Question:
You are the Program Manager and responsible for the coordination of all activities which occur in a program. This may be a social work program, nursing care program, occupational or physiotherapy program, etc. Primarily based with a focus on either the aged care sector or disability health services.Briefly describe the strategic planning process and how you would use this to promote the aims and outcomes of the program. Identify key reporting tools of quality management which may be applied throughout the process, also consider the ongoing goals of the program. How would you define the relationship between quality assessment and performance reporting within your program? Are they interrelated? Describe both possible positive and negative outcomes.What do you believe to be the most effective way of ensuring people within your organisation achieve the goals set for them? Consider education, recognition of skills and competencies, in addition how will this affect the rest of the organization as a whole?
The Falls Management Program includes dual primary looms to towards management of the falls as well as injuries. The initiation will be through a very spontaneous response towards residents that fall. When any fall takes place, careful evaluation as well as investigation, with instantaneous intervention while initial 24 hours, could help recognize risk plus even prevent any future incidents. Second loom will be long-run management. In this approach, screening at the time of admission, quarterly, yearly s well as alterations of situations are vital towards identifying inhabitants at higher risk of the fall (Bloodgood 2007). In both the looms, a proper comprehensive falls evaluation must also be used towards developing entity care plan intrusion. Staff will also monitor as well as manage resident’s answer, and make proper care plan revaluations whenever required. While both the approaches will be fundamental towards a complete program, burden upon staff within terms of enhanced time as well as paperwork because of the higher quantity of resident falls also is significant. Amenities which master fall response procedure could shift from the crisis management towards proactive decrease of the fall risk as well as related injuries
Program goal and background
The FMP will be appropriate interdisciplinary quality enhancement initiative. Such a program will be properly and specifically designed towards assisting the nursing facilities and also supplying individualized, person-oriented care, as well as civilizing their total care for fall processes plus outcomes via educational as well as quality enhancement tools (‘Defining And Developing Competence: A Strategic Process Paradigm’ 1995). Why is all this significant? It is a vital question and has several answers:
Falls are general within nursing facilities. From 1.6 million inhabitants in the U.S. nursing amenities, roughly half fall yearly. About 1 within 3 of the ones who fall would fall two otherwise more times within a year.Falls frequently have solemn consequences, particularly in weak older residents. The Fall-oriented injuries lessen resident’s superiority of life in addition to capability towards function. Residents that fall without any injury habitually develop a fright of falling which leads towards self-forced limitation of actions. One in each 10 inhabitants that fall has very serious associated injury as well as some 65,000 patients also suffer a modish fracture every year. There are several unfavorable results of these falls.Falls in reality are a vital safety concern intended for all nursing amenities. Injuries that are a result of falls are also major causes for many lawsuits adjacent to facilities as well as staff that could also result within loss of the large amount of money as well as higher indemnity premiums. There exist many probable consequences for amenities.Several nursing amenities carry theses programs in proper place, yet identify that there are always spaces for enhancement and growth. While not every fall and injury could be banned, it is also very critical to carry a methodical process for assessment, interference and monitoring which results within minimizing all the risks of fall.FMP would also help facility employees to recognize and arbitrate, whenever possible, upon the ordinary causes of the falls. Falls amongst nursing home inhabitants are more often than not consequence of the mix of risk elements, both intrinsic as well as extrinsic.
Though intrinsic risk elements like age-linked changes plus chronic diseases can never be eradicated, they could be controlled in proper way towards reducing resident’s danger of falling. The Medical administration of both acute as well as chronic situations could be improved via appropriate assessment and proper treatment. Risk factors that are Extrinsic could also be spoken to towards improve safety within environment plus also during use of tools and equipments.
FMP Self-evaluation tool will be used in the program and this would enable employees to recognize strengths as well as weaknesses within main areas. It must also be completed prior to initiation of the program for better development of a facility-detailed plan intended for implementation of the program (Döring 2007). This self-assessment must also be concluded after the program implementation towards evaluating progress as well as identifying further improvement in the process requirements. In fastidious, completing chart audit segment of self-assessment periodical would also help to detect all the care processes like screening, evaluation, care planning, as well as monitoring that will be performed and recognized adequately along with need upgrading. This part will also include major fields of documentation that are necessary to imitate implementation of most excellent practices as well as will also promote positive consequences throughout survey otherwise at time of litigation.
