Week 5 Policy and Leadership Case Study Assignment

Week 5 Policy and Leadership Case Study Assignment

Week 5:Ethical and Legal Implications
Purpose
Discuss potential complications in a clinical scenario at an out-patient family practice. Students will explore potential effects on patient outcomes and implications for members of the heath care team as a result of conflict among the healthcare team. Students will develop strategies that result in prevention of untoward outcomes that result in a positive practice culture.

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Activity Learning Outcomes
Through this discussion, the student will demonstrate the ability to:
1. Recognize potential areas of conflict in NP clinical practice (CO1)
2. Determine methods of data collection to assess the conflict (CO3)
3. Examine corporate compliance and its effect on clinical practice (CO2)
4. Understand risk management in clinical practice (CO4)

Requirements:
You are a family nurse practitioner working in an outpatient primary care office of a large hospital system. The practice has been operating for over 15 years, and many of the administrative and clinical staff were hired when the practice opened. You have been in the practice for less than 3 months. In that short amount of time, you have witnessed several of the clinical staff engaging in heated arguments with each other, sometimes in patient areas. You overhear an argument occurring today between two staff. You pick up a patient\’s chart and notice a very low blood pressure that the medical assistant failed to notify you about. When you confront the MA, she states that she was going to report the vital signs to you when she became engaged in the heated argument you overheard and forgot to notify you.
Unfortunately, this pattern of behavior is not unusual in this practice. Working with staff who cannot cooperate effectively can negatively influence your ability to spend time with patients, can impede the flow of patients through the office, and could impact patient safety.
Case Study Responses:
1. Analyze the case study for potential issues for members of the healthcare team from office conflict. Contrast the potential effects for each member of the healthcare team based upon the required readings from the week. Discuss the potential ethical and legal implications for each of the following practice members:
o Medical assistant
o Nurse Practitioner
o Medical Director
o Practice
2. What strategies would you implement to prevent further episodes of potentially dangerous patient outcomes?
3. What leadership qualities would you apply to effect positive change in the practice? Focus on the culture of the practice.
4. A scholarly resource must be used for EACH discussion question each week.
DISCUSSION CONTENT
Category Points % Description
Potential ethical & legal implications for healthcare team members 30 30% Provides relevant evidence of scholarly inquiry of the potential ethical and legal implications for each of the practice members. Uses valid, relevant, and reliable outside sources to contribute to the threaded discussion.
Strategies to prevent further dangerous patient outcomes 30 30% Provides relevant evidence of scholarly inquiry of strategies to implement to prevent further episodes of potentially dangerous patient outcomes. Uses valid, relevant, and reliable outside sources to contribute to the threaded discussion.
Leadership qualities to effect positive change 15 15% Provides relevant evidence of scholarly inquiry of leadership qualities to apply to effect a positive change in the practice. Uses valid, relevant, and reliable outside sources to contribute to the threaded discussion.

sources/references need to be<5years

Week 5 Policy and Leadership case Study Sample

Analysis of the Case Study

Undeniably, a high prevalence of uncivil behaviors such as conflicts and confrontations between staff signifies an ineffective workplace culture. Although I have worked in the primary care office of the hospital system for less than three months, patterns of uncivil behaviors are common in the outpatient primary care office. The consequences of these behaviors affect the institutional workflows, compromise patient and staff satisfaction, and impend patient safety. Also, uncivil institutional culture can lead to potential ethical and legal implications for medical assistants, nurse practitioners, medical directors, and the general practice.

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Medical Assistant

Medical assistants are responsible for facilitating patient-centered care by taking medical histories, collaborating with nurse practitioners and medical directors to administer safe medications, and ensuring effective in-person visits and office flow (Gray, 2021). In the case study, the persistent uncivil behaviors can lead to ethical and legal implications for the medical assistant, resulting in license revocation, suspension, and potential lawsuits because of the failure to adhere to professional standards.

Nurse Practitioner

Like medical assistants, nurse practitioners are responsible for providing patient-centered care and adhering to professional and ethical standards that form the basis for their licensure. As a result, the failure to comply with professional requirements can trigger ethical and legal implications. In the case study, a nurse practitioner endures a similar fate as a medical assistant regarding potential ethical and legal implications. For instance, the failure to provide timely care for a hypotensive patient can lead to a nurse practitioner’s license revocation, suspension, and lawsuit.

Medical Director

Medical directors are responsible for prescribing medications and delegating roles to nurses and medical assistants. As a result, any slight alteration to the operating system can threaten patients’ safety and satisfaction. For example, the conflict between staff members can result in delayed care, non-compliance to institutional guidelines for patient progress reporting, and ineffective communication. These contextual issues can hold medical directors accountable for the consequences of uncivil behaviors, leading to suspension, legal scrutiny, and license revocation.

Practice

Finally, uncivil behaviors such as conflicts and confrontations between healthcare professionals lead to adverse implications for general care practices. According to Armstrong (2018), uncivil behaviors in healthcare settings affect nursing practice by causing distractions and emotional upset, facilitating unsupportive work relationships, and increasing the likelihood of unsafe medication administration. Collectively, these issues compromise patient safety, staff satisfaction, and overall care quality.

Strategies for Preventing Further Episodes

While considering the persistent uncivil behaviors in my workplace and their potential ethical and legal implications, it is essential to intervene by implementing various strategies for cultivating a positive organizational culture. Therefore, I would start by identifying unique impediments to joy in the workplace, asking what matters to staff, and developing a plan for addressing sources of conflicts and constraints to positive workplace culture. According to Balik (2018), determining what matters to staff members is a simple strategy that can enable leaders to develop meaningful relationships with the staff and identify the underlying issues that compromise teamwork. On the other hand, implementing a participative management approach can support interpersonal communication and enable us to solve conflicts by creating avenues for consensus goal-setting and decision-making.

Leadership Quality for Positive Change in the Practice

The strategies for preventing further episodes of staff conflicts and uncivil behaviors require incorporating appropriate leadership approaches. As a nurse leader, I would apply various leadership approaches to create a conducive organizational culture, including practicing emotional intelligence, embracing active listening skills, maintaining a social and professional presence, and creating avenues for interdisciplinary collaboration. For example, practicing interpersonal communication skills such as active listening, respect for other people’s values, and compassion can for the basis of socialization and support staff collaboration (Chichirez & Purcãrea, 2018). These approaches would enable me to identify impediments to a positive culture and change staff’s mindsets, allowing them to foster relationships and collaborate to achieve the overarching goal of improving care quality.

 References

Armstrong, N. (2018). Management of nursing workplace incivility in the health care settings: A systematic review. Workplace Health & Safety, 66(8), 403–410. https://doi.org/10.1177/2165079918771106

Balik, B. (2018). Joy in work: The vital role of nursing leadership. Nurse Leader, 16(4), 220–223. https://doi.org/10.1016/j.mnl.2018.05.006

Chichirez, C. M., & Purcărea, V. L. (2018). Interpersonal communication in healthcare. Journal of Medicine and Life, 11(2), 119–122. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6101690/

Gray, M. (2021). An expanded role for the medical assistant in primary care: Evaluating a training pilot. The Permanente Journal, 25(4). https://doi.org/10.7812/tpp/20.091