Organizational Leadership and Interprofessional Team Development
Business Practices
There are several different aspects of the healthcare system that can have an influence on patient-centered care, such as business practice, reimbursement, and regulatory requirements. Numerous factors define the way healthcare services are provided, and the quality is evaluated. These considerations are critical to the advancement of effective patient-centered treatment within healthcare providers.
The business practices of a healthcare institution are the cornerstone of the system and include not only mission and core values, but also policies and practices (Bratton, 2020). Such clear clinical strategies are placed in motion to maintain good, consistent patient-centered care by helping to avoid illnesses and minimize harmful effects such as prescription failures and condition declines Organizational Leadership and Interprofessional Team Development.
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Regulatory provisions guarantee the health of patients and create minimum levels of treatment. Healthcare institutions are required to meet those requirements to maintain their license and certification. Federal and state corporations, including the Centers for Medicaid and Medicare Services (CMS) and the New York State Department of Health (DOH), shall review and regulate these compliance guidelines. For outpatient dialysis clinics, there is the End-Stage Renal Disease Network (IPRO) collaborating with CMS and the Health and Human Services department (HHS) to strengthen outcomes for ESRD patients and to set regional quality assurance targets. Failure to meet all the regulatory requirements may lead to fines and loss of licenses and certificates.
In order to be reimbursed, a healthcare organization must maintain licensing and certification by abiding by the regulatory requirements. Additionally, the standard metrics must be achieved and sustained to obtain complete reimbursement. CMS sends dialysis quality patient assessments two times in a year, termed as Consumer Assessment of Health Care Providers and Systems (CAHPS) surveys, to patients at the institution to assess specific elements of their care services. In addition to fulfilling the clinical performance measures, the facility must also achieve the goal of these patient satisfaction assessments to acquire complete reimbursement. If not all objectives are met, the organization will be penalized by withholding a calculated percentage of its compensation. These data are publicly reported and are also used to determine the star reviews for facilities. Therefore, if the dialysis facility provides ideal patient-centered care, they will get a relatively high star rating of either 4 or 5 stars and will be the most to e reimbursed by CMS Organizational Leadership and Interprofessional Team Development.
Patient and Family-Centered Care Tool (PFCC) (See attachment)
Setting Description
DaVita Kidney Care is an international Fortune 500 company of over 3000 clinics functioning in over ten countries, which include the United States (DaVita, Inc., 2019). Northwell Health is the largest care provider and employer in New York, with more than 20 hospitals, 800 outpatient institutions, and more than 69,500 employees (Northwell Health, 2019). Oyster Bay Dialysis is among the several outpatient dialysis facilities located on Long Island, a partnership between the two healthcare providers, with more than 35 employees and 140 patients. The in-center floor has 24 divisions and one insulation space, which usually runs four shifts on Tuesday, Wednesdays, and Thursdays, and two turns on Mondays, Fridays, and Saturdays. There is also a Home System, which includes six training centers to prepare patients for both home peritoneal dialysis and hemodialysis. Oyster Bay Dialysis has a mixed patient demographic of 58.1% White, 6% African American, 23.5 % Latino or Hispanic, and 13.8 % Asian.
Strengths and Weaknesses of the Organization
| Domain | Strength | Weakness |
| Leadership/Operations | Oyster Bay Dialysis facility has a clear commitment statement to patient / family-based care and partnerships. Along with clear accountability, expectations, and measurement of family-oriented patient care. Leadership reflects this through working by the vision and fundamental principles of DaVita. | Oyster Bay Dialysis could enhance the integration of patients and families into policies and procedures, program development, organization's health meetings, and governance activities. |
| Mission, Vision, Values | Oyster Bay Dialysis does an outstanding job, such as patient / family-focused care under their core values and mission, including a patient Bill of Responsibilities and Rights situated in their admittance package as well as posted in the lobby Organizational Leadership and Interprofessional Team Development.
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No weakness present in this area. |
| Advisors | Oyster Bay Dialysis has a patient advisory panel that meets with the leadership quarterly.
