Snpg927 Promoting Clinical Excellence For Assessment Answer

ll be helpful to understand the outcome of the effective utilization of choosing culture as an indicator to measure the quality of nursing care development. The concluding part of the study will summarize the whole study and will outline an overall recommendation for the development of nursing care practices with the use of the cultural quality indicator.

Usefulness of the indicators in the healthcare setting 

Culture can be differentiated into three parts of corporate culture, organizational culture, and effective workplace culture. The corporate culture defines the value practices of the behavioral attempts in the healthcare setting. The corporate culture in a healthcare setting is useful to measure the public relations, employee motivations and culture in staffing and using the impactful medical services (Eisenstadt & Geddes, 2017).

The organizational culture defines the culture that is useful to manage the organizational problems and helps to communicate all the stakeholders of the organization. In the healthcare setting, effective organizational culture defines functionality ion the effective patient care. To elaborate, the organizational culture is keeping good relationships with the patients as well as with the staffs.  The patients must be provided with effective care and no harmful or disrespectful behaviors should be shown to the patient (Gabriel, 2015). Assumptions, sharing of common interest and association of values are three key components of the organizational behaviors in the healthcare setting.

Workplace culture is much similar to the organizational culture (Garcia, 2018). As per the ethical concern of the healthcare setting, respectful relationship with the patients, focusing on the cultural development of the overall healthcare setting and effective implementation of the cultural behaviors in the organizational context. The cultural preferences of the patients must be respected with the highest priority and no maligning or disrespectful attitude to be shown to the patient (O'Farrell & Nordstrom, 2013).

Measurement of the indicators  

Quality assessment is the key tool to measure t6he effectiveness of the indicator. It has large implications on the healthcare setting and this promotes quality healthcare to the patients respecting their cultural values and preferences. The culture of the healthcare organization is interlinked with the performance of the organization. It includes rational uniformity, holistic approach to patient development, staff satisfaction and tackling of workplace culture. It is the ethical duty of the organization to assure ethical cultural treatment to each of them (Walentynowicz, 2014). Moreover, maintenance of cultural terms and conditions of the organization must be maintained properly. The workplace culture generally defines the cultural distinction of the immediate culture impacting on different cultural values. The measurement of the workplace culture can be measured with the effective utilization of the nursing practice development (Whiteley, Price & Palmer, 2013). Thus, the recognition of the workplace culture depends on the differentiation of cultures and cultural values. Hence, the effectiveness of cultural measurement would be helpful to flourish quality care to each patient in the healthcare organizations (Whiteley, Price & Palmer, 2013).

Literature review

Summary of the literature on chosen indicator

The indicator is a useful medium to locate, track and assess the importance of quality care in the nursing care setting. Recently, it is observed that the cultural discrimination has become very common in the healthcare setting in Australia. Moreover, workplace culture in the healthcare organizations in Australia put a strong impact on the patient care. The implementation of cultural safety, cultural innovation, and cultural respect would enable the healthcare organizations in Australia an effective workplace (Bellot, 2011). On the contrary, the ineffective implementation of healthy cultural environment would impact on the organizational development and is liable to demolish the effectiveness of the quality care. Patient safety should be the highest attention in the healthcare setting and no discrimination is required to entertain in this concern. Moreover, toxic care can result in the serious complication for the patients' health outcome. In addition, it is found that poor workplace culture can exaggerate in the complication of disease in the patient care (Booth & Melling, 2017).

Models related to clinical supervision 

Use of micro system to develop the healthcare setting 

The micro system of the healthcare setting is very important from the point of the professional development in the nursing care settings. It is important to perform according to the implement the action plan according to the situation analysis and Microsystems with the help from the Microsystems essential care can be provided to the patients (Zakaria & Al Mehairi, 2014). It is very important to use the indicators to monitor the holistic performance of the nurse in the healthcare settings The macro system consists of the holistic approach that is taken by the nurses to treat a patient which consists of the assessment, diagnosis, treatment, and evaluation of the patient. The Cultural aspects psychological and physiological aspects should be considered as the professional indicators for giving optimized patient quality and patient safety. The Microsystems are the subsystems which exist under the macro systems. There should be a good relationship between the macro and the micro system which will enhance the whole quality care process in the nursing.

