Healthy Work Environment

A fountainhead-informed school Environment Essential in Providing tonus Health C argon Kimberly Lett DeVry University ENGL135 Advanced physical composition F exactly term 2010 A Healthy Work Environment Essential in Providing Quality Health C be The preservation of wellness business government activity has evolved and changed over the years and with the advances in science and technology, the world power to endure unafraid, gauge c be to every longanimouss has been conflicted by the changes.With the rising health sustenance woos and mitigate in reimbursement for do provided, system of ruless essential scene for ways of appeal containment to maintain vi baron for the future. Fabre (2005) re flatned that administrators be struggling to maintain fiscal stability and retain effective sucks during these delicate financial times. Organizations atomic number 18 being evaluated and reimbursed ground on their enduring cargon outcomes as such the harbours meshment is exact in helping to secernate voltage drop refuge jeopardys to uncomplainings and the sustainion of checkup errors. As hospitals leave responded to financial instancy from Medic be, managed pull off , and other private payers, registered nurses move over become increasingly dissatisfied with the pass waters conditions in hospitals (Fabre, 2005, p. 20). One of the many ch wholeenges in healthc atomic number 18 today, is the rent for presidential terms to recognize and drive the changement of the operation surroundings. The need for adequate, equal nurses in any organization is assertive for providing safe, prime(prenominal) c atomic number 18 to the clients. For this reason the critical mapping that nurses rush in providing patient sanctuary should not be underestimated.The base of care for (2004) reported research is now beginning to document what physicians, patients, other health care providers, and nurses themselves set out long known how rise we are cared for by nurses affects our health, and sometimes kitty be a matter of living or death (p. 2). The splendour of a in circulateigent waiting surround has been know as a key parting in maximizing organizational performance, change to a mitigate in the care for shortage within an organization and is resilient in providing lineament care to the clients they serve.The maturement concern for the treat shortage continues to be a major issue alter the employment and attention is being aband hotshotd to the var.ful nature of the hit milieu. some(prenominal) national surveys were completed in 2002 and 2004, attracting reasons for the current care for shortage, ace of the major concerns come to on the take milieu (Florida b unmatched marrow of nursing, 2006). Organizations are facial expression at ways of restructuring the figure out surround, enabling provide nurses the luck to come in in closings that regard their ability to confid e.McDonald, Tullai-McGuinness, Madigan, and Shively (2010) remarked that devises that have a corroboratory influence environment have far-famed mastery in recruitment and retention of their charm force, citing an increase in job triumph and improved patient outcomes. With nurses making up the largest percentage of professed(prenominal)s functional in a hospital setting, organizations now recognize the impressiveness of the nurses reference and measures to improve the figureplace are being give awayed.Lowe (2002) observe diagnosing the design of officiate environment problems in healthcare is the first cadence in scheming strategies to improve the quality of healthcare studys (p. 49). Hospitals looking to improve on the bend environment must first have an spirit of the nurses perception of their put to bring inplace environment. Kramer and Schmalenberg (2008) far-famed the position of clinical nurses at the front melody as to what constitutes a muscular w ork environment is essential if interventions to improve practice environments in hospitals are to be enforced (p. 57).Once an organization is commensurate to identify distinctive characteristics that have an impact on stave and their environment, they are then subject to proceed in developing strategies to improve the work culture. every members of the healthcare team, including module, worry, and administrators, must be connected to the ripening of a honor adequate to(p) work environment as well as sustaining the culture by means of with(predicate) modeled behavior. Practical techniques to assist in the outgrowth of provide friendly cultures are clearly identified, with long term strategies enforced rather than short term fixes, for both members of the organization.To help facilitate and guide organizations, professional groups have designed several programs ready(prenominal) for their go for in parenting a sinewy work environment (Florida aggregate of Nursing, 2006). The Ameri bear Nurses Credentialing centre (ACNN) sponsors the attractor cognition Program, which focuses on the development of nurse practices and evaluates the environment where care for is practiced. This program is well recognise by organizations throughout the country, as the drawing card Journey and is considered to be one of the juicyest winments that organizations give the bounce obtain (Broom, & deoxyadenosine monophosphate Tilbury, 2007).Organizations that strive to achieve the Magnet designation, receipt the link in the midst of a healthy work environment and the development of an organization of nursing integrity. Hospitals utilizing the Magnet concept build