Barriers of Change

In: Science

Submitted By LorriBRN
Words 2248
Pages 9
Introduction: What are we changing and why? * Culture change: from punitive to collaborative * Shared responsibility: what does it mean * Breaking the Blame Cycle * Code of Conduct

Recently our organization conducted a survey asking employees to identify sources of job satisfaction and dissatisfaction. This survey was part of a large scale effort to identify ways to improve performance, quality of care, patient outcomes, patient satisfaction, and nurse satisfaction. By allowing employees to engage in the process of shared diagnosis, we can create a sense of dissatisfaction with the status quo and begin to unfreeze behaviors that have been hindering our organization from reaching it’s full potential (Spector, 2010). The survey revealed that many employees feel we operate in a punitive culture. That is, when errors or missteps occur, employees are afraid to report these incidents due to fear of blame, punishment, and retaliation. Instead of operating in a punitive culture, the organization wishes to change our culture to one of collaboration. We desire to share responsibility for both triumphs and failures, to break the cycle of blame, and to operate within an environment in which all can learn from errors that occur, and that through collaboration, we can be an solution-focused organization. The purpose of this presentation is to introduce the new organizational Code of Conduct and to help managers at every level of our organization implement this culture change.

CODE OF CONDUCT
(Adapted from Rush Oak Park Hospital, 2015)

* Communicate professionally at all times with patients, colleagues, and anyone with whom we interact. Be mindful of non-verbal communication such as eye-rolling and body language. Take pride in ourselves and our organization. Embrace evidence-based practice driven change and support organizational goals,…...

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