Tracking Record intended for Improving the Patient Safety (TRIPS) also will be used as a method in FMP towards reporting all forms of falls and also the progress of the plan and the program. The Centers intended for Medicare as well as Medicaid Services’ explanation of the reportable fall comprises the following
Full episode where particular resident has lost his or her balance as well as may have fallen, that were not for any staff intervention, also is said as a fall. In some other words, intercepted fall also is a fall.The attendance or nonappearance of an ensuing injury is never a factor within definition of any fall. Even a fall devoid of injury is considered as a fall (Gustafsson 1997).When any resident is seen on floor, facility is compelled to investigate plus even try to recognize the way in which he/she went there, in addition to putting into place proper intervention towards preventing this type of happening anytime again. Unless and until there is proof suggesting, most logical end is that fall has actually occurred.
If any fall situation is not investigated on time of occurrence, it is extra difficult to put together event in addition to determining kinds of risk that were present in the situation that has already occurred. Even while an occupant is found on floor after an unrecognized fall, straight care staff could also use their knowledge as well as experience of resident towards making educated guesses on the basis of the evidence (Foster 2014). Proper response of the “unknown” must also rarely be accepted through nurse manager at the time of investigation of the fall.
Tracking Record intended for Improving the Patient Safety which is also called TRIPS will be the method that will be used within FMP towards reporting all forms of falls. TRIPS form will be divided in two segments. Section A which will include general resident’s information and data processes for documentation within medical record as well as notification of primary care supplier plus their family. Section B will comprise of questions regarding circumstances, employee response as well as resident plus also care results (Kirby 2010). Nurse Manager on duty at time of fall must also complete TRIPS form. Following the discussion with involved straight care staff, nurse will be asked to utilize his/her knowledge as well as experience plus skills of resident towards putting together hints so that the “unknown” is utilized cautiously, if it is ever used. This form will be next checked by Falls Nurse manager of nursing plus any missing data like emergency space visits, hospital admittance, x-ray outcomes otherwise additional tests that are medical will be added at some later time. Outcomes of Falls evaluation, with orders plus recommendations, must also be utilized by interdisciplinary group towards developing a complete as well as proper care plan intended to the falls within some 1-7 days following the fall. Fall interference Plan will also be used by Falls Nurse manager as proper worksheet plus towards recording final interventions chosen for resident. Interventions listed upon this form also will be grouped within same five danger areas worn for Falls evaluation. Also a proper copy of plan for Fall Interventions will be supplied. Often chief care plan will not comprise of any specific sufficient detail towards effectively reducing the risk of the fall. Safe and secured footwear will also be a very good instance of an intervention frequently found on the care plan. But also to prevent people from falls, employees must understand which of inhabitant’s shoes are secure and safe. This phase of the detail merely comes with the frontline employee involvement towards individualizing care plan (Campbell 2006).
Plan for Fall Interventions will also include such level of data and detail. While plan for falls care might also include probably effective involvement, it is employee compliance which will decrease fall risk. Program’s success otherwise failure could merely be recognized if employee actually implement suggested interventions. Therefore, monitoring employee will also follow-through upon the program and will be considered very necessary once care plan will get appropriately developed. Occupant’s response will also be evaluated and assessed to recognize if intervention is actually successful or has become a failure. Changes within care in addition to alternate interventions must also be decided on the basis of continued evaluation of resident as well as family input. Fall Interventions will also provide a procedure towards documenting the staff implementation, efficiency of chosen interventions as well as any essential revisions (Dykes 2012).
The leadership style that will be used in the program plays a vital role within job satisfaction among the nurses. Moreover, there exist very limited literature within this area regarding nurses’ manager and their styles of leadership. The aim and objective of this style will be therefore to investigate relationship amid the leadership style used by managers as well as job of nurses and their satisfaction within the organization. Leadership is that ability which influences as well as pursues the admirer through guiding and motivating s well as directing the followers towards achievement of organizational efficiency. Several facts of health management emphasize upon the effective leadership which is highly associated towards nurse staff and their satisfaction with their work as satisfied nurses actually are more probable to stay not merely within profession but even in health care firm which they also are properly satisfied with. There exists several styles of the leadership which any nurse manager can use towards leading employee nurses within a hospital, but prior to this introduction of using transformational and the transactional style of leadership which was perceived through majority of nurses executives as most effective and useful style within the health care firms (Döring 2007).
Since early 1990s, the use of transformational style of leadership has been every time preferred over the proper transactional style of leadership as the health care ecology also demands the leaders that inspire other people with vision of things that can be appropriately accomplished. There also exists limited literature within areas regarding leadership styles of the managers.There will be some two styles of leadership used by the manager in this situation to handle the staffs and continue with the program effectively.
