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Stakeholder Analysis for Implementing Agitation Assessment and De-escalation Education
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Stakeholder Analysis for Implementing Agitation Assessment and De-escalation Education
Project Name- Education on Agitation Assessment and Verbal De-escalation Strategies for
Nurses in Psychiatric In-patient and Emergency Settings at University Hospital, Newark, NJ
Practice Problem- Psychiatric in-patient and emergency settings nurses frequently
encounter agitated patients. Effective management of these situations requires specific skills in
assessment and verbal de-escalation. The proposed intervention aims to educate nurses on these
strategies to improve patient outcomes and enhance workplace safety.
Stakeholders- To ensure the successful implementation of this intervention, it is crucial
to identify and engage internal and external stakeholders. The following analysis identifies these
stakeholders and their respective roles.
Internal Stakeholders
The main internal stakeholders are the nursing staff, nursing managers and directors, the
hospital management team, the education and training division, and the quality improvement
department. The nursing staff are the frontline implementers of the intervention. The nursing
staff are the frontline implementers of the postoperative medication intervention. Trainees will
attend and go through training sessions and implement effective practices in their working
practice (Wong et al., 2022). Nevertheless, they have limited power to influence the situation, but
their input is indispensable to adjust the intervention. The first focal point of concern is
enhancing the quality of patient care and patient safety, and the second is minimizing violent
occurrences. This means that the idea that the intervention is being proposed to them is positive
for their practice and patient safety.
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The phenomenon in question requires that the training is woven into the fabric of the
work, and it is the nursing managers' and supervisors' duty to ensure this is the case and, more
importantly, to oversee that the training is followed to the letter. They help coordinate and even
assist the nursing staff on the floor (Ver Woert, 2023). If the supervisors have a medium level of
authority, they can compel people to attend the training. All in all, their objectives include
increasing team productivity, diminishing risks that might be encountered at the workplace, and
promoting employee growth. The actors have to believe in the intervention and understand that it
is advantageous in handling the client's excitement.
The management team is mainly responsible for ensuring adequate. Appropriate funding
and support for the project are secured. They have been found to exercise significant influence
over organizational financial and strategic affairs. Their primary function is to minimize the
hazards to patients and hospitals to cut costs by preventing claims. The purpose of a project is to
be cost-beneficial and provide value added to the project; hence, they must see the project as a
cost-effective effort at enhancing the outcomes while at the same time minimizing the risks
involved.
The training is envisaged to be executed by the education and training department since
developing the training program is their responsibility. They will plan what and how to teach it
through training sessions. Since they are held responsible for the content and method of training
approaches, their primary responsibility is to make the training efficient and consistent with the
current standards. They must be involved and concerned with the project as they can view it as a
way of increasing their contribution and importance in delivering services in the hospital.
The quality improvement team will monitor and evaluate the project's impact. They will
collect data and analyze outcomes to ensure the project meets the hospital's quality standards.
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Although they have moderate authority, they can influence the project through their
recommendations. They need to perceive the intervention positively and see it as contributing to
quality care.
External Stakeholders
The primary external stakeholders include patients and their families, regulatory bodies,
professional associations, and funding agencies. Patients and their families are the indirect
beneficiaries of the improved care practices (Petkovic et al., 2022). They will provide feedback on
their care experience, which is crucial for assessing the intervention's effectiveness. Their goal is
to receive safe and effective care, and they need to trust that the hospital is committed to their
safety and well-being.
Licensing authorities, quality assurance agencies, and other relevant organizations
oversee the achievement of standard measures within healthcare. They set the rules and
regulations and supervise their implementation. They are highly authoritative and can punish
offenders (Leslie et al., 2021). They are expected to ensure that a hospital will remain at par with
the law and ethical procedures. Preferably, they need to see the intervention from the hospital
side as compliant with all the regulations and doing everything it can.
Professional associations can provide resources and guidelines on best practices. They
offer support materials and continuing education credits, influencing the project through their
recommendations. Their goal is to promote best practices in psychiatric nursing. They must be
supportive and endorse the hospital's commitment to professional excellence.
Conclusion
Engaging these stakeholders through regular communication, feedback loops, and
involvement in decision-making processes is crucial for successfully implementing the agitation
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assessment and de-escalation training. This stakeholder analysis will guide the strategic approach
to managing interests and expectations, ensuring alignment with project goals and achieving
desired outcomes within six months. By considering the perspectives and contributions of each
stakeholder, the project can effectively navigate potential challenges and leverage support to
enhance psychiatric care at University Hospital in Newark, NJ. This comprehensive engagement
will facilitate the successful adoption of the intervention, ultimately leading to improved patient
outcomes and a safer work environment for the nursing staff.
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References
Leslie, K., Moore, J., Robertson, C., Bilton, D., Hirschkorn, K., Langelier, M. H., & Bourgeault, I. L. (2021).
Regulating health professional scopes of practice: comparing institutional arrangements and
approaches in the US, Canada, Australia and the UK./Human Resources for Health,/19, 1-12.
Petkovic, J., Riddle, A., Akl, E. A., Khabsa, J., Lytvyn, L., Atwere, P., ... & Tugwell, P. (2020). Protocol for
developing guidance for stakeholder engagement in health and healthcare guideline development
and implementation./Systematic reviews,/9, 1-11.
Ver Woert, D. (2023)./A Phenomenological Exploration of Nursing Faculty's Experiences of Ethical
Challenges in Their Administrative Duties/(Doctoral dissertation, Northwest University).
Wong, A. H., Ray, J. M., Cramer, L. D., Brashear, T. K., Eixenberger, C., McVaney, C., ... & Venkatesh,
A. K. (2022). Design and implementation of an agitation code response team in the emergency
department./Annals of Emergency Medicine,/79(5), 453-464.
