Centered Care Initiative Essays

Centered Care Initiative Essays Centered Care Initiative Paper Centered Care Initiative Paper The initiative can be implemented as soon as there is a consensus from the team to be committed to adapting a changed mindset in how the operations approach would take place. It would be when a commitment is done towards a vision of providing total quality health care through a family-centered initiative in the ICU. Within a time period of a couple of months or more, the leader together with the key players in the hospital would undergo a series of meetings and research regarding the family-centered-care initiatives in other hospitals and how it could be conducted in this institutions. The concerns of the staff members addressed during forums in the past before the initiative was approved would be considered and would be addressed in the said planning and research stages. During this stage, the educational materials that would be used in the seminars would be compiled. When the planning and research stage has been concluded, the staff can then launch at least a month long of announcement and scheduling regarding the introduction of the initiative as well as the posting of schedules for the seminars that would take place to equip the staff members regarding this implementation. This would also provide for ample time to reserve the venue as well as reproduce the educational materials to be used in the said seminars. Proper research should be done so the staff would be able to implement an evidence based approach. For four months or more, a series of seminars would be conducted with the educational materials designed to promote the importance of the perspective of the patients and the families in the care-giving process and how they are valued member of the staff. It would also provide for techniques and important considerations to inform the staff of their specific responsibilities as well as how they would efficiently relate to the families of the patients. They must learn from the other hospital who has adapted the same approach even it was in different units. During this time, the staff would also learn the rules they need to adhere to uphold the input of the families at the same time not compromise the quality of the medical practice in the ICU. Such seminars would change the staff’s perception about the patients (Conway et al. 2006). It would also make the staff aware of the current literature available as education always leads to better equipment for the staff (Cincinnati Children’s Hospital Medical Center). By the end of such seminars for the medical staff, there would be a recognized need to develop a new culture to address more problems but until then, it is an unceasing process of adapting a culture until it has become the new normalcy. By the commitment of the staff into professing the significance of the patients and families as essential to the development of the health of the patients, this project can speed up its course. It would also lead to an eradication of misconceptions about the family-centered care approach and how it can be adaptable in the ICU (Cincinnati Children’s Hospital Medical Center). The advantages and barriers would be set out and in that way, there would be contingency plans that that staff would be able to plan out before hand (Cincinnati Children’s Hospital Medical Center). The team can now venture into inviting families to participate in the initiative. Initial seminars directly for families can give them confidence regarding the roles that they may play with this new program. It is important to include them because they are also stakeholders in the initiative as well as beneficiaries. The stage would be trust-building. This is very important and it can be done through dialogue with the leaders and with the patients and families themselves. It can be developed over time simultaneously as they are adapting the new system. Once the procedure of including the families gets practiced over and over again, the staff would have an easier time in providing a customer service approach in the process of the patients’ recovery. When the staff is able to enlist families into the program, seminars and training programs would then take place once again, this time for the family members involved in the collaboration (Conway et al. 2006). From such seminars, other family members from different units or hospitals who have already adapted such a system can actually share their experiences with a family-centered approach (Conway et al. 2006). With this, the family can be confident that such procedures could work, even in the ICU, in fact more so in the ICU. The stakeholders would be the patients, the families and the medical team. The medical team would to be the core group that adapts members of the families of the ICU patients and should facilitate the collaboration. This team includes the attending physicians, the nurses, the specialists and the unit manager. They have to be educated not only in the condition of the patients and the possible scenarios that would take place but in terms of addressing the needs of the families as well as empathizing with them in this critical time. When discussions and collaborations occur, it is imperative that at least the staff has already undergone trainings for it and has already accepted the shared vision for the initiative. Commitment is the top qualification for this initiative to be successful. The staff members who are not committed to the vision of the initiative must not join collaborations just yet because it may provide some negative energy in the mixed team of medical and non-medical team. Evaluation Process Overall Process. The process of shifting from a traditional culture into a new one can be very risky and fearsome for an organization to adapt. There are number of things to have