Nursing management term conventional paper

Hepatitis M, Consumer Understanding, Patient Protection, Consumer Mindset

Excerpt coming from Term Newspaper:

Hepatitis C Exposure Incident Statement

Recently eighty patients on the Norman Regional Hospital have tested confident for Hepatitis C Worker James Hill admitted to reusing sharp needles up to twenty-five time per day while administering pain medication. At least 38 circumstances can be favorably associated with direct exposure at the medical clinic, while one other 35 could possibly be associated. As acting Doctor Manager, Plus assigned the task of designing a strategy for coping with this situation. The subsequent will discuss the issues and policies associated with effectively working either the latest situation and developing a decide to prevent upcoming similar incidents from taking place.

This issue is usually multifaceted in addition to several components to consider when dealing with the issue. The first concern is the basic safety of the contaminated patients. The second reason is that generally there many become possible violations of Federal government laws involved. The third issue is to assess the situation via a management standpoint and to assess the circumstances that generated the event and analyze preventing them in the long run. The fourth consideration is preventing a mass media circus and restore open public faith inside the Hospital.

Polices regarding the charge of exposure to bloodborn pathogens is definitely contained in up to 29 CFR 1910. 1030, (OSHA Directive CPL 2-2. 44D, 1999). Under this rules each center must have a plan in place in order to avoid exposure to bloodborn pathogens. This exposure plan is required to end up being updated yearly. Under this kind of regulation every human blood vessels is to be cared for as if it is contaminated. Failure to comply with this guide will result in a citation or other corrective action for the facility. The incident a part of this survey represented a violation of Federal legislation under the pointed out statute. Problems must be addressed in a way about prevent future exposure shows. These restrictions also include protocols to follow in the case a series of people are exposed to bloodborn pathogens. Through this particular circumstance, strict faithfulness to the protocols regarding attacked patients has to be followed while there is no other alternative (OSHA, 2001).

The Norman Regional Hospital features Bloodborn Virus Exposure Plan in place. This plan is reviewed each year as mandated by OSHA. In the case of this exposure it really is clear the methods and procedures contained in the prepare were overlooked by the worker involved. The master plan strictly prohibits the recycle of sharp needles from one sufferer to another. Until now the Bloodborn pathogens strategy has been evaluated by administration and inherited in an authoritarian manner to employees. Most of the employees feel that some of the procedures in the program take too much effort and that they will be pressured with increasing patient loads, as a result steps acquire skipped.

Perhaps, instead of a great authoritarian way of leadership in such a case, Robert House’s path-goal command approach might be more effective in raising the employee level of consciousness in regards to the necessity of following the guidelines. This approach might turn the focus from a much more us against them scenario, seen with all the authoritarian method to a group goal oriented approach. The group goal in cases like this, would be to eliminate the possibility of sufferer exposure to bloodborn pathogens.

The second situation that arises from the exposure incident is that further measures has to be taken to get rid of the possibility of the situation reoccurring in the foreseeable future. In an interview with the staff, James Slope, several problems arose. David had always been an exemplary employee since his career in 1993. When asked the reason for the blatant infringement of protocol, he offered the that they will be being placed directly under more and more pressure to work more quickly because of increased patient load. The pressure to do has become so excellent the many workers are beginning to produce their own brief cuts to keep up. Adam explained that even though he was conscious of the risks and regulation associated with bloodborn contaminant exposure, the pressure to work faster outweighed associated with consequences.

Personnel has been handled with an authoritarian approach of concrete regards and punishments. In cases like this, James experienced the risk of staying punished internet marketing nonproductive will be more than the small perceived likelihood of patients turning out to be ill from his actions. Under the severe leader model, John recognized the abuse sand hazards of disregarding protocol, yet , in his head weighed the law of uses and made a decision that there were very little potential for getting caught due to the sufferers becoming subjected to bloodborn pollutants (Leonard, 1995).

Under the current system of clinic leadership, a listing of violations is existence and a written set of punitive measures for every violation. This product has proved to be fair in execution in h previous. However just like be displayed by this occurrence, it does not guarantee that a extreme safety infringement will not occur. The reason for this kind of lies in mindset theory (Deci, 1971). Current theory about motivation says that individuals make decisions based on a personal set of recognized benefits and perceived costs. In order to promote a behavior, the benefits need to outweigh the cost. By the same token, in order to promote a behavior, the cost must outweigh the benefits (Leonard, 1995). Conditions for building what creates a perceived cost and recognized benefits is extremely individual and based on each person’s past experiences.

The authoritarian system operated within the assumption head wear the costs (listed punishments) would exceed the perceived advantages of an activity. The example presented here is a very clear example of a circumstance the place that the person was faced with facing once risk, falling in back of on function, and another risk, potentially contaminating a patient. Both of these activities have costs. In this case, anybody knew that they would definitely join trouble intended for falling lurking behind in work, while the potential of contaminating an individual was only slight. Despite the fact that under the current system, the punishment intended for contaminating an individual involved quick termination of employment, and the punishment to get falling behind on work was a reprimand, the person required the action that got the least likelihood of happening. This was uncovered in the interview with the worker and is consistent with current motivational theory.

It truly is clear that the authoritarian product is not working and can not be the solution to preventing long term exposure occurrences. The employees possess expressed they are pressured to handle more and more function and that there is absolutely no channel to air their particular complaints, with out fear of reprimand. The first thing which needs to be established is a mechanism for employees to bring challenges to the focus of administration without feeling threatened. Commanders, including personally need to be more conscious of endorsing open conversation between staff and administrators. Employees need to feel that they are an active section of the decision making method instead of having an increasing number of guidelines thrust after them.

Staff need to feel that they are a crucial part of the process. In a sense, employees must have a roll in long term policy making and problem solving. This would let them have a feeling of buying the plans and decisions. They would think that there is a reason behind them and they own these questions sense. This may make foreseeable future infractions of the rules less likely than beneath the current leadership style.

While Fiedler’s backup theory says that a head is more effective in the event that they can produce a report with the employees. Under the authoritarian unit currently being applied, report is definitely not important, only the guidelines (Dean and Meyer, 2002). This is the of concern only at that hospital. The employees currently believe that management is imposing ever-increasing rules with them and that they happen to be constantly pressured to try to come up with ways to satisfy all the demand being placed upon all of them. They think that they do not possess any control of the workload placed on them. They also believe that these guidelines are being placed on the necessity that they have no control over these people. This can lead to feelings of helplessness and victimization.

Management must equilibrium the need to meet up with an increasing patient demand, although still maintaining a high quality of care. Sufferer and employee safety should be the primary aim on the list. Maybe techniques seen in Robert Homes path-goal theory could be of assistance. The employees and managers must produce a set of group goals then all has to be involved in idea and employing solutions to the difficulties. This would provide employees a stake and an “ownership” of the group target and the option. This would make sure they are more encouraged to follow the procedures, since they helped to develop them (Thomas and Velthouse, 1990).

As far as the population relations issue is concerned, Norman Regional Clinic is facing a crisis. The media would hear in the event when an angry sufferer called them and notified them. There have been great general public concern about patient basic safety at the clinic. Bruning and Ledingham, (1998) found that consumer perceptions of an corporation will have and effect of