Safe care needs NP’s to take decisions & actions against situations of risk that threaten the safety of patients and the possible occurrence of incidents that can be from the slightest, that may often go unnoticed, to serious adverse events & consequences which can result in disability, injury, or death.
Analyzing incidents in systemic ways based on reflective & systematic models, where errors are investigated from the insecure act of the NP towards decisions at managerial level, replaces a culture of blaming individuals. The clear & objective analysis of events, without intentions to establish who was to blame, allows an identification of the causes allowing a generation of improvement strategies in the system (Kohn LT, 1999).
The causal …show more content…
The decision of when it is to be used would depend on the seriousness of an incident, learning potential & resources available. The process could be performed by individuals or teams and has a certain degree of standardization for analysis of minor or even serious incidents.
Particularly in ICU environments there are many factors that contribute to occurrence of incident, like patient severity, sophisticated equipment usage, diversity of drug treatment, various invasive interventions, among others. In this environment of critical treatment intervention the London Protocol causal analysis model, is an effective tool in promoting the reliability of care provided (Taylor-Adams S, …show more content…
Sickness absenteeism is a key indicator of the morality of unity. Job satisfaction is a predictor of hospital nursing absenteeism. Therefore, absences are influenced by determinants and sources of satisfaction, such as working conditions, organizational environment, stress, labor conflicts, perception of the role and degree of commitment of professionals & organization. In short, absenteeism can be considered as a final result and a consequence of the satisfaction of the professionals, and certainly the effective interventions to reduce absenteeism of hospital nursing are because they are increasing the satisfaction of the work of these personnel. However, robust causal models are still needed to definitively explain the interactions between these factors, which in turn will facilitate the design of effective management interventions aimed at job satisfaction and absenteeism. Most actions with proven to be effective in reducing hospital absenteeism are not complex interventions from the technological or organizational point
Analyzing incidents in systemic ways based on reflective & systematic models, where errors are investigated from the insecure act of the NP towards decisions at managerial level, replaces a culture of blaming individuals. The clear & objective analysis of events, without intentions to establish who was to blame, allows an identification of the causes allowing a generation of improvement strategies in the system (Kohn LT, 1999).
The causal …show more content…
The decision of when it is to be used would depend on the seriousness of an incident, learning potential & resources available. The process could be performed by individuals or teams and has a certain degree of standardization for analysis of minor or even serious incidents.
Particularly in ICU environments there are many factors that contribute to occurrence of incident, like patient severity, sophisticated equipment usage, diversity of drug treatment, various invasive interventions, among others. In this environment of critical treatment intervention the London Protocol causal analysis model, is an effective tool in promoting the reliability of care provided (Taylor-Adams S, …show more content…
Sickness absenteeism is a key indicator of the morality of unity. Job satisfaction is a predictor of hospital nursing absenteeism. Therefore, absences are influenced by determinants and sources of satisfaction, such as working conditions, organizational environment, stress, labor conflicts, perception of the role and degree of commitment of professionals & organization. In short, absenteeism can be considered as a final result and a consequence of the satisfaction of the professionals, and certainly the effective interventions to reduce absenteeism of hospital nursing are because they are increasing the satisfaction of the work of these personnel. However, robust causal models are still needed to definitively explain the interactions between these factors, which in turn will facilitate the design of effective management interventions aimed at job satisfaction and absenteeism. Most actions with proven to be effective in reducing hospital absenteeism are not complex interventions from the technological or organizational point