Week 5 NP 500

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School

Chamberlain University College of Nursing *

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Course

500

Subject

Nursing

Date

May 24, 2024

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docx

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3

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Initial Post The issue I want to discuss is something that happened very recently in my current practice area. I am a registered nurse in a children’s emergency department. We were performing a routine ketamine sedation which we use frequently for fracture reductions, burn debridement, abscess drainage, etc. To give a brief background on the event, the ketamine that had been administered intravenously was starting to wear off when the patient suddenly dropped their oxygen saturations to around 44-45%. Immediate airway interventions were performed with no success, the patient entered respiratory arrest and then progressed into cardiac arrest. As nurses, we undergo a significant amount of training (ACLS, PALS, etc.). However, of the three nurses who were on this team, none of them were critical care trained and had no experience with arrest situations. There was a significant breakdown in communication, the scene was hectic, help was slow to arrive, and equipment to perform necessary life-saving measures were not stocked in the area. The patient was not stable so moving to a critical care room was not an option. The issue in this situation was at the microsystem level. “Clinical Microsystem: A healthcare clinical microsystem can be defined as a small group of professionals who work together on a regular basis, or as needed, to provide care to discrete populations of patients.” (Likosky, 2014, p. 33). A debrief occurred after the patient had been resuscitated, stabilized, and moved to the PICU. The debrief was essential to identify what the problems were, what went well, and what can happen in the future. The ED education team was also a part of the debrief. I personally would address the issue by implementing further education for the registered nurse roll, maintaining resuscitative equipment at multiple areas throughout the department. Some equipment which would have been helpful to have in a closer location were discussed in the debrief and some ideas were to have an intubation cart, pharmacy cart, and a “critical care” cart readily available in the area in which sedations will be taking place. In our readings we learned about organizational systems in health care at the micro, meso, and macro level. Each of these levels fundamentally build and rely upon one another to function at the highest level and produce the best outcomes. According to (Bergerum et al., 2019) “Microsystem interactions produce quality, safety and cost outcomes at the frontlines of health care. Macrosystem outcomes depend on the outcomes in the microsystems it harbors. Therefore, to improve and sustain quality in a health-care system, key leverage points exist at the clinical microsystem level.” Affecting change at the micro-system level will directly impact the meso and macro-system levels. Pertaining to our example, changes within the emergency department on protocols impacts the PICU, anesthesia team, nursing supervisor, pharmacy team, respiratory therapy team, and outcomes of the hospital. Interprofessional communication is also an essential aspect of this issue and how it can be resolved. Research has found that “Poor interprofessional collaboration (IPC) can adversely affect the delivery of health services and patient care. Interventions that address IPC problems have the potential to improve professional practice and healthcare outcomes.” (Reeves et al., 2017). Communication and collaboration between physicians, nurses, medics, respiratory therapy, pharmacy, patient care assistants, etc. all played a key role in this event. Improved
communication, collaboration, and a defined set of roles could have made this event less hectic and possibly dangerous. References Bergerum, C., Thor, J., Josefsson, K., & Wolmesjö, M. (2019). How might patient involvement in healthcare quality improvement efforts work—a Realist Literature Review. Health Expectations , 22 (5), 952–964. https://doi.org/10.1111/hex.12900 Likosky D. S. (2014). Clinical microsystems: a critical framework for crossing the quality chasm.  The journal of extra-corporeal technology 46 (1), 33–37. Reeves S, Pelone F, Harrison R, Goldman J, Zwarenstein M. Interprofessional collaboration to improve professional practice and healthcare outcomes. Cochrane Database of Systematic Reviews 2017, Issue 6. Art. No.: CD000072. DOI: 10.1002/14651858.CD000072.pub3. Accessed 25 November 2021. Peer Response Brandy, I think you highlighted a very important issue in healthcare about miscommunication. I could also see how different staff members would have different definitions of what is considered “vital information”. Without a set definition of what that is, there is a lot of room for error. In our facility we used a “standardized hand-off” work sheet to eliminate some of the communication issues between staff and departments. I wonder if that is something that would work for your practice area? This way there is a structured way of communicating between shifts and people who may have not cared for that patient recently. Instructor Response Dr. Stayner and Ercilia,   I think there are many ways we can incentivize the staff nurse position, and work to retain nurses. I know in the field I currently work, the institution capitalizes on being one of the only facilities in the area to work with the pediatric population, so frequently compared to other institutions the staff nurse gets a lower hourly wage. The benefits are also lacking at this institution. A lot of nurses in the department I work for also left after it was found out the hospital gave "critical staffing bonuses" of $15,000 to nurses in the various ICU's but not the emergency department who had also been facing the same critical staffing shortages. Hourly wages and benefits are only a small area in which meso and macro-systems can work to retain and hire in nurses. According to studies conduced by WAMBI, five behaviors were identified in reducing team burnout and improving staff morale. These behaviors are: listening, resiliency, EAP/HR support, leader rounding, mental health/psychological support services and recognition. I am in the process of starting a new position in a primary care office. I can speak from personal experience that if the department manager, or even various clinical leaders had placed more
emphasis on these five behaviors, I would not feel so desperate to find a new work environment. There were many factors in my decision. I asked to stay contingent in my current position in the Emergency Department because I do value my co-workers and the work we do. I was told no by management despite the critical staffing levels that are constantly faced.  References An evolved leader's guide . Wambi. (2021, November 10). Retrieved November 29, 2021, from https://wambi.org/the-evolved-leaders-guide/? gclid=Cj0KCQiA7oyNBhDiARIsADtGRZZeJvL7frmt_kc9bzK6mCFSLOxl4Ir8moiEB8tQr7X wKljZta6WOpgaAsg1EALw_wcB. Reflection The NP is often in a unique position to bridge the divide between nursing and physician teams. Having an understanding of systems theory and complexity science can help the NP come up with more interventions to improve the micro and meso systems in which they work. I think it can be daunting in a staff role to facilitate change at any level higher than the immediate micro level in which you work. Typically, in the practice setting I have been most exposed to the APN is either involved in parallel or consultative practice. In our department, the APN is in a separate area called the “fast track” they see lower acuity patients, and often work independently from the physicians in other areas of the department. I think sometimes this works well when it is a simple patient who does not require a lot of interventions to be performed. The times it does not work is when the patient condition is more complex than initial triage processes revealed. Overall I would love to see more collaboration between providers in the department.
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