Answer :

WORKPLACE CULTURE

Introduction

The set culture for the developed workplace is persuasive in providing care that must be person-centred, medically effective and repeatedly refining in answer to a varying context. The significances of unsuccessful cultures have stemmed in extremely publicized imperfections. Meanwhile 2000, there has been cumulative consideration on culture in the healthcare principally organizational and business cultures, instead of, the instant culture practised by patients and employers at the boundary of upkeep (Embo, Driessen, Valcke, & van der Vleuten, 2015). The Workplace Culture Framework exemplifies our core values of Teamwork, Honesty, Respect and the Empowerment (Smith, Gilmer, & Stockdale, 2019). In part A I have identified the themes such as specialty area, gathering evidence of workplace culture, integration of compassionate care and the person-focused care, ethics in practices, and satisfaction and emotional watch in terms of compassionate care perspective. In this section I will analyze them by evaluating the workplace culture. In this particular assessment report, the current care culture will be analyzed on the basis of EWCF in terms of work intents. Recommendations for the enhancements to the caring culture will also be discussed. This paper have helped me to learn several things and strengthen my team workplace culture learning. 

Attributes of the framework are

A1. Precise values mutual in the health care workplace include:

• person-centeredness 
• enduring education
• High challenges 
• Development program 
• Collaboration in working 
• Team development
• Practical based work

A2. All the overhead values are comprehended in practice, there are a mutual vision and undertaking and separate and collective duty

A3. (Set adaptibiltiy, novelty and creativity uphold workplace efficiency 

A4. Suitable change is determined by the requirements of patients/workers/societies

A5. Formal schemes (structures and procedures) allow continuous assessment of learning, estimation of performance and mutual governance.

Enabling factor of the framework are 

• EF1. Individual: 
• Transformational type of leadership 
• Set facilitating in the skilled. 
• EF2. Organizational: 
• Translucent management 
• An enabling method to headship and decision-making 
• Set automation in organization
• HRM administration report

Consequences of the framework include.

C1.  Set evidences 

a)  Developed program for the patients and societies’ requirements are encountered in a person-centred manner 

b) employees are permitted  

c) Standards, objectives and goals are encountered (separate, work team efficiency)

    d) Information/evidence is advanced, used and mutual 

C2. Human prosperous for all

C3. Positive effect on other workstation cultures. 

Attributes

Attribute 1

After assessing the given case, I have found that the specific group of principles are the characteristics of the effective culture in nursing care in ICU. Some of the values that must be involved in by nurses in their healthcare culture are leadership challenges, work development program and collaboration in working association with every stakeholder comprising set service based -application and development, favorable attitude to the alteration and commitment to the long-lasting development, and open set evidences  (Hahtela, McCormack, Paavilainen, Slater, Helminen, & Suominen, 2015).

Person-centeredness:- I found that it is a most essential part of nursing care in intensive care unit, as the patient admitted to the ICU unit sufferers with life-threatening issue (Geukens, Apers, Meuleman, D'Hooghe, & Dancet, 2018). For example, a patient with head injury admitted to the department and need immediate action of ICU nurses including me. I have provided the patient-centred care by focusing on the overall requirement of the patient and his family. 

Lifelong learning; it is an effective approach in the growth of the favourable and enabling education atmosphere and culture where education or learning is implemented and encouraged for a longer time. For ICU nurses like me, it is essential to learn new things on continuous bases as we have to deal with difficult cases so we have to enhance our skills (Hahtela et al., 2015).  

Increased support and strengthen challenges 

This value is the key factor for allowing the attainment of potential, education and increased productivity in the (ICU). The culture of the health care workplace should first be staff supportive to provide effective health care services in the department. Me and other fellow nurses must ask question and challenge. 

Leadership development 

Leadership is one of the most essential factors of every health care service. I have to enhance my leadership skills in order to lead new nurses in the department (Mikaelian, & Stanley, 2016). If I could follow particular leadership style then it will be better for me to influence nurses effectively to deliver the better outcomes. 

Involvement, contribution, and collaboration with stakeholder

To encourage ore stakeholder to invest in health care services the staff and managers must work collaboratively so that best quality services can be delivered to the people in ICU and other departments of the health care setting. 

Evidence application for the the role-modelling of the evidence-based exercise by the medical workforce is appreciated and is related to enabling expertise and headship. Its significance within the health care culture will depend on set program to identify whether there is a lively use of info to improve efficiency (Eskola, Roos, McCormack, Slater, Hahtela, & Suominen, 2016).

Positive attitude to the change 

I have to be more committed toward my role in the department and I must show a positive attitude to the change, as change is the most required factor in every health care setting.

Open communication

Developing effective communication with the patient health care staff is the key strategy to encourage the successful delivery of health care service as it encourages both patient and staff to share information with others easily.

Teamwork and safety

Team education and efficiency are valued; endorsed and recognized by interdisciplinary teamwork and team growth. Safety (all-inclusive) is appreciated instead of just observed. This is reliable with value determined units’ effect on the growth of safety culture (Mikaelian, & Stanley, 2016). I have learned that in order to influence the team effectively I have to analysis more factors to deliver the better outcomes. 

