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NURS FPX 4010 Assessment 3 Interdisciplinary Plan Proposal ​

NURS FPX 4010 Assessment 3
Name: Capella University
Instructor’s Name

NURS FPX 4010 Assessment 3 Interdisciplinary Plan Proposal: Introduction

This NURS FPX 4010 Assessment 3 interdisciplinary plan proposal assessment centers on the development of an evidence-based interdisciplinary plan within a healthcare organization with the primary objective of reducing post-operative infections. In this context, we will explore essential components of the plan, including collaboration strategies, leadership approaches, resource allocation, and the potential consequences of inaction. By examining real-world examples and drawing from best practices in healthcare, this assessment aims to provide a comprehensive framework for achieving tangible improvements in patient care coordination, infection prevention, and overall healthcare outcomes.

Objective

The objective of this evidence-based interdisciplinary plan is to mitigate the incidence of post-operative infections by 20% within a 12-month timeframe, within our healthcare organization. This goal aligns with a growing body of research emphasizing the critical importance of reducing surgical site infections to enhance patient safety and healthcare quality. By focusing on a collaborative, evidence-based approach involving multiple healthcare teams, we aim to contribute to the broader discourse on healthcare-associated infections (Sartelli et al., 2020). The central question guiding this endeavor is whether our interdisciplinary plan can successfully harness the synergy of various healthcare disciplines to achieve a substantial reduction in post-operative infections.

Predictions

In line with this objective, several predictions underpin our evidence-based plan. First and foremost, we predict a significant 20% reduction in post-operative infection rates within the next 12 months. We pose the question: Can our comprehensive, interdisciplinary interventions mirror the successes observed in prior studies? Furthermore, we anticipate improved antibiotic stewardship practices and reduced inappropriate antibiotic usage, thereby addressing a recognized risk factor for post-operative infections. Our inquiry focuses on whether enhanced antibiotic stewardship will indeed result in decreased infection rates (Nader Aghakhani & Michael El Boghdady, 2023).

NURS FPX 4010 Assessment 3

We also predict that improved interdisciplinary communication will foster a more coordinated approach to infection prevention, supported by literature emphasizing the importance of effective teamwork in reducing healthcare-associated infections (Nader Aghakhani & Michael El Boghdady, 2023). The critical question is whether enhanced communication will translate into tangible reductions in post-operative infections. Finally, increased compliance with evidence-based protocols, such as hand hygiene, surgical site preparation, and prophylactic antibiotic administration, is expected. This prompts the question of whether higher adherence rates can lead to the desired reduction in surgical site infections.

Change Theory and Leadership Strategies

The Kotter’s Eight-Step Change Model, developed by Dr. John Kotter, is a robust change theory that is highly likely to facilitate the success of an interdisciplinary team in collaborating and implementing a project plan within a healthcare organization. This model emphasizes the importance of creating a sense of urgency, building a guiding coalition, and maintaining short-term wins to drive change effectively. In the context of a healthcare organization seeking to reduce post-operative infections, this model can be particularly effective (Campbell, 2020). A study applied Kotter’s model to a real-world healthcare setting to reduce hospital-acquired infections, including surgical site infections (Campbell, 2020). They found that by creating a sense of urgency around infection rates and forming a dedicated interdisciplinary team (a guiding coalition), the organization was able to drive significant improvements in infection control practices (Campbell, 2020). By aligning the team’s efforts with short-term wins, such as a reduction in infection rates within the first six months, buy-in and enthusiasm among healthcare professionals were enhanced. This study demonstrates how Kotter’s model can be applied in healthcare to achieve tangible results and create a collaborative environment for change.

Leadership Strategy

Transformational leadership, is a leadership strategy highly likely to foster collaboration and buy-in for the project plan within an interdisciplinary healthcare team. Transformational leaders inspire and motivate their teams through a shared vision, intellectual stimulation, individualized consideration, and providing a role model to emulate (Perez, 2021). In the context of reducing post-operative infections, a transformational leader can instill a sense of purpose and commitment among team members.

NURS FPX 4010 Assessment 3 Interdisciplinary Plan Proposal: Real Example

A real-world example of transformational leadership in healthcare can be seen in the case of a hospital CEO who successfully reduced post-operative infections by adopting a transformational leadership approach (Perez, 2021). By engaging with healthcare teams, sharing a compelling vision of improved patient safety, and encouraging innovative solutions, this CEO was able to foster collaboration and commitment among nurses, surgeons, infection control specialists, and other stakeholders. A study highlights that transformational leadership is associated with higher employee satisfaction and better patient outcomes (Perez, 2021).

