Executive Summary: Pharmacist-led Medication Therapy Management

Quality Improvement (QI) refers to a “systematic and continuous actions that lead to measurable improvement in health care services and the health status of targeted patient groups.” Additionally, a QI program is designed to analyze, regulate, and improve the quality of various activities and processes, which are carried out in healthcare facilities to improve the overall outcomes in an organization. Healthcare organizations collect and analyze data in major areas, which enable them to implement change effectively Executive Summary: Pharmacist-led Medication Therapy Management. While various quality improvement programs can be implemented in the healthcare sector, the adoption of Pharmacist-led Medication Therapy Management (MTM) is recommendable for the healthcare organization.

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The purpose of Pharmacist-led Medication Therapy Management (MTM) Initiative

Pharmacist-led Medication Therapy Management (MTM) aims at optimizing patient therapy for various conditions. Care optimization is done by lowering the cost of healthcare services and improving clinical outcomes. This initiative will enable pharmacists to identify and prevent errors that are likely to occur while making prescriptions as well as educate patients regarding the appropriate and safe use of medications. Therefore, MTM will improve the overall adherence to medication as well as lower the cases of hospitalizations among patients with various conditions such as type II diabetes mellitus (Erku et al, 2018) Executive Summary: Pharmacist-led Medication Therapy Management.

The Population targeted by MTM Initiative

MTM initiative targets patients struggling with various conditions such as type II diabetes mellitus, asthma, and hypertension (Bajorek et al, 2016). Additionally, the MTM initiative targets primary care providers by enabling them to embrace a team-based approach in providing care services for underserved patients with various chronic conditions. Also, this initiative targets pharmacists who are involved in the prescription of various medications in the medical facility. Executive Summary: Pharmacist-led Medication Therapy Management.

The Benefits of MTM Initiative

            MTM initiative accrues a wide range of benefits to individuals (patients and physicians) and the overall healthcare organization. First, this initiative enhances the recovery process since it improves disease state management and pharmacotherapy process. Additionally, the MTM initiative improves the level of patient adherence as well as health-related quality of life. Secondly, this initiative enhances the results of a physician by improving disease management process through the involvement of pharmacists Executive Summary: Pharmacist-led Medication Therapy Management. Finally, the implementation of MTM initiative will benefit the healthcare organization by reducing the level of medication-related adverse events, thus resulting in a good reputation and a positive image (Byre, 2019).

The Interprofessional Collaboration required in the Implementation of MTM Initiative

            The implementation of MTM initiative in a healthcare organization requires the collaboration of healthcare practitioners who are involved during treatment and drug prescription processes. In particular, this initiative focuses on enhancing collaboration between physicians and pharmacist in the healthcare organization. Involving pharmacists in the healthcare team during disease management and medication enhances the pharmacotherapy of a specific disease, thus enhancing the quality of care delivery and overall patient outcomes (Dalton & Byrne, 2017).

The Cost or Budget justification for MTM Initiative

            Budget justification indicates the proposed costs for the program. It will address every major cost categories, including salaries, equipment, fringe benefits, supplies and any other direct or indirect costs. First, salaries and wages indicate the list of individuals who will be involved in the project and the role of each one of them. Additionally, it will indicate the amount of money to be paid to each one of them using the project money. Secondly, budget justification indicates fringe benefits to be paid to each individual who will be involved during program implementation. This section should also disclose the method of calculation to be used when calculating fringe benefits. Thirdly, it should include the details of all the supplies/materials that are required during project implementation and their costs Executive Summary: Pharmacist-led Medication Therapy Management. Furthermore, all the required equipment and their respective prices should be included in the budget justification. Besides, all the consultants and their area of expertise should be included in the budget. The budget justification should capture the daily rate to be paid to each of the consultations. Finally, other direct costs should be included in the budget justification, including the respective amounts.

The Evaluation of Pharmacist-led Medication Therapy Management (MTM) Initiative

            Three major strategies will be used to evaluate Pharmacist-led Medication Therapy Management (MTM) initiative. First, the evaluation will be based on a drastic reduction in the number of hospital admissions cases (Byre, 2019). For instance, a 25 percent decline in about 1,000 cases of hospital admissions will indicate the success of the program. Also, the evaluation of the initiative will be based on a reduction in ED visits (Byre, 2019). For example, around 25% decline in ED visits per 1,000 members will indicate that the program has been successful. Finally, the evaluation will be based on a decline in the average medication count (Byre, 2019). For example, the program might be considered successful if the number of patients in risk groups has declined significantly. Also, the success of the program can be based on a decline in the average medication count Executive Summary: Pharmacist-led Medication Therapy Management.

