Nurse Incivility and Communication Pattern
Picot Table Formulation: Nurse Incivility and Communication Pattern
Instructions:
Review the Topic Materials and the work completed in NRS-433V to formulate a PICOT statement for your capstone project.A PICOT starts with a designated patient population in a particular clinical area and identifies clinical problems or issues that arise from clinical care. The intervention should be an independent, specified nursing change intervention. The intervention cannot require a provider prescription. Include a comparison to a patient population not currently receiving the intervention, and specify the timeframe needed to implement the change process.Formulate a PICOT statement using the PICOT format provided in the assigned readings. The PICOT statement will provide a framework for your capstone project.In a paper of 500-750 words, clearly identify the clinical problem and how it can result in a positive patient outcome.Make sure to address the following on the PICOT statement:Evidence-Based Solution
Nursing Intervention
Patient Care
Health Care Agency
Nursing PracticePrepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.You are required to submit this assignment to Turnitin. Please refer to the directions in the Student Success Center.
Solution
Picot Table Formulation: Nurse Incivility and Communication Pattern
Nurse Incivility has been known to be a significant factor that affects the communication in the healthcare arena. According to Ostrofsky (2012), it is evident that nurses are preparators and victims of incivility in the workplace and no evidenced-based approach has been utilized to bar nurse incivility at workplaces. Arguably, the consequences associated with nurse incivility at workplaces has led both nurses and patients to be unsafe at the health care facility (McNamara et al., 2012). Additionally, it has been reported that most nurses that experience bullying and incivility at workplaces tend to be younger nurses and/or intern nurses who have just joined the healthcare industry to pursues their careers (Clark, Ahten, & Macy, 2014; D’Ambra & Andrews, 2014; Elmblad, Kodjebacheva, & Lebeck, 2014; Hoffman & Chunta, 2015; Nikstaitis & Simko, 2014; Peters, 2014; Vagharseyyedin, 2015; Williamson, 2011). As nursing practice entails utmost discipline and respect for one another, it is evident that most older nurses tend to bully and practice incivility at workplaces as other term it as a way of initiating new nurses into the healthcare industry.
On the other, there have been fewer initiatives to offer and apparent interventions regarding the nurse incivility and bullying in healthcare organizations in the US. As such, as an emerging issue in the field of nursing practice. More research must be conducted to investigate the possible ways in which nurse incivility and bullying can be reduced and or eliminated within the healthcare organization in the US. Nurse incivility is considered a clinical problem in the sense that its practice within healthcare leads to poor care delivery on the side of patients as well as it instills a culture if being unsafe as a nurse practitioner.
Communication is a key factor in administering care delivery. The flow of communication aids in the flawless chain of operations within any healthcare organization. Furthermore, it is a proven fact that good nurse communication within healthcare is imperative in determining patient care outcomes (Boykins, 2013; Bundesmann & Kaplowitz, 2011; Cooper et al., 2003; Nguyen, Hong, & Prose, 2013; Street, Makoul, Arora, & Epstein, 2009).
With this analogy in mind, my research will focus on an investigation to identify ways in which nurse incivility can foster better communication pattern in healthcare organizations which can improve both patient safety and patient outcome in healthcare. As such, with nurse incivility being a clinical problem across the experiences of nurse practice, such interventions will aid in reducing the dynamics of nurse incivility and bullying within healthcare.
This research will be guided by the PICOT questions as stated as follows:
When delivering healthcare services to patients within a healthcare setting, what are the viable anti-nurse incivility and anti-bullying strategies that can significantly improve communication pattern in a workplace environment?
P (Population) – Patients
I (Intervention) – Strategies that foster anti-nurse incivility and anti-bullying
C (Comparison) – Changes in communication pattern
T- Patient and Nurse’s stay at the in a health care setting
The PICOT question, clinical question and the
PICOT table formulated above will focus on researching the ways in which nurse incivility and bullying can be eradicated
within the healthcare industry as well as ensuring that no poor patient care outcomes are originating from nurse incivility
and bullying practices.
References
Boykins, A. D. (2013). Core communication competencies in patient-centered care. Association of Black Nursing Faculty Journal, 25(2), 40–45.
Bundesmann, R., & Kaplowitz, S. A. (2011). Provider communication and patient participation in diabetes self-care. Patient Education and Counseling, 85(2), 143–147. https://doi.org/10.1016/j.pec.2010.09.025
Clark, C. M., Ahten, S. M., & Macy, R. (2014). Nursing Graduates’ Ability to Address Incivility: Kirkpatrick’s Level-3 Evaluation. Clinical Simulation in Nursing, 10(8), 425–431. https://doi.org/10.1016/j.ecns.2014.04.005
Cooper, L. A., Roter, D. L., Johnson, R. L., Ford, D. E., Steinwachs, D. M., & Powe, N. R. (2003). Patient-Centered Communication, Ratings of Care, and Concordance of Patient and Physician Race. Annals of Internal Medicine, 139(11), 907–915+I34. https://doi.org/10.7326/0003-4819-139-11-200312020-00009
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Elmblad, R., Kodjebacheva, G., & Lebeck, L. (2014). Workplace incivility affecting CRNAs: A study of prevalence, severity, and consequences with proposed interventions. AANA Journal, 82(6), 437–445.
Hoffman, R. L., & Chunta, K. (2015). Workplace Incivility: Promoting Zero Tolerance in Nursing. Journal of Radiology Nursing, 34(4), 222–227. https://doi.org/10.1016/j.jradnu.2015.09.004
McNamara, S. A., Osborne, J. W., Frisen, M. A., Rosenkranz, A., Pagac, G. L., & Rogers, A. (2012). Incivility in Nursing: Unsafe Nurse, Unsafe Patients. AORN Journal, 95(4), 535–540. https://doi.org/10.1016/j.aorn.2012.01.020
Nguyen, T. V., Hong, J., & Prose, N. S. (2013). Compassionate care: Enhancing physician-patient communication and education in dermatology: Part I: Patient-centered communication. Journal of the American Academy of Dermatology, 68(3). https://doi.org/10.1016/j.jaad.2012.10.059
Nikstaitis, T., & Simko, L. C. (2014). Incivility Among Intensive Care Nurses. Dimensions of Critical Care Nursing, 33(5), 293–301. https://doi.org/10.1097/DCC.0000000000000061
Ostrofsky, D. (2012). Incivility and the nurse leader. Nursing Management, 43(12), 18–22. https://doi.org/10.1097/01.NUMA.0000422892.06958.51
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Vagharseyyedin, S. A. (2015). Workplace incivility: A concept analysis. Contemporary Nurse, 50(1), 115–125. https://doi.org/10.1080/10376178.2015.1010262
Williamson, M. M. (2011). Nurse educators’ lived experiences with student incivility. ProQuest Dissertations and Theses.