Catheter-Associated Urinary Tract Infections Essay

Catheter-Associated Urinary Tract Infections Essay

Catheter-Associated Urinary Tract Infections Essay

Organizational culture refers to the common values, beliefs, and actions developed in an organization and becomes a guide for its employees’ behavior. It creates a basis for implementing change and creates readiness for change by mediating change management efforts. The purpose of this paper is to describe the organization’s culture and level of readiness for my proposed EBP project.

ORDER A PLAGIARISM-FREE PAPER HERE ON;Catheter-Associated Urinary Tract Infections Essay

Organization’s Culture

Our organization is a general hospital providing preventive, curative, and rehabilitative healthcare services to all populations across the lifespan. The organization has a clan culture characterized by collaborative teamwork that makes all employees feel like equals. The culture has cultivated a collaborative, family-like environment since it values commitment, employee involvement at all levels, and allegiance. Besides, there is a heavy focus on mentorship, and employees are encouraged to give honest and open feedback. Teams in the hospital operate autonomously with a high level of trust and are allowed to decide how they work. As a result, employees feel at ease speaking freely and sharing knowledge, and leaders often seek their input. The employees and the leadership also strongly believe in their collective ability to implement change successfully.

Organization Level or Readiness for Change

The cultural assessment questionnaire by the World of Work Project (2019) was used to assess our organization’s level and readiness for change. This tool is recommended for teams or organizations experiencing change. The assessment results showed that the organization has a high level of readiness to change. This is based on high scores in team communication, objective-driven employees, teamwork, a strong emphasis on employees, consensus decision-making, and attention to detail. Besides, the organization strongly emphasizes customer service and developing long-term customer relationships. However, the assessment revealed that the organization’s culture is more competitive than cooperative, with teams and departments competing internally to provide the best service and value for money. The organization is also results-focused, with minimal time spent on planning, and the focus is on swift action.

Health Care Process and Systems Recommended for Improving Quality, Safety, and Cost-Effectiveness

The quality, safety, and cost-effectiveness of patient care in the organization can be improved through healthcare processes like patient-centered care (PCC) and care coordination. PCC focuses on the patient and the individual’s specific healthcare needs. PCC seeks to empower patients to become active participants in their care. It is linked with a high rate of patient satisfaction, better outcomes, adherence to recommended lifestyle changes and treatment, and more cost-effective care (Dixon, 2021). Care coordination involves coordinating patients’ care activities across multiple healthcare providers, especially those with chronic illnesses (Dixon, 2021). This will foster healthcare providers to collaborate and share patients’ health information, needs, and preferences. As a result, the providers become aware of patients’ needs, which helps to provide safe, appropriate, and effective care.

In addition, I recommend health information systems like Practice Management Software (PMS) and Clinical Decision Support (CDS). PMS is an information system that will assist the organization and employees with managing the hospital’s daily operations, like scheduling patients and billing medical services. It will automate administrative tasks to streamline the hospital’s workflow and improve patient-staff interactions (Dixon, 2021). The CDS analyzes data from clinical and administrative systems. It can assist providers in making informed clinical decisions, improving the quality and safety of care.

Strategies to Facilitate Organizational Readiness

            The organization’s readiness for change can better be facilitated by motivation, group cohesion, and engagement of employees. Intrinsic and extrinsic motivation strategies like inspiring employees to deal with a specific problem or giving rewards and bonuses are crucial in initiating, guiding, and sustaining goal-oriented behavior. They also encourage employees to make decisions and take action at the start of a change process (Roos & Nilsson, 2020). Besides, group cohesion can be encouraged in the organization since it keeps a social system together and is the force that acts on employees to work as a group. Group cohesion creates social relationships in the workplace that increase readiness for change (Roos & Nilsson, 2020). Employee engagement ensures that employees are actively involved in the change processes, increasing readiness for change.