to consider before actually implementing it. The number one consideration would be the reception of the people. When they are so used to an environment of control over the families and the patients, taking this control may lead to different things. However, the good overweighs the bad. It is also safe to remind the ICU staff that other units in the hospital have been commended for applying similar programs as seen with the feedbacks of the patients seen through the letters of gratitude the hospital receives from the patients. In the ICU, there is a need to address those that are suffering psychologically and the organization has been neglecting that. The choice must be made between maintaining what is familiar and adapting what is needed in order to develop into a better health care institutions. There must be a realization that all things that are gained hard are worth-having. Being able to connect with the families and providing them with a sense of purpose as well as seeing there significance in the process can open up a lot of opportunities for more change that brings about progress. It is similar to adapting a new pair of eyes and having new pairs of hands that help in the process in the person of accepting the families as part of the health care team. Staffing would not be a problem as much as before, if it ever was, because there are new members of the team and the patients came with them. Having to develop a common ground with the families and the staff was the hard part; compromise is not always an easy thing especially if both parties are accountable for something very important to them, for the patients, their family member’s welfare and for the medical teams, their profession. At the end of the day, the process of seeing eye to eye boils down to one thing, the patient’s well-being. It is important to practice ethical leadership and to recognize that both parties should not be against each other for power and control, but they should work together, collaborate for the highest possible quality of health care they can provide when they are in partnership. The realization that even if the medical staff, had done fine without the assistance of the families, they are given the chance to make their performance even better because of the new people in the team that has the same desires of providing good health to the patient under critical conditions. Evaluation of Procedures. Trainings and seminars are very effective in addressing the need for information for both families and the medical staff. It lays down the ground rules that are needed to establish a framework for a family-centered approach. It does not necessarily mean that the system would be perfect right away; one of the biggest barriers would be disappointments when things would not go smoothly when things start. Although, this is what the team should hope for, it should also be prepared by the barriers brought about by a lot of differences in terms of attitudes, education and perception. The practice of bouncing back from frustrating encounters must be developed (Stefano Wasylyshyn 2005). Leadership means having to cope with unpredictable circumstances (Stefano Wasylyshyn 2005). The high risk of operating in the intensive care unit heightens the stress of making mistakes. This is the reason why capabilities must be developed more in adapting to such instances. Empathy should also be developed (Stefano Wasylyshyn 2005). It could be started with the effort to heighten the sensitivity of the staff to the needs of the families, verbally and non-verbally communicated, the staff must always be aware of it (Stefano Wasylyshyn 2005). Adapting a shared vision is something that inspires the team to work together and to compromise for the sake of the good of the patient. A reminder of this concept always helps the team be of high spirits and be determined to work harder together. Changed Perceptions. The staff adapts a culture of safety that is translated in the availability of clinical information that is tools for an effective patient care (Institute of Family-Centered Care 2007). They see now the gravity of ineffective communication that lacks, this leads to miscoordination and vagueness in the procedures that families used to blindly permit to. They have adapted patient-centeredness that valued the families and promoted their adequacy in their roles for sharing the â€Å"decision-making, coordination and continuity of care, communication (ease of access to information, amount of information desired by patients and families, and timely disclosure of adverse events), timeliness of care, emotional and physical comfort, involvement of family as desired by the patient, and use of patient and family feedback to improve care† (Institute of Family-Centered Care 2007). This was seen as important before but highly neglected by the staff. The family also trusts in the system more and in their rights and abilities as family members in behalf of the patients. They have seen the effectiveness of the implementation as they have joined the team and have seen the efficiency due to better communication methods between them and the staff (Institute of Family-Centered Care 2007). There is also equity of health status for all populations served (Institute of Family-Centered Care 2007). The families need not to have medical degrees to have a valid say in the conditions of their family members. They have also gained confidence to be included in the collaboration as the trust that the staff and the family has developed became the bedrock for an effective operation (Sodomka 2006). They are respected and they are given the capability to respond to the knowledge and information given to them in a manner that they can understand. They also take part in the evaluation progress that could be for the further development of the procedure (Sodomka 