In summary, the implementation of Pharmacist-led Medication Therapy Management (MTM) initiative will play a significant role in the healthcare organization. In particular, it will improve the overall adherence to medication as well as lower the number of hospitalizations among patients with various conditions.

References

Bajorek, B., LeMay, K, S., Magin, P., Roberts, C., Krass, I., & Armour, C, L. (2016). Implementation and evaluation of a pharmacist-led hypertension management service in primary care: outcomes and methodological challenges. Pharm Pract (Granada), 14(2):723. doi: 10.18549/PharmPract.2016.02.723

Byre, A. (2019). Analysis Reveals that Pharmacist-led Medication Therapy Management Reduces Total Cost of Care. Health Catalyst. Retrieved from https://www.healthcatalyst.com/success_stories/medication-therapy-management-allina-health

Dalton, K., & Byrne, S. (2017). Role of the pharmacist in reducing healthcare costs: current insights. Integrated pharmacy research & practice, 6, 37.

Erku, D. A., Ayele, A. A., Mekuria, A. B., Belachew, S. A., Hailemeskel, B., & Tegegn, H. G. (2017). The impact of pharmacist-led medication therapy management on medication adherence in patients with type 2 diabetes mellitus: a randomized controlled study. Pharmacy Practice (Granada), 15(3) Executive Summary: Pharmacist-led Medication Therapy Management.

 

In this assignment, you will propose a quality improvement initiative from your place of employment that could easily be implemented if approved. Assume you are presenting this program to the board for approval of funding. Write an executive summary (750-1,000 words) to present to the board, from which the board will make its decision to fund your program or project. Include the following:

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The purpose of the quality improvement initiative.
The target population or audience.
The benefits of the quality improvement initiative.
The interprofessional collaboration that would be required to implement the quality improvement initiative.
The cost or budget justification. Executive Summary: Pharmacist-led Medication Therapy Management
The basis upon which the quality improvement initiative will be evaluated.
Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

You are required to submit this Executive Summary: Pharmacist-led Medication Therapy Management assignment to LopesWrite. Refer to the LopesWrite Technical Support articles for assistance.

The State of Practice for Nurse Practitioners in North Carolina

The State of Practice for Nurse Practitioners in North Carolina: Restricted Practice Requiring Collaborative Agreements with a Supervising Physician

North Carolina is one of the states that has restricted practice for nurse practitioners (NP). This means that the NP can only practice under the direction and constant supervision of a physician in a collaborative agreement. The NP is restricted in at least one aspect of practice and full practice authority is non-existent (NCBON, 2020; NCNA, 2020; Harkey et al., 2017). This state of affairs however goes against available evidence that shows that NPs are as efficient and able as physicians in providing treatment to patients suffering from various ailments. As such, there is no reason why North Carolina NPs should not be granted full practice authority (FPA) or practice autonomy (Harkey et al., 2017) The State of Practice for Nurse Practitioners in North Carolina.

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The Nurse Practice Act in North Carolina also requires that a NP have a collaborative practice agreement governing prescription by the NP. This agreement specifies all the drugs that the NP is allowed to prescribe. She can therefore only prescribe according to the agreement with the supervising physician. If she has to prescribe a drug not in the agreement, the physician must authorise it (NCBON, 2020). For the same reasons given above, there is no evidence to suggest that NPs cannot safely prescribe medications autonomously. As a matter of fact, almost half of the states have now granted FPA to NPs and they are autonomously prescribing without any physician supervision.

North Carolina legislation allows NPs to prescribe drugs that are approved by the Food and Drug Administration as well as schedule II-V of the controlled substances. However, this can only happen under the supervision of the collaborating physician and in accordance with their collaborative practice agreement (NCBON, 2020) The State of Practice for Nurse Practitioners in North Carolina. This should not be the case, however, because NPs are highly educated to postgraduate levels in including in advanced pharmacology. They are therefore qualified, fit, and safe to prescribe independently.

The collaborative approach to treating rashes, for instance, requires that the NP only prescribes a limited range of medications specified in the collaborative practice agreement between them and the physician. As has been argued above, however, the NP should not practice with a collaborator because there is no evidence that supports the need for this. NPs are highly educated, trained, and adequately tested for safe practice (Harkey et al., 2017) The State of Practice for Nurse Practitioners in North Carolina.

