computation of a target budget, and there are many variances once the budget is formulated and approved.

Using the readings for the week, the South University Online Library, and the Internet, respond to the following:

Explain how the ADC contributes to the target budget.

Describe two major challenges in determining the actual target budget and ADC.

Identify two major challenges for unit managers and CNOs due to the variances between the actual target budget and the ADC.

Comment on the postings of at least two peers.

Evaluation Criteria:

Explained how the ADC contributes to the target budget.

Described two major challenges with the actual target budget and ADC.

Identified two major challenges for unit managers and CNOs due to the variances between the actual target budget and the ADC.

Justified your answers with appropriate research and reasoning.

Commented on the postings of at least two peers.

NSG 6620
 
Week 5 Discussion 2

Discussion Question 2: Return on Investment

Return on investment (ROI) is a financial performance measure used to evaluate and determine the efficiency of an investment on a number of different measures.The ROI is calculated by examining the benefit (return) of an investment divided by the cost of the investment.The result of this calculation is a percentage or a ratio.For example, the formula for ROI is as follows:

ROI = (Gain from the investment – Cost of the investment) / Cost of the investment

It should be noted that there is more than one way healthcare organizations may compute and calculate the ROI for a new service or product line.The ROI is not always calculated in direct dollars, but it may be calculated as the ability to contribute to the organizational mission and philosophy.For example, a nonprofit healthcare organization may want to partner with a local community endeavor and establish a free clinic with low-dollar ROI but with a tremendous feeder of new patients to primary care services within the organization.

Using the readings for the week, the South University Online Library, and the Internet, respond to the following:

Develop an ROI for a new project (such as the implementation of a new Level 3 neonatal intensive care unit [NICU]).

Summarize the issues and challenges in formulating an accurate ROI for a new product or service line.

Identify two major challenges and two major barriers for unit managers or the CNO accountable for ensuring ROI on a new product or service line.

Comment on the postings of at least two peers.

Evaluation Criteria:

Developed an ROI for a new project (such as the implementation of a new Level 3 neonatal intensive care unit [NICU]).

Summarized the issues and challenges in formulating an accurate ROI for a new product or service line.

Identified two major challenges and two major barriers for unit managers or the CNO accountable for ensuring ROI on a new product or service line.

Justified your answers with appropriate research and reasoning.

Commented on the postings of at least two peers.

NSG 6620 Week 6 Assignment 1 Discussion

Discussion Question 1: Role of the Nurse Executive

There are numerous definitions of what it means to be a nurse executive.The definition may change according to the work environment in your healthcare organization.Some literature refers to the nurse executive as a nurse administrator.The nurse executive must have knowledge, skills, and competencies that foster and promote nursing leadership within the healthcare organization.Nurse executives are in a key leadership role in healthcare organizations and have the capacity to effect positive change and promote a culture of community and excellence.

Using the readings for the week, the South University Online Library, and the Internet, respond to the following:

Examine the role of the nurse executive in a clinical area with staff, patients, and providers.Explain why this role is important.

Explain why the nurse executive needs to delegate.What are some of the challenges nurses face during delegation?

Evaluate the role of the nurse executive in succession planning for the healthcare organization.

Examine the educational preparation and national certification requirements for a nurse executive.

Comment on the postings of at least two peers.

Evaluation Criteria:

Examined the role of the nurse executive in a clinical area with staff, patients, and providers, and explained why this role is important.

Explained why the nurse executive needs to delegate.What are some of the challenges nurses face during delegation?

Evaluated the role of the nurse executive in succession planning for the healthcare organization.

Examined the educational preparation and national certification requirements for a nurse executive.

Justified your answers with appropriate research and reasoning.

Commented on the postings of at least two peers.

NSG 6620
 
Week 6 Discussion 2

Discussion Question 2: Characteristics of an Effective Team

As the saying goes, “There is no I in team.” There is another saying, “The whole world is a team.” These two sayings support the fact that everyone in healthcare organizations must work together for the good of patients.There is much in healthcare literature focusing on the role of high-performance teams and their impact on patient quality, patient safety, and healthcare worker satisfaction.One of the greatest “value-added” benefits of high-performance teams is the collaboration and sharing of essential information to enhance quality and patient outcomes.In modern healthcare organizations, effective teams are critical to providing patient and healthcare worker satisfaction.

