NSW Reflective paper (8) (2)

Personal Perception

Student’s Name

Institution’s Name

Date

Consider your personal values espoused in your college. Reflect on these values and analyse how they sit within the values advocated by NWS

Introduction

Effective teamwork is an important ingredient for positive patient outcome and experience. The biggest challenge that has faced healthcare providers is the ability to recognize what makes healthcare providers effective team members and how they can develop skills to enhance teamwork (Rego, Araujo&Serrao., 2016, p. 6). As a fact, the level of teamwork has a direct influence on patient’s experience and outcome. The image of the caregiver remains an idea of what people expect as opposed to what patients experience. Patients have expectations about the caregivers and their expectations have not been met by the healthcare workers(Karnieliet. Al., 2011, p. 11). The expectations held by the patients arein most cases their perceptions of attitudes which are largely represented by what they understand and they have an influence on their experiences and outcomes.

What makes an effective healthcare team? How do personal values influence one on being a team member?

Teamwork is an essential part of providing healthcare. Healthcare providers cannot ignore the need of working together given the level of division of labour in healthcare. Allied health practitioners, nurses and medicalpractitioner all have specialized units amongst them. None of the groups or divisions within the healthcare can provide medical services on their own without relying on one or more other group(Brewer, C., Et al., 2016, p. 1). Unfortunately, health providers do not go through any formal training on skill development needed for teamwork. So, the question that lingers on the mind of healthcare providers is; what really makes an effective teamwork in healthcare (Rider., 2014, p. 273)?

Healthcare providers are a team in the sense that they work alongside each other but that does not qualify them to be an effective team. As a fact, effective teamwork in healthcare is achieved when caregivers hold on to some guiding principles that guide their actions. The principles have an influence on the quality of care given to the patient in the health centre (Rowland, 2014, p. 80). Unless the principles are shared by all members of the team, then effective teamwork cannot be achieved.

First, effective teamwork is characterised by a common purpose. Team members come up witha clearly defined and common purpose which demonstrates shared ownership and includes collective interests. Some healthcare provides purpose to provide high quality and patient centred care (Rowland, 2014, p. 80). The actions of everyone in the team; be it the doctor, nurse or even the lab technician, all point to the shared purpose.

Secondly, effective teams communicate effectively and in good time. Teams need to find a way to share information freely amongst them and in an effective manner. In the olden days, team members would use written notes to pass information but today they can use computerized notes. Some providers go as afar as creating a platform where the information is shared by all members (Health Education & Training, 2017). Sometimes patients feel that they do not want to share their most pressing problem with everyone and may choose to share with one team member. In some cases, the information is very crucial and other team members need to know(Halligan, 2008, p. 480). If there is not strategy in place to help share the information, how will the team members know? Will it not affect the care the patient is given?

Thirdly, effective leadership is part of effective teamwork. Leaders set structures and manage them, they support the members, listen to them, manage conflicts, and they trust them. They support the fourth requirement of effective teamwork which is setting measurable goals. It is only through analysing your goals that you can know whether you are in the right direction. You also know what is working and what needs to change afterlooking at your goals (Halligan, 2008, p. 481).

Lastly, effective teamwork is characterised by respect for each other and mutual cohesion. Respect involves accepting and encouraging diversity in opinion, beliefs and talents of individual members. It also highlights resect for individual professional contributions in the team. As long as members have respect for each other they will uphold mutual cohesion(Suter, E., et al., 2010, p.15). This iswhere members have a unique team spirit and a commitment to continue working together as a team.

NWS has four main core values which include collaboration, respect, empowerment and openness. As a nursing student, my lecturers and college insists on offeringpatient centred services which are only possible through effective teamwork (Health Education & Training, 2017). Any value instilled on a nursing student should only be to promote patient centred care which is what I have learnt.

As an individual, I value human life and am committed to doing anything medically acceptable to save life and preserve the dignity of human life(Health Education & Training, 2017). During my college life, a heightened awareness has been directed towards teamwork as a strategy of providing excellent patient experience and outcome.