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Oyster Bay Dialysis has never had patients/family members serving on hospital advisory boards or participating in safety and quality rounds. This could be significantly improved. |
| Quality Improvement | Patients and family members are included in the part of the rounds with nurses, physicians, and other Oyster Bay Dialysis employees. The patient/family care informs the healthcare providers of strategic, operational objectives, and goals. | Patients / Families are Inactive members in task groups or quality assurance committees. They do not take part in NPSF, IHI, quality, risk, and safety, or other forums held in Oyster Bay Dialysis. |
| Personnel | Oyster Bay Dialysis workers and doctors are trained for and encouraged in family-oriented patient care activities by involving them in their treatment plans. Patients/families accept new employees during their orientation to staff wearing a particular PPE jacket and to be introduced independently by leadership. | Oyster Bay Dialysis does not plan to consult with patients and relatives on task requirements and success evaluation procedures, nor do they engage in recruitment teams or study committees. |
| Environment & Design | Oyster Bay Dialysis promotes the presence and involvement of patients and families, alongside interdisciplinary integration. | Family and Patients do not engage in Oyster Bay Dialysis clinical concept programs.
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| Information/Education | Oyster Bay Dialysis has online platforms through DaVita, which provide specific resources for patients and their families. The official website is patient / family-oriented and straightforward to use, with a wide variety of services open to all ESRD patients. The patient/family has sole rights to / recommended use of the resource room situated in the lobby Organizational Leadership and Interprofessional Team Development. | Patients and family members do not act as educators or trainers for healthcare professionals and other employees at Oyster Bay Dialysis. No clinic e-mail availability. |
| Diversity & Disparities | Oyster Bay Dialysis has a thorough collection and evaluation of ethnicity, race, and language, as well as navigation initiatives for minority and underprivileged patients. Our social workers are incredible in helping the underserved, and there is also a patient budget set up to help them. Additionally, we provide quick access to interpreter services for the patient/family with an interpreter handset available at any time, as well as educational resources at the acceptable level of literacy.
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No weakness found in this section |
| Charting & Documentation | Patients and caregivers are eligible to register and have full and easy entry to their Oyster Bay Dialysis paper and online data. | Patients and family members are unable to chart at Oyster Bay Dialysis |
| Care Support | Patients and caregivers are eligible to register and have complete and easy entry to their Oyster Bay Dialysis paper and online data. Oyster Bay Dialysis advises family members to stay, take part in the rounds, and change the shift report. Patient/family seeking assistance, admission, and apologies for mistake and damage, family members are authorized to enable the rapid response device, their participation permitted/supported during a rescue incident. Patients may receive a comprehensive list of drugs for each diagnosis.
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At Oyster Bay Dialysis, the healthcare team members do not have full-time access.
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| Care | Oyster Bay Dialysis is dedicated to delivering the best treatment. Patients and caregivers interact with physicians in a shared environment. They are spoken to, trusted, and regarded as loving partners. Oyster Bay Dialysis actively engages families in the preparation and transfer of treatment, in particular during the coordination of treatment sessions. Pain is also simultaneously handled in collaboration with patients and family members. | No weakness is found in this domain. |
Area of Improvement
Oyster Bay Dialysis has many benefits, but there is a clear need for quality enhancement. The field most crucial thing for progress during the assessment is the involvement of patients and families in security, health, and danger meetings. Through encouraging patients and caregivers to share in the Centre's monthly Quality and Safety Committee sessions, and by being willing to offer their suggestions and feedback about issues that might be changed, Oyster Bay Dialysis can increase patient loyalty significantly Organizational Leadership and Interprofessional Team Development.
Improvement Strategy
Careful preparation and policy are required to be able to implement a change successfully. The manager will be informed of the upcoming move to enhance patient-centered treatment at the weekly staff meeting. First, both patients and families will be presented with letters outlining the intention of the institution to offer patient and family involvement in regular meetings, as well as the dates of meetings. It will mean that everybody is always made mindful of the need to enhance the quality assurance activities of the organization. Ensuring that all multidisciplinary stakeholders collaborate to bring in progress would be the best way to strengthen patient-centered care (Roussel, 2015). The interdisciplinary team would be made up of clinical nurse administrators, floor nurses, health care workers, public protection officers, social workers, and patient/family members from each of the centers. Inclusion of careful preparation in various divisions would allow for diverse viewpoints and suggestions, and providing a patient/family representative from each change can further make sure that patient-centeredness is improved and all patient voices are considered (Hsu et al., 2019).
