patient’s beliefs they are better equipped to care for that patient. An example of this is the Amish community, they do not use technology. So, if they are in the hospital, they may refuse to use the electronic bedside charting. Nurses being aware of this culture allows them to be prepared for this situation to arise and how to address it to ensure the patient does not feel uncomfortable and still receives patient-centered care. The leadership style I would utilize in developing my team would be transformational leadership. I will use this leadership style in three ways; by allowing team members to be creative, supporting team members, and by motivating team members. I will allow members of the team to be creative and develop their own way of doing things as long as the weakness is eradicated. I will support team members by lifting them up and encouraging them whenever they need it. I will motivate team members by providing them with quotes of motivation that empowers someone to want to do better. The team will work together to implement the strategy to address the weakness of patient charting and the lack thereof. The patients will work with the floor nurses on using the tablets and the floor nurses will work with the nurse educators on how to implement the charts to patients. The floor nurses will become a mediator between the patients and the nurse educators
12 ORGANIZATIONAL LEADERSHIP and the nurse educators become a resource to the floor nurses as the floor nurses become a resource to the patients. Communicating the Strategy The team will communicate the strategy of implementing the bedside tablet charting by explaining the weakness in the Charting and Documentation domain that Hardin Memorial Hospital has. They will go before the hospital administration and explain the use of the PFCC tool and how Hardin Memorial Hospital is weak in the area of patient charting and patient access to their chart. The team will then explain that the lack of this domain harbors the ability to provide our patient’s with patient-centered care in this area. The intended outcomes are to improve patient experiences and patient satisfaction. The team will make hospital administration clear on these outcomes and the overall gain the hospital can obtain from implementing this strategy. A specific tool that I could use to develop the team’s self-assessment skills is the DISC tool. The DISC tool is a tool that helps determine personality types. The four personality types of this tool are dominance, inspiring, supportive, and cautious (“Disc Profile,” n.d.). This tool could allow the team members to become more self-aware of their personality type as well as how it may differ from another team member’s personality type. The self-awareness would allow the team members to be more mindful to each other and therefore more kind.
13 ORGANIZATIONAL LEADERSHIP References Disc Profile - What is Disc? The Disc personality test and profile explained. (n.d.). Retrieved March 26, 2020, from Lewin's Change Theory. (n.d.). Retrieved March 26, 2020, from - theory.org/theories-and-models/lewin-change-theory.php
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- Summer '18
- patient-family, Hardin Memorial Hospital, Hardin Memorial