The report talks about the workplace culture in practice development or in the terms of the clinical. Workplace culture has become the central concerns of the practice development. The reports show the certain concept such as staff engagement, positive working culture, and the teamwork. The workplace culture creates an impact on both patients and employees. Poor workplace culture in nursing will boost the sick leave of staff, medication error, poor staff retention and the psychological ill health of employees. The paper shows the critical evaluation of the workplace culture for health care comprising the use of the CIP principles (Thorarinsdottir, and Kristjansson, 2014). There is a brief discussion on the person-centered and practice development. The framework discusses the each and every parameter that shows the link to improve the workplace culture. The report concludes that in Nursing and healthcare need of workplace culture is essential.
Practice development is a continuous process that plays a vital role in developing person-centered cultures. It is empowered by facilitators who truly draw in with people and groups to mix individual qualities and innovative creative ability with training aptitudes and practice insight (McCormack, Manley, and Titchen, 2013). The discovering that happens realizes a change of individual and group rehearses. This is maintained by installing the two procedures and results in corporate methodology. Some of the characteristics of the practice development in nursing are as follows:-
Practice development in nursing focuses on the health of the patients, the health reflects the living a positive life. Positive workplace culture is maintained by the health care because they believe that this is the only way to provide the best treatment to the patients (Stuart, 2014).
A workplace culture is influenced by values, beliefs and the experienced of the employees as per the theoretical research and the fundamental aspect of the practice development. The nature of the workplace culture should be positive because this culture can impact the health care provided to the patients along with the patients it will create an impact on the health of the staff (Sfikas, 2016). Positive workplace culture is essential to optimal workplace environments. This positive culture in the workplace will lead to the better care of the employees. The employees or staff at the health care should share a common vision and common set of values and principles in a way to grow the level of care of the patient along with the increase in the positive culture. The transformation of practice surrounded by the healthcare needs fundamental deviations in the pattern and the mindset of the behavior of the staff (Bishop, 2014). This theory of transformation should be adopted by the managers and the leaders because they can be the role models for the staff (Regan, Laschinger, and Wong, 2016).
The staff members play a vital role in creating a positive workplace. Patient satisfaction is indeed a powerful driver in the current century (Carlson, 2017). Considering the patients the nurses and the healthcare leaders understand the importance of the positive environment at the workplace. Positive culture over here refers to as creating respect, skillful communication, kind atmosphere and the encouragement. When the leaders will take action towards the zero tolerance in the behavior then only the team member remove their negative behavior towards the patients and show them a positive behavior. The patient satisfaction is not acceptable, this satisfaction totally depends that the staff members are happy or not. Disconnected staff from their mission and values will not be able to deliver the good satisfaction. This is must for the organization to make their staff feel valued and supported because they are the only one because of which the company will be able to accomplish the goals and objectives by providing the satisfaction to the patients. A positive workplace encourages the staff to get involved in the company success this how the staff will be able to display their commitment to the workplace culture (Grabowski, Elliot, Leitzell, Cohen, and Zimmerman, 2014).
There is an existence of the connection between the workplace satisfaction and the nurse engagement. The nurse will get engage in their work when they feel empowered. A nurse leader plays a vital role in making the positive workplace which needs the engagement of the nurse. Engagement depends on the individual skills of the nurse either they are willing to participate in improving the workplace culture. The positive interaction of the nurse with the patients will improve the condition of the patient and will also help in motivating others to show their engagement. It shows the individual values, morals, and drive. The attitude of the staff working might because of some past experiences that may affect the current behavior and attitude of the employees. It totally depends on the people perception they are willing to perform the activity of the engagement or not. Though, sometimes the high-level engagement may also lead to the poor organizational structure and managerial structure (Laschinger, Wong, Cummings, and Grau, 2014). Engagement of the people might be affected by some of the reasons that are difficult to measure at the workplace. The employees who are engaged in making the workplace culture effective and positive will look for the growth and the career opportunities.
The CIP principles make sure that the development programme is owned by the patient or service users, staff and the families. The approach is for the development is a systematic, creative, participatory and collaborative approach. Practice development framework consists of the values and believes that helps in achieving the person-centered cultures for human flourishing (Gauwitz, and Dugan, 2014).
Value and belief is core to the practice development which shows the understanding regarding the mission and vision. The programme facilitator worked with the staff of the organization to promote the collaboration and inclusion of team members to ensure they are on the same track. To develop the person-centered care one has to deal with the patients with the variety of the negative as well as the positive attitudes. Values and beliefs of each and every individual person might vary which will create an impact on the workplace culture.
The character of the leadership is vital in achieving the workplace culture changes. The focus of the leadership in the organization is to enhance the developmental activities; these development activities help in enhancing the collaboration participation and bring the positive culture (Laschinger, and Fida, 2014). The need of the facilitator is there to provide the support to the participated as a leader and integrate the learning into the changing practice.
The development of the person-centered requires the learning culture at the workplace. Learning culture is productive cultures and it is the ability to tolerate the tension. This culture helps the staff to learn from their support, mistakes and enable innovation. A learning culture guides the nurse to focus on their personal and professional growth (Billett, 2016). The central principles of practice development methodology are for individual, team and the organizational commitment towards the collaborative, inclusive and the participation.
The pre-requisites focus on the attributed of the staff that helps in bringing the development of the health-care professionals that helps in delivering the effective person-centered care. Attributed consists of the development of the commitment to the job, interpersonal skills, clarity of the values and the beliefs (McCance, Gribben, McCormack, and Laird, 2013).