2006). Feedback and focus group discussions were not the only way to improve the program anymore but a vital communication between the stakeholders (Sodomka 2006). There is also a realization that a change in the culture is actually possible in even in a high risk health care system (Sodomka 2006). There is lesser restriction, however things have become more progressive as patients and families exercise choices in the full extent and they are given more control, not only over their health providers but over the illness. Creative Leadership Practice Lessons from the Initiative. The initiative has taught a lot about being open-minded. It is alright to step out of the box. In a time of massive submissiveness, it is important to give people choices. Leaders are pioneers and they are the one who challenge the system and in this case the organizational culture (Kouzes 2003). More than choice, it is important to give people informed a choice as it empowers them. Leaders would want the people they reach to be empowered and be enabled to act on their own because of the influence of good leadership. The problem with traditional models is that they have been accepted for so long that changing them could mean deviation and that could translate into something unacceptable especially in a culture that involves very high risk. Leaders should empower their followers to take risks but he must also be ready to be accountable for the consequences (Kouzes 2003). To minimize the possibility of negative effects of certain changes, it is wise if the leader take the initiative to study and to research on the endeavor and to compare the circumstance and to make judgment from there. It is also important to talk to people and consider varying alternatives. It can be useful to watch out for avenues for this. Trainings and seminars are avenues that can provide massive opportunity to learn, to interact and to question. It must be vital for the organization to be teachable as well as for the leaders to be open to different alternatives as well. The perception of the families and the patients is given priority here. In a long time, their perception has been left in the dark and to actually open up new opportunities for them to voice out their concerns and to give them an active role gives the organization hope and empowers it to be better. However, the perception of the staff is also vital as they are the soldiers of the hospital. Leaders of change need to hear their concerns and empathize with their fears in order to make the change more feasible and more efficient (Cloud 2006). The initiative also pushed for a stronger character in terms of relating with different kinds of people. It is not only a communication on a minimal level anymore. It is intensive collaboration. The medical staff does not only communicate with medical people anymore in an in-depth level, they also do so with family members. Leadership Development. It is true that leaders should be visionaries, but in certain cases, realistic consideration must be done in order for the vision to be a reality (Kouzes 2003). There are cases wherein people would not give the responses that would be favorable for the initiative. However, this does not mean the initiative dies with one person disagreeing. It developed leadership in terms of actually having ownership over the project wherein the leader would do everything to protect it and to keep it afloat despite adversity and rejection (Cloud 2006). Accountability may be a big and scary word however it does develop the leader’s character. Planning and thinking things over has been the strongest training that can be taken out of this initiative as well as the ability to empathize with other people. It is always easier to assume how they are feeling but actually taking time to communicate changes the scenario a great deal (Institute for Family-Centered Care 2007). Leadership Perceptions. It is also a positive thing to be able to see your visions translate into realities as they become goals that are achievable. As the vision shifts into goals, it soon translates into something that is actually perceived and then implemented by the group. It starts with the time the leader took to care about the things that are not right and it is strengthened by determination, discernment, planning and encouragement from the staff and for the staff. This initiative has exemplified that concept of servant leadership wherein the passion for the vision would make the visionary serve the stakeholders in order for it to be a reality. The leader would go out of his comfort zone to talk to the different groups of stakeholders and empathize with them to actually know how they can be served better by this initiative and how the leader can make this initiative into a win-win situation. Leadership Credo. As a person who works for the health care industry, more than safety and proper implementation, empathy and compassion for the staff, the patients and the family’s tops should be a priority to truly serve the people around you and address their needs and to uphold the values of the organization, especially in the critical care unit of the ICU. References Cloud, H. (2006). Integrity. New York: HarperCollins. Conway, J. , Johnson, B. , Edgman-Levitan, S. , Schlucter, J. , Ford, D. , Sodomka, P. and Simmons, L. (2006). A Road Map for the Future. Institute for Family Centered Care. Cincinnati Children’s Hospital Medical Center (n. d). Facilitator’s Guide on Family Centered Rounds. Kouzes, J. (2003). Business leadership: A Jossey-Bass Reader. San Francisco: Jossey Bass. Sodomka, P. (2006, August 20). Engaging patients families: A high leverage tool for health care leaders. Hospitals Health Networks (80)8. Stefano, S. Wasylyshyn, K. (2005). Integrity, courage, empathy (ICE): Three leadership essentials. Human Resource Plannin, (28)4, 5+.