It is very important to analyze the indicators and implement them in the macro and the macro system in the hospital care setting so that it can give a holistic solution to the patients.  The Macro system consists of the different parameters like organizational culture proper technological use in the healthcare setting and if these macro systems are divided into Microsystems then the important components are found. The Microsystems consists of different components like team communication, proper holistic assessment of the patient including every aspect of the patient (Eggleston & Caputo, 2016). According to the researchers, it is said that if the Microsystems in strengthened by proper implementation of the action in the macros system the optimization of quality service can n be achieved in the healthcare settings. However, if there are problems in the Microsystems then the implementation and monitoring of the overall macro systems will not be effective and deficiencies will remain in the healthcare settings.  There are some components of the micro system which should be strengthened by holistic personality development in the health care setting so that efficiency in service delivery can be increased (Hong, Holcomb, Ballard & Schwartz, 2017).

If time management and cultural management are taken as the indicator for the improvement then the micro system components should be enhanced according to the need of the system. The first component of the micro setting is the self-awareness which should be present in the professional of the nursing care (Juraja, 2010). The self-awareness and observation may help the nurse to assess the cultural aspect of the patient with the psychological and the physiological aspects of the patient. It is very much essential to improve the self-awareness of the professional which will help to improve the overall micros systems in the healthcare settings. The second components of micro settings which can enhance the performance of the nurses are the management of reducing constraints and reduction of barriers among the departments by having concepts of integration of micro system so that the macro system is also strengthened in the process. The next components of the micro system are the collaboration and the effective communication among the different departments during the assessment of a patient with multidisciplinary problems (Lindsey, 2015). As opined by the researcher's proper collaboration between the departments in a hospital is the key to achieve success in the treatment of the patient. Another important component of the micro system is the time management during giving service to the consumers or the patient. This is one of the prime indicators to monitor the performance of the medical professionals in the healthcare settings. The team nursing should be developed through proper team performance so that the improvement can be made in serving the patient in a timely manner with high efficiency (Marn, 2012).

Another important concept should be considered that is the PDSA cycle in the monitoring of the performance by analyzing the indicator in the healthcare setting. The PDSA consist of the following components which are mentioned below

PDSA quality care cycle model

PLAN: The planning should be appropriately done in team meetings so that a holistic approach can be taken to improve the time management and the cultural management under the Microsystems. The planning is the most important component which should be done considering all the parameters like the communication, human resource, and capacities of the staffs. The plan should be made according to the strength of the team so that time management and cultural integrity can be maintained during providing service ("Smart Healthcare System", 2017).

DO: The next step is the implementation of the plan in the practical situation which is the most important step. For example, if a patient with rural cultural background comes in the hospital the plan should be ready to respect his culture and diagnosis should be done accordingly so that it has an overall positive effect on the patient (Tarnoveanu, 2010).

STUDY: This is another important point which needs to be considered. It comprises the analysis and monitoring of the implementation that is done on the patient in the micro care settings. If any problem arises in the implementation phase then more study should be done to improve the micro system for the holistic development of the patient care.

ACT: After the study and improvement in the existing system the refined plan should be again implemented to see the future improvement of the micro system in the healthcare settings (Thunders, 2015).

Principles of Risk assessment 

The risk assessment is another important step which should be implemented properly in macro and the micro system of the healthcare settings.  If time management and cultural integrity are taken as the indicator of the professional development the risk associated with it should be analyzed properly and if any gap exists then it should be amended properly. For example, if any aboriginal patient is admitted to the culture of that person should be respected(Tarnoveanu, 2010. Steps should be taken to maintain the cultural integrity through proper communication with the patient or else it might be a matter of great risk to the patient. This kind of assessment which requires analysis of the human resource and delegation of work which is related to the team performance and time management should be assessed properly for mitigation of any risk (Thunders, 2015).

The concept of clinical reasoning in the context of clinical excellence

Clinical reasoning is guidance for the nurses for the interpersonal development of quality care plan. This includes nursing assessment, nursing assimilating and gathering nursing nursing information from various sources of nursing care database like CINAHL and PubMed. This helps to analyze the risks associated to the nursing care management and promotes the decision making ability.