References

Harkey, K., Little, S., & Lazear, J. (2017). The struggle for full practice in North Carolina. The Journal for Nurse Practitioners, 13(2), 131–137. Doi:10.1016/j.nurpra.2016.08.025

North Carolina Board of Nursing [NCBON] (2020). Nursing practice act. Retrieved 16 March 2020 from https://www.ncbon.com/laws-rules-nursing-practice-act-nursing-practice-act

North Carolina Nurses Association [NCNA] (2020). NP practice information. Retrieved 16 March 2020 from https://ncnurses.org/networking/councils-and-commissions/nurse-practitioner-council/np-practice-information/  The State of Practice for Nurse Practitioners in North Carolina

Creating Psychologically Safe Healthcare Teams Essay

The Role of Nurse Leaders in Ensuring Psychological Safety to Team Members at the Healthcare Workplace

Psychological safety is concerned with individual employee perceptions about the repercussions of their actions at the workplace with regard to interpersonal interactions. The nurse leader is one of the key persons in the organization who are crucial in creating a psychologically safe work environment (Sherman, 2012). She is expected to understand that workplace safety behavior is affected by various psychological factors (Kotzé & Steyn, 2013). Creating a healthy and supportive workplace environment as through transformational leadership is therefore paramount (Arnold et al., 2011) Creating Psychologically Safe Healthcare Teams Essay.

The nurse executive can therefore make the case for creation of a psychological safe workplace to the various team leaders by pointing out what needs to be done. She needs to let them know that in a psychologically unsafe workplace environment, nurses may not report problems or mistakes made out of fear of the repercussions and how the news will be received. She should thus make the point by letting the team leaders know that they need to (Sherman, 2012):

• Let team members freely speak their minds at all times.
• Allow for disagreements in an amicable and constructive way.
• Not hold mistakes against the team members who make them.
• Encourage the freedom of sharing information, whether positive or negative.
• Encourage open discussion of thorny issues, and
• Allow for contrary opinions.
• Creating Psychologically Safe Healthcare Teams Essay

Presentation of the role of team leaders in creating a psychologically safe workplace environment is going to take place through training them to adopt a healthy and supportive workplace culture (Arnold et al., 2011). They will be trained to set workplace rules of engagement, encourage open two-way communication, create opportunities for bringing employees together, encourage appreciation of diversity, and value people (the team members) more than workplace processes (Forbes Coaches Council, 2017) Creating Psychologically Safe Healthcare Teams Essay. One of the challenges that might be faced in working with the team members to achieve this include encounters with difficult personality traits of some of the team leaders, such as the narcissistic personality trait. Overcoming this would require patience and a cognitive behavioral therapy (CBT) approach to training this particular type of team leader (APA, 2020).

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References

American Psychological Association [APA] (2020). What is cognitive behavioral therapy? Retrieved 16 March 2020 from https://www.apa.org/ptsd-guideline/patients-and-families/cognitive-behavioral

Arnold, I.M.F., Mulvale, G., GermAnn, K., & Baynton, M. (2011). Opportunities abound to improve mental health and psychological safety in the workplace. Healthcare Papers, 11(Special Issue), 85-90. Doi: 10.12927/hcpap.2011.22414

Forbes Coaches Council (November 15, 2017). 14 ways you can improve psychological safety at work. Forbes. Retrieved 16 March 2020 from https://www.forbes.com/sites/forbescoachescouncil/2017/11/15/14-ways-you-can-improve-psychological-safety-at-work/#6dee1ee85610

Kotzé, M. & Steyn, L. (2013). The role of psychological factors in workplace safety. Ergonomics, 56(12), 1928-1939. DOI: 10.1080/00140139.2013.851282

Sherman, R.O. (May 24, 2012). Creating psychological safety in our workplaces. Emerging RN Leader. Retrieved 16 May 2020 from https://www.emergingrnleader.com/emergingnurseleader-8/

 

To Prepare:
Review the Learning Resources on psychological safety. In particular, review the video resources featuring Amy Edmondson, a Harvard professor and expert on psychological safety in the workplace.

Consider the role of team leaders in creating psychologically safe environments, and based on the resources provided, the specific benefits for healthcare organizations. Creating Psychologically Safe Healthcare Teams Essay
Reflect on your role as a nurse executive and how you would explain to team leaders and other managers in a healthcare setting their roles in creating psychologically safe environments for team members, including benefits for teams and the organization. Consider possible types of resistance from team leaders and others, and how you would respond.