Diffterence between Human recourse planing and Business planing Essay

Diffterence between Human recourse planing and Business planing - Essay Example Therefore, a business plan can be defined as a document which is utilised to describe the business along with its â€Å"objectives, strategies, target market and financial forecasts† (Small Business Development Corporation 2014, paragraph 2). So business planning is a strategy level activity which is most vital while starting a business or embarking on a new venture. An HR plan is oriented towards the workers of the enterprise. One of the direct concerns of HR planning is to chalk out the key industrial relationship management tactics (Planning for Staff Development: Fanning the Flame 1990). HR planning is closely related with human resource development. The process encourages talent hunt and consistent staff training, so that company or department specific highly skilled workforce can be developed. However, a business plan is based on a financier, banker, or shareholder oriented persuasive strategy (Chen, Yao, and Kotha 2009). Business plans are more elaborate. Apart from HR planning, business planning is also related to other planning processes like marketing plan development, product planning, knowledge management, investment planning, etc. Again, an HR plan is specific; it handles matters related to the staff and recruitment processes (Braham 1989). It nay also involve blueprint for staff training, payroll management, and educational programs. On the other hand, a business plan involves not only securing the staff, but also handling the investors, sponsors, suppliers, and clients (Butler 2000). So it can be deduced that the stress of HR planning lies on business tactics where short term processes like staff selection, condensed training session, database management, etc. are given highest priority. That is why strategic HR is regarded as an enhanced branch of HR planning (Planning for Staff Development: Fanning the Flame 1990). At the strategic level, complicated HR planning with long term goals must be preceded by elaborate

Freud and psychoanalysis Research Paper Example | Topics and Well Written Essays - 2000 words

Freud and psychoanalysis - Research Paper Example No matter what level of education an individual might have, it is likely he or she is familiar with the name of Sigmund Freud. Freud’s name is now synonymous with the theory of psychoanalysis. It is a science he essentially invented near the beginning of the 19th century. Sigmund Freud began his career as a medical doctor. He worked in Vienna with mental patients and it is because of this work that he is today considered one of the founding fathers of modern day psychology. It was while working with these patients that Freud developed the psychoanalytic theory. Clearly, Freud’s original training was not in the field that he started. He originally worked as a neurologist, but the common method of treating patients was to use hypnosis, something Freud wasn’t very good at but which forced him to take a more imaginative approach to treating the mind that would revolutionize the way people thought about thought (Robbins, 1999). Although Freud was obviously not the fir st individual to study how the mind worked and he would obviously not be the last, Freud is given credit for making the first major break-through in treating the mind as an entity existing at least partially separate from the body. He identified that there were at least three different levels of thought and realized that these levels interacted and intertwined. Putting these pieces together led to his development of psychotherapy. Freud classified three major components as comprising an individual’s psyche. These were the id, the ego and the superego. This intuitive leap from biological function to mental processes did not occur by accident. To fully understand Freud’s theories, his theoretical model of the human mind and how these ideas translate into his theories regarding human culture, it is necessary to understand how these ideas developed as well as how Freud expressed

How to Study in Library Essay Example for Free

How to Study in Library Essay 1. Create a new project as a Single View Application. Give it a product name and company identifier. Set the device family to iphone, check the Storyboard and Automatic Reference Counting checkboxes. 2. Select the storyboard file from the project navigator. Drag the table view controller from the object library onto the workspace. 3. Set the initial scene to point to the table view controller by clicking on the table view controller and select the Is initial view controller checkbox on the attribute inspector. 4. Click on the table view and set the content to from dynamic prototypes to static. You may add additional rows or remove rows from the table. Add another section to the table. Refer to the circled area on the figure below. 5. Drag the icons/images from the image folder into the project folder. 6. Back to the table view, drag the image view and label components into the table cell/row. 7. Set the image view holder to the desired icon and label it accordingly. Duplicate the entire cell by pressing the Command + D buttons. 8. Add more view controllers to the workspace for every respective row. Connect the rows to the respective views by selecting the row, press the control key (magic finger) and drag the mouse to the desired view. Select â€Å"push† from the storyboard segue. 9. Add image view and text view to the view controller as shown below. 10. Populate the views with the desired content. Obtain the image from the image folder provided and the synopsis of each game/movie from the sypnosis.txt file. 11. Go to the editor on the menu bar, click on Embed in and select Navigation controller. Run the project.

