I need help creating a proposal to fix a communication issue within a | NHS-FPX4010

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Interdisciplinary Plan Proposal

Tyler Roberts

Capella University

NURS-FPX4010: Leading People, Processes, and Organizations in Interprofessional Practice

Dr. DeSota

December 2023

Interdisciplinary Plan Proposal

This proposal will outline an applicable and financially efficient plan to address the issues around having effective interdisciplinary collaboration. It was found in the interview that I conducted that the leader has a challenge of getting people involved in effective interdepartmental communication and collaboration. This plan will strive to produce effective communication between departments and teams so they can produce successful interdisciplinary collaborations within their organization.

Objective

It can be difficult to work within an organization where interdepartmental communication is lacking in collaboration. The objective of this plan is to improve interdisciplinary collaboration within the interviewee's organization to help produce effective communication and collaboration that can be carried throughout the company.

Questions and Predictions

1. Who will be the participating parties in the effort to create effective interdisciplinary collaboration?

a. It would be recommended that organizational leaders participate in this effort. Organizational leaders are often the ones who spearhead a collaboration effort between departments. Once the leaders have established proper communication between departments, they could then start to bring in other constituents as needed.

2. Regarding implementation, who will be in charge and oversee the execution of the project?

a. The leader of the project could vary, but in this case, it would be the individual who participated in the interview.

3. What financial impact, if any, would this project have on the company?

a. The financial impact of this type of project would be minimal. If needed an individual or a group of leaders could attend a class/conference on effective communication in the workplace. Depending on the date or time of the effective collaboration meeting, it could impact the productivity or business needs of the company, affecting loss of profitability.

Change Theories and Leadership Strategies

As mentioned in a previous assessment, the SBAR (Situation, Background, Assessment, Recommendation) is a great change theory to use while trying to improve communications and collaboration between working departments. Implementing this process into your collaboration will ensure a clear direction for the meeting and create positive communication throughout the collaboration (Barnes, 2023).

Introductions, communications, and working together are 3 ways to develop trust and respect within your organization (Sutherland et al., 2023). When a leader starts a meeting or collaboration using this as a guide, there is a higher probability the meeting will be effective and have better outcomes based on developing that trust from the very beginning.

Team Collaboration Strategy

When trying to improve on interdisciplinary collaboration, there will need to be a sole leader of the project. This leader would be responsible for organizing and gathering the team and taking the lead on the presentation.

In today's digital and virtual world, collaboration has taken a great leap into by using popular video conferencing software such as Zoom and Microsoft Teams. These technologies assist interdisciplinary teams to be able to meet more regularly and promote virtual engagement (Xusen et al., 2021). This type of collaboration is relevant in today's modern world due to the high advancements in technology and so many professionals now working from home. Being able to collaborate virtually allows people from all over the world and all different time zones to be able to collaborate from the comfort of their homes.

Required Organizational Resources

Minimal resources should be needed for the plan that most employees or members of the collaboration team should not already have. This would involve the proper technology equipment to engage in virtual collaborations. Permission to certain software may need to be obtained before the beginning of the collaborations. There may also be some employees who need to gain permission from their people leaders before participating in interdisciplinary collaborations. With all pertinent permissions to specific software, all participants within the organization should have access to any patient charts and internal documentation that would be needed.

As previously discussed, there will be very minimal financial constraints to this project. There may be a need to purchase specific software subscriptions or licenses before the beginning of the interdisciplinary collaborations. For this, I would budget $1000, and that is on the high end of budgeting.

After putting the above plan into action, the expected outcome would be a successful interdisciplinary collaboration between teams within the organization. Following this plan, will set the teams and leaders up for success in working together to meet the demands of the business with proper and effective interdisciplinary collaboration.

References

Barnes, J. (2023). Using SBAR to facilitate effective learning during an icebreaker. Nurse Educator, 48 (2), E63-E63. doi: 10.1097/NNE.0000000000001302.

Xusen, C., Bao, Y., Yu, X., & Yuanyanhang, S. (2021). Trust and Group Efficiency in Multinational Virtual Team Collaboration: A Longitudinal Study. Group Decision and Negotiation, 30(3), 529-551. https://doi.org/10.1007/s10726-020-09722-x

Sutherland, B. L., Pecanac, K., LaBorde, T. M., Bartels, C. M., & Brennan, M. B. (2022). Good working relationships: how healthcare system proximity influences trust between healthcare workers. Journal of Interprofessional Care., 36(3), 331–339. https://doi.org/10.1080/13561820.2021.1920897

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Interdisciplinary Plan Proposal

Shoncy Mckinney

Capella University

NURS-FPX4010: Leading People, Process, and Organization

In Interprofessional Practice

Dr. Timothy Farrell

October 21, 2023

Interdisciplinary Plan Proposal

This proposal is being introduced as a result of an interview with Joel where he voiced concerns he had with the organization he currently works for. One of his main concerns involved the lack of professionalism in the workplace. This is an issue that involves floor staff, supervisors, doctors, techs, and department leaders. With collaboration between the individuals the listed above the level of professional development will increase one team at a time. Eventually impacting the unit as a whole creating a better work environment for all.