By Day 3 of Week 4
Post the following:

A brief explanation of how, as a nurse executive, you would make the case to team leaders in a healthcare setting for the importance of developing a culture of psychological safety for team members. Describe how you would present the role of team leaders in creating psychologically safe environments, challenges you might face in working with team leaders on this goal, and how you would respond to overcome those challenges Creating Psychologically Safe Healthcare Teams Essay. Cite the Learning Resources or other literature to support your post.

Environments are generally fashioned by the people in charge and changing how people react and respond is not as simple as flipping a switch—or even issuing a directive. It often requires providing strong evidence that encourages a change in behavior.

For this Discussion, you will explore the process of creating psychologically safe healthcare teams by considering how you would educate others about the necessity of providing psychological safety and, specifically, how to achieve it.

To Prepare:
Review the Learning Resources on psychological safety. In particular, review the video resources featuring Amy Edmondson, a Harvard professor and expert on psychological safety in the workplace.
Consider the role of team leaders in creating psychologically safe environments, and based on the resources provided, the specific benefits for healthcare organizations Creating Psychologically Safe Healthcare Teams Essay.
Reflect on your role as a nurse executive and how you would explain to team leaders and other managers in a healthcare setting their roles in creating psychologically safe environments for team members, including benefits for teams and the organization. Consider possible types of resistance from team leaders and others, and how you would respond.
By Day 3 of Week 4
Post the following:

A brief explanation of how, as a nurse executive, you would make the case to team leaders in a healthcare setting for the importance of developing a culture of psychological safety for team members. Describe how you would present the role of team leaders in creating psychologically safe environments, challenges you might face in working with team leaders on this goal, and how you would respond to overcome those challenges. Cite the Learning Resources or other literature to support your post.

Psychological Safety

How, as a nurse executive, you would make the case to team leaders in a healthcare setting for the importance of developing a culture of psychological safety for team members.

Psychological safety in a healthcare working environment refers to the belief that an employee will not be punished, or face humiliation for speaking their concerns, questions, or mistakes (Aranzamendez, James, & Toms, 2015). Teams that make mistakes tend to be more successful compared to those that avoid mistakes or criticize employees for making mistakes (Newman & Donohue, 2017). This is because when an organization creates an environment where people feel safe and comfortable enough to take up challenges and risks, innovation in such a workplace is enhanced. As a nurse executive, I would build a case for more innovation, creativity, and team participation through the creation of a workplace that nurtures psychological safety. Creating Psychologically Safe Healthcare Teams Essay

Describe how you would present the role of team leaders in creating psychologically safe environments.

The first step is to let the team leaders know that the most effective way of creating a psychologically safe place is through leading by example. Team leaders will be tasked with asking for upward feedback from their subordinates; acknowledging their own mistakes; be open to listening to opinions that differ from their own; encourage reports as well as make themselves approachable to team members. The second step would encourage active listening. Team leaders can take actions that show they are actively listening to their team members such as switching off phones during meetings; repeating what a team member says to show the team leader understands; encourage more questions to be asked to improve participation, and actively asking opinions from employees who rarely speak.

Challenges you might face in working with team leaders on this goal, and how you would respond to overcome those challenges

One of the major challenges that I am likely to face with team leaders is a lack of trust (Jones & Van de Ven, 2016). Team leaders may feel they cannot trust the new change; have suspicions as to why the change is being made; or believe that their job is under question. They may also fear that one of the team members may look for reasons to complain about their leadership skills if the team member’s feedbacks are not handled o their satisfaction. To counter this, as a nurse executive I will need to reassure the team leaders that I understand their fears and proceed to help them understand that the new approach will impact the work of every staff member (Will, 2015). I will also ensure that the team leaders embrace the vision of better service delivery and how integrating the new changes would be in line with this vision. Creating Psychologically Safe Healthcare Teams Essay

References

Aranzamendez, G., James, D., & Toms, R. (2015, July). Finding antecedents of psychological safety: A step toward quality improvement. In Nursing forum (Vol. 50, No. 3, pp. 171-178).

Jones, S. L., & Van de Ven, A. H. (2016). The changing nature of change resistance: An examination of the moderating impact of time. The Journal of Applied Behavioral Science, 52(4), 482-506.

Newman, A., Donohue, R., & Eva, N. (2017). Psychological safety: A systematic review of the literature. Human Resource Management Review, 27(3), 521-535.

Will, M. G. (2015). Successful organizational change through win-win. Journal of Accounting & Organizational Change Creating Psychologically Safe Healthcare Teams Essay.

