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How to make a culture change in a hospital so people will not be afraid to report errors Essay Example

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How to make a culture change in a hospital so people will not be afraid to report errors

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In our hospital, we have processes set in place to ensure patients safety. Nevertheless, employees will at times look for short cuts to bypass these processes in order to get work done more quickly or satisfy their supervisors.As the switch authors indicate, the elephant stubbornly refuses to comply with safety protocols since it has mastered the art of opting for short cuts and the results for risky behaviors are inevitable. An example of risky behavior is; not conducting a “time out” during surgery to ensure that the right patient is on the table. In addition to desire to get, the job done quickly staff will take short cuts because they fear admonishment or severe punishment from superior staff in the organization. One case in particular gained national attention when a nurse in the operating room refused to speak up while witnessing a surgeon amputate the wrong leg because the nurse feared the wrath from the angry surgeon.All managers attended Just Culture training hence they know what is right and what to do to keep the patients safe, they still engage in risky behaviors because they do not believe that they are putting patients’ lives at risk. All managers received Just Culture Algorithm during training whose aim was to give them guidelines or act as a tool to assist them in dealing with employees who make errors. Yet during my interview for the previous paper with middle managers, I found that only less than a handful of them are using it. The managers, in this case the rider, fully believe in Just Culture and feel that we need to adhere to Just Culture if we want to respond to the Institute of Medicine statistics.However, they are reluctant or rather ignorant to change their ways of punishing employees when they commit mistakes. The managers maintains believe that if they do not respond harshly to errors, employees will not change and, worst yet, other employees will think they can get away with it too. During my interviews with middle managers, they are still punitive and do not use the algorithm explaining why only 20 percent of staff feel it is safe to report errors; according to Patient Safety Culture survey that we distribute annually for the past four years.The Rider, albeit correctly, is not convinced that the manager will practice Just Culture. Therefore, they will not come forward to report errors hence the organization will not

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