Prioritizing Safety and Enhancing Nurses Proficiency

Based on available evidence, the proponents of the study conclude that the hospital does not have enough resources to ensure the safety of both nurses and patients. At the same time, the available evidence points to burnout and inadequate nurse training can be the root cause of potential accidents (Barnsteiner, 2011).

However, there is a way to solve this problem. It is through the implementation of a training program that will help establish a culture of safety within the hospital. The proponents suggested two strategies to solve this problem. First, hire more nurses. Second, train the current nursing staff so that they are updated about current technologies and techniques in nursing care (Barton, 2009).

Change Model Overview
The identification of the problem and the formulation of strategies to resolve the issue were made possible through the utilization of Rosswurm and Larrabees change model. It provided a pragmatic, and theory-driven framework to help healthcare workers develop evidence-based solutions to their current problems.

Step 1: Assess the Need for Change
The healthcare facility could no longer ensure the safety of the nurses and the patients. Constraints in human resources and other practical needs created an environment that was unreliable and unsafe for delivering quality care. Nurses suffered from burnout, and evidence of this phenomenon was made clear after a careful analysis of their performance, feedback, and errors committed during nursing rounds (Hirsch & Schumacher, 2012).

Patients were inadvertently injured or experienced unnecessary pain when nurses made wrong decisions. The errors made were linked to inappropriate use of hospital equipment (Mcnamara, 2012). At the same time, the rate of infection from patient to nurse was significant. As a result, hospital management was compelled to intervene (Potter, 2013).

Step 2: Link the problem, interventions, and outcomes
The problem stemmed from two major root causes. First, there was not enough manpower to handle the numerous tasks, and responsibilities that needed to be completed in a specific time frame. Thus, nurses were prone to burnout and it adversely affected their performance. Second, these nurses did not receive adequate training.

They were not trained to . Hospital management must invest in creating seminars and training programs to help nurses increase their proficiency in handling technologically advanced tools. Meanwhile, the hospital must invest in upgrading its human resources pool. Management must develop attractive remuneration packages to entice nurses to come and work in the said healthcare facility (Worthington, 2001).

Step 3: Synthesize the Best Evidence
Barnsteiners emphatic statement, on the need to establish a culture of safety, should become the basis for creating guidelines on how to improve the performance of healthcare workers in the hospital. (2011). Every health worker must be aware that it is his or her job to promote safety within the workplace (Barnsteiner, 2011). Acquiring appropriate knowledge on how to properly utilize tools and equipment is a good starting point (McNamara, 2012).

Another critical component highlighted by the review of the literature was the importance of a remuneration package to attract new workers and motivate the current workforce (Hirsch & Schumacher, 2012). In another authoritative work on nurses safety, the authors pointed out the importance of two-way communication between the nursing staff and hospital management (Potter, 2013). Finally, the issue of undermanned nursing staff should be resolved in the shortest time possible (Worthington, 2001).

Step 4: Design Practice Change
Using available human resources, hospital management must conduct training programs. A training program simply means creating an environment wherein an expert trains nurses on the proper handling of hospital equipment. Experts are paid to train nurses on the latest techniques, such as how to .

In a seminar or similar type of activities, coaches and mentors can introduce the nursing staff to current trends and new technologies that can help create a culture of safety within the hospital. If there is no suitable instructor or resource person available to train the nursing staff, it is necessary to hire a .

Step 5: Implement and Evaluate the Change in Practice
To increase the efficiency of training methods, it is prudent to leverage Information Technology to enhance the information dissemination strategies of the hospital. Management should invest in creating web videos that nurses can view during downtime. In addition, they can capture training sessions and lectures using digital cameras. These videos are then made available online. Finally, management must develop a monitoring scheme and feedback mechanism to find out if the training programs are effective or not.

Step 6: Integrate and Maintain the Change in Practice
Management must stay on point by creating sensible metrics to measure the performance of the nurses. A practical approach is to monitor and analyze any reported incident that involves safety. If a patient was injured or if a nurse was infected while doing rounds, this type of information must be collated and studied later on. A feedback mechanism must be established for both the nurses and the patients.

Seminars and training programs must be conducted regularly. These training programs must be updated annually to keep abreast of current developments. Moreover, the human resource department must develop an effective performance evaluation tool to reward nurses based on their performance. As a result, the hospital can limit the rate of turnover and maintain an optimum number of nurses in its employment roster.

Summary
Rosswurm and Larrabees change model was an effective framework to determine the problematic areas that needed resolution. It is not just a tool to assess problems, but it also provides a structure on how to develop effective and sustainable solutions. This is made possible by the use of evidence-based analysis of the situation, and the creation of pragmatic solutions. In other words, there is a practical basis for creating solutions. It is based on the resources available to the group.

In this particular case, the practical solution is to establish a culture of safety by empowering the nursing staff. They are empowered through seminars and training programs. They are also empowered through an attractive remuneration package that with a performance evaluation framework. Thus, nurses are well equipped to handle specific tasks, they are motivated to work, and they are not overburdened because the workload is shared by an optimum number of nurses working in the hospital.

However, proponents of change must carefully consider the constraints of time. The proposed change must be completed in a few months. Thus, the need for change must be communicated at the earliest possible time, and all the key personnel must be persuaded to contribute to the proposed strategy to improve safety and empower the nursing staff. Without their contribution, it will be difficult to jumpstart this project and finish it on time.