Objective

The overall goal of this plan is to create an improved work environment for all members of the emergency department with the assistance of interdisciplinary teams. Establishing an increase in professionalism plan eliminates the discomfort that members of the team are being faced with on a daily basis. Incorporating this change in this department can lead to changes throughout the hospital. If the proposed plan is achieved it will make for better outcomes for patients and staff.

Questions and Predictions

1. What is the current policy regarding unprofessionalism within the department?

· Current policy in the hospital is a zero-tolerance policy, where any form of unprofessionalism behavior is strictly prohibited and can result in disciplinary actions such as suspension, or write-up.

2. What guidelines and expectations will be implemented to facilitate change in the department?

· Ensuring individuals treat others with respect, demonstrating integrity and ethical behavior. Displaying reliability and punctuality while at work.

3. What type of training can be conducted to promote professionalism in the department?

· Holding workshops and training programs throughout the quarter can be held to promote professionalism in the department.

4. How can the workshops and training programs be evaluated for effectiveness?

· Tracking performance and behavior is one way to evaluate the effectiveness of the programs and workshops. Also gathering feedback conducting surveys the workshops and programs can be evaluated.

Change Theories And Leadership Strategies

Utilizing a PDSA model to implement change in professionalism could be very beneficial. For change to occur a structured approach is necessary. The model is a four-step process beginning with planning, followed by do, study, and lastly act ( Connelly, 2021, p.61). During the planning stage, all participants will be informed of the plan and goals to increase professionalism around the department. Informing the unit and all participants of the plan and goals will aid in the effectiveness. They will be informed of the various workshops that will be available, including dates and times. (Connelly, 2021, p.61) identifies that this theory can improve patient outcomes and patient care. Providing the workshops and training helps keep staff updated on best practices. It will also enhance skills and knowledge. According to the American Journal of Health-System Pharmacy published by Bingham et al. (2022). Organizations should nurture professionalism, communicate with transparency, deliver high-quality patient care by ensuring staff competency and expertise, and ensure patient safety in collaboration with the broader healthcare community. The do stage would incorporate holding various workshops and training classes for professionalism. During these classes, participants would learn about listening, empathy and communication skills. As mentioned in an article written by Horvath the ability to demonstrate clear communication skills also leads to better outcomes and a better work environment. The next stages would include study and act. The study and act would be the stages where evaluations could be done to see if improvement has been made across the unit following the training and workshops. An example of a real-world example relevant to the emergency department would be an in-service provided by the department supervisor with examples of how to communicate and disagree in a healthy way with co-workers.

The leadership strategies that could help implement this change includes engagement by the leaders of the department. Due to the issue being department-wide wide it would be more effective if all leaders participated in the workshops and training. For two reasons, one being the other staff would be more likely to participate if they see their group leaders active, two being change occurs when the root of the problem is addressed. As stated in the British Journal of Nursing in 2022 . Positive peer relationships are also positive for organizations reported by Hanafin et al (2022).

Collaboration Needs By Interdisciplinary Teams

Throughout the department, changes need to occur and one way to implement changes is the involvement of all parties involved. Starting with the house supervisor as the leader. The house supervisor is in charge of the emergency department unit supervisor, charge nurses, floor nurses, and technicians. The house supervisor would oversee the plan, evaluate its effectiveness, enforce the change and participation of the workshops and training. The other participants involved are unit supervisors, charge nurses, floor nurses and technicians. These specific groups wound the parties involved in attending the workshops. Each group will have an individual team member as the spoke person to communicate their feedback from the training and workshops. An example of on how with would work is, prior to the start of the workshop each team will submit their thoughts and current knowledge to the house supervisor. Following up at the end of the training and workshop the same questions will be asked to determine effectiveness. Peer evaluation and unit monitoring by house supervisors will also take place.

Organizational Resources

In order for this plan to be effective it will require outside help with teaching training and workshops. Due to the large size of participants, multiple training and workshops will be needed. That reason alone will cost the department in the short term time, but in the long run it saves the department. A financial budget from this type of plan would range between a few thousand dollars,

References

Bingham, A. L., Haines, S. L., Summerlin, J., & Heunisch, C. (2022). ASHP Statement on Professionalism. American Journal of Health-System Pharmacy, 79(18), 1612–1616. https://doi-org.library.capella.edu/10.1093/ajhp/zxac146

Connelly, L. M. (2021). Using the PDSA Model Correctly. MEDSURG Nursing, 30(1), 61–64.

Hanafin, S., Cosgrove, J., Hanafin, P., Lynch, C., & Brady, A.-M. (2022). Co-worker relationships and their impact on nurses in Irish public healthcare settings. British Journal of Nursing, 31(7), 394–399. https://doi.org/10.12968/bjon.2022.31.7.394

Horvath, Samantha, and Nancy Carter. 2022. “Emergency Nurses’ Perceptions of Leadership Strategies and Intention to Leave: A Scoping Review of the Literature.” Canadian Journal of Emergency Nursing (CJEN) 45 (2): 11–36. doi:10.29173/cjen138.