Part 1. Describing the department
I am engaged as a registered nurse in the emergency department of Uvalde Memorial Hospital. The facility’s intention is to offer compassionate and high-quality medical care that presents the healthiest community through engaging the best staff and best care (Uvalde Memorial Hospital, 2018). The facility’s emergency department is concerned with meeting the basic care needs to stabilize the patients’ in critical condition. Towards this end, the department has engaged a multidisciplinary team comprised of nurses, physicians, and other medical professions. The team members complement each other through applying their unique professional competencies to offer the best possible care to patients. As such, the emergency department applied medical equipment and personnel as resources to ensure that the desired outcome is achieved in terms of patient care outcomes. The emergency and critical care services offered in the department act as the throughput. The patients who are admitted into the emergency department can be considered as the output. The revenue that the department earns from providing care can be considered as the cycle of events. The feedback would be the performance indicates that show how the stakeholders’ rate the services offered in the department (Meyer & O’Brien-Pallas, 2010). Leadership and Management Discussion
Part 2. Describing the problem
The emergency department at Uvalde Memorial Hospital is intended to provide critical care while stabilizing patients in preparation for transfer to other inpatient departments. A review of the feedback offered for the department shows that it performs poorly with regards to pain management. Some of the patients who are discharged from the department indicate that the pain management measures applied in the department were infective and they had to bear with the pain during their stay in the department. The implication is that there is a disconnect between what the patients expect and what they receive from the department (Meyer & O’Brien-Pallas, 2010). The problem reported for pain management is not unique to Uvalde Memorial Hospital with Marquis and Huston (2017) indicating that as much as 80% of the information required for accurate pain assessment is typically lost. To address this concern, there is a need to improve interactions with patients so that pain assessment is conducted subjectively and on a patient-by-patient basis.
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Part 3. Explaining
The desired outcome is to improve pain management strategies so that patients do not complain about having unaddressed pain. Given that as much as 80% of the information required for pain assessment is typically lost thus resulting in a misevaluation of the pain levels, then it stands to reason that applying comprehensive pain assessment strategies to collect at least 80% of the required information would result in a more accurate evaluation of the pain levels. Accurate assessment would support management strategies by matching the intervention to the evaluation results. As such, the desired outcome is to realize better pain management results in the department. Leadership and Management Discussion
Goal and objective that will facilitate the desired outcome
The goal is to meet the patients need and ensure that they provide positive feedback for the department. Eliminating the negative feedback concerning pain management would realize this objective since the patients would be more satisfied with the services offered in the department, thus causing them to provide a positive feedback.
Translating the goal and objective into policies and procedures for the department
Translating the desired goal into policies and procedures for the department would entail applying comprehensive pain assessment strategies that collect at least 80% of the required information. The collected information would the facilitate evaluation and match the pain control strategies to accurate pain levels (Pope & Deer, 2017).
Describing the relevant professional standards
To ensure that the department is able to collect at least 80% of the required information for pain assessment, they will be subjected to specialized trained to improve their knowledge and competence. The training would allow the department personnel to develop accurate pain management baselines that match the desired outcomes to actual performance (Cherry & Jacob, 2013).
Explaining how the proposed resolution to the problem would uphold the organization’s mission and values and improve the culture and climate
The proposed solution is to enable the medical personnel to collect at least 80% of the information required for accurate pain assessment. This will improve pain management strategies and outcomes so that they do not complain about unaddressed pain. This will allow the patients to provide a more positive feedback of the department, at least with regards to pain management since none of them would complain about unaddressed pain. This matches the facility’s intention to offer compassionate and high-quality medical care that presents the healthiest community through engaging the best staff and best care since personnel would be better informed about pain management and proving compassionate care that does not allow the patients to suffer unnecessary pain. The positive feedback would motivate other patients to patronize the facility thus increasing the number of patients who use the facility (Pope & Deer, 2017). Leadership and Management Discussion
Cherry, B. & Jacob, S. (2013). Contemporary nursing, issues, trends, & management (6th ed.). Amsterdam: Elsevier Health Sciences.
Marquis, B. L. & Huston, C. J. (2017). Leadership roles and management functions in nursing: theory and application (9th ed.). Philadelphia, PA: Lippincott, Williams & Wilkins.
Meyer, R. & O’Brien-Pallas, L. (2010). Nursing services delivery theory: an open system approach. Journal of Advanced Nursing, 66(12), 2828-2838.
Pope, J. & Deer, T. (2017). Treatment of chronic pain conditions: a comprehensive handbook. New York, NY: Springer.
Uvalder Memorial Hospital (2018). About. Retrieved from http://www.umhtx.org/about
Leadership and Management Discussion
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