Communication is still one of the major problems that is affecting the health care department today. The study puts emphasis on how and what can be done to improve communication in the health care department most especially within the nursing sector. Over the years, organizations looking at enhancing their communication and sharing abilities have used team building tactics to gain the edge. Processes and standards on how team building can lead to quick and easy problem solving in the healthcare sector have set the grade that has seen an increase in performance. While to some entities it turns out to be of merit to institute teams, others find them to be disadvantageous as some departments operate in solitude. As such, setting standards for patient results has made it an important attribute in the improvement of the sector. The study will also provide crucial effects of a unit team on delegation in the nursing as well as the healthcare department.
Team Building and Communication
The healthcare sector around the globe is swiftly growing and changing, and as such, the healthcare specialists usually are looking for new ways to discuss new challenges that come along with the change in the healthcare sector. According to Huber (2017), health care professionals are typically comprised of nurses with distinct work ethics and personality. The primary aim of nursing care is to attain excellent patient outcomes, and this calls for unity with the practice among nurses to aim for the same objectives as the facility (Huber, 2017). In an attempt to understand the essence of communication processes and standards need to be clear, advantages and disadvantages listed as well as knowing the principle and values that encapsulate the nursing practice.
Processes and Standards
The processes and standards of problem-solving among the team work together with communication in various ways. The first process that may help in problem-solving in line with communication among the groups include identifying the problem and describing it in ways that present sense to the units of how to find a solution and implement it (Buckner, Anderson, Garzon, Hafsteinsdóttir, Lai, & Roshan, 2014).
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The second process is analysing the problem; the team needs to look back at what could be the possible cause of the problem and the urgency of addressing the issue. Before decisions are made, the team needs to research and look at the problem from different perspectives (Josephsen, 2013).
Generating possible solutions to the problem is the third process during problem-solving. The team needs to work together to make sure that each member of the group contributes to the solutions from which the best alternative can be selected (Buckner et al. 2014).
The final process is implementing the solution and evaluating its success. Choosing a solution to a problem with low or no risks will positively impact the team. Then assessing the success of the solution to the challenge is done after the solution is implemented according to Josephsen (2013).
Advantages and Disadvantages of teams
Teams are majorly formed to ensure that tasks are accomplished in a short period, and problems are solved quickly. According to Kershaw (2013), groups are built to raise creativity and learning from one another within a department. When nurses are put in different units and assigned duties, it brings about creativity and learning since each member can bring some contribution to the accomplishment of a task at hand. Further, when teams are formed, there is trust among the members since they are expected to work together. It is notable when the same goal drives people; chances are high of being successful (Kudari, 2017). Adding on that Kudari (2017), notes that contribute to better patient satisfaction through the feedback gathered within team sessions. Continuous and daily interaction with patients gives nurses the opportunity to become aware of minute details that doctors may miss due to the busy schedules. Hence, teams do bring outcomes when they are formed for better results.
However, teams are sometimes disadvantageous in some ways that may include; time-consuming considering that different ideologies are common among individuals as they hold different expectations, which end in a collision (Rowland, 2013). Unless there is a team leader with the ability to make a final decision, most team members discredit the advice and leadership styles that come from those in places of management. Aside from that, potential conflicts also come up as team members are more focused on who is wrong and who is right than getting the job done. As such, this reduces the productivity of the team and adds stress and anxiety among the members (Kershaw, 2013). Therefore, there is a need for managers to plan before instituting groups within an organization.
Values and Principles of Healthcare Teams
Principles & values of health care teams empower healthcare teams to coordinate with healthcare employees to collaborate with patients and their caretakers to provide maximum care. Profoundly, this has helped create high quality patient satisfaction and easy moderation of patients as well as healthcare personnel; thus, fostering their application to the nursing practice. Principles and values of top functioning healthcare teams include;
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Shared goals; teams strive to form shared goals that mirror the patient’s precedence and can be thoroughly expressed, comprehended and supported by the entity. Within the realm of nursing, shared goals are applied through the division of labour and other tasks. Yi (2015), reports that assigning tasks to different teams and departments build a sense of togetherness as they all strive to accomplish the set target.