System or Change Theory
Lewin's Change Theory defines actions as a compromise between pushing forces and opposing forces and integrates a three-step process: unfreezing, refreezing, and moving (Roussel, 2015). This idea will continue to execute the suggested development strategy by presenting the committee with the necessary measures to incorporate patient/family participation (Cummings, Bridgman &Brown, 2016) in the Oyster Bay Dialysis Performance and Safety Committee. The first phase in Lewin's Reform Theory, unfreezing, will entail the committee's staff receiving permission from the regulatory body to incorporate patients and families in the process. The second phase of Lewin's philosophy will be for the team to locate convincing facts to inspire the ruling group better (Hussain et al., 2018). Such evidence may include reports or documentation collected and reviewed from various health and protection boards, or by either DaVita or Northwell Health hospitals or by other commissions outside such organizations. Such research will suggest that the new program has been active in the past and may contribute to better patient-centered treatment at Oyster Bay Dialysis. Refreezing is the third and last step in Lewin's theory. It will require the consent of the regulatory board, as well as the review and finalization of all protocols and practices regarding the current application of patients and families on the Health and Safety Committee Organizational Leadership and Interprofessional Team Development.
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Financial Implications
The financial inferences for the involvement of patients and families in this committee will be limited. Because the committee had already been formed up before the planned amendment, the expense of the wages of the leaders of the team and the office equipment required for the monthly meetings should not have changed. The main potential financial consequences of compensation will be for the staff managers when at the beginning, designing strategies and practices to enforce the transition, as well as the procurement of patient and family representatives (Crowe et al., 2017). The only extra money required for office supplies will be for the original letter of notice to patients and families of the move to the commission, as well as for the delivery.
Methods
An effective way to assess the efficacy of progress in enhancing patient-centered care would be to offer patients and families with input into the study regularly. DaVita also utilizes Survey Monkey, an automated survey program, to get reviews anonymously. A sample may be developed by the committee using this method, and then a connection e-mailed to patients and relatives, both who engage in the council and those that do not. The report should be sent out every quarter to ensure sustained efficacy and progress of patient-centered treatment Organizational Leadership and Interprofessional Team Development.
Multidisciplinary Team
| Team Member | Role on the Team |
| Clinical Nurse Manager | As a member of the facility's governing board, the nurse manager will offer input on the implementation of policies and strategies for the participation of patients and families in the group, as well as monitoring the group to maintain consistency with all policies and procedures. |
| Floor Nurses | Patient and family delegate and liaison help to guarantee that protocols and practices regarding medical health are observed
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| Clinical Safety Leaders | Conducts periodic OSHA / Safety assessments to maintain staff conformity with health requirements as well as recommendations from the council about any discrepancies. It helps encourage the involvement of patients and family members in the protection group. |
| Patient Care Technicians | It helps in the appointment of patients and family members to the commission.
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| Social Worker | Provides patient/family assistance as well as guidance on HIPAA concerns to the committee to ensure that patients/family members complete to sign HIPAA compliant documents and guarantee that they acknowledge the significance and agree that no HIPAA breaches can arise. |
| Patient/Family Representative | Represents the patient community from their different transitions and introduces the thoughts and suggestions of the individual and family members to the commission. |
Team Diversity
Team diversity is extremely beneficial in creating a strategy to implement more careful planning. A culturally diverse team will allow many opinions on the careful planning strategy required in serving Oyster Bay Dialysis population. Oyster Bay Dialysis has team leaders from a range of ethnic backgrounds in various capacities. This diversity makes for better quality care and client satisfaction, as the team members can more effectively interact with patients and their families and build connections, thus enhancing confidence. A culturally diverse team is essential when executing strategies for patient-centered care due to a well-developed plan that enhances culturally competent care Organizational Leadership and Interprofessional Team Development.
