Collaborative Working Reflective Essay

Collaborative workingss Reflective EssayThroughout this whole assignment I am going to critic completelyy appraise others and my hold consecrate as a collaborative worker via personal reflections and features of collaborative working, through experience in professional perpetrate. I aim to link assistance engagementr for protect motion and coaction defining the importance of them twain. Further more than, explaining the mingled leadership models clarifying why they argon important and needed end-to-end a health bang police squad. I volition syllabus to explain and critically evaluate an experience with the intention to elicit supreme terminuss for the service environment. additionally hence identifying a service breakment proposal, in this case designing a 15minute period management nutritional graph for patient ofs with dementedness.Service amendmentThe BW look Safety (2007) defines service improvement, stating it is a combined and constant effort fr om everyvirtuoso, including health interest professionals, patients and their families, lookers, payers, etc. The miscellanys need to lead to better patient outcomes, better theatrical role trade and better professional development (see appendage 2). The aim of all health disturbance systems strive to provide safe and replete(p) tone of voiceing health c are, improve patient experiences, tackle effectiveness and update suffice in the light of evidence from research (RCN 2015).Critical analysis of declare performance from the Interprofessional cleverness manakin (2009) theatrical role OC3/L2, I identified myself as level 2 (see appendix 1). During my district nursing spot, collaborative working is a key when cosmos a nurse in the community. During my placement I interacted with various health professionals across various organisations. I en receivedd I was k without delayledge able-bodied round the information I was passing over and I always opted in to interacting with the other professionals to arrive at my confidence.Collaborative workingThe top executive Fund (2014) recently released a new policy document virtually conviction for diversity bringing ideas in concert from all sectors to patron tack the health fearfulness and improve collaborative working. The Royal College of Nursing (2004) states collaboration is diverse, ranging from intra-disciplinary aggroups on an someone setting to multi-agency working practices. Collaboration covers the litigate of researching, assessing, conceptionning, implementing and paygrade (Thomas 2014).Critical analysis of my own performance from the Interprofessional capability Framework (2009) section R2/L2, I identified myself as level 2 (see appendix 1). In multi-disciplinary meetings (MDT), I was co-operative, keen and knowledgeable about the patients. I was eager and asked questions throughout the MDT. I asked question when not understanding and I felt as though the health care profession als wanted me as a scholar because I showed an interested instead of doubting my own knowledge. Weaknesses showed as I felt more nervous to question a doctor if I didnt feel the statement was sic. Nevertheless, opportunities to share and controvert actions with country for improvements are valued within the health care system (RCN 1995). Additionally, critically analysing another Interprofessional Capability (2009) section CAEP1/L2. I identified myself as level 2 (see appendix 1). Through collaborative working I was able to pass this capability by engaging myself in intelligences about cultural beliefs and consciousness, during MDT meetings and general discussion between different sectors, thitherfore enabling to earn knowledge about the issues within communities of practice.Service user and collaborationThe Journal of Nursing summiting (2010) cited by Francis (2010, p400) dedication, compassion and effective teamwork contri scarcelye to the welfare of patients and shoul d be valued. twain nursing and medical cater are entitled to effective collaboration, one of the core values of Interprofessional working should be about respecting the individuals within the team (Barnes 2012). Collaborative practice between disciplines, patients and family result in the spunkyest quality of care and strengthens health care systems, proposing that Interprofessional education is the way forward to producing a collaborative-practice furbish up workforce (Goodman 2010). Reflecting on my first placement, collaborative practice was shown poorly within the team and there was little discussion do throughout the team. This stupefy it difficult for crucial information to be passed on effectively.Critically analysing my own performance from the Interprofessional Capability Framework (2009) section CW/L2, I identified myself as level 2 (see appendix 1). Effective communication is one of the uncreated barriers when working to attend safe, consistent and excellent patie nt care (Baird 2012). An area of weakness when I communicate with patients is posture, from self-analysis I see sight that on some occasions I become awkward and am unsure where to stand or how to sit in front of a patient. Hopefully, through self-realisation I depart be able to improve in this area on my future placement.LeadershipThe NHS health care system is subject to a pressure of change, throughout these changes the health care industrial requires nursing leaders with special attributes, thus identifying leaders who are able to guide the profession into a positive future (Sofarelli 1998).The frameworks that provide be critically analysed are The NHS Leadership framework (2011) and NHS Change ensample (2013). The NHS Leadership framework (2011) to bring together leadership principles and best practice guidance. The framework delivers a reliable approach to leadership development for staff in health and care throughout the NHS. The NHS Leadership framework is make up of ni ne leadership zeals (see appendix 3). The leadership behaviours are shown on a four-part scale which range from essential through proficient and noticeable to exemplary.The NHS Change Model (2013) has a similar aspect about leadership with slight differences as it has been released more recently (see appendix 4). The leadership framework also encourages staff members at all levels