Team Collaboration Strategies

Effective collaboration within an interdisciplinary team is essential to improve the likelihood of achieving the plan’s objective, which is to reduce post-operative infections within a healthcare organization (Vafadar, 2020). Best practices for interdisciplinary collaboration, as supported by the literature, include clear communication, mutual respect, shared decision-making, and a focus on common goals. In the context of the healthcare organization, let’s consider a real-world example. In a hospital aiming to reduce post-operative infections, clear communication is vital among nurses, surgeons, pharmacists, and infection control specialists. This can be exemplified by the implementation of daily huddles or interdisciplinary rounds where team members share information, discuss patient cases, and address concerns. Structured communication strategies, such as daily rounds, can significantly improve collaboration among healthcare professionals (Vafadar, 2020). In this real-world scenario, the interdisciplinary team collaboratively reviews surgical cases, discusses potential infection risks, and ensures that evidence-based protocols are consistently followed.

NURS FPX 4010 Assessment 3 Interdisciplinary Plan Proposal

Mutual respect and appreciation for each discipline’s expertise are also crucial. For instance, surgeons and nurses should value the insights provided by infection control specialists regarding best practices for infection prevention. In our healthcare organization, this manifests as surgeons acknowledging the expertise of infection control specialists in developing and implementing infection prevention protocols, thus fostering a culture of collaboration and mutual respect (Vafadar, 2020). Furthermore, shared decision-making is essential for effective interdisciplinary collaboration. The team should collectively determine which evidence-based interventions to prioritize and tailor them to the organization’s specific context (Michalsen & Jensen, 2020). A study emphasizes the benefits of shared decision-making in improving patient outcomes and healthcare processes (Michalsen & Jensen, 2020). In our healthcare organization, this could translate to interdisciplinary teams jointly deciding on the timing of antibiotic administration, implementing evidence-based hand hygiene protocols, and collaboratively monitoring infection rates. This shared decision-making approach ensures that all team members are invested in achieving the plan’s objective, enhancing the likelihood of success (Michalsen & Jensen, 2020).

Required Organizational Resources

Organizational resources, including a well-structured financial budget, are essential for the success of the plan aimed at reducing post-operative infections within a healthcare organization. The budget should allocate resources for staffing, training, equipment, surveillance systems, and quality improvement initiatives. In the context of reducing post-operative infections, the organization may need to invest in additional infection control specialists and nurses to ensure adequate staffing levels for surveillance and adherence to evidence-based protocols (Eom, 2022). Funds should be allocated for training healthcare professionals in best practices for infection prevention and control. A portion of the budget should be dedicated to purchasing and maintaining state-of-the-art infection surveillance systems, which enable real-time monitoring and early intervention (Eom, 2022). Moreover, quality improvement initiatives, such as regular audits and data analysis, require financial support.

Conversely, the impacts on these resources if nothing is done to make the improvements sought by the plan can be detrimental. Without proactive measures to reduce post-operative infections, the organization may experience increased healthcare costs, longer hospital stays, higher readmission rates, and potential legal liabilities. For example, failing to invest in infection prevention strategies may result in a surge in post-operative infections, leading to longer hospital stays and increased healthcare expenditures (Madrigal et al., 2020). A real-world case study of a hospital that neglected infection control measures witnessed a rise in post-operative infections, which not only strained their resources but also damaged their reputation within the community. Legal costs associated with litigation due to preventable infections can also be a significant financial burden (Madrigal et al., 2020). Therefore, the organization’s financial resources may be stretched thin, negatively impacting its overall budget and long-term sustainability.

What is the opinion of medical experts on the effectiveness of the existing management multidisciplinary approach?

According to a consensus among medical experts, the existing management multidisciplinary approach is widely regarded as the most effective method for addressing various medical conditions. This approach, which involves the collaboration of different healthcare professionals from diverse specialties, is highly recommended by experts in the field. Additionally, it is important to note that while this approach is deemed effective, there is also some discourse among experts regarding the potential for increased efficiency through improved hospital administration.

Conclusion

This plan has delved into the critical components necessary for a healthcare organization to successfully reduce post-operative infections. By emphasizing evidence-based interdisciplinarycollaboration, effective leadership strategies, resource allocation, and the consequences of inaction, we have outlined a comprehensive framework for achieving the stated objective. Real-world examples have illustrated the tangible impact of these components, highlighting their significance in improving patient care quality and organizational sustainability. As healthcare organizations continue to evolve, embracing these strategies and best practices is essential for fostering a culture of excellence and continuous improvement, ultimately leading to better patient outcomes and enhanced healthcare delivery as declared in the NURS FPX 4010 Assessment 3 interdisciplinary plan proposal paper. 