Mutual trust; each team member needs to learn how to earn trust from one another by making standards of mutuality and higher prospects for common accomplishment. Mutual trust in nursing practice can be applied by encouraging nurses to rely on each other and ensuring that there are channels through which members can share information (Huber, 2017)
Hierarchy of values; this concerns the degree of personal values against the values of an organization. Members are expected to rate which of the two should be given more consideration to ensure the achievement of the set goals. In nursing, the hierarchy of values can be applied in different teams by guaranteeing essential and urgent work is done first then the other work is done later to enable proper planning and management (Josephsen, 2013).
Human values; These values deal with human relationships, how people treat and connect with each other to encourage growth and creativity. Notably, this is done to achieve the right objectives for the organisation. Human values in nursing practice are applied by creating mutual relationships between nurses, departments, patients to inspire and support each other in different ways (Yi, 2015).
Effects of a Unit Team on Delegation
Insecurity; when employees are placed in teams, a team leader is selected and as such the focus shifts from the manager or the boss to the team leader. As such, managers are urged to perform better to act as an incentive for building the confidence of the employees and eliminate mistakes (Buckner et al. 2014).
Lack of confidence in the subordinates; managers are driven by the assumption that their employees are unable to delivery at the first time of failure. A manager who is not willing to give their subordinates an opportunity due to lack of confidence rescinds from delegating tasks to such members (Kershaw, 2013).
Retention of power; most leaders in unit teams like to assure, make their prominence sensed by all their subordinates in the organization as well as some of the organizations where they have been placed, and they like including their teammates in the problem-solving process (Kershaw, 2013).
Nursing, leadership, team building, as well as communication, play an essential role in the nursing sector and the healthcare at large. It is quite crucial for nurses to ensure the given tasks are accomplished as expected to eliminate delays within the healthcare facility and promote patient satisfaction. Notably, team building is essential because it creates creativity as it gives team members an opportunity to develop new ideas and needs. It is through communication that an organization, nurses and healthcare personnel can share ideas that can lead to practical policies that can usher in an era of development in care provision.
- Buckner, E., Anderson, D., Garzon, N., Hafsteinsdóttir, T., Lai, C., & Roshan, R. (2014). Perspectives on global nursing leadership: international experiences from the field. International Nursing Review, 61(4), 463-471. Retrieved from: https://journals.rcni.com/doi/abs/10.7748/nm2013.06.20.3.8.s11
- Huber, D. L. (2017). Leadership and Nursing Care Management. Elsevier Health Sciences: Philadelphia, USA. Retrieved from: https://www.elsevier.com/books/leadership-and-nursing-care-management/huber/978-1-4557-4071-0
- Josephsen, J. (2013). Teaching nursing delegation: An on-line case study. Teaching and Learning in Nursing, 8(3), 83-87. Retrieved from: https://www.ncbi.nlm.nih.gov/pubmed/26549315
- Kershaw, B. (2013). Nursing Leadership & Management Nursing Leadership & Management. Nursing Management, 20(3), 8-8. Retrieved from: https://www.jtln.org/article/S1557-3087(13)00031-0/abstract
- Kudari, A. (2017). Team building in nursing services: The way to effective productivity. International Journal of Nursing Education and Research, 5(2), 208. Retrieved from: https://onlinelibrary.wiley.com/doi/abs/10.1111/inr.12139
- Rowland, P. (2013). Core principles and values of effective team-based health care. Journal of Interprofessional Care, 28(1), 79-80. Retrieved from: https://www.tandfonline.com/doi/abs/10.3109/13561820.2013.820906
- Yi, Y. (2015). Effects of team-building on communication and teamwork among nursing students. International Nursing Review, 63(1), 33-40. Retrieved from: http://ijneronline.com/AbstractView.aspx?PID=2017-5-2-20
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