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Improving
Hand-off
Report
Student Names

Team Name and First/Last Names of Participants

Problem 
Report (timing and hand off errors):  The unit manager of a medical surgical unit has observed that change of shift report takes greater than 45 minutes.  In addition, staff has complained that their peers do not include vital data (IV sites, dressing sites, DVT prevention measures….) in report leading to errors, leave patients in disarray, and leave tasks incomplete.  Our task is to propose a change that will address these issues. 

Report (timing and hand off errors:  Unit managers observed that there was miscommunication between staff during shift report.  Often times leaving out important patient information as well as taking a significant amount of time to relay the information. Our goal it to offer a change that will address these issues. 
Now here is our SWOT analysis starting off with Derrick talking about the strengths.

Majka 
“Communication failures compromise patient treatment, care quality, and safety. It also leads to medical errors, the third leading cause of deaths in the United States” (Ghosh, et all., 2015)
“The varying parties and large amount of complex information included in patient handoff reports frequently contribute to informational gaps and omissions in the handoff report that can lead to sentinel events and patient hard” (Staggers & Blaz, 2013)
“Research has identifed handovers as a risky time in the care process, when information may be lost, distorted or misinterpreted (Borowitz et al 2008, Owen et al. 2009, Philibert 2009)

Report (timing and hand off errors):  The unit manager of a medical surgical unit has observed that change of shift report takes greater than 45 minutes.  In addition, staff has complained that their peers do not include vital data (IV sites, dressing sites, DVT prevention measures….) in report leading to errors, leave patients in disarray, and leave tasks incomplete.  Your task is to propose a change that will address these issues. 

Increase of errors during patient hand-off report leading to missed information and incomplete tasks 
Hand-off report time is taking a greater deal of time 
Our task is to implement the use of SBAR as the standard hand-off report between shifts in order to reduce errors and decrease the time spent giving report. 
2

SWOT

Strengths:
Multidepartment focus addressing handoff report problems(Robins et al., 2017)
Solutions shorten time taken in report while increasing quantity of pertinent information. (Stewart & Hand, 2017)
SBAR is supported by the Joint Commision (Stewart & Hand, 2017)
Proven error reduction due to use of SBAR tool. (Stewart & Hand, 2017)
SBAR is an evidence-based hand-off tool (Eberhardt, 2014)
Weakness
Use of the tool requires education to reduce user error (Stacey Eberhardt 2014)
Medical personnel have personal bias on giving report (Ghosh et al.,  2018)
Some staff are unreceptive to change (Robins & Dai, 2017).
Evaluating execution of2: New Grad Nurse Retention

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Medical surgical units have been experiencing hardships at recruiting and retaining newly graduated nurses at their healthcare. Nonetheless, cases about fresh graduated nurses leaving their workplaces have increased due to work-life issues, poor human resource management, and stressful work environment. This proposal aims to address the plan that management can depend on to ensure that they retain and prevent new graduate nurses from leaving their jobs.
Creating a favorable working environment for newly employed nurses is vital in ensuring they retain their jobs. Moreover, for hospitals to create such environments, they should implement strategies to cub the differences by ensuring job satisfaction, increased productivity, increased care quality, and increased workforce that will provide adequate off days and leaves. Additionally, scholars have indicated that fresh graduates occasionally find it challenging to adapt to new environments due to; unsupportive staffs, mandatory overtime, and the unequal ratio between teams and patients (Boamah & Laschinger, 2016). In this case, the plan propose that management should ensure that they maintain the human resource practices by providing inductions, recruitments of enough staff, and training that will ensure that graduates take less time to adapt.
Work-life balance is a significant challenge that hinders many workers from attending their home duties since they cannot balance work and leisure and have busy work schedules. Besides, this becomes a transitional period for nurses who decide on leaving their professions to create ample time for their life duties. Furthermore, personal life with work interference promotes individuals with stress; hence they become less productive. The plan proposes that creating a leave program, no mandatory overtime, and well planned off days can help the workforce reduce stress on managing their work and personal life hence increasing efficiency.
Reference

Boamah, S. A., & Laschinger, H. (2016). The influence of areas of work life fit and work‐life interference on burnout and turnover intentions among new graduate nurses. Journal of Nursing Management, 24(2), E164-E174.

  
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