Special Education Needs Policy Essay -- Education, inclusion

Introduction Early years providers regardless of type, size or funding must comply with the legal requirements set out within the Early Years Foundation Stage ( EYFS) so as to meet the needs of all children within the setting (DCSF 2008a, p11). The objective of this report is to critically evaluate the Special Educational Needs Policy used in a setting which support anti discriminatory practice and promote inclusion (appendix 2). Within the context of a faith based early years setting in Dewsbury. The Warnock Report (Special Educational Needs1978) introduced the concept of ‘inclusion’ in the form of ‘integration’ with regard to children with special educational needs, suggesting that mainstream settings would be preferable to ‘Special Schools’. Gates and Edwards (2007) outline, prior to this report, the terms â€Å"Handicapped† or â€Å"Educationally subnormal† were acceptable terms, based on an apparent culture of a medical model, where the disabled person is the problem, governed by their disability. An example might be a child labelled with Down ’s syndrome as their identifying features, instead of their name (Courtman 2010). As legislation has continued to develop, so have attitudes towards disability. The Disability Discrimination Act 2005, set out duties for employers and many public services. Further changes arose from the Educational Needs and Disability Act 2001. It became unlawful to discriminate against disabled children, and by 2004, â€Å"...reasonable adjustments...† were expected to improve access within the physical environment, for disabled people. The introduction of the Children Act 2004 saw the introduction of the Every Child Matters (ECM) (DCFS 2008d). In addition the publication Removing Barriers to Achievement ... ... re-evaluate and challenge anti discriminatory practice at a cultural level however the changing of others attitudes can be difficult but not impossible. Article 23 of the UN Convention on the Rights of the Child (UNCRC) (UNICEF 2007, online) recognise the disability of a child should not reduce the child’s right to education and children with any kind of disability has the right to special care and support. â€Å"Equality of opportunity means that each individual in society experiences opportunities to achieve and flourish which are as good as the opportunities experienced by others† (Griffin 2008, p.12). TTRB (2009) Models of Disability and Special Educational Needs. [Online]. Available: http://sen.ttrb.ac.uk/ViewArticle2.aspx?Keyword=Special+Educational+Needs&SearchOption=Phrase&SearchType=Keyword&RefineExpand=1&ContentId=15708 [27/12/2010]

