NURS FPX 4010 S Assessment 4 Stakeholders Presentation
The four main stakeholder categories for navigating the paths are stakeholders, such as decision-makers, facilitators, gatekeepers, and influencers. The healthcare professional within the health system who share their interests and have knowledge in the field can act as influencers and decision-makers. An administrative committee or group may also be the primary decision-maker. In these situations, decision-making and influencing roles are shared by the clinicians and their administrators. External stakeholders, users, consumers, and patients should also be considered. Innovators will contact department gatekeepers to ensure rules and regulations are obeyed. An innovator can speak with facilitators if they require help finding the right influencers or decision-makers (Epalm, 2021). Stakeholders are the physicians, Diabetes Specialist Nurses (DSN), nurses, pharmacists, and social workers who provide quality care and safety in the intensive care unit to diabetic patients.
The healthcare organization has high rates of burnout in DSN due to poor collaboration of the interdisciplinary team and insufficient knowledge of the new hiring staff. The DSN provides services to diabetic patients in the intensive care unit; however, their workload increased due to the limited number of DSN. This burnout causes a reduction in the productivity and quality of care provided to the patients. Compared to other healthcare professionals, nurses were more likely to experience burnout. Moreover, shift-working nurses were found to experience higher rates of burnout, which not only negatively affects their physical and mental health but also reduces their enthusiasm for their jobs. Moreover, workload increases the risk of patient safety incidents like falls and medication errors that have a negative impact on patients (Ryu & Shim, 2021).
Healthcare professionals, particularly nurses, experience significant stress due to their involvement in patient care. Nurses working in emergency departments report the highest levels of stress. Burnout is also more prevalent in environments with limited interdisciplinary teamwork and communication, which are crucial aspects of nursing. Negative behaviors such as poor communication, lack of teamwork, and peer bullying can adversely affect job satisfaction, leading to exhaustion and potentially compromising the quality of care and patient safety (Stephen, 2023).
If the issue is left unaddressed, the shortage of DSN nurses may have a negative impact on the hospital’s productivity and reputation. In addition, the extended length of patient stays resulting from the shortage could contribute to an increased workload for healthcare staff, potentially leading to higher rates of medical errors.
Evidence-Based Interdisciplinary Plan
The American Diabetes Association (ADA) recognizes the importance of interdisciplinary teams in managing diabetes. Interprofessional collaboration and communication across the care continuum can reduce variability and improve health outcomes for diabetic patients (Foraker et al., 2021). The collaboration of healthcare professionals such as physicians, DSN, pharmacists, new staff, and social workers can be enhanced through weekly meetings and discussions on the patient’s health issue. This collaborative approach can also improve the communication skills of healthcare professionals.
Healthcare professionals receive training and will also train new staff to promote patient-centered care within interprofessional teams skilled in evidence-based practice (EBP), quality improvement, and informatics. Continuous interdisciplinary education can help focus healthcare team members on the shared goal of improving patient outcomes. Ongoing education for interdisciplinary teams can also enhance the knowledge of new staff and improve the quality of care while reducing burnout rates among DSN.
Interdisciplinary teamwork among healthcare personnel can help reduce burnout and improve patient outcomes. Surveys of team members are often used to assess the effectiveness of teamwork performance, as a team provides an efficient means of capturing different cooperation structures. This enables healthcare professionals, including physicians and DSN, to understand team functioning, identify areas of strength, and target potential growth areas for improvement (Kang et al., 2021). In diabetic management, multiple healthcare professionals and disciplines are present at the patient’s bedside to promote interprofessional communication and collaboration, care coordination, and patient-centered shared decision-making (Heip et al., 2020).
Implementation of the Interdisciplinary Plan and Management of Human and Financial Resources
A collaborative interdisciplinary team comprises healthcare professionals from various disciplines who share knowledge, skills, and expertise involving the patient and the team in care plan implementation. The interdisciplinary plan implementation involves several phases, including a sound evaluation procedure, clinical decision support tool, and patient education.
The evaluation procedure includes regular and ongoing surveillance, which is a crucial component of care and essential in identifying injuries that could have been prevented through early detection and prompt action. For example, diabetic patients require regular monitoring of their blood sugar levels to ensure optimal outcomes (Tierney et al., 2019). In addition, the plan of care and interventions must be continuously updated and personalized based on the patient’s evaluated needs and response to treatment. Standardized frameworks for recording evaluations make it easier for healthcare providers to communicate and share information about the patient’s condition.
