In order to improve the performance of the unit, it was decided to conduct weekly surveys so as to collect more data regarding the impact of different factors on staff performance and patient outcomes. Also, pain management was seen as the key contributor to improved performance, so it was interesting to investigate this issue and reach a verdict regarding the effectiveness of interventions that were implemented by the management (Yoder-Wise, 2015). Nonetheless, there are several questions that yet have to be answered in order to provide the management with a full picture.
First of all, it can be claimed that the proposed strategies mentioned in the case were effective. This assumption is based on the idea that the team positively reacted to the implementation of a new strategy that revolved around pain management. At the same time, it can also be stated that patient satisfaction also contributed to the idea that the changes that occurred at the facility could be described as positive. Combining the information presented above, it can be hypothesized that sustainable change is achievable. My nursing unit was able to implement this strategy, and I believe that it was a smart decision that led to increased patient satisfaction and positive outcomes.
Nonetheless, it cannot be claimed that the unit will exceed the national benchmark in the next quarter (or next year). This hypothesis can be validated by the results of the data analysis that showed that only around 70% of patients were pleased with the outcomes. The overall national trend showed that the percentage should be slightly higher. This leads us to the conclusion that the nurse manager and CNO cannot be certain of the fact that the percentage of positive feedback will continue to grow relentlessly.
Regardless of the fact that the run chart showed slow and steady growth, it hardly has any predictive abilities. It may be safe to say that the existing level of performance will have the possibility to stay at the same level throughout the whole year, but the consistent growth is rather questionable (Stevens, 2013). This assumption can also be supported by the fact that sudden growth out of nowhere may be followed by unstable performance and reduction of the quality of care across the unit.
This conclusion also validates the idea that the nursing unit’s decision to celebrate is rational. The reason for this is the fact that the levels of positive patient outcomes and patient satisfaction are growing (Spath, 2013). At the same time, it is not realistic to assume that the growth will become unconditional, and the trend will continue. The unit should always be in search of more strategies that could contribute to the improvements in positive patient outcomes.
Based on the existing evidence, it can be concluded that the unit has successfully lowered the number of readmissions and critically addressed the question of collecting data. While it was found that improvements were relatively stable, it is still recommended to pay more attention to the quality of surveys and the level of bias displayed by the patients (especially knowing that the percentage of respondents is lower than it should be).
Therefore, any future improvements should focus on the creation of a patient-centered environment (Cherry & Jacob, 2016). The most important performance improvement tool that contributed to the outcome was a correctly selected leadership approach. The leadership style chosen by the manager of the unit positively affected the morale of the staff and motivated them to create a trust-based care environment.
References
Cherry, B., & Jacob, S. R. (2016). Contemporary nursing: Issues, trends, & management. Philadelphia, PA: Elsevier Health Sciences.
Spath, P. (2013). Introduction to healthcare quality management (2nd ed.). Chicago, IL: Health Administration Press.
Stevens, K. (2013). The impact of evidence-based practice in nursing and the next big ideas. The Online Journal of Issues in Nursing, 18(2), 1-13.
Yoder-Wise, P. S. (2015). Leading and managing in nursing (6th ed.). St. Louis, MO: Mosby.