ANSWER
These are an Interview Guide and Summary Analysis for the Interdisciplinary Issue Identification assessment based on the given facts:
Interview Handbook Organisational Context
What would you say best characterises your company’s culture?
Emphasise important ideals including staff dedication, compassion, and teamwork.
Your company stands out from others in the same industry in what ways?
Discover special qualities like emphasis on patient care despite obstacles.
Purpose and obligations
What main duties come with your job?
Important chores including staff supervision, patient care assurance, and application of improvements.
What makes your job the most difficult?
Juggling staff needs with resource distribution in line with patience.
Current Problems
Which organisational issues most urgently need attention?
Problems including personnel shortages, burn-out, and employee retention.
How does these difficulties effect daily activities, especially at night?
Effects on staff-patient ratios and resource availability.
What particular problems do night-shift employees run against that differ from daytime issues?
Attempts to Handle Problems
The company has done to handle these difficulties what steps?
Examples include bonus incentives, agency recruitment, and float pool nurses.
Which tactics, and why have been the most successful?
Exist any present interventions that might use improvement?
Multidisciplinary Cooperation
What effects on patient care in your company does multidisciplinary cooperation bring?
Successful teamwork examples (like better access to APRNs).
What obstacles prevent good interdisciplinary cooperation?
Emphasise communication or resource shortfalls.
How could team surveys—such as the Glint survey—affect organisational changes?
Suggestions and Next Action Plans
To handle staffing or burnout concerns, what other tactics would you advise?
How may multidisciplinary teams help with night-shift difficulties?
How may leadership help to raise worker cooperation and morale even more?
Brief Synopsis Examination of Problems
Important Problems found
Burnout and Staff Retention
High rates of turnover brought on by rigors work schedules.
Night-shift nurses with more patients and less resources access are dealing with.
Staffing Restraints
Stress and lower efficiency resulting from higher patient-to—nurse ratios?
Managers assuming dual responsibilities to cover shortages of resources.
Resources Restraints
Nightly limited availability of APRNs and diagnostic tools.
Closing of the cafeteria during night shifts aggravating staff tiredness.
Systems of Approach Apply staffing solutions.
Agency hiring and float pool nurses help to increase patient-nurse ratios.
Bonus pay for employees to cover extra shifts.
Morale Enhancers
Supervisor projects including food delivery during night hours.
Though staff members believe they are inadequate, annual salary rises.
Mechanisms of Feedback
Staff concerns are gathered and drive improvements using Glint and other polls.
Value of Multidisciplinary Cooperation
Beneficial Results
Introduction of APRNs based on staff comments during night shifts.
People have generally positive attitudes about teamwork.
Domains of Enhancement
improving resources for night shifts and multidisciplinary communication.
Ideas
Retention Strategies for Staff
For extra shifts, more competitive pay rises and larger bonuses.
providing specially designed wellness initiatives for employees working nights.
Division of Resources
making sure APRNs and diagnostic tools are available all through different shifts.
Improved teamwork
Structured team-building initiatives meant to enhance collaboration and communication.
Frequent feedback sessions help to dynamically handle persistent problems.
This manual should assist you to organise your interview and emphasise on multidisciplinary solutions. Tell me whether you need help further analysing results or writing the final report.
QUESTION
Interview and Interdisciplinary Issue Identification: Interview Guide
For the Interviews and Interdisciplinary Issue identification assessment, your first step will be to interview a classmate, a nursing colleague, administrator, business partner, or another appropriate person who could provide you with sufficient information regarding an organizational problem that they are experiencing or have experienced, or an area in which they are seeking improvements. This guide provides a selection of questions that you should consider asking your interviewee. They are by no means questions you must ask, or the only questions you should ask. Feel free to ask your own questions and follow-ups as the interview proceeds. These are merely a guide to get you started.
· How would you describe your organization?
“Welcome to the warmer side of care” is something that always plays in our commercials, and I truly do agree with that. The care you receive here is one like no other, regardless of the challenges employees may face in their personal lives or at work, they always place their best face forward here.
· What is your position within the organization?
My position is Patient Care supervisor for night shift here at Baptist.
· What are your primary duties in your position?
I oversee the nurses and care partners of the night shift on the unit. Some of the duties I do for this position are ensuring quality patient care, helping out staff with any inquires they may have, acting as a liaison between nursing staff and hospital administration and identifying and implementing quality improvements. I also work on the schedules for all of the nightshift employees and host our monthly meetings.
· How would you describe some current or past issues within your organization?
A current issue within our organization is employee retention. Nobody wants to admit that but this is an issue hospitals everywhere are having. Bedside nursing has a high percentage for burnout, nonetheless working during the night. We work on a Nuero and Cardiac stepdown floor, where the acuity is pretty high for a usual stepdown unit. Most resource (APRN’s, Certain diagnostic exams) are not available during the nighttime, (making it harder to receive orders), due to being short staffed, nurses are receiving 4 patients instead of the 3 for 2 out of the 3 nights they work, it is a lot.
· How did or do these issues affect your ability to complete your duties?
Due to short staffing I’ve had to take on the Resource nurse role for the unit that way we can add the nurse who was placed as Resource on the schedule and make better ratios for the nurses. I was a resource nurse to the unit prior to becoming nurse supervisor so there’s no learning curve but it does make it difficult to complete projects or objectives when doing both roles.
· How have you, or the organization, attempted to address these issues? What has been done and what were the results?
The organization has provided us with float pool nurses when they can, we have received approval to hire agency nurses, to help nurses out with ratios and has helped immensely. Bonus pay was initiated a couple of times to incentives picking up shifts for our staff nurses, when it was initiated it helped out a lot. As a company, we do annual pay increases. It’s not much but I try to bring food in for our nurses especially when the unit is full and we don’t have enough nurses. During the nighttime the cafeteria tends to close early so the nurses and CP’s are able to eat something during their shift.
· What is the general attitude toward interdisciplinary collaboration at your organization?
I would say it is mostly positive, we have a survey called glint every 6 months and at the end of the year where all employees can express their concerns and they really do hear out the employees. For example on the nightshift, we were the only floor in the critical care building to not have a APRN during the nighttime which made it very hard to receive orders for patients, nurse wrote that in the survey and this year so far we’ve had one almost every shift.