References: NURS FPX 4010 Assessment 3

Campbell, R. J. (2020). Change management in health Care. The Health Care Manager, 39(2), 50–65. Reference

Eom, J. S. (2022). What is the fee for infection prevention and control? Current status and prospect. The Korean Journal of Medicine, 97(4), 199–203. Reference

Madrigal, J., Sanaiha, Y., Karunungan, K., Sareh, S., & Benharash, P. (2020). National trends in postoperative infections across surgical specialties. Surgery, 168(4), 753–759. Reference

NURS FPX 4010 Assessment 3

Michalsen, A., & Jensen, H. I. (2020). Interprofessional shared decision-making. Compelling Ethical Challenges in Critical Care and Emergency Medicine, 7, 57–64. Reference

Nader Aghakhani, & Michael El Boghdady. (2023). Low adherence to prophylactic antibiotics and surgical site infection. PubMed, 28(2), 222–222.

Perez, J. (2021). Leadership in healthcare: Transitioning from clinical professional to healthcare leader. Journal of Healthcare Management, Publish Ahead of Print (4). Reference

Sartelli, M., Pagani, L., Iannazzo, S., Moro, M. L., Viale, P., Pan, A., Ansaloni, L., Coccolini, F., D’Errico, M. M., Agreiter, I., Amadio Nespola, G., Barchiesi, F., Benigni, V., Binazzi, R., Cappanera, S., Chiodera, A., Cola, V., Corsi, D., Cortese, F., & Crapis, M. (2020). A proposal for a comprehensive approach to infections across the surgical pathway. World Journal of Emergency Surgery, 15(1). Reference

Vafadar, Z. (2020, April 10). The necessity of teamwork and inter professional collaboration in the intensive care unit. Semantic Scholar. Reference

FAQs

Not implementing the proposed plan to address nursing retention and staffing shortages could lead to a breakdown in communication and trust between management and nurses. Without effective collaboration on this strategy, the working environment may deteriorate and cause further nurses to leave the hospital. This would exacerbate the existing staffing shortages and ultimately decrease nursing retention rates in the hospital.

Teamwork and open communication play a vital role in achieving transformational leadership in nursing by fostering a collaborative environment where nurses can work together effectively towards common goals. When nurses collaborate in teams, they are able to leverage each other’s strengths, knowledge, and expertise to address challenges and develop innovative solutions. Through open communication, nurses can freely share ideas, provide feedback, and engage in constructive discussions, which helps in building trust and enhancing relationships among team members.

Furthermore, teamwork and open communication contribute to creating a supportive and inclusive work culture where all voices are heard and valued. This can empower nurses to take on leadership roles, speak up about issues, and contribute to decision-making processes. By promoting collaboration and transparency, nursing teams can better align their efforts towards improving patient care outcomes and overall organizational success.

In essence, teamwork and open communication are essential components of transformational leadership in nursing as they promote a culture of shared vision, mutual respect, and continuous learning. By fostering collaboration and open dialogue, nursing teams can inspire positive change, drive innovation, and ultimately enhance the quality of care provided to patients.

Not implementing the proposed plan to address nursing retention and staffing shortages could lead to a breakdown in communication and trust between management and nurses. Without effective collaboration on this strategy, the working environment may deteriorate and cause further nurses to leave the hospital. This would exacerbate the existing staffing shortages and ultimately decrease nursing retention rates in the hospital.

To enhance nurse retention within an organization, several key steps can be taken. Firstly, senior-level administrators and nurse managers can be educated on the benefits of transformational leadership and involving employees in decision-making processes. Creating open lines of communication can also contribute to reducing nurse turnover rates. Improving nurse pay and staffing ratios can significantly impact nurse retention as well. By implementing these strategies, organizations can improve their reputation by fostering a more positive work environment for nurses, which can ultimately enhance patient care and outcomes, benefiting the organization as a whole.

Nursing shortages, underpayment, and burnout are critical global issues that can be addressed through collaborative efforts between healthcare organizations and their nursing staff. To tackle these challenges on a global scale, it is essential to prioritize initiatives aimed at improving nurse retention strategies. By acknowledging the impact of these problems on both patients and nurses, organizations can develop comprehensive plans to address them. This includes advocating for better staffing ratios, fair remuneration, and implementing measures to reduce nurse burnout. Partnering with higher management to implement these changes can lead to improved working conditions for nurses and ultimately result in enhanced patient care and nurse retention worldwide.