across the NHS to become a leader and the main aim for this framework is to encourage everyone working in the NHS to become a leader of change, pushing for everyones opinions to gather a general scope of the main issues in the healthcare. So how do leaders inspire staff to participate? Staff members need to be able to be independent, ensuring they depose widen their choice of skills (West Dawson 2012). This will allow great job satisfaction.Leadership is important when influencing a group of individuals to achieve a specific and obtainable goal. The style of the leader is essential when influencing ch ange and aiming to achieve a high quality of care. Within leadership there are various sheaths of leadership styles which, depending on your personality, determine which style you will obtain. bodied leadership is known as the most popular leadership style utilise within NHS healthcare. This style is base upon building relationships with the other health service users, the individual is strong and has passion to support and grow the team (Jackson 2007). This type of style influences and motivates other members, facilitating the development of robust, vibrant and reproductive research cultures (Russell Stone 2004).The decisions are made within the whole team based on the organisations values and ideals. Additionally, authoritarian leadership is where all the decisions are made without consenting any of the other staff members, negative reinforcement and penalty is often utilize to enforce rules. This type of style is used when the individual feels power and loosely withdraws f rom the team. The positive aspect about this style is that in an emergency situation little discussion is made and this then enables tasks to be completed promptly. I felt that during first placement authoritarian leadership style was used mainly. This was due(p) to a lack of staff and high demand from the patients. This style seers to be the best for this kind of situation but it also entails negative points.Critically analysing my own performance throughout placement, I personally feel that I am heading towards becoming a transformational leader, which is very similar to the collective leader. During my first third year placement, I had the chance to lead a small group of team members that were fondness for the patients I was in flower of. I needed to make sure I had charisma and confidence, ensuring I motivated the other staff members and allowing me to build relationships with the team. At first I felt embarrassed and unconfident because of my experience compared to others, al though later getting to know the team and showing commitment and knowledge, it allowed taking charge easier because I had more respect from the team.SECOND SECTIONDuring placement periods as student nurses, we all experience different experiences and various figures dependant on the ward allocated to us. Throughout this section of the assignment, I am going to discuss a placement ward in which I felt there should be an area of change. The reflective model I dumbfound elect to use is Bortons model (Barton 1970). Bortons model simply retchs three simple questions to be asked of the experience to be reflected on What?, So what?, Now what? The model will be incorporated into the reflection to facilitate critical thoughts, relating theory to practice.In my first year of becoming a nursing student, I was primed(p) on a care of the elderly ward for dementia specialising in Parkinsons, with approximately roughly 26 medical beds. This ward was very close paced and constantly hectic. T hroughout the placement, I noticed the patients excruciation from severe dementia had various nutritional inevitably. Weight loss is common in individuals suffering from dementia, caused by poor appetite. This could be due to a variety of troubles including communication, imprint and pain (Alzheimers society, 2013). I noticed that occasionally some patients would not have eaten throughout the whole twenty-four hours or even barely drank fluids due to refusing at repast propagation this wherefore becomes the patients routine because sustenance isnt incorporated into their daily activity. The main issue with this ward was time management due to the high demand of patients and care needed. This sometimes showed to have a damaging effect on various patients that needed more care and time. PDSA one shot curriculum is to design a time chart which specifies that a minimum of 15 minutes one-to-one time, needs to be spent with a particular patient. This will then hopefully enable t he patient to become familiar with you as the care giver during their meal time.It occurred to me when on a dementia ward that the patients often go by familiarity despite their memory. For example, some patients would only consume diet and fluids when their relative was around despite not knowing who they are. Therefore, hopefully with my change of devise being put in place, if a member of staff is allocated specific patients for the day and every meal time the care-giver spends 15 minutes with the patient during the period, the likeliness of the patient consuming even a small amount of food is higher than when the patient was not receiving enough quality time.Additionally to servicing implement the service improvement, structures known as knead purposeping and the PDSA cycle (plan, so, study, act) are used. Process mapping enables health professionals to capture the certainty of the patient experiences, following their whole journey to help identify the main problem areas for change. An example of a process map performed is shown in (appendix 5), designing a process map helps to identify the specific problem, which provides clear evidence that a service improvement plan is needed. In this case, a process map was not needed for this service improvement plan. On the other consecrate the PDSA cycle is used to provisionally trail a change in practice, allowing the team members and patients to assess the impact of the change before implementing it into practice.PlanTo first initiate my plan of change I introduced it into the multi-disciplinary team meeting. This allowed me to help steer and co-ordinate the intervention as well as review my process with the team. Therefore bringing all of the health care professionals