Wk3
Describe the nursing care delivery model used at your current or previous employer. Would you utilize
this model at SLMC? Discuss current interprofessional collaboration and how you would encourage
collaborative efforts. Does the model support the person-centred nursing framework by McCormack and
McCance (2017)? Explain your rationale for choosing to use or not use the person-centred nursing
framework
Hello Dr. Scott,
Yes, the shared governance model is one that I would adopt for SLMC. Shared governance is a committee
that promotes a positive work environment, autonomy, communication and decision-making on changes
that affects the facility as a whole and each unit. The collaboration between leaders, nursing staff and
physicians helps develop changes to policies and procedures based on current evidence-based practices
for bedside nurses (Brull, 2015). The shared governance approach is one that most facilities have
adopted whether they are Magnet or Non-Magnet. With that being said, the shared governance model
is the nursing care delivery system used at my employer of a Non-Magnet facility. The shared governance
model designated several units based and hospital-wide committees that nurses have to choose one that
sparks an interest in them and every nurse is expected to join at least one committee. The hospital has
made this mandatory for any nurse who wants to climb the clinical ladder for clinician status. This model
is time-consuming and costly. The facility must allow the nurses to schedule time and pay everyone to
attend the meetings. The goal is to empower staff to take part in the decision-making process to increase
autonomy, job satisfaction, and improve outcomes and patients safety.
The shared governance model is appropriate for SLMC to implement. It has been linked to improvement
of outcomes within facilities such as reduction of nurse turnovers, improved budgetary production, and
positive patient outcomes; everything that SLMC would like to achieve. The facility has to take in
consideration of budgeting education time and pay for active participants. SLMC has to find a way to
encourage staff from all disciplines to join and take part in the decision-making process to improve the
company objective and outcomes. Therefore, leadership has an active role within the council to show
engagement. SLMC has developed a team of educators to begin the shared governance method. The
educators have an action plan to obtain participants of workers at the facility. The nurse educators set up
conferences to describe the overall process to the team members. During the meeting, the nurse
educators asked questions about obstacles at the bedside that nurses want to see fix and if they had any
approaches. This example allowed the educators to develop the first unit-based council committee for
bedside nurses. Improving the care at the bedside tends to improve the patient's perception of their
stay. Nurses feel empowered and have autonomy to voice their opinions to accomplish change and
improvements within the company.
This study source was downloaded by 100000841138256 from CourseHero.com on 03-22-2022 08:29:32 GMT -05:00
https://www.coursehero.com/file/37369192/Wk3DBNUR531docx/
Describe the nursing care delivery model used at your current or previous employer. Would you utilize
this model at SLMC? Discuss current interprofessional collaboration and how you would encourage
collaborative efforts. Does the model support the person-centred nursing framework by McCormack and
McCance (2017)? Explain your rationale for choosing to use or not use the person-centred nursing
framework
Hello Dr. Scott,
Yes, the shared governance model is one that I would adopt for SLMC. Shared governance is a committee
that promotes a positive work environment, autonomy, communication and decision-making on changes
that affects the facility as a whole and each unit. The collaboration between leaders, nursing staff and
physicians helps develop changes to policies and procedures based on current evidence-based practices
for bedside nurses (Brull, 2015). The shared governance approach is one that most facilities have
adopted whether they are Magnet or Non-Magnet. With that being said, the shared governance model
is the nursing care delivery system used at my employer of a Non-Magnet facility. The shared governance
model designated several units based and hospital-wide committees that nurses have to choose one that
sparks an interest in them and every nurse is expected to join at least one committee. The hospital has
made this mandatory for any nurse who wants to climb the clinical ladder for clinician status. This model
is time-consuming and costly. The facility must allow the nurses to schedule time and pay everyone to
attend the meetings. The goal is to empower staff to take part in the decision-making process to increase
autonomy, job satisfaction, and improve outcomes and patients safety.
The shared governance model is appropriate for SLMC to implement. It has been linked to improvement
of outcomes within facilities such as reduction of nurse turnovers, improved budgetary production, and
positive patient outcomes; everything that SLMC would like to achieve. The facility has to take in
consideration of budgeting education time and pay for active participants. SLMC has to find a way to
encourage staff from all disciplines to join and take part in the decision-making process to improve the
company objective and outcomes. Therefore, leadership has an active role within the council to show
engagement. SLMC has developed a team of educators to begin the shared governance method. The
educators have an action plan to obtain participants of workers at the facility. The nurse educators set up
conferences to describe the overall process to the team members. During the meeting, the nurse
educators asked questions about obstacles at the bedside that nurses want to see fix and if they had any
approaches. This example allowed the educators to develop the first unit-based council committee for
bedside nurses. Improving the care at the bedside tends to improve the patient's perception of their
stay. Nurses feel empowered and have autonomy to voice their opinions to accomplish change and
improvements within the company.
This study source was downloaded by 100000841138256 from CourseHero.com on 03-22-2022 08:29:32 GMT -05:00
https://www.coursehero.com/file/37369192/Wk3DBNUR531docx/
