NURS 495

6 competency domains

6 Competency Domains: 1) interprofessional communication 2) patient/client/family /community-centred care 3) role clarification 4) team functioning 5) collaborative leadership 6) interprofessional conflict resolution

strategies for resolution

Team - development of conflict resolution protocols/policies/procedures Individual - open direct communication; willingness to find solutions; showing respect; and the practice of humility

moral community

aa workplace where values are made clear and are dhared, and these values direct ethical action

Transactional leaders

are said to achieve performance when required through contingent rewards or negative feedback. This has been conceptualised as a lower order leadership function.

CIHC

canadian interprofessional health collaborative

moral ageny

doing what is good or right

moral disengagement

ethical or mal disengagement can occur if nurses begin to see the disregard of their ethical commitments as normal. The nurse may become unkind, non compassionate, or even cruel to other health care workers and to persons receiving care

beneficence

generous or doing good

barriers to conflict resolution

lack of time and workload, people in less powerful positions, lack of recognition or motivation to address conflict, and avoiding confrontation for fear of causing emotional discomfort

sources of team conflict

role oundary issues, scope of practice, and accountability

3 main themes

sources of team conflict, barriers to conflict resolution, strategies for conflict resolution

Transformational Leadership

style of leadership where a leader works with subordinates to identify needed change, creating a vision to guide the change through inspiration, and executing the change in tandem with committed members of a group. - - The transformational theory of leadership has focused attention on the characteristics of leaders and their vertical influence over followers.

oberle, Raffin, Ethics in Canadian nursing practice: navigating the journey

what is moral integrity - how can it be eroded?

Overall two key barreirs were highlighted in this study

1. Availability and use of supervisory time 2. Support for the role

managerial accountability

The accountability a worker has to a manager in areas unrelated to professional judgment.

Oestberg, F. (2012). Policy and politics: Why nurses should get involved.

- - By knowing how the system works and what strategies can effectively influence policy, any nurse can become an advocate at the local, state, or federal level.

Brown, Lewis, Ellis Conflict on Interprofessional Primary Health Care Teams - Can it Be Resolved?

- 121 participants from 16 primary health care teams - analysis revieled 3 main themese: sources of team conflict, barriers to conflict resolution, and strategies for conflict resolution

Rankin. The rhetoric of patient and family centred care: an institutional enthonography into what actually happens

- 88 year old women with oral cancer - IE provides a trustworthy account of the world of experience - - IE is distinct from other ethnographic approaches in so far as IE avoids any moves to categorize, theorize, or to re conceptualize peoples experience

nonmaleficence

- : a principle of bioethics that asserts an obligation not to inflict harm intentionally.

Factors facilitating the role of the SCN

- Availability and appropriate use of supervisory time - Adequate staff capacity - Preparation and support for the role - Effective leadership skills

Barriers Hindering the role of the SCN

- Demands and expectations of the role - Managing staffing levels - Growing time constraints - Support for the role

Why do decision makers need to hear from nurses/What types of evidence are essential to engaging in advocacy?

- Evidence is also needed for nursing advocacy. Through research, gather a good base of evidence to present to decision makers about the changes you want to see.5 Be aware of limitations in studies you're presenting because other interest groups may try to find flaws in the evidence.

what is interprofessional collaboration?

- Process of developing and maintaining effective interprofessional working relationships with learners, practitioners, patients/clients/families and communities to enable optimal health outcomes

team strategies

- Team strategies included interventions directed by team leaders and the development of conflict management protocols specific to the team, individual strategies included open and direct communication, willingness to find solutions, and showing respect.

overall goal of CIHC

- The overall goal of interprofessional education and collaborative practice is to provide health system users with improved health outcomes

Hutchinson, M., & Jackson, D. (2013). Transformational leadership in nursing: Towards a more critical interpretation. Nursing Inquiry

- The theory of transformational leadership (TFL) was initially described by Burns (1978) who examined the characteristics of political leaders and suggested that the differentiating features of management and leadership were the characteristics and behaviours of leaders.

Rankin, J., & Campell, M. (2009). Institutional ethnography (IE), nursing work, and hospital reform: IEs cautionary analysis. Forum: Qualitative Social Research,

- This paper highlights the contribution of institutional ethnography to qualitative health research - The focus of this paper is to show how we unpick the empirical connections between nurses' knowledge and work and their coordination to accomplish hospital efficiencies - Institutional ethnography is a method of inquiry that understands social life to be constituted in the actions of embodied people going about their everyday lives - Don't collapse data into small categories

Rankin - Facilitators and barriers to the increased supervisory role of senior charge nurses.

- This study was designed to explore the experiences of SCNs during the initial few months of being provided with increased supervisory time - The specific aim was to identify factors associated with implementation of SCNs increased supervisory time in practice - - Senior charge nurses reported the main challenges of implementing the increased supervisory time as tie constraints, clinical work pressures, staffing shortages, managerial workload, role overload, keeping pace with policy changes, dealing with conflict and lack of role clarity - - In phase 2, two main themes were identified in relation to implementation of the increased supervisory time: (1) factors facilitating the role of the SCN, and (2) factors hindering the role of the SCN

Bail, Gardner. Writing ourselves into a web of obedience: a nursing policy analysis

- This study was main because new grad was familiar with documents but the gap from school to how nurses actually practiced was puzzling - This paper focuses on how nurses are situated in organisational procedural policy and how these discursive presentations define, limit, and enable nursing practice - Clinical governance is where accountability for the quality of clinical care delivered by clinicians is extended throughout the organisation - This study examined how nursing policy may describe, enable, and limit nursing practice and found that the representation of nursing in policy texts has not changed in the last decade. The 'docile nurse' continues to be promoted. - Basically policies need to change to encourage more autonomy in clinicl judgement

Institutional Ethnography

. Institutional Ethnography (IE) is a distinctive mode of inquiry, which seeks to understand how what actual people do and experience is organized in relation others. Epistemologically, IE is distinguished from other sociological approaches by its commitment to beginning inquiry with what people know and have experienced