Using the readings for the week, the South University Online Library, and the Internet, respond to the following:

Describe at least three characteristics of an effective team.

Identify two challenges with interprofessional healthcare teams with respect to the various roles.

Describe one high-performing team in which you are currently engaged or have engaged in the past.What are the reasons for the success or failure of this team?

Examine how education models created for interprofessional healthcare students may develop high-performing healthcare teams.

Comment on the postings of at least two peers.

Evaluation Criteria:

Described at least three characteristics of an effective team.

Identified two challenges with interprofessional healthcare teams with respect to the various roles.

Described one high-performing team in which you are currently engaged or have engaged in the past, and explained the reasons for the success or failure of this team.

Examined how education models created for interprofessional healthcare students may develop high-performing healthcare teams.

Justified your answers with appropriate research and reasoning.

Commented on the postings of at least two peers.

NSG 6620 Week 7 Assignment 1 Discussion

6501 Week 3 discussion : Pathophysiology of Pain

Pathophysiology of Pain

 
           Pain is described by Huether and McCance (2017) as a complex experience, one that includes physical, cognitive, spiritual, emotional, and environmental factors, which may be a signal of tissue damage, lasting from seconds to as long as three months, or chronic lasting greater than three to six months and have no purpose (p.340-341). Pain is an unpleasant sensation that can only be described by the person who feels it. The sensation of pain is transmitted by the central nervous system, which processes potentially harmful stimuli by way of nociceptors, which are pain receptors. (Huether & McCance, 2017) 6501 Week 3 discussion : Pathophysiology of Pain. Nociceptors are distributed throughout the body, which transmits the sensation of pain, and responds to the stimuli in different ways (Huether & McCance, 2017). Different types of stimuli cause different types of pain sensations, such as mechanical, thermal and chemical. Some chemical receptors that are associated with the sensation of pain include bradykinin, histamine, leukotrienes and prostaglandins. (Huether & McCance, 2017).  Pain has been recognized in the past as the fifth vital sign, making it an important part of the assessment process. Pain can be characterized in many different ways, such as acute, chronic, or referred, which are dependent on the different criteria that identify each.

  Acute Pain

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Acute pain is a sensation that last only seconds to day, but may be present for up to three months. Acute pain is a mechanism of the body that warns of immediate danger that can cause harm, which causes the person to immediately respond to remove the cause of the pain. Acute pain is normally self-limiting, resolving within days or weeks, but may continue longer as healing occurs (Anwar, 2016).  Acute pain results in autonomic nervous stimulation, which results in increase in heart rate, hypertension, diaphoresis and dilated pupils (Huether & McCance, 2017, p. 340). Acute pain is further divided into classifications, which include somatic, visceral or referred, which help to diagnose and treat the pain more effectively (Huether & McCance, 2017). Somatic pain is pain that is felt as sharp and well localized, or dull, aching, throbbing, which can be poorly localized (Huether & McCance, 2017). Acute pain is commonly the type of pain that patients experience after surgery, traumatic injuries, tissue damage and the inflammatory process (Anwar, 2016).

 

Chronic Pain

 

Chronic pain is pain that has been present for longer than three to six months and beyond the natural healing time (Huether & McCance, 2017).  Although it may accompany any type of injury, chronic pain serves no purpose and causes suffering of the individual (Huether & McCance, 2017). Chronic pain often leads to negative impact on quality of life, well-being and a person’s long term ability of function (Anwar, 2016). Huether and McCance (2017) explain that with chronic pain, there have been actual changes to the peripheral and central nervous systems that cause a dysregulation of nociception and the pain modulation process (p. 340). Over time, people who suffer with chronic pain have adaptations that lead to normalization of heart rate and blood pressure, which can lead to the misconception that these patients are not actually in pain. Chronic pain that is not controlled leads to problems such as depression, poor eating and sleeping habits, preoccupation with pain and avoidance of any stimuli that causes the pain (Huether & McCance, 2017). Patients who experience chronic pain also are commonly faced with the fact that their pain may never be completely resolved, which is normally achieved with acute pain.