How do the values set out by NSW health impact and influence teams within healthcare or patients’ outcome and experience?

Patient outcome and experience is determined by the care received from the healthcare providers. Personal values together with the level of teamwork play an irreplaceable role in the quality of service provided by the care provider. NSW has four core values which include respect, collaboration, empowerment, and openness. Any team member who holds these values is able to provide quality healthcare to patients (Tayabali, Carmel & Martin, 2011, p.7).

The first core value held by NSW is collaboration which focuses on different team members working together. Every team is made up of members who are dedicated towards providing excellent services. At the top of every team are the leaders who set the pace for the team members. The leaders are role models and apart from coming up with the values, they are accountable to them. As a result, each member is appreciated as an individual and their strengths acknowledged by the team members. The dedication by each member towards excellent services results in strong and successful teams (Health Education & Training, 2017).When each member is dedicated to their role and is appreciated, they work tirelessly to provide quality service.

The second value is respect which encompasses compassion and dignity. The value acknowledges that it is the right of every patient to be treated with respect and compassion without undermining their dignity. This can be achieved by listening to the patients and the other team members (Tayabali, Carmel & Martin, 2011, p.7). In addition, every team member is fully charged with the responsibility of upholding the culture of the workplace and their performance. Every decision made by health providers is aimed at improving the health and dignity of the patient’s life. The patient will therefore have a good experience as their needs will be prioritised(Health Education & Training,2017).

In addition, NWS values openness as a way of providing better services. NWS believes that openness fosters a sense of confidence in the health services provided. The only way that healthcare teams can achieve openness is through clear communication between team members. One strategy that other leaders can emulate the NWS model is by using surveys and feedback systems. The performance of the health workers is scrutinized through surveys and the feedback given is used to improve the services provided (Suter, E., et al., 2010, p.13). As away of encouragingmembers to hold the same values, the leaders should allow everyone to air their opinion freely. When health providers are on the same page in terms of values, the patient receives the same uncompromised services throughout. Heath providers who do not uphold openness are unable to provide the same level of service to patients. The patients will notice the difference in service delivery and will be frustrated and discontent with the service(Health Education & Training, 2017).

Lastly, NSW values empowerment. This is the belief of the role of individual participation in overall team performance. It involves valuing the contributions and efforts of every member. This is demonstrated by encouraging local innovation and decision making. As a result, every person involved in the decision making develops a sense of accountability and responsibility. In the end, everyone contributes towards improving the workplace for the sake of the teams and patients. The leader is responsible in giving direction in terms of decision making but they should encourage team members to take part in decision making (Hammond., 2009, p. 6). Decision making should not be separate from the experiences and resources available as they determine the expectations of the patient and the community at large. Some patient cases need deliberations on the treatment or way forward. In cases where there is effective teamwork, the members will work together to come up with a decision and this will hasten the service delivery for the patient (Health Education & Training, 2017).

How can leaders within health live these values and make them meaningful to teams and patients?

Healthcare can be likened to a team sport even though it has not always been seen as so; this is a modern view of healthcare. In the past, health services were provided by community doctors. The doctors would visit their patients at home to provide treatment day or night. Unlike today, if there was need for nursing services, family member would provide the care. In contrast, today if a doctor wants to operate alone without the help of other health professionals; they are considered lone rangers who risk the lives of patients(Government of Western Australia, 2017)?

Today, it is impossible to provide healthcare services in isolation. So, as different health providers offer care to one patient, they all work together in a team to provide the best care for the patient whether they acknowledge or know it or not. Each provider relies on action and information from the other to provide the care. Unfortunately, without purposeful cultivation and explicit acknowledgment of core values, systematic errors and inefficiencies cannot be prevented and addressed( Rowland, 2014, p. 80).