Transformational Leadership: The leadership wil be followed and here leaders as well as subordinates will be able to raise each other to greater levels of inspiration as well as morality. This leadership will help the leader to develop better relations with subordinated otherwise followers and thereby enhance the result of the program. Transformational leadership, will act as an independent variable which will include:
A) Credited idealize influence which would describe proper behaviors to encourage employees and also think highly about their leaders.
B) Behavioral influence that will be idealized and which would refer towards actions those managers would take to reveal values, beliefs, plus sense of the organizational mission.
C) Inspirational drive which would describe the managers about people who are hopeful about organization’s vision intended to future (Ackoff 1999).
D) Intellectual encouragement in which leader would eloquent novel ideas which prompt followers towards rethinking the conservative practice as well as thinking.
E) Individual deliberation which will be demonstrated through mentoring as well as recognizing unique needs as well as capabilities of employee members.
Transactional Leadership: Is will mostly be characterized through a need to preserve organization’s obtainable culture, strategies, as well as procedures. Transactional style of leadership will act as an autonomous variable which will include.
A) Contingent rewards within which leader will provide all the rewards which will be either tangible such as finical rewards otherwise will be intangible rewards such as verbal type of gratitude on the basis of performance of the subordinates.
B) Active management through exception which will represent all managerial behaviors which would also focus upon finding faults within work of the subordinates.
C) Passive management through exception which will involve responding otherwise becoming involved merely when any problem takes place (Antonakis and House 2014).
D) Laissez-faire behaviors that would demonstrate a deficit of participation in which the mangers actually fail to turn out to be involved within vital decisions
Ethical clearance also will be obtained through several ethical review board of the organization, and also a proper as well as formal letter will be written to the firm and higher authorities of the firm. Verbal consent will be obtained from each and every participant prior to collection of information, details as well as data. Additionally, there will be few names of the subordinates who will be included in the program and some that will be not used within the program as well as confidentially of subordinates and their delivered information will also be maintained by the manager. The manager will also need to look after the proper handling of the data and better supply of information to the participants which would later on help the manager to attain his objectives and supply enhanced result to the firm.
Reinforcement actually is a stimulus that follows as well as is contingent on a behavior plus also increases probability of the behavior that is repeated. Optimistic, positive and also called hopeful reinforcement could actually help in increment of likelihood of not merely desirable behavior rather also some undesirable performances. For instance, if a learner or a subordinate whines within order towards getting attention as well as is victorious in attaining it, attention dishes up as optimistic reinforcement that also increases likelihood which student would continue towards whining. Here are several types of reinforces that have also been searched to be efficient for changing learners behavior as well as a conversation of the way in which to select as well as deliver suitable plus effective reinforces (Józefowicz 2010).
Natural & Direct Reinforcement:
This reinforcement will result unswervingly from the perfect as well as appropriate behavior. For instance, communicating appropriately with the learners and the subordinates in the group activities would lead towards extra invitations to link such actions. Natural reinforcement intended for proper bids for the attention, help as well as participation will be used to provide attention, help plus opportunity towards participation. The aim and goal must always be towards moving learners to the natural as well as intrinsic reinforcement.
Social Reinforcement:
These will be reinforces that will socially be mediated through teachers and other adults as well as peers that will also express endorsement plus praise for suitable behavior. There will be several comments like “Good job,” “It seems you are working very hard,” “oh! You are very good at your work” and many more, and proper expressions of the approval like nodding head and smiling plus clapping and also a pat on back will be some effective tools to motivate the employees towards taking better part in the program (Dasgupta, Suar and Singh 2012).
Activity Reinforcement:
Activity reinforces in reality are extra effective as well as positive for all type of learners within any program. Allowing learners to properly participate within the preferred actions like playing live games, teaching through computer and many more act as very powerful tool, particularly if portion of reinforcement will be allowed to select a peer with whom to contribute in activity. This will even provides the social reinforcement through partner.
Tangible Reinforcement:
This category will include some edibles like money, awards, incentives, benefits and many more, for people performing better and good in the program and also learning extra effectively. Money and good as well as incentives will be used with extra caution. Teachers or the manager might also have causes to allot the tangible incentives as positive reinforcement and attract employees towards the program and enforce them to perform better. Awards could also be in form of some certificates or displaying work, as well as letters to learners commending their total progress. These will powerfully help in motivating the employees.
Token Reinforcement:
This will involve proper awarding points otherwise tokens for fitting behavior. These plunders will have less value within them yet can be swapped for thing that have value.