Attributes 2

A robust culture, where nurses exercise what they address, is identified by a mutual and collective vision and undertaking with the constancy between the adopted and the lived standards. All the standards mentioned above are consequently comprehended in the intensive care unit and practised by patients, the users and all health care providers. By following these values every nurse and physician will know that what is essential and it can help us in the decision-making process for the ICU patient (Walsh, Ford, Morley, McLeod, McKenzie, Chalmers, & Peterson, 2017). 

Attribute 3

Adaptability to new environments, innovative thinking in favour of patient care, and creativity can maintain the effectiveness of the health care setting. I need to be more adaptable to every critical situation and environment which can be done by a positive attitude to the change with constant growth and flexibility. The technical innovation should be the key policy for attaining more effective and productive application of the resources (Manley, & Titchen, 2017). 

Attribute 4

The appropriate change is triggered according to the patient requirement. In the health care departments like an intensive care unit change is purposeful, focus on flexibility of nurses and their constant adaptation. 

Attributes 5

In an operative system program and work culture, official systems and schemes thinking occur for permitting value identified by nurses and other health care providers. The formal system which includes structures, procedures, and patient behaviours can help in implementing the values in the intensive care unit and another department effectively (Heyns, Botma, & Van Rensburg, 2017). 

The enabling factors 

Individual enablers 

Transformational leadership is the most effective style of nursing leadership which is included in the individual enablers specifically in the skilled facility provision and the role clarity of the ICU head nurses or managers. It has been identified and evident that leadership is the key essential factor in cultural change in the ICU department and nursing behaviours. As an experienced nurse, I have applied transformational leadership style in my practice with the moral intent, applying sociological, mental and learning theories to enable change at personal and group level. I must also be clear towards my role as I have always been and use it as the essential enabler to develop an effective culture in the department (Manley, Kim & Sanders, Kate & Cardiff, Shaun & Webster, Jonathan 2011). 

Organizational enablers in nursing 

It comprises flattened and see-through administration in the health care setting; a permitting approach to headship and an organizational willingness and a helpful human resource subdivision so that skilled and active nurses can be employed and function effectively in my department (Manley, Sanders, Cardiff, and Webster, 2011). 

Consequences of effective workplace cultures. 

The effective culture of workplace can positively affect other health care setting and organizational cultures. This consequently impacts workplace culture might be realized across the department as it is recognized other efficacious cultures in the health setting can be developed, instead of rolling out a precisely focused on the cultural change course (Manley et al., 2011). By applying enabling factors in the unit, I can nurture values and traits, other actual cultures in my department with the help of other nurses. With its help, all the ICU workers can achieve pre-stated objectives and native and nationwide standards. Evidence-based nursing practice is present with clear understanding development from nursing practice, information sharing and using the information. This particular consequence distinguishes that the evidence-based values and nationwide recommendations are realized constantly across patient passageways and facilities (Manley, Sanders, Cardiff, and Webster, 2011). However, I need to focus on eliminating the problems and issues which could be found in this given case and it will also help me to develop more effective strategic plan. 

Recommendations 

Identification of the central barricades to cooperation between nurses and other well-being care workforce in a variety of setting. Recognition and challenges of the novel or current models of ICU teams that partake the ability to complement value to the well-being care scheme if extensively implemented (Bennett, 2017). Recognition and analysis of novel and present technologies envisioned to provision ICU nurses’ in the DMP (Decision making) and care provision.  Implementing the proper leadership plan to deliver the best outcomes can be beneficial. 

Identification of the influence of changes done to the health care system of care provision on prices and superiority over the subsequent 5–1 year might play key role in caring culture. The contrast of prices, quality results, and access linked with a variety of primary upkeep provision models (Ammouri, Tailakh, Muliira, Geethakrishnan, & Al Kindi, 2015).

Ensuring that all the healthcare providers are involved collectively in setting mutual purpose, standards and opinions and emerging a common interpretation of these actually mean for each day activities and behaviors. Applying common purpose, standards and opinions to direct decisions significances (Grant, Olson, & Gerber, 2015). Permitting structured consideration and critical assessment separately and cooperatively around conducts of functioning, patients and worker response and pointers of efficiency in relation to the standards and views apprehended. Emerging associations with diseased person in ICU and provision users to make sure that there is a emphasis on what essential to them in addition to staff, so that the action nearby what essential is at the center of team action. Developing both headship and simplification abilities that pay consideration to instituting and supporting effective workplace values, education and reflection. Implanting values and views in healthcare systems for instance the mutual learning (Knutsson, & Bergbom, 2016).

Conclusion

The workplace culture framework identifies the core values of the teamwork, responsibility, honesty towards the work, respect to patient and empowerment. The attributes that must be considered in the health care department like ICU are values must be shared in the department including personal centeredness, enduring learning, and positive attitudes, enabling all values in the practice, adaptability and novelty for the needs of the diseased person, suitability to the change, and lastly formal structure of the department. The enabling factors of including individual and organizational aspects can help nurses to develop their skills as leaders to guide other nurses and provide effective health care services. The consequences of this health care department like ICU are mostly positive as they help to meet patient needs, staff commitment, and sharing of information and knowledge throughout the department. Some of the recommendation to improve program to reduce the main obstacles of the effective workplace cultures in the department, identifying new models of cares for the patient, recognizing new technological advancement that can be helpful in patient safety, and comparing the costs, services quality and affect care delivery.