As a fact, there is no team care support without core values founded on personal values. This is because the teams in a healthcare are made up of individuals. The individuals in a team must first of all have personal values which they operate on for them to function well in a team. The individual values harmonize with the core values held in a health care (Health Education & Training, 2017). NWS is dedicated to offering the best patient centred health services and improving the health of all people. As a result, anyone working at NSW should expect respect, fairness and dignity as the guiding principles for conduct from everyone (Tayabali, Carmel & Martin, 2011, p.7).

Even as leaders keep up with technological advancement in the medical field and new treatment philosophies amongst other things, they should look beyond their hospital walls and seek to know what really matters to the patient (Brewer, C., Et al., 2016, p. 1). Challenges such as lack of a collaborative venue for solving collaborative problems, lack of teamwork, and a lack of clear responsibility are signs of ineffective healthcare systems. Effective healthcare systems prioritise patient progression and quality of service and every leader should purpose to have such (Karnieliet. Al., 2011, p. 12). One way of achieving effective healthcare systems is by enforcing values.

A team without an effective system lacks direction and is not motivated to give their best to the patients. The first step to creating an effective team is to set goals and expectations. They act as a guide to what is expected from each member. As long as each team member understands what is expected of them, they will do a better job at providing the best care and working together with the others (Rider., 2014, p. 273).

The leader should come up with ways which encourage consistent team environment. In a bid to provide people centred healthcare service, the team members should be willing to work together at all times. They should therefore be willing to communicate effectively and in good time. Consistent sharing of information will enable all team members to be at the same position at all times(Rego, Araujo&Serrao., 2016, p. 6). If there is a problem or a decision to be made, everyone will make it their responsibility to find an amicable solution.

As a fact, each team member should be allowed to operate according to their area of specialisation. This results in efficiency in service delivery. Leaders must understand that team members are influenced by different cultural, organizational and traditional norms which they encounter at the health centres. Team leaders should therefore develop values that enable team members to participate in providing healthcare service that supports shared goals(Rowland, 2014, p. 80).

There is no effective healthcare without trust. To continue enjoying trust, you must be dedicated to creating norms that establishes trust, maintains it and creating avenues of addressing questions on trust or its breach (Brewer, C., Et al., 2016, p. 1). In such environments team members rely on the information and assessment received from other members for them to give full potential in service delivery. Each team member carries out their responsibilities in the best way and when they need help, they are confident that their counterparts will assist them. Moreover, team members can only operate on such trust if each member holds the core values with high esteem. (Rego, Araujo&Serrao., 2016, p. 6).

Considering these things, what do you need to do to prepare yourself for practice next year?

Attitudes and values such as dedication, collaboration, competence, communication, and respect associate with healthcare providers. The values are important as they are the central tenant in nursing and society expects every health provide to uphold the values. They are also important in enabling healthcare students to develop professional and clinical competence. Practitioners find it challenging to asses and teach the values because they lack the activities that can help students develop the values. They also do not have a way of measuring the effect of the values scientifically (Brewer, C., Et al., 2016, p. 1). The student is therefore supposed to learn the values as a way of preparing or practice.

(Gibbs model of reflection)

The Gibbs reflective model is used by professors, people in leadershippositions, health practitioners, and education workers. Its main purpose is to assist the professionals to reflect on different issues as a way of ensuring continuous persona development (CDP). When the reflection model is used, it ensures the person is continuously learning and by so doing improving their role in the healthcare system. The person reflecting focuses on a specific situation and reflects on it in a number of angles(Rodrigo, 2016, pp. 1). They take time to evaluate and reflect on all aspect then they draw conclusion on the situations. The conclusions are the points of actions if the situation is to take place again.

The model uses 6 stages as a guide on how to reflect and evaluate a situation in entirety.

The first step is description. As a way of improving myself and preparing for practice, I will evaluate every opportunity I get to practice my profession and use it to improve myself(Rodrigo, 2016, pp. 1). For every opportunity I get, I will be careful to note the place, people present during the incident and the exact details of the incident.