Impacts of Employee Empowerment and Psychological Safety Essay

A Comparative Look at Empowerment of Employees and Workplace Psychological Safety: Interviews with Employees in Healthcare, Automobile, and Finance Industries

The three employees that were interviewed are from the healthcare industry, the finance industry, and the automobile industry. Alisonia who is a registered nurse is a best friend who has been a nurse for the last two years since her graduation. She works in a large healthcare organization with several hospitals across the state. Marx is my maternal uncle and has been an automobile salesperson for the last four years. Lastly, Marion is a family friend who is a teller at a local bank and has been at the job in the same position for the past three years. All the three interviews were conducted separately (but in-person) with each of the three participants Impacts of Employee Empowerment and Psychological Safety Essay.

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The concept of employee empowerment, by definition, means that every employee in the organization is allowed to actively contribute to the organization’s processes and procedures. Literally speaking, the employee is given the power to suggest how things should be done, how improvements can be made to processes, and what measures can be taken to curtail problems within the organization. It also means that the employee is given the freedom to point out what is not right within the organization without fear of victimisation and/ or retribution (Lee et al., 2018; Asiri et al., 2016; Choi et al., 2016; Laschinger et al., 2013) Impacts of Employee Empowerment and Psychological Safety Essay. Employee engagement, on the other hand, is closely related to employee empowerment. It means that the leadership of the organization in which employees are empowered frequently seeks the input of the same employees when important decisions about procedures and processes are to be made. Engaging employees means that their suggestions about important issues within the organization are taken into account. They are made to feel that their views are important and that they themselves are important in the realisation of the goals of the organization.

A Summary of the Views and Perceptions of the Interviewees

Alisonia is a bedside registered nurse in the surgical unit of one of the chain of hospitals in the state. Having worked for two years in the same organization, she had a clear perspective of the state of employee empowerment and engagement within that healthcare organization. She clearly understood what empowerment meant and stated that she didn’t feel sufficiently empowered at her place of work. For instance, she felt that she lacked autonomy in the work that she does as a professional nurse. In her hospital, she feels that the work of the nurse manager seems to be to monitor the nurses under her to find out if they have made any mistake in the course of their work. This makes her tense and stressed every time the nurse manager is around her Impacts of Employee Empowerment and Psychological Safety Essay. She would have preferred to be left to do her duties without undue supervision because, as she states herself, she is a well-trained and qualified nurse. For instance, when doing a drug round, the nurse manager has the habit of exercising direct supervision by being physically behind her. She would have preferred that the manager be doing indirect supervision by letting them do the task and later report their result/ progress. Alisonia also felt that she is not sufficiently engaged at her work place. They are never asked what they think before major decisions affecting them as nurses are made. The management adopts a top-down approach to all issues. Because of this, she says that she may never even report a problem she has noticed at the workplace. This is because she will either be blamed for the problem or ignored altogether (A.N. Morales, personal communication, March 15, 2020).

Marion has been a bank teller for the past three years. She says that her work is pretty much routine from day to day. Even though she has her immediate superior at the workplace, she says that it is not common to find him following her around. She feels that for the three years she has worked at the bank, she has been empowered to make decisions on her own and only report to her supervisor if she is not sure of what to do. She therefore feels quite empowered in her job. Furthermore, she states that there are weekly meetings in which the section manager sits down with them and they discuss how the past week has been. During these meetings, everyone of the employees is free to contribute and their views are included in the minutes of the meeting. On countless occasions, she has made suggestions that have ended up being implemented for the betterment of the work environment. Because of this, her opinion and feeling is that the management of the bank adequately engages its employees and takes their feelings and views seriously (M.A. Jeanice, personal communication, March 16, 2020)Impacts of Employee Empowerment and Psychological Safety Essay.

