ihp 604@
docx
keyboard_arrow_up
School
Southern New Hampshire University *
*We aren’t endorsed by this school
Course
604-X 5771
Subject
Health Science
Date
Nov 24, 2024
Type
docx
Pages
2
Uploaded by giantsbaby
Hi Class,
My name is Kaitlyn Dales and I’m currently working on my Masters in Healthcare Administration. I live in
Milwaukee, Wisconsin and work in healthcare sales hoping to transition to a different role. I have a
husband and a 3-year-old son named Levi. When I’m not working, I enjoy traveling, baking, and spending
time with my family.
Both articles about Florence Nightingale and Ignaz Semmelweis were very informative. I found it rather
impressive that each individual was able to detect the source of why mortality in each situation was high
especially with limited resources in the 1800’s. One thing that concerned me though was the lack of
support given to both Nightingale and Semmelweis. Skepticism was more common then evaluation and
acceptance. While the articles showed that mortality rates had decreased rapidly after changes were
made in sanitation, people were quick to write each of them off. This shows that every member of the
team needs to be on board in order to make change effective.
First, Semmelweis experienced a lot of resistance for his theory on childbed fever prevention. Many of
his skeptics believed that there was not one common thread or reason for childbed fever. Rudolf Virchow
remarked that it was due to inadequate uterine contractions (Kadar, 2018). However, Semmelweis
persevered and took his findings to a hospital where he decreased childbed fever to a minuscule
percentage. His colleagues at the hospital supported his findings and followed the protocols. Thus,
proving it does take cultural buy in to make significant change.
Making significant changes within an organization can often be tricky. A culture of blame and denial can
cause individuals to fear speaking up when a system is broken (Health Management, 2020). Therefore,
no new change can be brought forth. It requires a whole team that feels safe and trusted. Similar to a
football team, a quarterback cannot win a game on his own and needs the entire team to be in sync with
the coaches plan. This is true when it comes to a healthcare system. While doctors are looked at as
leaders, there are many other key people in a healthcare setting that make the system run.
Communication, leadership, vision, and trust play the biggest roles in improving quality initiatives.
Resources:
Kadar, N., Romero, R., & Papp, Z. (2018). Ignaz Semmelweis: the “Savior of Mothers.” On the 200th
Anniversary of Birth. American Journal of Obstetrics and Gynecology
HealthManagement.org (2020). Going From a Culture of Blame and Denial to a Culture of Safety.
Retrieved from: https://healthmanagement.org/c/hospital/issuearticle/going-from-a-culture-of-blame-
and-denial-to-a-culture-of-safety
Your preview ends here
Eager to read complete document? Join bartleby learn and gain access to the full version
- Access to all documents
- Unlimited textbook solutions
- 24/7 expert homework help