Gibbs model expects me to be very open about my feelings during time of the incidence.My feelings and thoughts play a role on the actions I take(Rodrigo, 2016, pp. 1). As a good student, I will be deliberate on revisiting and observing what is wrong or right behaviour in healthcare.

The third step is evaluation(Rodrigo, 2016, pp. 1). Here, the model requires me to classify the events into two; what went wrong and right. This honest evaluation will help me know what to avoid or improve next time.

Analysis is the fourth step. Sometimes during practice, we may look at an incident based on our perception and not reality. It is important to be able to separate perception from reality and with so, I need to be open minded(Rodrigo, 2016, pp 1). Our feelings and emotions affect our judgement on an incidence so I need to know how to separate myself from the two during critical analysis.

After every practice session, I will have to sit down and reflect on the actions I or the people with me took. It is also important to reflect whether there were are alternative actions I would have taken(Rodrigo, 2016, pp 1).

The last step deals with the action plan(Rodrigo, 2016, pp 1). My aim is to treat every situation better than the previous one. If I notice an inefficiency caused by lack of a skill, I will learn the skill and polish up on what I already know. ( Hai this is really good, well done., pls add some more references in this part .‘Rodrigo, 2016, pp. 1’ only this one is not enough. Pls add a conclusion too. EVERYTHING IS FINE.

References

Brewer, et, al, 2016, ‘Impact of transformational leadership on nurse work outcomes,’ Journal of Advanced Nursing, pp.1-15. doi: 10.1111/jan.13055

Government of Western Australia Department of Health, 2017, 27 September 2017, https://ww2.health.wa.gov.au/About-us/Child-and-Adolescent-Health-Service/About/Visin-mission-ValuesGreene, S., Tuzzio, L., Cherkin, D., 2012, A Framework for Making Patient-centred Care Front And Center., vol. 16, no. 3.,pp 49-53

Halligan, A., 208, The Importance of Values in Healthcare, Journal of the Royal Society of Medicine, vol. 101., no. 10., pp 480-481

Hammond, W., Jaffe C., Kush, R., 2009, Healthcare stadards Development: The Value of Nurturing Collaboration, Journal ofAhima body of nurturing collaborations, vol. 80, no, 7 pp 6-15

Health Education & Training, 2017,NSW Government, 28 September 2017, http://www.heti.nsw.gov.au/About/Mission-and-functions/our-core-values/Karnieli-Miller, O., Taylor, A., Inui, T., Ivy, S., Frankel, R, 2011, Understanding Values in a Large Health Organization through Work-life Narratives of High Performing Employees, Rambam Maimonides Medical Journal,vol. 2, no. 4, pp 5-12

Rego, A., Araujo, B., Serrao, D., 2016, The Mission, Vision and Values in Hospital Management, Journal of hospital administration, vol. 5, no. 1, pp 5-7

Rider, E., Kurtz, S., Slade, D., Longmaid III, H., Ho, Eggins, S., Branch Jr, W.,2014, The International Charter for Human Values in Healthcare: An interproffessional global collaboration to enhance values and communication in healthcare, Journal of Patients Education &Counseling, vol. 96, no. 3, pp 273-280

Rodrigo, 2016, Essay on Gibbs Nursing Model on Reflection, TheWritepass Journal, Vol. 1, no, 1, pp 1

Rowland, P, 2014, Core Principles and Values of Effective Team-based Healthcare, Journal of interpersonal care, vol. 28, no. 2, pp 79-80.

Suter, E., et al., 2010., Ten Key Principles for Successful Health Systems Integration., Journal of Pubmed Central Canada., vol. 16., no. 23., pp. 12

Tayabali, S., Carmel, M., Martin, T., 2011, The Need to Transform the Core Values of Medical Care and Health Organizations, International Journal of User-Driven Healthcare, vol. 7, no. 1, pp 1-8.