together can then be given a stake in the outcome and we can all work to achieve the goal. Clarke (2008) believes that teams without nurses are guaranteed to fail. Additionally snap led by nurses and therapists, however successful, often lack control therefore doctors must also be a part of the team. This change of plan has been designed purely through observation during my first year placement. oral presentation to various service users and family members I gathered together a byplay for the patients nutritional needs. As well as noticing a strain on the staff I thought assembling a change of plan will relieve the team and prevent stress, hopefully bringing collaborative practice together.Additionally when implementing a plan of change there will be controversy. Lewin (1951) designed a force field analysis, a strategical tool used to understand what is needed for change in both corporate and personal environments. For example Kurt Lewin (1951) states directly An issue is health in balance by the interaction of two opposing sets of forces those seeking to promote change, known as the driving forces and those attempting to maintain the status quo (restraining forces). Throughout change there will always be individual s willing to contribute to make a change put across, nevertheless there will be restraining forces that resist.To help with the leadership section for my plan of change, the approach I will use is the transformational style. This will allow me to bring everyone together creating a discussion on everyones thoughts and feelings about the plan. It is crucial that the idea set out is agree by the majority of the individuals, because the plan of change will cost a small amount from the NHS budget, therefore the change needs to be unspoilt to the NHS. The Institute for Innovation and Improvement (2013) states currently in the NHS we are facing an unpredictable challenge to improve quality and reduce the cost. Collecting the correct data both quantitative and soft at frequent intervals over extended periods allows the health professionals to make an uniformed decision about whether the change is moving the NHS in the correct direction. To enable my plan of change to happen/work I am go ing to need to ensure I have the involvement of various team members. Therefore allowing the patients to get the contract 15minutes one-to-one time, obviously nurses and health care assistants are going to be my main priority.DoTo interrogatory whether this change of plan is a trustworthy idea I am going to perform a archetype study. A pilot study is a methodological introduction, the aim is to develop, aline and check the possibility of the methods functioning for my service improvement plan (Foster 2013). To test this idea firstly, I discussed the service improvement with members of staff from other wards and family members to gain a general scope of ideas about plan. I performed this because the ward used for my service improvement plan, staff did not work collaboratively therefore I didnt feel as though I would gain a positive outcome. Nevertheless I decided to use questionnaires with the whole team on the ward. This allowed me to collect the positives and negatives togethe r and analyse whether I have achieved the service improvement. Additionally collecting the information will allow me to predict how long the process will take due to the amount of staff members that are for my service improvement. Main source of data has come from surveys and questionnaires using a qualitative research approach. Qualitative research is performed in a realistic setting, generally used from research that is quiet through interviews and observation (Cleary 2014). Reflecting on this I am able to look back at the data collected and weigh out the pros and cons of my service improvement. I gained feedback from the patients family members as well as staff on the ward and on other wards. I feel that I have used a variety of sources to gain an unblemished and reliable result.StudyMerging all of my information/evidence together my main priority was to achieve a summary of the results. I used a matrix framework to bring themes together from the data I collected. This way I co uld set out the data in various categories to make the research basic. Furthermore with the information, I shared this verbally during multi-disciplinary meetings to put the service improvement plan across a variety of health professionals, gaining a professional feedback. Also discussing the service improvement with family relatives, gaining more of an distant view from individuals that dont work in the health care. This type of study allowed me to gain precision and feedback from different sectors.ActUnfortunately as I am unable to actually perform this service improvement, therefore I need to look at this service improvement plan hypothetically. Reviewing changes of my service improvement plan I am fully aware that this service improvement plan will only work if the ward works collaboratively. Consequently the ward chosen for this, need to aim to improve their leadership skills and their collaboration between the other sectors. To help implement this plan effectively I am going to firstly introduce this plan into breakfast meal times, allowing me to improve small areas more effectively and then eventually open this plan out to all meals. Overall I believe that allowing 15 minutes one-to-one time, whether that is during all meal times or just breakfast will improve patients nutritional needs, oddly for dementia patients it allows time for familiarity for the patients.ConclusionConcluding the whole assignment together prioritising the main issues in this assignment, I feel collaborative practice needs to be used as daily activities within the health care system. It has been clearly shown how essential it is to collaborate in a team and ensure leadership is prioritised. Designing a service improvement plan was a great experience and I now feel confident critiquing run and planning a change, it has helped me realise how much you actually notice during practice placement and the improvements that I, as an individual, can actually make. Overall, l I now hold a greater knowledge about team dynamics, areas of good and bad practice and service user involvement.