Person-centred care shows that this is the part of the caring relationship. Caring relation plays a vital role in prerequisite for good care in which personal, respect, closeness and the professional involvement can flourish. The relationship between the patient and the nurse will make the nurse aware of the relevant information that can be used by the nurse in the treatment of the patient to get the better outcomes (Cherry, and Jacob, 2016). The relationship indicates three things such as:- what both people know about each other, the way of adjusting the behavior of nurse or carer to person cared for and the way both nurse and patient address and speaks to one another. These three aspects show the characteristics of the personal character.
The caring relation is needed to be formed by the nurse to bring the improvement in the health of the patient; this shows the professional expertise of the nurse in context to the workplace. The caring relationship enhances the workplace culture (Hamric, Hanson, Tracy, and O’Grady, 2013). Up-to-date professional skills and knowledge guide the nurse to provide the effective care to the patients. Clinical reasoning is not only con concern with the knowledge and the skills but it shows the practice to take the personal and the professional experience. Professional knowledge is concerned with the good communication skills, appropriate attitude, authenticity and being friendly and kind (Verklan, and Walden, 2014).
The focus of the framework is to develop the positive relationship with the services users or the patients. Professional interaction should be able to fulfill the respect and care of the patients. The negative culture within the healthcare system will directly or indirectly create an impact on the patient’s care and affect the experience of the patients and their families. A positive relationship will influence the effective nursing practice (Gabrielsson, Savenstedt, and Zingmark, 2015). The effective staff relationship will help in enhancing the workplace culture.
This framework helps the healthcare staff to develop the effective way of communicating with the patients. Interpersonal skills are must to be developed in the person who is engaged in the healthcare. Effective communication consists of both verbal non-verbal skills. Communication changes with the change in the body posture and language such as movements, eye contact, and the facial expressions. Generally, the way of communication changes according to the person. In the healthcare workplace to enhance the culture, the practitioner shows the effective interpersonal skills that create a positive impact on the families of the patients (McCance, and McCormack, 2016). There is a requirement of the development of the effective communication skills. Warm and friendly communication from the practitioner side is effective to develop the trust in the patients.
The physical environment plays a vital role in care and healing. Majority of the health care is now converting into the clinical, drab, soulless and depressing. Most of the hospitals and the healthcare facilities are now converting and being designed considering the clinical efficiency as a primary focus, not considering the person-centered (Brooker, and Latham, 2015). For instance, development of single rooms in the hospital will take place for reducing infection possibilities to the patients in a hospital. This is the fact that the availability of the single rooms will enhance the patient’s satisfaction. The physical environment is definitely part of the workplace (Slater, McCance, and McCormack, 2015).
This section of the framework emphases on the professional facilitating patient participation in the decision making through providing information and incorporating the newly designed perspectives into forming practice. It is linked with the working with the patient’s values and the beliefs. There should be proper involvement of the staff in the decision making in regards to the patient care and the hospital governance (Kitson, Marshall, Bassett, and Zeitz, 2013). The staff member of the company will help them in understanding the needs and the demands of the patients. The maintenance of the association is must for the staff because they are the one who can bring the strategies that the company should implement to bring the effective changes in the workplace.
The framework approach now talks about the usage of the kindness in the health care. The usage of the empathy will be more appropriate considering the context of the healthcare. Sympathetic presence describes the way the nurse recognizes the patients and the quality of relationship a patient and the practitioner. The presence of the sympathy from the practitioner side might vary patient to patient as it totally depends on the beliefs and values of the patient. The patient’s belief and values will be identical once the practitioner will spend the time with their patients. The practitioner shows the sympathy to every patient which helps in maintaining the person-centered care.
The framework of the person-centered nursing holds a broader nation of the health that shows a positive life. The main aim of the holistic care is to deliver the physical and the technical care to the patients. Though, this care is often achieved because the health care center needs to ensure that the practitioners are able to fulfill their attention to the process of the therapeutic benefits. This is the role of the practitioners to pay the attention to the patients and the duty of the practitioners says that they have to deliver the overall therapeutic benefit.
Person-centred outcomes are a crucial construct inside the framework and this outcome signifies outcomes anticipated from effective person-centered practice. The outcome of the person-centered includes the experience of care, involvement of the staff in providing the care to the patients. The outcomes of the person-centered consist of the existence of a healthful culture, feeling of well-being, good care experiences and involvement in care. The professional knowledge in nursing practice will lead to the better outcomes and outcomes are linked with the effective workplace culture.
The overall framework shows that the workplace culture plays a vital role in healthcare centers. Nurses and care organization are trying to maintain the positive and the effective workplace culture so that they are going to be capable enough to gain the interest in person-centered care. The value and beliefs of the employees working will help in creating a positive impact on workplace culture (Wilson, and Cooper, 2016). The practice development helps the nurse in understanding the concept behind the forming good relationship with the patients to improve the workplace culture.
Conclusion
The report talks about the workplace culture considering the practice development and the CIP principles. The paper describes the keep points of the effective workplace culture. The workplace culture matters a lot for the staff working there and for the patients visiting. The person-centered framework of nursing displays the growth of the staff and the workplace culture once bringing changes. This framework is especially for the staff working in the healthcare centers (Brooker, and Latham, 2015). The workplace culture should be considering the patient’s requirement, the role of practitioners I to deliver the effective facilities to improve the patient experience.
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