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Driving and Sustaining Change
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Driving and Sustaining Change
The model of a just culture within the confinements of a hospital guarantees accountability for both the staff and the organization’s systems. In turn, the staff is expected to be responsible for the choices they make and how they are to react. However, in a just culture, the practitioners are not liable for failures of the system which are beyond their control. In contrast, a just culture does not tolerate gross misconduct, disregard of clear risks, falsifying records, getting intoxicated at work, and such. In assessing just culture in a hospital setting one has to review the interactions between people and the systems in which they work (Barkell & Snyder, 2020). In aiming to achieve a just culture that promotes quality and safety in the work setting, most people are held down by blame culture and punishing mistakes.
Driving and sustaining change essay
In a hospital setting, it is at times difficult to achieve a context in which there is limited blame culture. Blame culture results in high numbers of medical errors that are unacceptable and could be easily controlled. Blame culture is mostly cultivated in environments that support compliance-based functional management systems and hierarchy (Barkell & Snyder, 2020). Apart from blaming, most professionals fear punishments for mistakes that they make (Paradiso & Sweeney, 2019). Failure is viewed from an individual perspective rather than from a systemic perspective. To avoid getting punished, some caregivers may opt to hide their mistakes which results in poor outcomes and wastage of resources.
One of the strategies in which an organization can solve the blaming culture that limits reporting of errors is to reform the human resource management to ensure they support a philosophy of commitment that harnesses the inputs of the employees rather than a philosophy that is control based. Rather than blaming and shaming employees, the management should support learning through disclosing, recognizing, and analyzing errors which then they can openly discuss to limit room for errors (Barkell & Snyder, 2020). Management should also restructure to avoid systems that depend on individual and independent performance instead it should support collaborative, interdependent, and Interprofessional teamwork. A just culture encourages individuals to report mistakes and not fear punishments since the precursors to error may be originating from systemic failures. Just culture supports continuous learning, restructuring of systems, and control of behavioral choices. Changes in culture and management systems may take time, but in the long run, a culture that supports the ideas and ingenuity of caregivers is cemented.
References
Barkell, N. P., & Snyder, S. S. (2020, November). Just culture in healthcare: An integrative review. In Nursing Forum.
Paradiso, L., & Sweeney, N. (2019). Just culture: It’s more than policy. Nursing management, 50(6), 38.
Driving and sustaining change essay
Question
The concept of a “Just Culture” has a number of key elements. Choose the two elements that you feel are the most difficult to achieve and provide one strategy for each that will make them achievable.