the following characteristics (a) accredited lead, (b) skilled conversation, (c) telling decision making, (d) quality patient care processes, (e) quislingism and teamwork among entirely healthcare workers, (f) professional maturation and accountability, (g) clinically competent stave and (h) adequate mental facultying levels (Shirey, 2006).All the above components are essential and united to the efficaciousness of a quality work culture. An online survey of clinical nurses, conducted by the AACN, were asked to identify performers that had an impact on their satis incidention with nursing as well as potential reasons that might cause them to leave the profession ( Ulrich et al. , 2006). leadership style was identified as a key component affecting nurses satisfaction with their job. Nursing leadership is a crucial element to the work environment of nurses, as it is the leaders who can dally to the highest degree substantiating changes to the environment (Florida amount of money of Nursing, 2006).The immenseness of hard-hitting leadership from all levels of management in any organization is essential in developing and promoting quislingismism with their employees. A managers ability to foster leadership growth, and recognize the enormousness and expertise of the nursing staff volition have a major reinforcement in retention of competent nurses in their units. In essence, leaders who can instigate and provide opportunities for their staff, and demonstrate a risque level of role model behavior, have steeper levels of staff participation and payload to the organization. original leadership is characterized as one that establishes relationships which are based on dedicate, respect, and can be considered genuine and believable (Shirey, 2006). Leaders that demonstrate excellent management styles are participatory, coaching and mentoring, they encourage and value staff members and support staff involvement in decision making that has an impact on their work environment (Tomey, 2008). The importance of hard-hitting leadership, with staff and management working together, is noted by their ability to create a shared vision for the organization through collaboration and continuous improvement of the work environment.Shirey (2006) noted authentic leadership was set forth as the glue needed to hold together a healthy work environment (p. 256). another(prenominal) influential factor in the workplace is skilled communication among all levels of the healthcare team. Key components when utilizing ones communication skills include vocal and nonverbal interactions and enhanced listening skills, all are vital in ensuring effective communication. Because communication happens continuously in the workplace amidst employees, managers and customers, it plays a vital role in the development of healthy relationships.Fabre (2005) noted that nursing staff expect sincerity, think and good communication from all levels of leadership within the organization. Communicating openly and aboveboard allows for individuals to deal with one another in a respectful manner, build trust and have an appreciation for each other. A healthy relationship among co-workers enhances the communication process, allowing collaboration and teamwork, which in sour leads to a strike in medical errors and fosters a safe environment for patient care.The Joint boot on Accreditation of health care Organizations (JCAHO) remarked that the 80% of music errors and 70% of sentinel events that occurred in tar of patient care were purportly cogitate to ineffective communication among the care providers (Florida Center of Nursing, 2006). Interactions among nurses, physicians, patients and managers, all have a channelise impact on the quality of care delivered. In order to provide optimum patient care, it becomes crucial for all members of the healthcare team to communicate effectively with one another.Inter ad hominem relationships and collaborative teamwork among nurses, physicians and other members of the healthcare team are crucial to the oral communication of quality care to the patients (Parsons, & deoxyadenosine monophosphate Cornett, 2005). Another primal aspect of a healthy work environment is one where nurses are supported and line up empowered to participate in decision making. Ulrich et al. (2006) reported the constitute of Medicine advocates for frontline staff to be snarled and entrusted in the decision making and lurch of the patient care provided.When nurses are given(p) the opportunity to participate in clinical and organizational decisions and receive support for their efforts, it fosters personal accountability and autonomy for all staff manifold. Empowerment of the nursing staff establishes the root word for a positive workplace with collaboration and meaningful communication, enabling professional development and growth within the organization (Parsons, & Cornett, 2005).Organizations that promote staff involvement in the development of policies and procedures, fosters support for the nurses ability to use their critical thinking skills in find out what is the surmount plan of care for their patients. Nurses need to olfactory modality safe and secure in their work environment t o be effective in utilizing their critical thinking skills. Kouzes (as cited by Fabre, 2005) remarked the key to unleashing the organizations potential to excel is putting that power in the softwoods of the people who perform the work (p. 7).When staff members are engaged and feel valued as member of the team, a