The nursing retention solution greatly benefits patients by addressing the impact of nursing shortages on patient care. By increasing the number of nursing staff available, patients receive better care, have improved safety, and experience fewer mistakes in their treatment. With more nurses on duty, the patient-to-nurse ratio can be lowered, allowing nurses to spend more time with each patient and provide enhanced attention and personalized care. Studies have shown that patient outcomes are directly related to the number of patients assigned to each nurse, with higher patient mortality rates associated with overburdened nurses. Therefore, implementing a nursing retention solution helps to improve patient satisfaction, reduce medical errors, and ultimately save lives.

Paying nurses more can have a significant impact on retention by addressing various issues they face. Nurses often feel overworked, underpaid, and undervalued in their roles. By increasing their remuneration, the financial strain that many nurses experience can be alleviated. This can reduce burnout and exhaustion, leading to a more sustainable work environment. Furthermore, higher pay can make nurses feel more valued and appreciated for their hard work and dedication, thus increasing their overall job satisfaction and likelihood of staying with their current employer. Additionally, improved compensation can also help nurses achieve a better work-life balance by reducing the need for excessive overtime or taking on additional jobs to make ends meet. Ultimately, paying nurses more can help improve their job satisfaction, reduce turnover rates, and enhance retention within healthcare organizations.

The plan described in Passage_1 is expected to take several weeks to fully implement and potentially even a few months. For the plan to come into effect, supervisors need to undergo training and then apply what they have learned, including appointing adequate staff and providing them with the necessary orientation. The most expedient proposal to be carried out could be a salary increase, pending approval from management.

Improving staffing ratios and increasing nurse pay can lead to better patient care outcomes and benefit the hospital as a whole in several ways. By enhancing staffing ratios, hospitals can ensure that nurses have a manageable workload, allowing them to provide more personalized and attentive care to patients. This, in turn, can lead to improved patient outcomes, reduced medical errors, and higher patient satisfaction levels. Additionally, offering competitive compensation to nurses can help attract and retain talented healthcare professionals, leading to a more skilled and dedicated workforce. A satisfied and well-compensated nursing staff is likely to be more motivated, engaged, and committed to delivering high-quality care, which can positively impact the overall reputation and success of the hospital.

In order for the proposed plan to effectively address nurse retention and staffing shortages in the hospital, several key organizational resources are required.

Firstly, a dedicated group of nurses who are willing to advocate for the hospital and its staff is essential. These nurses should be committed to surveying their colleagues’ concerns, developing a strategic plan, and effectively communicating these issues to management. Additionally, providing these nurses with incentives and recognition for their efforts can help maintain their engagement and dedication to the cause.

Financial resources are also necessary to support the implementation of the plan. Allocating funds for additional staff costs, training, and incentives for participating nurses is crucial. Moreover, requesting an annual budget of a specified amount from management to improve working conditions, hire more nurses, and conduct leadership development programs will be vital in creating a supportive and conducive environment for the nursing staff.

Lastly, effective communication channels and mechanisms for collaboration between nurses and management must be established. This includes fostering trust, promoting open dialogue, and ensuring that the concerns and suggestions of the nursing staff are heard and acted upon.

By strategically leveraging these organizational resources, the hospital can enhance nurse retention, mitigate staffing shortages, and ultimately create a positive and sustainable work environment for its healthcare professionals.

The proposed plan is expected to be fully implemented over a span of several weeks to possibly a few months. In order for nurses to perceive a meaningful improvement in their working conditions, supervisors need to undergo training and then apply their newfound knowledge by overseeing the appointment of an adequate number of staff and ensuring that they receive proper orientation. One of the quickest and simplest measures to be implemented is a salary raise, which could potentially come into effect once it receives approval from management.

To address nursing retention issues in hospitals, it is essential to implement a comprehensive strategy that focuses on several key areas. Educating senior-level administrators and nurse managers on the benefits of transformational leadership and involving employees in decision-making processes is crucial. Open communication channels play a vital role in reducing nursing turnover rates. Furthermore, developing a plan to enhance nurse compensation and improve staffing ratios can significantly contribute to retaining nursing staff. By prioritizing these initiatives, hospitals can create a more supportive environment for nurses, ultimately leading to improved patient care, better outcomes, and an enhanced reputation for the facility as a whole.

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