The nurse manager of the floor, Diane Martin has lost sight, or lacks the skills of a transitional leader, this is a key component in creating a just culture. In order to be a transitional leader it is necessary to work with those you manage and display a strong sense of support and advocacy on behalf of their staff and patients (American Nursing Association, 2010). Diane Martin seems to not have this attribute. Nurse Kinsey, despite her preliminary concerns, challenges her for no longer being seen on the floor and invites her to follow her for a day to see how she has to solve one problem after the next. When confronted, Diane simply states how she would like to, but she has no time, and she is busy writing thank you cards, studying metrics
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In the past healthcare facilities held practitioners accountable for all errors or mishaps that happen to their patients, regardless if it was an internal system that failed the practitioner and patient (McDermott). A Just Culture recognizes that many errors happen due to internal systems and the humans that operate within them; as well as, noting that even competent personal make mistakes (McDermott, 2013). My institution certainly operates with this philosophy, to some extent.. When an error is recognized, or admitted to, they do an internal investigation, address it and make necessary changes and provide training in such. This is completed in an nonpunitive fashion and all of the parties involved are strictly anonymous. It would seem as though they recognize that the only way to learn from mistakes is for complete transparency and the only way for complete transparency is a nonpuntive approach. With that said, I would be remiss if I didn’t admit that there is a strong possibility that not everyone admits their “marginal” errors or near misses, and not all of them are viewed the same. Additionally, it is likely that my institution also makes this same mistake. This is likely due to an “outcome bias”, like the Just Culture lecture stated, this is detrimental to learning and progressing to a safer patient environment and better outcomes …show more content…
As far as leadership at my institution I do feel they support a culture of safety for the most part but they do fall short in some aspects too. The nursing manager is on the floor often and consistently advocates for patients and nurses at daily interdisciplinary team meetings. Furthermore, she attends our daily morning and afternoon gathering of nurses to relay any issues, concerns etc. Additionally, she often speaks of changes that are coming down the pike, especially when it comes to staffing issues. Like many other facilities, this problem does seem to arise quite often, but in my time there it continues to be an intermittent issue. It is compounded by the high turnover rate, which I understand is also an issue throughout the nursing
In the past healthcare facilities held practitioners accountable for all errors or mishaps that happen to their patients, regardless if it was an internal system that failed the practitioner and patient (McDermott). A Just Culture recognizes that many errors happen due to internal systems and the humans that operate within them; as well as, noting that even competent personal make mistakes (McDermott, 2013). My institution certainly operates with this philosophy, to some extent.. When an error is recognized, or admitted to, they do an internal investigation, address it and make necessary changes and provide training in such. This is completed in an nonpunitive fashion and all of the parties involved are strictly anonymous. It would seem as though they recognize that the only way to learn from mistakes is for complete transparency and the only way for complete transparency is a nonpuntive approach. With that said, I would be remiss if I didn’t admit that there is a strong possibility that not everyone admits their “marginal” errors or near misses, and not all of them are viewed the same. Additionally, it is likely that my institution also makes this same mistake. This is likely due to an “outcome bias”, like the Just Culture lecture stated, this is detrimental to learning and progressing to a safer patient environment and better outcomes …show more content…
As far as leadership at my institution I do feel they support a culture of safety for the most part but they do fall short in some aspects too. The nursing manager is on the floor often and consistently advocates for patients and nurses at daily interdisciplinary team meetings. Furthermore, she attends our daily morning and afternoon gathering of nurses to relay any issues, concerns etc. Additionally, she often speaks of changes that are coming down the pike, especially when it comes to staffing issues. Like many other facilities, this problem does seem to arise quite often, but in my time there it continues to be an intermittent issue. It is compounded by the high turnover rate, which I understand is also an issue throughout the nursing