Marx is my maternal uncle. Since he graduated from college, he has been working as a salesperson for the Ford Motor Corporation. This is his fourth year in the job and he is greatly satisfied with his job. Of the three interviewees, he is the one who appeared to feel the most empowered in his workplace. He stated that in his work, the only thing that he discusses with his immediate superior are the targets that he needs to achieve within a given period of time. After that, he has the autonomy to do his work as he deems fit. In doing so, also, he is provided with all the resources that he needs for his work. For him, he has more say in how he does his work as the company is only interested in results and the meeting of objectives. This, according to him, is testament enough that he is empowered in his work. Concerning employee engagement, Marx says that this has always gone hand in hand with the empowerment. In every sales meeting, it is what he has to say that is important as the managers realise that he is the one that talks directly with the customers and knows what they want. In all, he feels he is empowered, has the autonomy, and is engaged as much as he would wish for (M.J. Nelson, personal communication, March 18, 2020) Impacts of Employee Empowerment and Psychological Safety Essay

Industry Comparison of Employee Empowerment and Engagement

From the interviews, it is clear that employee empowerment and engagement within the healthcare industry is not exactly the same as that in other industries. In my opinion, this could be due to the difference in the nature of work that employees in these industries do. In healthcare, many organizations tend to prefer close supervision and monitoring of employees such as nurses because even small mistakes can be costly (malpractice litigation and vicarious liability). However, this is not to say that this is good practice. It has been shown that empowered employees are highly motivated and are more productive (Lee et al., 2018) Impacts of Employee Empowerment and Psychological Safety Essay. Not all healthcare industry organizations, however, give limited empowerment and engagement to their employees. That said, even those that have empowered their employees well cannot reach the levels of empowerment and engagement seen in other industries. As stated, the reason is that the healthcare industry is sensitive and highly regulated professionally.

A Working Definition of Psychological Safety

The concept of psychological safety at the workplace is related to the state of mind of the employee when they are at their workplace. It is how the employee feels as they carry out their day-to-day duties. For instance, does the employee feel free when they are carrying out their duties? Do they fear what might happen to them in the event that they made a small mistake in the course of their duties? Are they free to report any mistakes they may make without any fear of victimisation? These are the kinds of questions that define psychological safety in the workplace. An employee who cannot answer these questions favorably does not experience psychological safety at their workplace. This may affect their morale and workplace productivity (O’Donovan et al., 2019).

Going by Alisonia’s account in the interview; she does not have psychological safety in the hospital in which she works. She is afraid of the nurse manager who seems to be exercising authoritarian leadership style. A lack of psychological safety is therefore evident in her workplace. Marion the bank teller has a high degree of psychological safety in her workplace. She feels valued and secure. Her opinion counts and she is not afraid of her supervisors and managers like Alisonia. Lastly, Marx has demonstrated that his workplace gives him the highest degree of psychological safety. He is extremely autonomous and decides how he does his work, as long as he meets the company’s sales projections. Compared to the other two, a possible reason for Marx’s high degree of psychological safety could be because his work does not involve staying in one location at the company. He moves around to where customers are and pitches for their car products outside the company’s premises. Impacts of Employee Empowerment and Psychological Safety Essay.

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Traditionally, psychological safety within healthcare organizations has not been as it should be. Authoritarian supervision and strict standard operating procedures have been the hallmark of professional work in healthcare, especially for nurses. The only health worker category that has been enjoying the greatest autonomy and psychological safety are the physicians. However, this is rapidly changing with the realisation that creating a conducive work environment motivates nurse employees and improves the quality of care given to patients. The manufacturing and financial industries enjoy a high degree of psychological safety. Only the hospitality industry is comparable to the healthcare industry as the waiters are analogous to the nurses in the healthcare industry. The tribulations waiters go through from customers and management are similar to the tribulations nurses go through from patients and nurse managers.

From the foregoing, it goes without saying that a high degree of psychological safety, employee empowerment, and employee engagement in healthcare is a positive thing. This is because the presence of these factors motivates health workers, making them feel energised to work and deliver the highest quality of care. High psychological safety, empowerment, and engagement of employees are therefore directly correlated with patient safety.

Leadership Strategies for Ensuring Psychological Safety, Empowerment, and Engagement

The two tried and tested leadership strategies that are known to create a conducive work environment for employees and hence psychological safety are transformational leadership and consultation (Choi et al., 2016). Transformational leadership motivates, guides, appreciates, and values employees. A good example, generally, is my current healthcare organization in which there is only transformational leadership and a high level of empowerment, engagement, and psychological safety.

