Case Study Mark Instructions Read The Case Study Provided

Case Study Markinstructionsread The Case Study Provided And Answer Th

Read the case study provided and answer the questions in a Microsoft Word document. Each response should be a minimum of 5 sentences in length, clear and concise, and use correct grammar.

Case Study: Meet Mark. Mark is excited to begin training as an emergency department nurse. On his first day, the nurse training him makes multiple negative remarks about the physician on duty. “Don’t ever make a suggestion, or she’ll ream you out. You have to walk on eggshells around her.” Later, another nurse shows Mark where the supplies are kept. She advises him not to call Central Supply if he can’t find things because they might get upset about resource waste, and suggests hiding some supplies like IV start kits. Toward the end of his shift, a nurse assistant tells Mark a patient is vomiting violently, but he finds the patient sitting up, smiling, with only a small amount of emesis. He hears muffled laughter from the hallway. Later, the nurse teaching Mark comments, “Hope you don’t mind a little kidding around. This job can get to you, and it’s good to laugh when we can.” Overall, his training mostly goes well despite these incidents.

Questions

1. What kind of culture best describes this department based on the scenario? Support your reasoning.

2. What appears to be the implicit rules of the emergency department of this organization?

3. Mark used respectful communication to optimize his relationships with the Central Supply staff, the nurse assistants, and the nurse training him. What barriers might exist in building respectful dialogue? In what ways are you like Mark? In what ways are you different?

Paper For Above instruction

The described emergency department exhibits a toxic and undermining organizational culture, characterized by negative communication, fear, and a lack of professionalism. The comments made by the trainer and other staff suggest an environment where gossip, humor at others' expense, and misinformation are prevalent. Such a culture fosters mistrust, discourages open communication, and may compromise patient safety and staff morale. The implicit rules seem to tolerate or even encourage nondisclosure, caution in seeking assistance, and a dismissive attitude toward formal procedures. The emphasis on secrecy regarding supplies and the dismissive approach toward patient care indicate values that prioritize self-protection and humor over professionalism and teamwork. This environment likely impairs collaboration, creates barriers to effective communication, and can lead to burnout and high turnover among staff.

Building respectful dialogue in an environment like this faces several barriers. Hierarchical dynamics, fear of reprisal, and normalization of negative humor all inhibit open and honest communication. The staff's tendency to dismiss requests for assistance or conceal resources reflects a culture resistant to transparency and mutual support. To overcome these barriers, fostering psychological safety is essential, encouraging staff to speak up without fear of ridicule or punishment. Training programs focusing on respectful communication and teamwork could help shift the culture toward one of trust and cooperation. I share Mark's value of respectful communication and recognize the importance of fostering a supportive work environment; however, I also prioritize advocating for professionalism and transparency, which may contrast with the prevailing attitudes in this setting.

References

• Hughes, R. G. (2008). Patient Safety and Quality: An Evidence-Based Handbook for Nurses. Agency for Healthcare Research and Quality.
• Schein, E. H. (2010). Organizational Culture and Leadership (4th ed.). Jossey-Bass.
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• Clarke, S. P., & Aiken, L. H. (2003). Failure to Rescue: A Primary Indicator of Quality of Hospital Care. Medical Care, 41(1), 8-12.
• Harmsen, S., et al. (2013). The impact of hospital organizational culture on patient safety. Journal of Nursing Management, 21(6), 801-810.
• Kouzes, J. M., & Posner, B. Z. (2017). The Leadership Challenge: How to Make Ethical Leadership a Part of Your Organization. Jossey-Bass.
• Benneyan, J. C., et al. (2008). Statistical quality control as a tool for improving patient safety in healthcare. Quality and Safety in Health Care, 17(4), 276-283.
• Rosenstein, A. H., & O’Daniel, M. (2005). Impact and implications of disruptive behavior in the healthcare setting. The Joint Commission Journal on Quality and Patient Safety, 31(9), 464-471.
• Vaismoradi, M., et al. (2015). Nursing students’ perceptions of incivility and safety climate: a qualitative study. BMC Nursing, 14, 129.
• Gittell, J. H., et al. (2013). Relationships, scheduling, and satisfaction: insights from a hospital nurse study. Social Science & Medicine, 77, 76-84.