 

Referred Pain

 

Referred pain is pain that is felt in a different area that where the pain originates from. An example is symptoms of MI, such as pain in the jaw or shoulder. Referred pain can be from an acute problem or it can be chronic, such as pain felt from sciatic with a chronic back injury. Huether and McCance (2017) explain that the reason behind pain being referred to other areas in the body is because the brain cannot distinguish the origin due to the many impulses that are being received from cutaneous and visceral neurons that converge at the same ascending neurons.

 

Gender and Age

 

Shea and McDonald (2010) explain that women and their descriptions of pain had been shown to be dependent on social interactions, and that women who suffered chronic pain seemed to have difficulty with self-esteem, and dignity as patients. Age has an impact on the way pain may be reported, or even assessed due to cognitive function. As a hospice nurse, I have learned that the elderly, cognitively impaired patients often act out when in pain, similar to young children, which leads to undertreatment of pain. I have worked with physicians in the past who did not believe in treating pain with infants, for instance, when circumcising newborns, he refused to order any type of topical pain control. As a nurse, I have worked on both ends of the spectrum, and I have seen pain that was poorly controlled at both ends. I had also done research to support my teaching of patients and families about pain control and the safety of morphine use at the end of life, which has led me many times to learn that patients with dementia are very undertreated for pain, partly because they can’t verbalize, and partly because physicians and nurses are afraid of overdosing them, which leads to poorly controlled pain. Shea and McDonald (2010) explained that it is imperative that healthcare providers have a keen awareness of hour to accurately assess for pain in patients of all ages, so that it can be treated effectively.

 

 

Anwar, K. (2016). Pathophysiology of pain.
Disease-a-Month, 62
(9), 324-329. Retrieved

 

From
https://doi.org/10.1016/j.disamonth.2016.05.015
.

 

Huether, S.E. & McCance, K.L. (2017) Understanding pathophysiology (6th ed.). St. Louis,

 

MO: Mosby.

 

Shea, M., & McDonald, D. (2010). Factors associated with increased pain communication by

 

Older adults. Western Journal of Nursing Research, 33(2), 169-206. Retrieved from

 

http://journals.sagepub.com.ezp.waldenlibrary.org/doi/abs/10.1177/0193945910372775

 

 

Week 3

Pain

The neurological system affects all parts and functions of the body through nerve stimulation. Nerves also control the sensation and perception of pain. While pain can be described in a variety of ways, it is essentially labeled according to its duration and source. As an advanced practice nurse evaluating a patient, you need to consider the following questions: Does the pain quickly come and go, or is it persistent and ongoing? Does the pain arise at the source of injury or in another location? In this Discussion, you compare three common types of pain—acute, chronic, and referred.

To prepare:

·        Review this week’s media presentation on the neurological system, as well as Chapter 13 in the Huether and McCance text.

·        Identify the pathophysiology of acute, chronic, and referred pain. Consider the similarities and differences between these three types of pain.

·        Select two of the following patient factors: genetics, gender, ethnicity, age, or behavior. Reflect on how the factors you selected might impact the pathophysiology, diagnosis, and prescription of treatment for acute, chronic, and referred pain.

Post A 1 page paper APA format

1
 a description of the pathophysiology of 
acute
, 
chronic
, and 
referred pain
, including similarities and differences between them.

2 
Then, explain how the factors you selected might impact the pathophysiology, diagnosis, and prescription of treatment for acute, chronic, and referred pain. 6501 Week 3 discussion : Pathophysiology of Pain.

 

Course resources

·        Huether, S. E., & McCance, K. L. (2012). 
Understanding pathophysiology
 (Laureate custom ed.). St. Louis, MO: Mosby.

o   Chapter 12, “Structure and Function of the Neurologic System”

This chapter begins with an overview of the structure and function of the nervous system. It also explains the importance of the central, peripheral, and autonomic nervous systems.

o   Chapter 13, “Pain, Temperature, Sleep, and Sensory Function”

This chapter covers the role of pain, sleep, stress, and the senses on body functions. It also explores alterations involving pain, sleep, stress, and the senses.

o   Chapter 14, “Alterations in Cognitive Systems, Cerebral Hemodynamics, and Motor Function”

This chapter explores disorders of cognitive systems, neuromotor function, tone, movement, and motor performance. It also examines factors that impact these disorders as well as clinical manifestations.

o   Chapter 15, “Disorders of the Central and Peripheral Nervous Systems and Neuromuscular Junction”

This chapter examines the pathophysiology, clinical manifestations, and evaluation and treatment of central and peripheral nervous system disorders. Tumors of the central nervous system are also covered. 6501 Week 3 discussion : Pathophysiology of Pain.

o   Chapter 16, “Alterations of Neurologic Function in Children”

This chapter focuses on the pathophysiology, clinical manifestations, evaluation, and treatment of neurologic disorders and brain tumors in children. Normal growth and development is also examined.