true sense of autonomy is evince in their daily care of patients. Fabre (2005) remarked it is super burning(prenominal) for nurses to be autonomous, allowing them the ability to defend decisions about direct patient care in their daily practice. One such method for getting staff members involved is through the use of shared governing committees within their units. Direct care nurses fighting(a) on these councils, are involved with decision making regarding positive patient care models as well as nursing satisfaction and retention (Florida Center of Nursing, 2006).Nurses working in positive work environments demonstrate mutual respect for one another, convey consisten t professional collaboration among all team members and function as high performance team members in their organizations. Vollers, Hill, Roberts, Dambaugh, and Brenner (2009) noted nurses affect patients outcomes by their direct actions and their model over the actions of other (p. 24). It becomes easier for employees to recognize and study the need for change, problem solve and decrease stress in their workplace. Another heavy aspect relating to nursing satisfaction is the importance of professional development.Organizations that are recognised for their high standard of patient care acknowledge the importance of their nursing staff and provide opportunities for personal and professional growth. Successful organizations suffer various learning roadways for their employees. Emphasis is set on orientation for new staff members, in-service grooming, continuing education as well as formal education and life story development (Tomey, 2008). Nurses recognize that continuing educa tion and competency go hand and hand and is imperative for professional development as well as patient safety.Individuals, who are given the opportunity to grow and develop their skills and abilities within an organization, lead be happier and more productive at work. Another avenue of development for nursing is certification in their specialty. A restricted nurse provides a level of expertise at the bedside when care for his/her patients. Ulrich et al. (2006) noted the correlation betwixt certified nurses and improved patient care nurses were able to quickly identify the problem and step in appropriately to the issue at hand.Nurses who take in the idea of lifelong learning are able to adjust to the ever ever-changing require in healthcare and are much more satisfied in their job roles. Personal and professional growth is valued in organizations, where managers are committed to providing time and resources for staff learning and educational opportunities (Institute of Medici ne, 2004). A shift in management thinking, from controlling to guiding staff, becomes an important step for staff development which in turn improves quality of nursing care. A commonality concern that nurses have with their current work environment is one of inadequate staffing levels.Hospitals that employ the concepts of magnet empower their nurses to make decisions about appropriate staffing levels. Management and staff nurses work together to build safe staffing strategies to welcome the needs of the individual units. This collaboration between staff and management, builds trust, empowers the nursing staff and enables nurses to feel they have personal accountability for the advantage of their organization (Fabre, 2005). Organizations have struggled with trying to escort the number of nurses needed to provide safe, quality patient care and do so in a cost effective manner.The Institute of Medicine (2004) remarked that experts have recognized that healthcare organizations need to be aware, that overemphasis on efficiency and productivity may have a negative impact on patient safety. With the added stress of providing care for sicker patients with few nurses at the bedside, less time is open for nurses to meet all the physical, mental and psychosocial needs of the patients. Morgan and Lynn (2009) remarked being pressed for time and energy, nurses describe their work in terms of survival of the fittest the luxuries of meaningful care interactions with patients are forgone (p. 07). much nurses feel they have time to only perform the minimum amount of elemental care and patient education, basic substantial and advocating for the patient is omitted. The lack of resources in staffing as well as a pitiful working environment is extremely dissatisfying to the nursing staff and impacts patient outcomes. Research indicates that nurse staffing has a definite and measurable impact on patient outcomes, medical errors, distance of stay, nurse turnover, and orga nizational outcomes (Florida Center of Nursing, 2006, p. 5). on that point is no single action that guarantees a foolproof solution to patient safety during ones hospitalization, but servant of staffing levels has played a critical role in providing that safe care. Buchan and Aiken (2008) noted an knowledge between higher nurse staffing ratios and a decrease in medical complications and patient mortality. Staff nurses recognize high risk situations and patient safety concerns, when understaffed they are often times unable to prevent these catastrophic incidents. Safety is a patients right and they deserve the nurses best efforts.Fabre (2005) noted that the supremacy of nurses as well the healthcare organization is dependent on a positive healthy work environment. Patient safety needs to be the most important goal for any organization. Culture does matters and a healthy work environment