Stakeholders and Team Members Needed

The proposed project is to provide nursing education to enable nurses to acquire sufficient knowledge on preventing CAUTIs. Stakeholders and team members will include the hospital administrator, human resource officer, clinical nurse educator, and nurses. The administrator will oversee the project’s activities and approve the allocation of financial resources and the hospital’s equipment and resources for training. The human resource officer is in charge of training and development in the organization will approve the training in the organization and help develop the training program. A clinical nurse educator will be tasked with educating nurses on CAUTIs and training them on skills to prevent CAUTIs during insertion and patient care (Abdelmoaty et al., 2022). Nurses are the project’s target and will be required to participate in the training and implement the knowledge and skills in clinical practice.

Information and Communication Technologies Needed

The ICT systems needed to implement the training project include computers, LCD projectors, and the internet, which will facilitate the training. Nurses will integrate a Laboratory Information System (LIS) to help coordinate inpatient microbiology tests. This will enable them to electronically manage urine specimens and monitor results for patients on indwelling catheters (Tsarfati & Cojocaru, 2022). An Electronic Health Record (EHR) will be important and help nurses collect and store patient health information, test results, and treatments when managing catheterized patients.

Conclusion

Our organization has a clan culture characterized by employees having a high individual and shared commitment to implementing changes in the organization and ensuring change is successful. The cultural assessment questionnaire revealed that the organization has a high level of readiness to change with high scores in team communication, objective-driven employees, teamwork, a strong emphasis on employees, consensus decision-making, and attention to detail. Care coordination can decrease care fragmentation by providing a secure network of healthcare providers and ensuring effective referrals and smooth transitions between providers.

References

Abdelmoaty, A. M., Abdelghany, E. O., Soliman, M., Kenawy, A. M., &Doa’a, A. S. (2022). Improving Nurses’ Knowledge about Prevention of Catheter Acquired Urinary Tract Infections in Intensive Care Units. Open Access Macedonian Journal of Medical Sciences, 10(E), pp. 638–642. DOI: https://doi.org/10.3889/oamjms.2022.8674

Dixon, J. (2021). Improving the quality of care in health systems: towards better strategies. Israel Journal of Health Policy Research, 10(1), 1–5. https://doi.org/10.1186/s13584-021-00448-y

World of Work Project. (2019). A Simple Organizational Culture Assessment Questionnaire. The World of Work Project. https://worldofwork.io/2019/07/organizational-culture-assessment-questionnaire/

Roos, J., & Nilsson, V. O. (2020). Driving organizational readiness for change through strategic workshops. International Journal of Management and Applied Research, 7(1), 1-28. https://doi.org/10.18646/2056.71.20-001

Tsarfati, B., & Cojocaru, D. (2022). The Importance of Receiving Training in Computerized Technology for Nurses to Maintain Sustainability in the Health System. Sustainability, 14(23), 15958. . https://doi.org/10.3390/su142315958

BUY A CUSTOM-PAPER HERE ON;Catheter-Associated Urinary Tract Infections Essay

In order to successfully implement a change within an organization, the change agent must assess the organization’s culture and readiness for change. In 750-1,000 words, analyze the culture and level of readiness of the organization for which your evidence-based practice project is proposed. 4 Sources are required, APA format 7th edition.

1. Describe the organization’s culture and explain to what degree the culture supports change. Consider organizational and leadership structure, mission and values, interprofessional collaboration/team engagement, communication, perception of the organization by employees, etc.
2. Select an organizational readiness tool and assess the level or readiness for change within your organization. Identify the readiness tool and summarize the survey results. Discuss the degree to which the culture will support and sustain an evidence-based practice change. Consider strengths and weaknesses, potential barriers, stakeholder support, timing of the proposal, and resources. Provide rationale.
3. Discuss what health care process and systems you would recommend for improving quality, safety, and cost-effectiveness for the organization.
4. Propose strategies to better facilitate the readiness of the organization.
5. Identify the stakeholders and team members for the project. Include what their duties will be in the evidence-based practice project proposal.
6. Explain what information and communication technologies are needed for the implementation and how they will be integrated in the setting by the internal stakeholders. Explain how these will help improve nursing practice and care delivery for individuals and populations for your intervention.