·        McPhee, S. J., & Hammer, G. D. (2010). 
Pathophysiology of disease: An introduction to clinical medicine
 
(Laureate Education, Inc., custom ed.). New York, NY: McGraw-Hill Medical.

o   Chapter 7, “Nervous System Disorders”

This chapter begins with an overview of the structure and function of the nervous system to lay a foundation for exploring nervous system disorders. It then examines several nervous system disorders such as Parkinson’s disease, epilepsy, dementia, Alzheimer’s disease, and stroke. 6501 Week 3 discussion: Pathophysiology of Pain.

Chapter 12, “Disorders of the Adrenal Medulla”

This chapter examines disorders relating to alterations of the adrenal medulla. It classifies disorders by the organ or tissue that is most impacted by the disorder. The pathophysiology, clinical manifestations, symptoms, and signs of the disorders are also covered.

Chapter 19, “Disorders of the Hypothalamus & Pituitary Gland”

This chapter covers the structure and function of the hypothalamus and pituitary glands. It also explores disorders of the hypothalamus and pituitary glands.

Chapter 21, “Disorders of the Adrenal Cortex”

This chapter begins by exploring the structure and function of the adrenal cortex. It then explores disorders relating to alterations of the adrenal cortex.

Media

·        Laureate Education, Inc. (Executive Producer). (2012f). 
The neurological system
. Baltimore, MD: Author.

This media presentation outlines the pathophysiology of the neurological system and associated alterations.

Optional Resources

·        Alzheimer’s Association. (2012). Retrieved from 
http://www.alz.org/

·        National Multiple Sclerosis Society. (2012). Retrieved from
http://www.nationalmssociety.org/index.aspx

·        National Parkinson Foundation. (2012). Retrieved from 
http://www.parkinson.org/

 

 

NURS 6501N-6 Advanced Pathophysiology

Pain

Pain is defined as “an unpleasant sensory and emotional experience associated with actual or potential tissue damage”, per the American Pain Society (Huether & McCance, 2012, p.324). Pain descriptions are subjective to the person experiencing it and at times can be very hard to control once started. This week’s discussion will consider types of pain, including acute, chronic and referred pain and their similarities and differences. Also, other factors that affect pain will be discussed and their effects on pathophysiology, diagnosis and treatment. 6501 Week 3 discussion : Pathophysiology of Pain.

Acute Pain

Acute pain begins when the body is attempting to warn of a potentially harmful experience, to relieve it (Huether & McCance, 2012, p.327). It is usually sudden or unexpected, and may linger for minutes to days, depending on location and severity. Acute pain can be further divided into somatic, visceral, or referred. Somatic pain comes from the skin, while visceral pain is pain from internal organs (p.327). Referred pain, however, refers to the air where the pain is felt (p.328) “The polymodal peripheral receptors initiate unpleasant sensations that can be modulated in the dorsal horn and the anterior columns of the spinal cord before reaching the cerebral cortex” (Fink, 2005, p. 277). Although neurological pathways of the body allow for sensation of pain, skin and visceral sensations are different.

Chronic Pain

Chronic pain is constant pain lasting a minimum of 3 months (Huether & McCance, 2012). Chronic pain can be sub grouped into neuropathic pain, which results from a neurological lesion dysfunction, or peripheral neuropathic pain, that results from trauma or disease of a peripheral nerve. There is also central neuropathic pain that develops from dysfunction in the brain or spinal cord (p.328). The process of nociception drives chronic pain. When nociceptors are stimulated, an action potential is started along the nerve that it is attached to 6501 Week 3 discussion : Pathophysiology of Pain. The nerves, composed of axons are classified per the nerve innervated. Some axons are myelinated, which help to protect the myelin and produce a faster pain transmission signal. Nerve endings that respond to sensory processes such as heat, cold and touch have different myelination properties and neurotransmitters that they respond to (Rashiq et al., 2008).