Legal Implications of Being a Nutritional Consultant

Introduction Nutrition is among the present society’s number one needs. Aside from the fact that the nutritional knowledge of the people living within the society right now is indeed deteriorating, the role of nutritional consultants in assisting the society get a say with what they need from the governmental provisions especially concerning ample distribution of food is an essential factor contributing to the progress of the present human society. Certainly, from this, it could be noted that through ample application of the rules and regulations behind the job of a nutritionist, the global problem in nutrition application may as well be reduced or at best, it may even have a chance of being completely abolished. What is it that makes the people in this particular career seemingly important and mostly appreciated by the society? What is the nature of this career that particularly makes it one of the most important jobs given stress within the human society? These particular questions shall be discussed within the context of this paper. The Nature of the Job Nutritionists or Nutrition consultants are involved in creating possibilities in assisting the people within the human society in becoming nutritionally aware of their needs. Health is wealth. This is the usual saying that supports the major responsibilities that are vested upon the shoulders of professional nutritionists. Among the many people within the human society, only 43% actually get the correct amount of daily nutrition that is needed by the body to be able to sustain itself for bodily repairs and personal care procedures that the human body itself could take care of. There are different reasons behind the factual reports regarding nutritional issues that are submitted for public knowledge purposes. One reason could be the fact that the poverty line, especially among developing countries hinders the human population from actually being able to acquire the right nutrition that they ought to receive. This issue particularly spurs out from the fact that because of the population-boom that is globally experienced at present, scarcity of resources increase thus making it impossible for the governments to equally provide nutritional measures to both the ones who could afford buying the scarce resources and the ones who could not even afford to buy a single meal for a day. The role of nutrition consultants in the situation narrated above is certainly described with high regard to their responsibility of helping in the education of the society regarding their nutritional and dietary needs as well as their role in helping in researching the best possible ways to equally distribute the food resources of the present human society among all the population around the world. To add up to the said description of the job of nutrition consultants, Phoenix University, an online-based educational institution describes the career of nutrition consultants as: â€Å"Dietitians and nutritionists are health professionals who study and apply the principles of nutrition and food management. There are several kinds of dietitians and nutritionists. The largest group is made up of administrative dietitians. Administrative dietitians manage food services in hospitals, schools, nursing homes, restaurants, industrial plants, military bases, and other institutions. They plan and direct the purchase and preparation of food, as well as supervise other food service workers. Administrative dietitians ensure that the meals served are nutritious, appetizing, and within the institution's budget. †¦ Nutritionists study the use of food in the human body. They are not usually involved in feeding people. They deal instead with the broad principles of nutrition. They may teach others about scientific discoveries in the field of nutrition. These discoveries can then be applied to the planning of diets and menus. For example, a nutritionist might develop a course to teach poor families how to eat well on a small budget. Nutritionists are employed in the food industry, schools, hospitals, agriculture, and public health agencies.† As the role of the nutrition consultants had been carefully outlined, it is then necessary to consider the fact that the law, also usually bound the activities that the nutrition consultants engage with. From the clear understanding of the job performed by nutrionists, it should occur to readers that the laws concerning the legality of this particular career is related with the pharmaceutical measures of consideration when giving out samples of food supplements to people who are lacking certain types of nutrients within their body’s system. The law with regards this issue is aimed in protecting the patient’s health. It should occur to the nutrition consultants that recommending food supplement products such as synthetic vitamins and/or herbal medicines should be made within the basis of being of great help to the patient or the person who is being assisted. With regards considering this particular issue, it should be remembered that whatever it is that happens recommendation of the medicines should be measured with the actual nutritional requirements for the person being dealt with and not simply gaining profit from the producers of a certain nutritional supplement. This particular responsibility of nutrition consultants is highly given close attention especially within the areas of territory of several developed cities such as New York. This is particularly because of the fact that producers of fake nutritional supplements could be found everywhere else making it harder to identify what is really the true food supplement. Not being able to address this issue would surely cause problems with the health situation of the patient as well as with the reputation of the consultant in the said particular branch of medical profession. Reference: The Nutritional and Dietary Supplement Law.(2006). Nutritional supplements, dietary ingredients, functional foods and drinks, nutraceuticals and the law. http://nutrisuplaw.com/?page_id=68. (May 18, 2007). Phoenix University. (2007). Dietitian and Nutritionist Job Description, Career as a Dietitian and Nutritionist, Salary, Employment – Definition and Nature of the Work, Education and Training Requirements, Getting the Job. http://careers.stateuniversity.com/pages/342/Dietitian-Nutritionist.html. (May 18, 2007). ;

Disaster Disasters Of The Gulf Of Mexico - 2711 Words

Throughout human history there have been many disasters that have plagued humanity. These disasters have caused an untold amount of damages and an untold number of lives lost. Each disaster is different from each other and each can leave their own impact on human civilization. Many of these disasters are of the nature variety, these typically include your hurricanes, tornados, tsunamis, and many others that can impact humanity. We can’t control these types of disasters, any many of them can strike at any time with little to no warning. The best that we can do is learn from them and our past mistakes, in order to prepare for the next time one of these types of disasters strikes an area. There is, however another type of disaster that plagues mankind, and that is called man-made disasters. One of the biggest man-made disasters to have occurred in more recent time, was the â€Å"Event Horizon† disaster or as it is better known as the BP oil spill in the Gulf of Mexico. 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