Clinical decision support tools, such as patient medical history, lifestyle, interprofessional meetings, and financial status, can aid in developing care plans. Patient education on self-management of diabetes can also help engage the patient in treatment and reduce the burden on healthcare staff (Tierney et al., 2019).
In many organizations, finance and human resources are separate business divisions that support organizational goals through expense management and employee recruitment and development, respectively (Hunter & Murray, 2019). Although they perform distinct functions, a collaboration between HR and finance is essential for achieving organizational objectives. Without their combined efforts, it would be challenging for these entities to support the organization’s goals fully. The HR’s role is to hire staff based on their skills, experience, and background, enabling the organization to provide focused training and achieve optimal outcomes. The new staff’s collaboration, effective communication, and leadership skills will guide the unit and improve the quality of care (Tursunbayeva, 2019). The finance department will allocate resources according to the unit’s needs, such as new devices for monitoring blood sugar and payment for new staff. Collaboration between these departments will enable the organization to achieve its objectives and maintain its workforce. NURS FPX 4010 S Assessment 4 Stakeholders Presentation
Real World Example
During the pandemic, businesses and healthcare organizations face the challenge of protecting their employees while remaining operational. Effective management of human resources is essential in addressing these issues. Human resource managers play a critical role in minimizing work disruptions caused by healthcare crises. They achieve this by educating staff members, collaborating with other healthcare executives, and adapting workflows to meet changing demands. Continuity plans are also used to describe how healthcare organizations will respond to unforeseen disruptions and recover from them (Ohio University, 2020). Proper utilization of resources and implementation of these plans can prevent financial losses for the organization and reduce the burden on the country’s economy.
Evidence-Based Criteria to Evaluate the Project
The Organization for Economic Cooperation and Development (OECD) has established six assessment criteria: relevance, coherence, effectiveness, efficiency, impact, and sustainability. These criteria help evaluate the project’s success, and their careful implementation can help ensure its success. These standards provide a normative framework for evaluating the credibility or value of interventions, such as policies, strategies, programs, projects, or activities. The principles outlined by the (OECD, n.d.) also promote high-quality and practical evaluations, and the criteria should be applied carefully depending on the assessment’s goal. These criteria can be used to evaluate evidence-based approaches implemented in healthcare, such as training and education of healthcare professionals to improve the quality of care and reduce errors. Furthermore, training and education of new staff can help reduce burnout among DSNs. The interdisciplinary plan also incorporates collaboration and effective communication to improve patient safety and achieve positive outcomes.
The DSN burnout rates can be achieved by implementing an interdisciplinary plan. The plan included the training and education of the healthcare professionals, inter-professional collaboration, and communication of the healthcare professionals. The HR will recruit the staff based on their experience and skills, and the finance unit will allocate the resources to maintain the workforce. Collaboration between these two departments will keep the organization in a framework to enhance productivity.
To reduce DSN burnout rates, an interdisciplinary plan is essential. This plan includes training and educating healthcare professionals, promoting interprofessional collaboration, and improving communication among healthcare professionals. The HR department will recruit new staff based on their experience, skills, and suitability. The finance department will allocate resources to maintain the workforce, and collaboration between these two departments will help the organization enhance productivity. This approach will not only improve patient outcomes but also enhance the overall well-being of the healthcare staff.
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The DSN burnout rates can be achieved by implementing an interdisciplinary plan. This plan includes training and educating healthcare professionals, promoting interprofessional collaboration, and improving communication among healthcare professionals. The HR department will recruit new staff based on their experience and skills. The finance department will allocate resources to maintain the workforce, and collaboration between these two departments will help the organization enhance productivity. This approach will not only improve patient outcomes but also enhance the overall well-being of the healthcare staffs. NURS FPX 4010 S Assessment 4 Stakeholders Presentation
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Stephen. (2023). The Relationship Between Nurse Burnout and Patient Safety. https://www.floatcare.net/post/the-relationship-between-nurse-burnout-and-patient-safety
Tierney, E., Hannigan, A., Kinneen, L., May, C., O’Sullivan, M., King, R., Kennedy, N., & MacFarlane, A. (2019). Interdisciplinary team working in the Irish Primary Healthcare System: Analysis of ‘invisible’ bottom up innovations using normalisation process theory. Health Policy, 123(11), 1083–1092. https://doi.org/10.1016/j.healthpol.2019.09.002
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