MN 501 Purdue Global University Team Effective in Terms of Achieving Expected Outcomes Discussion – Description
Reflect on your experiences as a member of an interdisciplinary team.
What makes a team effective in terms of achieving expected outcomes for patients, staff, students, and agencies?
What situations or conditions make it difficult for teams to work together?
Provide an example of an interdisciplinary team from your current nursing practice. Was this team effective or ineffective? Provide an example to justify your answer. Was this an ethical situation? What conflict resolution skills did you use to resolve the situation for collaboration?
i ALSO NEED ONE RESPONSE TWO TWO PEERS, I AM ATTACHING THEIR ANSWERS BELLOW THANK YOU
Mahamad: Interdisciplinary teams adopt complex processes whereby different types of staff collaborate in sharing knowledge, skills, and expertise to influence patient care. An effective interdisciplinary -team must accomplish value-added patient staff and organizational outcomes through participating in interdependent collaboration, engaging in open communication, and facilitating shared decision-making (Hui et al., 2022). Additionally, an effective interdisciplinary team requires significant attributes such as commitment and confidence from all parties and respect and trust for oneself and others to realize patient-centered and organizational goals that serve patients, staff, agencies, and students (Hui et al., 2022). Effective interdisciplinary teams adopt various approaches, including cooperative endeavor, shared planning and decision-making, non-hierarchial relationships and shared power based on knowledge and expertise, and willing participation (Hui et al., 2022). Hence, such approaches must ensure a practical interdisciplinary team approach that embraces patient-centeredness.
Different situations make it challenging for interdisciplinary teams to harmonize their roles in achieving intended outcomes. A significant situation that may face interdisciplinary teams is a conflict which can be divided into relationship and task conflict. Relationship conflicts are associated with interpersonal differences, values, beliefs, and personality issues and can affect the team’s motivation, performance, and commitment (Zajac et al., 2021). Task conflicts relate to disharmony in ideas, approaches, and opinions to specific functions (Zajac et al., 2021). Another situation that makes teams not function is during decision-making, whereby the teams have unclear decision roles (Zajac et al., 2021). It can present a challenge due to the different backgrounds, such as the professional field, education, skills, and training that may occur among interdisciplinary team members (Zajac et al., 2021). Furthermore, high work demand and time pressure exerted on interdisciplinary teams can be adverse conditions that can lead to a dysfunctional interdisciplinary team. Hence, ensuring a favorable atmosphere to promote interdisciplinary teamwork is necessary to realize positive outcomes.
Reflecting on previous encounters with an interdisciplinary team is essential in identifying approaches to improve team functionality. An example of a past interdisciplinary team experience included a trauma team managing a patient from a road traffic accident. The nurses, physicians, surgeons, pharmacists, imaging specialists, and laboratory specialists collaborated to achieve shared patient treatment and recovery goals. The team was effective by applying various approaches such as effective communication, shared decision-making, respect, trust, and cooperative endeavor to attain patient-centered care. For example, the interdisciplinary team acknowledged their unique and interdependent roles during assessment, diagnosis, and treatment. The situation involved ethical considerations due to the anonymity of the patient and their unconscious state when they arrived at the hospital. The unavailability of the patient’s significant other, parent, or guardian made seeking consent to facilitate various patient operations challenging. The appropriate conflict resolution skills employed by the interdisciplinary team included a collaborative management style (Ronquillo et al., 2022). It consisted of individuals engaging in active listening, respectful communication, involving all parties, avoiding fixed pie bias and assumptions, and negotiating multiple issues affecting the team (Ronquillo et al., 2022). Hence, interdisciplinary teams should adopt relevant conflict resolution skills when handling problems associated with ethical issues.