References

Asiri, S.A., Rohrer, W.W., Al-Surimi, K., Da’ar, O.O., & Ahmed, A. (2016). The association of leadership styles and empowerment with nurses’ organizational commitment in an acute health care setting: A cross-sectional study. BMC Nursing, 15(38), 1–10. Doi:10.1186/s12912-016-0161-7 Impacts of Employee Empowerment and Psychological Safety Essay

Choi, S.L., Goh, C.F., Adam, M.B.H., & Tan, O.K. (2016). Transformational leadership, empowerment, and job satisfaction: The mediating role of employee empowerment. Human Resources for Health, 14(1), 73. Doi:10.1186/s12960-016-0171-2

Laschinger, H.K.S., Wong, C.A., & Grau, A.L. (2013). Authentic leadership, empowerment and burnout: A comparison in new graduates and experienced nurses. Journal of Nursing Management, 21(3), 541–552. Doi:10.1111/j.1365-2834.2012.01375.x

Lee, A., Willis, S., & Tian, A.W. (2018). When empowering employees works, and when it doesn’t. Harvard Business Review. Retrieved 19 March 2020 from https://hbr.org/2018/03/when-empowering-employees-works-and-when-it-doesnt

O’Donovan, R., Ward, M., De Brún, A., & McAuliffe, E. (2019). Safety culture in health care teams: A narrative review of the literature. Journal of Nursing Management, 27(5), 871–883. Doi:10.1111/jonm.12740

 

Note: You will begin this Assignment in Week 3, and it will be due by Day 7 of Week 4. Plan your time accordingly.

How does healthcare compare with other fields in markers, such as employee empowerment and engagement? Investigating that question is one purpose of your Module 2 Assignment, for which you will interview three employees in different fields, with one individual in healthcare. You will also consider the theme of psychological safety, which you will explore in more detail in Week 4. Impacts of Employee Empowerment and Psychological Safety Essay

Photo Credit: Getty Images/iStockphoto

As you begin your Assignment, reflect on your own experiences and perceptions of a typical work environment within a healthcare setting. As a nurse executive, you will have greater influence over how the nurses you lead function within that environment. Recall examples from the Learning Resources of benefits when nurses are empowered and engaged. Consider how you can use the information you gain through this Assignment to develop your leadership skills, with the goal of providing support that is constructively impactful for nurses, patients, and a healthcare organization.

To Prepare:

Choose and secure the agreement of three individuals you know well (i.e., family and friends) to be interviewed on the topics of employee empowerment, engagement, and psychological safety in the workplace. One person you interview must work in a healthcare setting.
Review the Learning Resources on employee empowerment, engagement, and psychological safety in the workplace. Consider definitions that clarify these concepts and which you can explain to your interview subjects in enlisting their participation and guiding responses.
Access and review the document Employee Interviews: Guidelines and Questions, located in the Learning Resources, for guidance on planning, conducting, analyzing, and comparing the interview responses.

Note: You are required to submit the signature of each person you interview to confirm the individual’s agreement to participate. Fill in Page 1 of the Employee Interviews: Guidelines and Questions document, print the page, and obtain the signatures. (There is a place for all three signatures on Page 1.) Scan and submit Page 1 as a separate Word file with your completed Assessment.
Conduct a brief (20–30 minutes) phone or in-person interview with each individual. Speak with each person separately so that you have three sets of independent views to compare. Questions to ask are provided in the Guidelines document. Note the questions are repeated in a section for each interviewee. Take notes in the document, or record the interviews with each person’s permission.
When you have completed all three interviews, review each individual’s experiences and sense of empowerment, engagement, and psychological safety at work. Compare and contrast the responses with the goal of arriving at clear conclusions on how the degree of employee empowerment, engagement, and psychological safety influences job performance, satisfaction, and morale. v
Compare the responses of the individual who works in healthcare and your own experiences in professional practice in healthcare to the responses of your interviewees working in other areas. Consider conclusions you can make about employee empowerment, engagement, and psychological safety in healthcare compared with other professions.
Consider quality care and safety issues in healthcare and the relationship among psychological safety, employee empowerment, and engagement as positive or negative factors.
Consider strategies nurse executives can apply to improve or enhance employee empowerment, engagement, and psychological safety within healthcare settings.
Assignment:

Based on your three interviews and drawing on current literature, and from the perspective of a nurse executive’s role in supporting employee job performance and satisfaction, write an analysis that addresses, in 4–5 pages, the following points:

Describe the three employees you interviewed, including their industries and job titles.
Explain your working definitions of “employee empowerment” and “employee engagement” that are the basis of the interviews. Impacts of Employee Empowerment and Psychological Safety Essay
Summarize how the interviewees characterized the culture of employee empowerment and engagement within their organizations.
Analyze how employee empowerment and employee engagement within healthcare organizations compare with other industries.
Explain your working definition of “psychological safety” that is the basis of the interviews.
Summarize how the interviewees characterized the presence, absence, and/or degree of psychological safety within their organizations.
Analyze how psychological safety within healthcare compares with other industries.
Analyze how degree of psychological safety, employee empowerment, and engagement are positive or negative factors for quality care and safety issues within healthcare.
From the position of a nurse executive, explain at least two leadership strategies you would recommend for actions to improve or sustain psychological safety, employee empowerment, and engagement within healthcare organizations. Speak generally, or specifically, to your current healthcare organization or one where you have worked in the past.
Note: You began this Assignment in Week 3 and it will be due by Day 7 of Week 4. Plan your time accordingly.