Leadership Theories
Transformational leadership style, which is one of the most productive leadership theories, is the most successful in enforcing the selection of patients and families to the safety and quality representatives. A transformational leader engages in power-sharing, which inspires workers to be more productive and to succeed because he or she believes they are all part of a collective, striving to achieve the same goal. According to Sullivan (2017), the aim is a transition in which the intent of the leader and that of the member is expressed, thus forming a common objective. This approach fosters partnerships with all team participants, as they all collaborate for one fundamental purpose, maintaining a secure, consistent patient-centered care. A transformational leader not only motivates people to flourish, but motivation will contribute to better patient care (Xu, 2017). This leadership style will be commendatory to a culturally diverse team. Each viewpoint of the group will be considered and encouraged. The analysis of the careful planning strategy using this theory helps in utilizing most of the standpoints and resources Organizational Leadership and Interprofessional Team Development.
Implementation of Strategy
Without change, there can be no progress. Involving patients as well as families as responsible individuals in the safety and quality committee would enhance patient-centered services by raising the satisfaction of patients because they believe their concerns are being noticed; and improving patient results, as it will lead to a more diverse collection of viewpoints and suggestions. The multidisciplinary team members should work collectively to gain management authority consent for execution; with the all team members gathering compelling data and facts to facilitate progress, the nurse leader must submit the plan to the ruling body's fellow leaders and then, if accepted, all participants must help in enforcing reform (Murphy, Curtis & McCloughen, 2016). The nurse leader should provide guidelines for policy and protocol creation, and supervision to ensure conformity is upheld. Floor nurses should be caring for patients and their families. The leader in safety awareness must perform periodic assessments and will notify the panel on any places identified for change. The social workers will strive to make sure that all participants recognize HIPAA's significance to have forms of agreement to register. The patient care personnel will aid with appointing patients and family members to the team and trying to provide coverage for all patient shifts. Representatives of patient and family members ought to have perspectives from their own encounters, including those communicated with them by their delegated survey of patient transitions, to enhance patient-centered care. Once quarterly survey results are collected, all proceeding actions should be checked and addressed by all team participants, when appropriate Organizational Leadership and Interprofessional Team Development
Communication to Organization
Every month, at the Hospital Wellness Conference, at which DaVita leaders and Northwell Health discuss the monthly progress of the institution, the Clinical Safety Representative may communicate the results, expectations, and priorities of the group, along with the recommended plan to accomplish those objectives. The minutes of the committee should also be issued and examined by the management of nursing care and institution director regularly such that they will offer operational monitoring, answer any concerns and issues, and refer to the regulatory board, as appropriate (Nica, 2015).
Tools for the Team
There are a number of resources accessible today for self-assessment of temperament. Most big corporations use the Keirsey Temperament Sorter for their workers to see their progress, and also for places of improvement in creating their connections with others. As per Keirsey (n.d.), the resource aims to offer insight into who one is, what they do, who they value, and what change they create. Keirsey provides an innovative approach framework for the most significant opportunities and problems for individuals. Not only does the resource help the team to evaluate themselves by assessing the sort of personality they represent, but it can also offer input into ways of strengthening their interactions and dealing with individual styles of characters.
There exist four distinct personalities, including rational, idealist, guardian, and artisan. These personalities can be subcategorized into a total of 16 distinct forms of characters. Kersey's evaluation of personality has 71 questions and takes about ten minutes to finish. Upon completion of the questions, the individual will obtain a report regarding their disposition through e-mail. They can also buy focus reports on numerous things such as management, work environment, and profession. Such reports will offer much more perspective into the growth of themselves and their interactions with committee members Organizational Leadership and Interprofessional Team Development.
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DaVita, Inc. (2019). Corporate profile. Retrieved from http://investors.davita.com/corporate-profile
Hussain, S. T., Lei, S., Akram, T., Haider, M. J., Hussain, S. H., & Ali, M. (2018). Kurt Lewin's change model: A critical review of the role of leadership and employee involvement in organizational change. Journal of Innovation & Knowledge, 3(3), 123-127.
Hsu, C., Gray, M. F., Murray, L., Abraham, M., Nickel, W., Sweeney, J. M., ... & Reid, R. J. (2019). Actions and processes that patients, family members, and physicians associate with patient-and family-centered care. BMC family practice, 20(1), 35.
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Sullivan, E. (2017). Effective leadership and management in nursing (9th ed.). Upper Saddle River, New Jersey: Prentice Hall. ISBN: 9780134153209
Xu, J. H. (2017). Leadership theory in clinical practice. Chinese Nursing Research, 4(4), 155-157 Organizational Leadership and Interprofessional Team Development