References
Hui, B., Adeyemi, O., De Vin, M., Marshinew, B., Khademi, K., Bulmer, J., & Takasaka, C. (2022). Teamable analytics: a team formation and analytics tool. Companion Proceedings of the 12th, 104. https://web.archive.org/web/20220527012916id_/https://www.zora.uzh.ch/id/eprint/218604/1/LAK22_CompanionProceedings.pdf#page=116
Ronquillo, Y., Ellis, V. L., & Toney-Butler, T. J. (2021). Conflict management. In StatPearls [Internet]. StatPearls Publishing. https://www.ncbi.nlm.nih.gov/books/NBK470432/
Zajac, S., Woods, A., Tannenbaum, S., Salas, E., & Holladay, C. L. (2021). Overcoming Challenges to Teamwork in Healthcare: A Team Effectiveness Framework and Evidence-Based Guidance. Frontiers in Communication, 6, 606445. https://doi.org/10.3389/fcomm.2021.606445
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Widney:In order to achieve expected outcomes for patients, staff, students, and agencies all individuals involved must cooperate, coordinate, and collaborate. Patients that enter most healthcare facilities for ailments, always have several healthcare team members that must come together to treat their health condition. More often than not, patients often enter an environment where most decisions are made for them, and they are told what their treatment plan will be. Looking at the interprofessional collaborative team paradigm, prevention, maintenance, and treatment encourages a theory where the patient and their family is at the center of healthcare resolutions (Sigmon et al., 2023). Some key components that aid in the success of an interprofessional collaborative team are, shared value and ethics, as well as mutual respect. Along with those competencies, qualities such as, honesty, trust, dignity, privacy, and integrity are part of a critical step to help bring together the patient and the healthcare team (Sigmon et al., 2023).
Situations or conditions that may make it difficult for teams to work together may be when certain members of the team may not treat others with mutual respect. Examples of unprofessional disrespect can be the manner in which someone speaks to another, non-verbal aggression such as looking up at the ceiling when someone is talking or ignoring someone when they are directly addressing you (Covell, 2023). More behavior that makes it difficult for teams to work together are, shouting unnecessarily, negligent behavior such as not responding in a timely manner, and bullying.
In my current nursing practice as a virtual nurse health advisor, I work virtually from home. My interdisciplinary team consists of two medical directors, managers, supervisors, registered nurses, licensed practical nurses, social workers, and a secretary. The team is very effective when it comes to solving issues with other providers within the division. For example, as nurse health advisors, we are similar to case managers. Often times when we reach out to individuals on our case load, we are following up with chronic diseases such as Hypertension, Diabetes, Asthma, COPD, or heart disease. Sometimes these individuals have a hard time getting in touch with their primary care physicians to be seen sooner rather than later for acute crisis’ (change in blood pressure or extremely high blood sugars). Where we come in as nurse health advisors, we get in contact with their PCP office and try to get an appointment sooner and if that doesn’t work, we escalate it to our medical director who is able to look at the case by case basis and get in contact with that particular PCP. The conflict resolution skill that was utilized in order to resolve the situation for collaboration was the use of synergistic power. Synergistic power is described as utilizing resourceful energies to benefit all participants (AHC Media, 2020). Staying focused on communication goals will ultimately prove to result in positive outcomes. Seeking feedback and verifying information conveyed will help maintain power (AHC Media, 2020).
References
AHC MEDIA. (2020). The Case Manager’s Toolbox: The Essential Skills of an Effective Case Manager, Part 3. Hospital Case Management, 28(7), 1–4.
Covell, Y. (2023). Advice for nurses on handling difficult or aggressive colleagues: What to do if rude or negligent behaviour from colleagues or managers affects morale, and how to challenge such behaviour and escale concerns. Nursing Management – UK, 30(1), 14–16. https://doi-org.libauth.purdueglobal.edu/10.7748/n…
Sigmon, L. B., Reis, P. J., Woodard, E. K., & Hinkle, J. F. (2023). Patient and family perceptions of interprofessional collaborative teamwork: An integrative review. Journal of Clinical Nursing (John Wiley & Sons, Inc.), 32(9/10), 2102–2113. https://doi-org.libauth.purdueglobal.edu/10.1111/j…
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