Referred Pain

Pain felt in the area other than the point of origin is defined as referred pain (Huether& McCance, 2012). Research has shown that the mechanism of convergence is the explanation for referral pain. When primary afferent fibers from different sites converge on the same second-order neuron in the brainstem nucleus (Hashemipour & Borna, 2014). In a case study on orofacial pain, referred pain was of greatest concern when the pathology became progressive in conditions such as “infections, vascular disorders, and neoplastic disease. Well-known sources of pain referred to the jaws include the pain of ischemic cardiac disease, esophageal pathology, and central lesions that cause increased intracranial pressure or produce compression of one or more of the cranial nerves” (p. 152).

Pain Comparison

Onset between the specific types of pain differ. Acute pain is sudden, whereas, chronic and referred pain occur due to some other etiology. Description of pain also differs. In acute pain, the exact area and reason for the pain is easily identified, whereas, chronic and referred pain usually occur because of some other problem, and may be harder to diagnose. Signs and symptoms of acute pain are usually immediately felt and observed, while chronic and referred pain may show symptoms slowly over time (Huether & McCance, 2012) 6501 Week 3 discussion : Pathophysiology of Pain.

Age and Genetic Factors on Pain

           
At any age, pain effects the body differently. As an infant and child, the pain threshold, or the lowest toleration of pain is very low due painful experiences (Huether & McCance, 2012). Physiological changes in heartrate and breathing often show signs of pain or discomfort. 6501 Week 3 discussion : Pathophysiology of Pain Behavioral changes in facial muscles, crying, and restlessness, also show an observable change that could be a response to pain. In adults, the pain threshold is subjective and can change within moments. Physiological changes in behavior are like infants and children, but adults can be more specific about what they are feeling (p.330).

Genetic research has shown that a rare disease called congenital insensitivity to pain with anhidrosis (lack of sweating), also known as hereditary sensory and autonomic neuropathy type 4.  It is characterized by profound insensitivity to noxious stimuli and absence of sweating, as well as secondary complications such as repeated injuries, self-mutilation, and recurrent febrile episodes. Delayed developmental milestones, hyperactivity, emotional lability, and intellectual disabilities are also observed to varying degrees. Morphologic studies revealed that insensitivity to pain and anhidrosis result from the absence of sensory and sympathetic postganglionic neurons (Wang et al., 2016).

Conclusion

Structures and functions of the neurological system are very complex, yet it continues to regulate the body with little help from us. Pain is regulated by this system, and helps to warn the body of potentially dangerous experiences. Pain treatments vary individually, and can take time to diagnose and maintain. Pain will always be an issue that the human body faces daily. With continued research, the pathophysiology may be better understood and possibly better treatments invented. 6501 Week 3 discussion : Pathophysiology of Pain.

References

Fink, W. A. (2005). The pathophysiology of acute pain. 
Emergency Medicine Clinics of North America
, 
23
(2), 277-284. doi:10.1016/j.emc.2004.12.001

Hashemipour, M. A., & Borna, R. (2014). Incidence and characteristics of acute referred orofacial pain caused by a posterior single tooth pulpitis in an Iranian population. 
Pain Practice
, 
14
(2), 151-157. doi:10.1111/papr.12034

Huether, S. E., & McCance, K. L. (2012). 
Understanding pathophysiology (Laureate custom ed.)
. St. Louis, MO: Mosby.

Rashiq, S., Schlopflocher, D., Taenzer, P., & Jonsson, E. (2008). 
Chronic pain: A health policy perspective
. Weinheim, Germany: Wiley-Blackwell/Wiley-VCH.

Wang, Q., Guo, S., Duan, G., Ying, Y., Huang, P., Liu, J. Y., & Zhang, X. (2016). Phenotypes and genotypes in five children with congenital insensitivity to pain with anhidrosis. 
Pediatric Neurology
, 
61
, 63-69. doi:10.1016/j.pediatrneurol.2016.04.006 6501 Week 3 discussion : Pathophysiology of Pain