makes the remainder in an organizations performance. The importance of promoting health, throu gh the use of wellness programs, as well as prevention of ailment for employees in an organization should not be overlooked. Staff should be supported and promote to participate in their own health management.Burton (2008) remarked it is intuitively obvious that unhealthy, stressed employees leave alone cost a company something in terms of absenteeism and decreased productivity (p. 3). A positive work environment fosters healthy lifestyles, behaviors and enables individuals to develop coping skills to deal with stress on a daily basis. The financial benefits versus the cost of creating a healthy work environment can be cost neutral. Many of the magnet concepts, if developed in the workplace, are done with no direct costs to the hospitals.Changes in leadership styles, supportive and respectful behavior towards staff and empowering nurses in the decision making does not cost the organization money (Burton, 2008). All these factors impart have a significant impact on the work enviro nment modify the physical and mental eudaimonia of staff members. Patients trust and recommend hospitals because of the nursing care they receive. Fabre (2005) noted an important reminder to hospitals patients tell their family, friends and neighbors about the care, good or bad, they authorized while a patient in their organization.Excellent patient care conjugated with patient satisfaction is what attracts people to an organization. Healthcare organizations that demonstrate and promote healthy work environments will become the employer of choice in their communities. Burton (2008) noted that administrators of an organization cannot argue the fact that their reputation is extremely important in the community in relation to the supremacy of their facility. Patients do notice the difference and when hospitals are able to recruit and retain the best nurses in the community this nursing excellence has the ability to drive the success of the organization.Whether an organization choo ses to seek Magnet designation or not, the concepts can still be utilized in any organization towards the development of a healthy work environment. It is important that organizations recognize the need for development of strategies that foster a healthy work environment, where staff are valued and acknowledged for their contributions and have a desire to work in their facilities. The association between a healthy work environment and the health and wellbeing of the nursing staff correlates to the impact on the quality of care provided to the patients they serve.It is evident that the perseveration of patient care, recruitment and retention of competent nursing staff and organizational viability are all greatly impacted by the nurses work environment. Maintaining a healthy workplace remains a challenge in healthcare and must be seen as an ongoing process. Healthcare organizations that are able to develop and sustain quality workplaces will be able to meet the demands of healthcare in the future by retaining competent nursing staff and meeting the health needs of their communities. . References Broom, C. , & Tilbury, M. S. (2007).Magnet spatial relation A journey, not a destination. journal of Nursing bang Quality, 22(2), 113-118 Buchan, J. , & Aiken, L. (2008). answer nursing shortages a common priority. daybook of Clinical Nursing, 17, 3262-3268. Burton, J. (2008). The business case for a healthy workplace. Retrieved January 24, 2011 from http//www. iapa. ca/pdf/fd_business_case_healthy_workplace. pdf Fabre, J. (2005). Smart nursing How to create a positive work environment that empowers and retains nurses. New York, New York custom Publishing Company, Inc. Florida Center of Nursing. (2006).The value of a healthy work environment. 1-20. Retrieved January 28, 2011 from http//www. flcenterfornursing. org/files/healthworkenv. pdf Institute of Medicine of the Nation Academies. (2004). Keeping patients safe Transforming the work environment. Washingto n, D. C. The National Academies Press. Kramer, M. , & Schmalenberg, C. (2008). Confirmation of a healthy work environment. comminuted wangle Nurse, 28(2), 56-64. Lowe, G. S. (2002). High-Quality Healthcare Workplaces A vision and action plan. Hospital Quarterly Summer, 49-56. McDonald, S. F. , Tullai-McGuinness, S. , Madigan, E.A. , & Shively, M. (2010). Relationships between staff nurse involvement in organizational structures and perception of empowerment. Critical portion out Nursing Quarterly, 33(2), 148-162. Morgan, J. C. , & Lynn, M. R. (2007). Satisfaction in nursing in the context of shortage. diary of Nursing Management, 17, 401-410. References Parsons, M. L. , & Cornett, P. A. (2005). A healthy emergency department workplace the staff describe it. Topics in Emergency Medicine, 27(3), 198-205. Shirey, M. R. (2006). Authentic leaders creating healthy work environments for nursing practice.American Journal of Critical Care, 15(3), 256-267. Tomey, A. M. (2009) . Nursing leadership and management effects work environments. Journal of Nursing Management, 17, 15-25. Ulrich, B. T. , Lavandero, R. , Hart, K. A. , Woods, D. , Leggett, J. , & Taylor, D. (2006). Critical care nurses work environments a service line status report. Critical Care Nurse, 26(5), 46-57. Vollers, D. , Hill, E. , Roberts, C. , Dambaugh, L. , & Brenner, Z. R. (2009). AACNs healthy work environment standards and empowering nurse advancement system. Critical Care Nurse, 26(6), 20-27.