Evaluation of the quality improvement program and developmental plan

The evaluation of the quality health care depends on the effective utilization of the cultural; diversity in the healthcare setting. The observation of diversity in the nursing care context can be examined through a practical understanding of key nursing ethics. Moreover, all the healthcare staffs must be aware of the ethical perspective of indiscriminate nursing care. This includes quality care, quality observation, documentation, and regular update of the patient profile with new symptoms, observation of the intervention procedure and utilization of nursing knowledge to the best possible manner (Tarnoveanu, 2010). However, the cultural disrespect becomes a key obstacle to eradicate the ethical intervention of the patient care. Thus, this requires effective training, practical experience and gathering knowledge from the entire nursing database like CINAHL, AMED, and EMBASE. These could be beneficial for the nursing caregivers for an effective outcome (Marn, 2012). 

Conclusion 

The macro system development is one of the important parameters of the professional development in the healthcare setting. It should be done properly with the help of specific indicators like cultural aspects of the patient and maintenance of the time during giving the service. These improvements can be done by analyzing and amending on the micro system those are effective communication, team and time management proper collaboration between the departments and self-awareness of the medical professionals. It is very much essential to make proper amendments by using the PDSA cycle. The plan, Do, Study and Act cycle helps in the initiation of a proper plan and monitoring that plan during the implementation stage. This helps in the holistic development of the Microsystems in the hospital care setting which results in efficient service provided to the patient.

References

Bellot, J. (2011). Defining and Assessing Organizational Culture. Nursing Forum, 46(1), 29-37. doi: 10.1111/j.1744-6198.2010.00207.x

Booth, A., & Melling, J. (2017). Managing the Modern Workplace. Florence: Taylor and Francis.

Eisenstadt, L., & Geddes, D. (2017). Suppressed Anger, Retaliation Doctrine, and Workplace Culture. SSRN Electronic Journal. doi: 10.2139/ssrn.2928240

Gabriel, K. (2015). Organizational Development, Organizational Culture and Organizational Change. SSRN Electronic Journal. doi: 10.2139/ssrn.2686104

Garcia, M. (2018). Changing workplace culture. Don't Forget The Bubbles. doi: 10.31440/dftb.14560

O'Farrell, C., & Nordstrom, C. (2013). Workplace Bullying: Examining Self-Monitoring and Organizational Culture. Journal Of Psychological Issues In Organizational Culture, 3(4), 6-17. doi: 10.1002/jpoc.21079

Walentynowicz, P. (2014). LEAN ORGANIZATIONAL CULTURE AS AN EXAMPLE OF A POSITIVE ORGANIZATIONAL CULTURE. Journal Of Positive Management, 5(1), 67. doi: 10.12775/jpm.2014.007

Whiteley, A., Price, C., & Palmer, R. (2013). Corporate culture change: adaptive culture structuration and negotiated practice. Journal Of Workplace Learning, 25(7), 476-498. doi: 10.1108/jwl-09-2012-0069

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Zakaria, N., & Al Mehairi, H. (2014). Understanding Organizational Culture for Effective Knowledge Sharing Behaviors in the Workplace. Organizational Cultures: An International Journal, 13(3), 33-52. doi: 10.18848/2327-8013/cgp/v13i03/59257

Eggleston, A., & Caputo, J. (2016). Macro-Economic Considerations in Healthcare Decision Making. Value In Health, 19(7), A503. doi: 10.1016/j.jval.2016.09.910

Hong, Y., Holcomb, D., Ballard, M., & Schwartz, L. (2017). Multigroup Path Analysis of the Influence of Healthcare Quality, by Different Health Insurance Types. Journal Of Healthcare Management, 62(2), 93-105. doi: 10.1097/jhm-d-17-00008

Juraja, M. (2010). Who is the failure: the patient or the healthcare system?. Healthcare Infection, 15(2), 57-58. doi: 10.1071/hi10005

Lindsey, G. (2015). The Lean prescription, powerful medicine for our ailing healthcare system. Healthcare, 3(2), 119-120. doi: 10.1016/j.hjdsi.2015.03.002

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