As you wrap up your analysis of the three interviews you completed, draw on the information and perspectives gained through the Learning Resources and Discussion, this week, to assess psychological safety in each workplace. As a nurse executive, you will have new avenues for making a difference for staff and patients. With those opportunities in mind, consider how to apply the insights you gain regarding psychological safety in healthcare settings.

Photo Credit: Getty Images/iStockphoto

To Prepare:
Review Learning Resources that will guide your analysis of employee empowerment, engagement, and psychological safety.
Use the Guidelines & Questions document, from the Learning Resources, to help you in completing your Assignment, including providing the signature sheet to confirm your three interviews.
Resources
Learning Objectives
Students will:

Explain concepts of employee empowerment and psychological safety*
Analyze factors associated with high-performance teams*
Analyze impact of psychological safety and employee empowerment on team decision making and performance *
Explain leadership strategies to improve psychological safety and empowerment of employees in healthcare settings*
* Objective is introduced this week and assessed in Week 4.

Learning Resources
Required Readings (click to expand/reduce)

Asiri, S. A., Rohrer, W. W., Al-Surimi, K., Da’ar, O. O., & Ahmed, A. (2016). The association of leadership styles and empowerment with nurses’ organizational commitment in an acute health care setting: A cross-sectional study. BMC Nursing, 15(38), 1–10. doi:10.1186/s12912-016-0161-7

Choi, S. L., Goh, C. F., Adam, M. B. H., & Tan, O. K. (2016). Transformational leadership, empowerment, and job satisfaction: The mediating role of employee empowerment. Human Resources for Health, 14(1), 73. doi:10.1186/s12960-016-0171-2

Laschinger, H. K. S., Wong, C. A., & Grau, A. L. (2013). Authentic leadership, empowerment and burnout: A comparison in new graduates and experienced nurses. Journal of Nursing Management, 21(3), 541–552. doi:10.1111/j.1365-2834.2012.01375.x

Lee, A., Willis, S., & Tian, A. W. (2018, March). When empowering employees works, and when it doesn’t. Harvard Business Review. Retrieved from https://hbr.org/2018/03/when-empowering-employees-works-and-when-it-doesnt

O’Donovan, R., Ward, M., De Brún, A., & McAuliffe, E. (2019). Safety culture in health care teams: A narrative review of the literature. Journal of Nursing Management, 27(5), 871–883. doi:10.1111/jonm.12740

Society for Human Resource Management (SHRM). (2017). 2017 Employee job satisfaction and engagement: The doors of opportunity are open [Executive summary]. Retrieved from https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/Documents/2017-Employee-Job-Satisfaction-and-Engagement-Executive-Summary.pdf Impacts of Employee Empowerment and Psychological Safety Essay

Document: Employee Interviews on Empowerment and Psychological Safety: Guidelines & Questions (Word document)

Required Media (click to expand/reduce)

benedictineCVDL. (2018, July 6). Creating psychological safety at work in a knowledge economy – Amy Edmondson, Harvard [Video file]. Retrieved from https://www.youtube.com/watch?v=KUo1QwVcCv0

Note: The approximate length of this media piece is 3 minutes.

Fostering a Positive Workplace

This video addresses defining qualities of a positive work environment and the decisive role of nurse executives and other leaders in developing that environment. Pay particular attention to the discussion of employee engagement and its connection to job satisfaction—and how nurse executives can troubleshoot to encourage deeper engagement. (11m)

Accessible player
Creating a Culture of Engagement

Multiple experts offer advice and dynamic models of how to create an exemplary nursing staff through strategies that enhance engagement and empower nurses in healthcare settings. You may choose to skip the first section on hiring to go directly to the more relevant information for this module. (19m) Impacts of Employee Empowerment and Psychological Safety Essay

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NUR 550-Translational Research Graphic Organizer Template

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	<Type Translational Research Type Here>	<Type Traditional (Qualitative or Quantitative) Research Type Here>	Observations (Similarities/Differences)
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