The most effective as well as best strategy intended for handling toxic behavior in reality is prevention. Below mentioned are some best practices on the basis of traditional three-phase prevention replica:
Primary Prevention
It is most powerful avoidance strategy and plan which will utilize practices which would prevent and avoid populace with such character from getting even hired in first place. Looms like self-evaluation instruments as well as “360 degree” spectator ratings would also work while detecting possible problems than the interviews plus reference checks.
Other effectual primary avoidance practice will be to tell possible candidates about core achievement competencies intended for any position few of which must be exact conflicting of the toxic behaviors, that the manager can be alert of that they would be evaluated for such behaviors while initial phase of employment (Jeon, Younghwa 2010).
Secondary Prevention
Since it is ideal to stop hiring staffs with such traits totally, it is even valuable to notice problems early as well as intervene towards minimizing its damaging impact. This means that detecting behaviors near the beginning within an employee’s tenure as well as minimizing the impact. This could also involve supplying few education as well as coaching related to toxic behaviors while first weeks of the employment plus early detection via use of the behavioral evaluation that utilizes a total “360 degree” arrangement which includes verbal as well as written reply accompanied through paying attention towards mitigation like coaching or guidance plan (McGough 2011).
References
Ackoff, Russell L. 1999. ‘Transformational Leadership’. Strategy & Leadership 27 (1): 20-25. doi:10.1108/eb054626.
Antonakis, John, and Robert J. House. 2014. ‘Instrumental Leadership: Measurement And Extension Of Transformational–Transactional Leadership Theory’. The Leadership Quarterly 25 (4): 746-771. doi:10.1016/j.leaqua.2014.04.005.
Bloodgood, James M. 2007. ‘The Business Planning Process: Maintaining Strategic Fit’. Strat. Change 16 (1-2): 33-41. doi:10.1002/jsc.781.
Campbell, A. J. 2006. ‘Implementation Of Multifactorial Interventions For Fall And Fracture Prevention’. Age And Ageing 35 (Supplement 2): ii60-ii64. doi:10.1093/ageing/afl089.
Dasgupta, Shilpee A., Damodar Suar, and Seema Singh. 2012. ‘Impact Of Managerial Communication Styles On Employees’ Attitudes And Behaviours’. Employee Relations 35 (2): 173-199. doi:10.1108/01425451311287862.
‘Defining And Developing Competence: A Strategic Process Paradigm’. 1995. Long Range Planning 28 (4): 123. doi:10.1016/0024-6301(95)94265-z.
Döring, Thomas F. 2007. ‘Quality Evaluation Needs Some Better Quality Tools’. Nature 445 (7129): 709-709. doi:10.1038/445709b.
Dykes, P. C. 2012. ‘Adding Targeted Multiple Interventions To Standard Fall Prevention Interventions Reduces Falls In An Acute Care Setting’. Evidence-Based Nursing 15 (4): 109-110. doi:10.1136/ebnurs-2012-100630.
Foster, Lenelle. 2014. ‘Quality-Assessment Expectations And Quality-Assessment Reality In Educational Interpreting: An Exploratory Case Study’. Stellenbosch Papers In Linguistics Plus 43 (0): 87. doi:10.5842/43-0-207.
Gustafsson, Anders. 1997. ‘The New Quality Tools’. Total Quality Management 8 (2-3): 167-172. doi:10.1080/0954412979938.
Jeon, Younghwa,. 2010. ‘Research Of Employees’ Organizational Commitment And Vocational Ethical Behavior’. Journal Of Ethics 1 (79): 53-78. doi:10.15801/je.1.79.201012.53.
Józefowicz, Barbara. 2010. ‘Development Supporting Employee Behaviours’. JPM 1 (1). doi:10.12775/jpm.2010.006.
Kane, Robert L., and David A. Ganz. 2013. ‘Fall Prevention: Single Or Multiple Interventions?’. Journal Of The American Geriatrics Society 61 (2): 281-281. doi:10.1111/jgs.12095_1.
Kirby, Roger. 2010. ‘IMPROVING PATIENT SAFETY IN UROLOGY’. BJU International 106 (8): 1109-1110. doi:10.1111/j.1464-410x.2010.09575.x.
McGough, Greta. 2011. ‘Preventing Workplace Bullying – An Evidence-Based Guide For Managers And Employeespreventing Workplace Bullying – An Evidence-Based Guide For Managers And Employees’. Nursing Standard 26 (3): 31-31. doi:10.7748/ns2011.09.26.3.31.b1263.
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